Diversability®

What steps are you taking to help ensure your loved one with a disability is supported for life? Take our masterclass where we'll guide you through essential planning strategies to safeguard your family’s future. Learn how to create a lasting impact and peace of mind for your loved one’s well-being. Start the course here: https://lnkd.in/emyZaGTQ #disability #masterclass #finance

Section 14(c) of the Fair Labor Standards Act allows employers (after they've received a certificate from the Wage and Hour Division) to pay special wages less than the federal minimum wage to employees with #disabilities. As of July 2024, the federal minimum wage is $7.25 an hour. Federal rules state that 14(c) employers must help disabled workers move to higher-paying jobs. But according to the Rehabilitation Services Administration in 2022, just 0.5% of 14(c) workers were referred by their employers to vocational rehabilitation services aka the pathway to exit the program. This means that employers love the benefits of paying someone way less for work taking advantage of an oppressed group. The Labor Department doesn't really care about us. So there is very little follow through to ensure disabled workers are getting a livable wage. And it doesn't help that places like Honda say things publicly like it is a “positive effort to promote employment opportunities and help individuals with disabilities gain independence in life.” You know because at least they hired people with disabilities and other places wouldn't 🙄 If you live in Alaska, California, Colorado, Delaware, Hawaii, Maine, Maryland, New Hampshire, Oregon, Rhode Island, South Carolina, Tennessee, or Washington congratulations your state has banned these deplorable practices. But that leaves 37 other states that are paying disabled people less than the federal minimum wage...LEGALLY. If you live in one of those 37 other states this is time to talk to your local politicians. Ask them what they were doing to ban 14(c). Be uncomfortable. Do the work! #nationaldisabilityemploymentawarenessmonth #ndeam #disabilities #workplace Image Description- A white background with black serif font that says: October is National Disability Employment Awareness Month. Today, in 2024, states can LEGALLY pay disabled employees 25 cents an hour.

Tiffany A. Yu, MSc, the founder of Diversability® and author of the upcoming book 'The Anti-Ableist Manifesto' (set to release on 10/8—just four days away!), has crafted an extraordinary piece of work. As an HR leader and sister to three brothers who are blind, I found this book to be deeply thought-provoking and insightful. I highly recommend adding it to your reading list! As I finish reading, I realized I encountered a range of thoughts and emotions that were viewed through my multiple perspectives and here are my personal take-aways: • As the non-disabled sibling of three brothers who are blind, I better understand the ableist behaviors and microaggressions they and all people with disabilities face and realize the negative and long-lasting impact. • As an HR professional being able to further reflect on the need to eliminate barriers and create an accessible and inclusive workplace. Focus on making accessibility the norm, not the exception. • As an advocate and ally, asking myself how I can better leverage my own privilege, voice, and influence to combat ableism. This book should be shared with every parent, caregiver, or sibling of someone with a disability, as well as students, teachers, school administrators, community leaders, HR professionals, and organizational leaders. In fact, it deserves to be read by everyone and should be on every shelf. It is a masterpiece and you can preorder now on your favorite platform. The image features the cover of 'The Anti-Ableist Manifesto' displayed on an iPad resting on a wooden table with a white and gray runner. To the left, is a mug, while a painting of a woman's face adds depth to the background. #MBRBBlog #AntiAbleism #Inclusivity #Allyship #Accessibility #Disability #DisabilityPride #MustRead

Looking for a game-changing book by a disabled business owner? I'm thrilled to share that my friend, Tiffany A. Yu, MSc, has written an incredible new book, THE ANTI-ABLEIST MANIFESTO: Smashing Stereotypes, Forging Change, and Building a Disability-Inclusive World, which will be released on October 8, 2024! This powerful work breaks down ableism, provides actionable steps for authentic allyship, and showcases the importance of disability inclusion across personal, professional, and political spaces. In her book, Tiffany offers insights from disability advocates, scholars, entrepreneurs, and educators to highlight an intersectional approach to disability. The book guides readers on how to: - Support disabled people in our communities - Recognize and prevent microaggressions while eliminating ableist language - Increase accessibility in public and professional spaces - Create truly inclusive events Tiffany’s work is transformative, drawing from her own experiences as a disability advocate and founder of Diversability®. I’ve known Tiffany for almost 5 years now and I deeply appreciate how she shows up in the world. She has consistently shared resources with me and has supported my business journey. Her commitment to her community, her pursuit of growth, and her leadership is remarkable. This book will be a game-changer for anyone committed to disability inclusion. I highly recommend pre-ordering your copy now. What are your thoughts on this?  Will you be reading Tiffany’s book? ID: Square image with different shades of orange. There is a photo of Tiffany, an Asian woman with dark straight hair wearing a black jacket smiling with her mouth closed. Behind her is a white background with grey letters reading “Anti-Ableist Manifesto” There’s a photo of her orange book, The Anti-Ableist Manifesto. Under the photo of Tiffany in big font reads Tiffany Yu, Author of The Anit-Ableist Manifesto. Book on sale 10.8.24 Preorder now. #DisabilityInclusion #Diversity #MustRead

