Participating in the parade is just one of the ways in which the organization is fostering an inclusive culture in the workplace, said the OPB (Ontario Pension Board)'s Mark Fuller. #pridemonth #healthandwellness #DEI #LGBTQ2S
Benefits Canada’s Post
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Is Ageism Creeping into Your Workplace? In this video, Michael and Jan discuss the issue of ageism at Dunder Mifflin, spurred by Ryan's new policies. Discover the implications of mandatory retirement ages and why companies must uphold the rights of older employees as advocates for a more inclusive work culture. #Ageism #WorkplaceEquality #EmployeeRights #Inclusion #DunderMifflin #OfficePolitics #AgeDiversity #HumanResources #WorkplaceCulture #RespectAllAges
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According to the Department for Work and Pensions (DWP), an estimated 9.5 million working-age individuals have disabilities in the UK but only 5.1 million of them are employed. The DWP, alongside the CIPD, recently released a new set of guidelines – Recruiting, managing and developing disabled people: a practical guide for managers – which are designed to inspire managers to adopt an active and welcoming stance towards hiring individuals with disabilities and/or long-term health conditions. Peter Cheese, CEO of the CIPD, has said, too often people with disabilities or long-term health conditions face prejudice or cannot access the support they need to help them reach their potential or remain in work. This is a loss of significant workforce capacity and skills. Language and behaviour: According to disability charity Scope, two thirds of individuals describe feeling uncomfortable around disabled people. Because of this, the guidance offers managerial language guidance and advises against using phrases like ‘suffering from’, as this makes individuals feel like ‘victims’. Additionally, managers should engage directly with disabled individuals rather than their aides or interpreters if possible. It is acceptable to request clarification if someone’s speech is difficult to understand but it is important to address this with the individual to ensure they do not feel invisible. Make reasonable adjustments: The Equality Act 2010 requires employers to make reasonable adjustments for disabled employees who might be disadvantaged by certain job or workplace aspects, as outlined in the guide. Examples include: *adapting work schedules for greater flexibility; *providing more personalised supervision or additional training; *modifying the physical workspace, such as rearranging furniture for better accessibility; *changing evaluation methods – offering extra time, utilising assistive devices or opting for practical evaluations over formal interviews; Employers should express their dedication to diversity and inclusion in their recruitment materials and publish job postings through channels that reach disabled individuals specifically. It is important for employers to demonstrate a fair recruitment process and evidence the company’s attitudes towards diversity, which will attract a more inclusive workforce. Businesses could agree to offer interviews for disabled candidates who meet the basic job requirements in the job advertisement. This will provide for an accessible recruitment process. What should employers be doing? Companies should ensure they have adopted a fair recruitment policy and process and that their policies and guidelines adhere to the recommendations made in the guide as far as possible. Employers have a duty of care to their employees and it is important to ensure they are doing enough to support all employees – including those with disabilities. [People Management] #recruitment #disability
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According to the Department for Work and Pensions (DWP), an estimated 9.5 million working-age individuals have disabilities in the UK but only 5.1 million of them are employed. The DWP, alongside the CIPD, recently released a new set of guidelines – Recruiting, managing and developing disabled people: a practical guide for managers – which are designed to inspire managers to adopt an active and welcoming stance towards hiring individuals with disabilities and/or long-term health conditions. Peter Cheese, CEO of the CIPD, has said, too often people with disabilities or long-term health conditions face prejudice or cannot access the support they need to help them reach their potential or remain in work. This is a loss of significant workforce capacity and skills. Language and behaviour: According to disability charity Scope, two thirds of individuals describe feeling uncomfortable around disabled people. Because of this, the guidance offers managerial language guidance and advises against using phrases like ‘suffering from’, as this makes individuals feel like ‘victims’. Additionally, managers should engage directly with disabled individuals rather than their aides or interpreters if possible. It is acceptable to request clarification if someone’s speech is difficult to understand but it is important to address this with the individual to ensure they do not feel invisible. Make reasonable adjustments: The Equality Act 2010 requires employers to make reasonable adjustments for disabled employees who might be disadvantaged by certain job or workplace aspects, as outlined in the guide. Examples include: *adapting work schedules for greater flexibility; *providing more personalised supervision or additional training; *modifying the physical workspace, such as rearranging furniture for better accessibility; *changing evaluation methods – offering extra time, utilising assistive devices or opting for practical evaluations over formal interviews; Employers should express their dedication to diversity and inclusion