D&A Services International Ltd’s Post

The last two months have been a time of profound reflection, dedicated studying, and cherished moments with family. Amid the busyness of Pride Month in June and Disability Pride Month in July, we’ve experienced a whirlwind of activities and celebrations. As we move forward, we recognise that there is still so much more to achieve in driving the importance of Diversity, Equity, and Inclusion (DEI) across all channels and beyond. While Pride Month and Disability Pride Month have come to a close, our commitment to raising awareness and garnering support for the community and its allies remains steadfast. It’s crucial that we don’t limit our celebrations and advocacy to the dates marked on the DEI calendar. Let’s champion these values every single day! For those seeking training, support, and guidance to advance their DEI initiatives, D&A Services is here to assist you every step of the way. We are proud to support numerous businesses in not only highlighting the significance of Diversity, Equity, and Inclusion but also in paving the way forward to drive bottom-line profits and growth. By fostering a culture where employees can be their best selves every day, we see happier employees, more satisfied customers, stronger partnerships, and ultimately, increased bid wins and improved retention rates. We are now taking on new clients so Contact us today to discover how we can help you cultivate a world-class culture that will significantly enhance your business performance and overall organisational culture. Together, let’s build a more inclusive and equitable future. #DEI #Reflection #Support #Culture #Growth D&A Services International Ltd

"Change starts with employees who feel safe and empowered to stand up and be counted. It's then up to companies to make every disclosure count by removing disabling barriers, providing equitable accommodations and opportunities, and working towards holistic improvements that break down broader barriers to inclusion." In her latest piece for Forbes, our founder Caroline Casey discusses the power of self-identification (self-ID) in the fight to end disability exclusion and unlock crucial insights into the lived experiences of disabled employees. Read the full article to learn how pioneering self-ID initiatives are empowering companies to unleash the immense potential of disabled talent and drive lasting cultural change: https://lnkd.in/eMuKzJAM

🗓  Mid-Year Reflection: Renewing Our Commitment to Equity and Inclusion We've officially hit mid-year, and it's an ideal opportunity to revisit the commitments made at the beginning of the year to create more equitable and inclusive workplaces. Over the past six months, it has been incredible to watch this vibrant, diverse, and dynamic community acknowledge and celebrate awareness and history months such as Black History Month, Women's History Month, AAPI Heritage Month, Mental Health Awareness Month, Autism Acceptance Month, and National Disability Awareness Month. So what happens now that the celebrations have passed? How can organizations take meaningful actions to amplify voices, transform organizational culture, and ensure practices such as hiring, feedback, and performance evaluations are fair and equitable? Starting Strategies to Sustain DEI Efforts: 🌟 Continuous Learning and Training: Implement regular training sessions focusing on bias, microaggressions, allyship, and inclusive leadership. Encourage ongoing education through workshops, seminars, and access to diverse resources. 🌟 Inclusive Hiring Practices: Ensure job descriptions are inclusive and free from biased language. Diversify recruitment channels to reach a broader range of candidates. Implement blind recruitment processes to minimize unconscious bias. 🌟 Equitable Feedback and Performance Evaluations: Standardize performance evaluation criteria to ensure fairness. Train managers to recognize and mitigate their biases during evaluations. Collect and analyze data on performance reviews to identify and address disparities. 🌟 Amplify Underrepresented Voices: Create platforms for underrepresented groups to share their experiences and perspectives. Establish employee resource groups (ERGs) and support their initiatives. Regularly solicit feedback from all employees and act on it. Key Awareness and History Months to Plan for in the Second Half of the Year: ✨ Disability Pride Month (July) ✨ Hispanic Heritage Month (September 15 - October 15) ✨ LGBTQ+ History Month (October) ✨ National Disability Employment Awareness Month (October) ✨ Native American Heritage Month (November) As we move into the second half of the year, let's not let the momentum of the first six months fade. It's essential to remember that advancing DEI is more important now than ever, especially in the face of increased resistance and politicalization of these efforts. We should not be discouraged by the increased number of bills introduced aiming to reduce rights and protections. Now is the time to deepen our commitment to creating workplaces where everyone feels valued, heard, and empowered. #Equity #Inclusion #Diversity #DEI #WorkplaceCulture #InclusiveLeadership #MidYearReflection #DiversityAndInclusion ⬇ Please see the comments section for supporting research and resources!

