Bobby Dodd Institute’s Post

📣 📣 📣 Companies that lead in disability inclusion drive more revenue, net income and profit, according to a new research report. Where is your organization with Disability Inclusion? #disabilityinclusion #disabilityawareness #assessments #sageinclusion #nobarriers #accessibilityforall

From the US comes a disability inclusion toolkit that focuses on the inclusion of people with disability. It also includes people who are neurodiverse. It has resources, best practices and is informed by the perspectives of people living and working with disability. https://lnkd.in/gdTSpUhB

Companies that lead in disability inclusion drive more revenue, net income, and profit, according to a new research report from Accenture in partnership with Disability:IN and the American Association of People with Disabilities (AAPD). See how business leaders can become more intentional about disability inclusion with these five steps: https://lnkd.in/dc2B32at #disabilityinclusion #disabilityemployment #disabilityawareness

In a recent article, SHRM examines the latest report by Accenture, developed in partnership with Disability:IN and the American Association of People with Disabilities. In the article, SHRM highlights how workplace flexibility can support #DisabilityEmployment and emphasizes how a five-part framework can help businesses be more intentional about #Inclusion. To learn more about the financial business case for disability inclusion and access the article, please visit https://lnkd.in/dSz4ckgx 

Breaking barriers and boosting success! 🌐🏆✨Organizations embracing disability inclusive policies outshine peers financially, says the latest report from Accenture, Disability:IN and the American Association of People with Disabilities. ✨ 📊💼 1.6 times more revenue. 💰💵2.6 times more net income. 💲🪙2 times more economic profit. Glassdoor reviews of companies in the Disability Equity Index mentioned disability inclusion in the workplace 5X more than reviews of their industry peers, suggesting that employees are paying attention to their companies’ inclusion efforts. 📉Let’s champion inclusion, put abilities first, and drive positive change together. #inclusionmatters #inclusion #inclusionanddiversity #abilitiesfirst #oneteamonemission #communityimpact #diversitywins #disabilityemployment

As promised, here is #PacificWomenLead's disability inclusion and MEL Guidance Note 2: A guide to using the Washington Group Short Set. Working with Sally Baker and Laisa Vereti has taken me on quite the disability inclusion journey. I literally learn something new in every conversation. I use to think the Washington Group questions were only relevant or useful for census-level data collection. I now know, using the Short Set doesn't have to be complicated but is critical disaggregation to monitor reach and remove barriers. Check out the blog, with a link to the guidance note in the link below. #disabilityinclusion #PacificWomenLead #alwayssomethingtolearn

"As employers across industries continue to experience the value people with disabilities bring to the workplace, more companies may become disability champions. This will benefit not only the entire organization, but every employee with or without a disability." Check out this Forbes article on how people with disabilities make a positive impact in the workplace, and what your organization can do to build and sustain their disability inclusion initiatives: https://loom.ly/stH2lgY #DisabilityPride #DisablityPrideMonth #experiencecounts

‘A 2023 report by Accenture found organisations that implement leading practices for employing and supporting people with disability have 60% higher revenue, more than double the net income, and recorded profits twice as high as companies that do not.’ Now, perhaps recklessly, I haven’t yet gone back and cross checked references and context before sharing. I will. Sure, maybe commercial stability makes it easier to implement disability inclusive employment practices. But, even removing certainty about the *degree* of commercial advantage (research has repeatedly shown good disability employment strategy does drives business improvements), it’s clear that having disabled talent in your team is good for business. If you’re not actively implementing disability led, data-driven change initiatives to attract, support and retain disabled talent in your patch, why not? Beyond the human rights implications of exclusionary practices, the answer to your workforce depth of talent and supply problem is perhaps right there in front of you. Have a read - the Australian Disability Network has some great resources and services to help, too.

To foster inclusivity and equality, Australia unveiled the Australian Disability Strategy 2021-2031, a comprehensive national framework dedicated to advancing the rights and opportunities of individuals with disabilities. AimBig is ready to support employers in creating an inclusive workplace, in line with the framework. Read more: https://ow.ly/SGja50QqN4C #AimBig #InclusiveEmployment #AustralianDisabilityStrategy

According to the study, companies that incorporated disability-inclusive practices—such as using videos with captions and routinely seeking input from employees with disabilities—over the last five years experienced: 1.6 times more revenue. 2.6 times more net income. 2 times more economic profit. ….. The report includes a five-part framework to help businesses become more intentional about disability inclusion: Access. Remove barriers and provide equal access to employment opportunities for people with disabilities, including in recruitment, hiring and career advancement. Awareness. Ask leaders to raise awareness about disabilities and foster a culture of empathy and respect, challenge stereotypes and promote a more inclusive mindset among employees. Advocacy. Create an environment for individuals to feel comfortable disclosing their disabilities to help amplify their voices and ensure their perspectives are heard. Action. By integrating various disability inclusion initiatives under a single umbrella, organizations can ensure that they work in harmony to create a more accessible and equitable workplace. Accountability. Employers can measure their progress and share what they learn to demonstrate their commitment and dedication to improving disability inclusion.