in their recruitment materials and publish job postings through channels that reach disabled individuals specifically. It is important for employers to demonstrate a fair recruitment process and evidence the company’s attitudes towards diversity, which will attract a more inclusive workforce. Businesses could agree to offer interviews for disabled candidates who meet the basic job requirements in the job advertisement. This will provide for an accessible recruitment process. What should employers be doing? Companies should ensure they have adopted a fair recruitment policy and process and that their policies and guidelines adhere to the recommendations made in the guide as far as possible. Employers have a duty of care to their employees and it is important to ensure they are doing enough to support all employees – including those with disabilities. [People Management] #recruitment #disability
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According to the Department for Work and Pensions (DWP), an estimated 9.5 million working-age individuals have disabilities in the UK but only 5.1 million of them are employed. The DWP, alongside the CIPD, recently released a new set of guidelines – Recruiting, managing and developing disabled people: a practical guide for managers – which are designed to inspire managers to adopt an active and welcoming stance towards hiring individuals with disabilities and/or long-term health conditions. Peter Cheese, CEO of the CIPD, has said, too often people with disabilities or long-term health conditions face prejudice or cannot access the support they need to help them reach their potential or remain in work. This is a loss of significant workforce capacity and skills. Language and behaviour: According to disability charity Scope, two thirds of individuals describe feeling uncomfortable around disabled people. Because of this, the guidance offers managerial language guidance and advises against using phrases like ‘suffering from’, as this makes individuals feel like ‘victims’. Additionally, managers should engage directly with disabled individuals rather than their aides or interpreters if possible. It is acceptable to request clarification if someone’s speech is difficult to understand but it is important to address this with the individual to ensure they do not feel invisible. Make reasonable adjustments: The Equality Act 2010 requires employers to make reasonable adjustments for disabled employees who might be disadvantaged by certain job or workplace aspects, as outlined in the guide. Examples include: *adapting work schedules for greater flexibility; *providing more personalised supervision or additional training; *modifying the physical workspace, such as rearranging furniture for better accessibility; *changing evaluation methods – offering extra time, utilising assistive devices or opting for practical evaluations over formal interviews; Employers should express their dedication to diversity and inclusion in their recruitment materials and publish job postings through channels that reach disabled individuals specifically. It is important for employers to demonstrate a fair recruitment process and evidence the company’s attitudes towards diversity, which will attract a more inclusive workforce. Businesses could agree to offer interviews for disabled candidates who meet the basic job requirements in the job advertisement. This will provide for an accessible recruitment process. What should employers be doing? Companies should ensure they have adopted a fair recruitment policy and process and that their policies and guidelines adhere to the recommendations made in the guide as far as possible. Employers have a duty of care to their employees and it is important to ensure they are doing enough to support all employees – including those with disabilities. [People Management] #recruitment #disability
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Canada's Most Powerful Women Top 100 Award Winner | CEO & Founder | Top 40 Under 40 | Making companies more equitable, inclusive & diverse
30% of equity-deserving people disagree that their group benefits plan addresses their needs, according to research from Sun Life & Ipsos. When asked “I am satisfied with the group benefits I receive through my place of work” 🔵 69% Indigenous people agree 🔵 71% 2SLGBTQ+ people agree 🔵 73% for people with disabilities agree 🔴 Compared to 80% White people, 81% Black people and 88% for racialized people These findings tell us that we cannot apply a one-size-fits all approach to our benefits offerings and expect employees to feel equally included. Follow along with me this month as I share practical tips to designing more inclusive, equitable benefits plans. Check out Sun Life & Ipsos' report in the first comment #benefits #peopleandculture #equitydiversityinclusion
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Intrapreneur | Global Supply Chain Expert | Innovation Leader | Mentor | Program Manager | Ex-Mondelez, Ex-Unilever
THIS is an awesome example of how tech can meaningfully impact the state of gender equality in the U.S. Moms First, a nonprofit dedicated to advocating for the interests of mothers in the workplace and culture, has just unveiled an AI tool designed to assist working parents with navigating New York's paid leave family benefits. Its aim: to streamline the application process for parental leave and receive the guidance so many are desperately missing. #AI #ParentalLeave #WorkingMoms #WorkingParents
Moms First launches an AI tool to help workers and employers navigate paid family leave
hr-brew.com
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You know the scientist dork in the action movie, the one the government ignores? This employment lawyer helps proactive companies avoid the action sequence.