Happy Disability Employment Awareness Month (#DEAM)! This year, we have experienced incredible strides for #DisabilityInclusion in business. From groundbreaking legislation in the #EU to a global increase in self-identification rates among new hires - the ripple effect is evident, and we must keep the momentum! Join IN for DEAM with the rest of the Disability:IN community by visiting https://bit.ly/3ZjGGmI. [ID: Gradient dark blue background with white and green gradient curved lines creating a layered circle behind a green gradient globe beside the text Disability Employment Awareness Month. A green-blue gradient line borders the bottom.]

🗣 Calling Black LGBTQ+ Individuals with Disabilities! 🌈 We invite you to contribute to our "Living Out Loud" blog series. Interviews will take place in mid-October, with content releasing later this year. Your story will remain confidential unless you wish to share it. This is a valuable opportunity to make your voice heard! If you’re interested, please reach out by Monday 7th October to participate in this important project. 👉🏾 🔗 https://bit.ly/3Y6eYZK #LivingOutLoud

Statistics show that 1 in 4 people are disabled. I guess more-much more, considering 80% of disability is non-apparent, which includes mental health challenges, some neurodivergence, chronic illness, and more. You are already working with disabled people, whether you know it or not. Let's learn how to do better for them and for us all. This Disability Employment Awareness Month, consider professional training on: *Disability Inclusion and Intersectionality *Decreasing Stigma and Discrimination, Increasing Psychological Safety *Accommodations, Access and Support Needs, and Accessibility *Paradigm Shifts From the Medical to Social Model of Disability *Inclusive Design (serve for one, solve for many) *What to say when you don't know what to say Let's connect. I would love to offer a keynote, workshop, or webinar. #DisabilityEmploymentAwarenessMonth #Disability #DisabilityInclusion #Accessibility #PsychologicalSafety #speaker Image Description: A yellow box with text saying "It’s Disability Employment Awareness Month. Are you creating a psychologically safe space for people to disclose disability WITHOUT negative consequences? And are you implementing INCLUSIVE DESIGN to make your workplace as accessible as possible so that people do not have to disclose and request accommodations to thrive? Assume access and support needs. Remember 80% of disability is non-apparent.

If an application was enough to get someone the interview, If an applicant has been deemed qualified, If an employee has been assessed favorably, If a promotion was offered, THEN they are deemed incapable or unqualified after learning of their disability, it is the judgment of the disability, not the disability itself, that disqualified the candidate.* October is National Disability Employment Awareness Month. This year’s theme is “Access to Good Jobs For All” If the reality remains that qualified candidates have to hide their disability to be perceived as qualified for good jobs, you’re denying good jobs to qualified people. *Which is discrimination, whether intentional or not. __________________ I am an inclusion and belonging speaker, consultant, and writer with a focus on disability inclusion. • Order my book here: https://amzn.to/3UfvrJ4 • Invite me to speak here: https://lnkd.in/gxK6rtya • Book accommodation consultations here: https://lnkd.in/gUtTbmdZ • Or just send me a message. I am human, after all.

Can I geek out for a second? As a total LinkedIn nerd, I was *thrilled* to be invited to chat with Andrew Seaman on the Get Hired by LinkedIn News podcast. But really, my excitement about this conversation is primarily rooted in my passion for making the world more accessible. With National Disability Employment Awareness Month (#NDEAM) in full swing, there's no better time to start or continue your journey to creating a more inclusive workplace. I'm grateful to have been able to share some insights in this podcast episode about why and how to do this. That said, we need to go beyond being merely encouraging "awareness" of inclusive employment for 31 days of the year. Disabled people (more than 1 billion of us) existed on September 30, and we will still exist on November 1. A month-long observance of NDEAM is a great start, but it's long past time for all employers to commit to taking consistent, meaningful action. I hope this podcast offers a sense of support and instills greater urgency to prioritize accessible and inclusive hiring processes and workplace cultures every single day of every single year. #DisabilityEmployment #DEI #DisabilityInclusion #GetHired #LinkedInTopVoices

Do you have non-disabled guilt? Do you know what ableism means? Meet me here Friday at 2pm est to talk with author Tiffany A. Yu, MSc about her book The Anti-Ableist Manifesto where those topics and more are discussed. See you Friday! #DisabilityInclusion #AntiAbleism #DisabilityAdvocate #Livestream