I have a question for you. Does the Americans with Disabilities Act permit former employees to claim discrimination in post-employment benefits? That's a tough one. Indeed, federal appellate courts have split. Two say they can; four say they can't. Yesterday, the Supreme Court agreed to resolve the matter. It will do so at the request of a woman who, after more than two decades of service, had to retire from her job as a firefighter because of advanced-stage Parkinson's disease progressed to a stage. She brought an ADA claim that her former employer had a discriminatory benefits policy that treated disabled retirees worse than others. However, the Eleventh Circuit Court of Appeals denied her claim without reaching its merits. The ADA makes it unlawful for any covered employer to discriminate against a qualified individual on the basis of disability. A "qualified individual" means "an individual who, with or without reasonable accommodation, can perform the essential functions of the employment position that such individual holds or desires." And therein lies the rub. The Eleventh Circuit concluded that as the plaintiff no longer "holds to desires" to be a firefighter because she voluntarily retired, she lost her right to sue for discrimination—even though it concerned benefits she earned while employed. The Sixth, Seventh, and Ninth Circuits have reached the same conclusion as the Eleventh Circuit. The split in authority emanates from the Second and Third Circuits. As the petitioner highlighted in her request for Supreme Court review, "the Second Circuit has long held that a 'former employee' can sue her former employer under the ADA 'for the purpose of challenging alleged discrimination in the provision of [a] fringe benefit' earned during her employment." The Second Circuit reasoned that it would be irrational to preclude former employees from invoking the ADA to allege discrimination concerning retirement benefits because Title I of the ADA expressly prohibits discrimination in the provision of fringe benefits. Otherwise, an employer could "deny post-employment fringe benefits based on disability to any retiree the day after (but not the day before) his retirement." The Third Circuit found the ADA's text ambiguous regarding former employees' rights to sue for benefits. It reasoned that if Congress had wanted to preclude former employees from asserting post-employment claims for retirement benefits, it could have done so. Plus, courts have interpreted Title VII to allow former employees to assert discrimination claims based on post-employment activities. In concurring with the Third Circuit's result, then Judge Alito noted the circuit split and declined to decide "whether a former employee who can no longer work can meet [the ADA's] 'qualified individual with a disability requirement.'" Now, he and the eight other justices will have that chance. #TheEmployerHandbook #employmentlaw #humanresources #shrm24
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In May 2024, the UK Government released updated guidance on employing, managing, and developing disabled employees. This resource is a must-read for employers committed to fostering inclusive environments and workspaces. The guidance highlights the importance of reasonable adjustments and provides practical advice that employers can adapt to accommodate diverse needs effectively. #Inclusion #WorkPlaceEquality #EmploymentLaw
Building inclusive workplaces: reasonable adjustments
farrer.co.uk
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Government published review about how employers recruit, retain and develop #autistic people as well as identifying any barriers to employment and ways to overcome such barriers #emplaw #equality #neurodiversity #autism
Landmark review calls on employers to boost support for autistic people
gov.uk
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As broken down by Dentons, here is how to celebrate #NationalInclusiveWeek with real impacts: 🔎 Review and Refresh Policies: Keep your employee handbook updated with benefits beyond the basics. Flexible working arrangements, free counselling services, disability support programs, and extended paternity leave help employees feel valued and supported. ♿ Make Thoughtful Adjustments: Foster a truly inclusive culture by embracing disability-friendly programs and making adjustments not just to the physical space, but to how work is done. Mentorship opportunities and tailored work patterns for specially-abled employees ensure a more inclusive and harmonious environment for everyone. 📚 Stay Informed on Emerging DEI Issues: Inclusion goes beyond race and gender. Develop strategies that recognize challenges like ageism, socioeconomic status, and neurodiversity. Stay ahead of the curve by addressing the diverse needs of your team. Find out how to participate here: https://lnkd.in/gWXRJNiH At The Say Gap, we’re proud to support National Inclusion Week, established by Inclusive Employers, and raise awareness about the unique challenges faced by underrepresented groups in professional spaces. 🌟 And don’t miss The Say Gap on October 29th-30th, featuring insightful panels with DEI experts and interactive workshops to help you take action on diversity, equity, and inclusion in your organisation. 💡 🔥Standard tickets close on 30th September —this is your LAST chance to secure your spot! Step into the future of DE&I and women leadership in law. 🎫 https://lnkd.in/e6mWWKu2 Cosmonauts | Legal IT Insider | EY | Ginger Leadership Communications | She Breaks the Law #TheSayGap #DEandI #legalconference #workshop #Diversity #workshop #LegalInnovation #WomenInLaw #PublicSpeaking #DEI #DiversityAndInclusion #LegalSector #Leadership #NationalInclusionWeek
Embracing National Inclusion Week | Dentons | The Say Gap
dentons.com
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