"It's time to look inward and ask ourselves – are we truly leading with inclusion? Are we prepared to get uncomfortable, to challenge our assumptions, and to do the hard work of culture change? The path forward is clear; the only question is who will choose to lead the way."   In her latest for Forbes, our Founder Caroline Casey explores the critical role of leadership in driving disability inclusion in business. From Microsoft's disability inclusion journey to Sky's approach to self-identification, the article showcases how committed leadership can create real change. Read the full article to discover how your organisation can harness the power of inclusive leadership to create meaningful impact. #InclusiveLeadership #DisabilityInclusion

In a recent BCG survey of approximately 28,000 employees across 16 countries, nearly a quarter reported having a disability or health condition that limits a major life activity. However, most companies believe that employees with disabilities comprise only 4%–7% of their workforce, highlighting a significant awareness gap. CEOs can take strategic steps to create a more inclusive environment: invest in employee-centric policies, establish mentorship programs, and grant reasonable accommodations. By fostering a culture where employees feel welcomed and supported in sharing their lived experiences with disability, CEOs can truly deliver on their values of inclusion.🌟

I’ve known that I wanted to work in business somehow related to disability for most of my memory. My first job was serving the disability community where I loved it and excelled. Until I had a seizure on the job. A little later, I got a job in corporate where I loved it and excelled. After that, I went between corporate or disability related jobs or had both at the same time because each fulfilled a part of me that the other didn’t. I kept brainstorming about ways I could combine the two, and told everyone who asked that the career I wanted was to somehow merge corporate and disability. Despite advocating for inclusion and accessibility in the workplace in whatever position I held, I didn’t yet realize it was its own field. By the time I learned otherwise, I had developed knowledge and skills not specific to disability inclusion that make me far more effective at disability inclusion. I learned process improvement, change management, operational leadership, and project management. I learned how to identify what matters most and prioritize that. As a leader, I experienced the friction between operations and sales, HR and leadership, and finance and everyone. I learned to navigate all the friction, differing perspectives, and conflicting methods to get everyone on the same page and meet the end goal. I learned how to build and present convincing arguments for ethically right improvements to people who don’t see it as a priority. I learned to be persuasive instead of abrasive. I learned the ADA in depth. It wasn’t a five step plan, or a year long course, it was all of my experiences combined that made me the disability inclusion leader I am today. I didn’t have to be anyone else to do it. I didn’t have to follow someone else’s path or suggestions to do it. I just had to keep moving forward. And keep being me.

When senior executives authentically commit to disability inclusion, it sets the tone for the entire organisation. In my latest article for Forbes, I explore how inclusive leadership can lead to transformative change in the business world. It's time for all of us to look inward and ask: are we truly leading with inclusion? https://lnkd.in/en5SmCKp

Earlier this week I was invited to be a panel member at a Women in HealthTech New Zealand breakfast on inclusion. Some of the points covered were *Inclusion makes business sense. Workplaces that actively practise inclusion have increased productivity, better staff retention and this leads to better financial gain. *Inclusion requires active commitment at all levels. This means empathic leaders, who actively commit to putting resource and accountability in to inclusive practice. *People need to see themselves in leadership. Leaders being open about their own intersectionality (our multiple identities) helps. *Commitment has to be at all levels. We need to challenge unconscious bias at all levels. The behaviour you walk past is the behaviour you accept. I was thrilled to come across this great Forbes article today that highlights these same points.

Leading by example shapes the future of your organization? 🌱 This is especially true when it comes to disability inclusion. It's not just about policies. Disability inclusion is essential for today's leaders: 1️⃣ Empathy-Driven Leadership - Leaders who champion disability inclusion cultivate empathy and understanding. This translates into stronger, more compassionate teams. Imagine the impact of a leader who truly listens and values every voice. 2️⃣ Diverse Perspectives: Disability inclusion brings a wealth of diverse perspectives to the table. These unique insights can drive creativity, problem-solving, and innovation. When leaders prioritize inclusion, they open doors to endless possibilities. 3️⃣ Boosted Morale and Engagement: Employees feel valued and motivated when they see their leaders advocating for inclusivity. This boosts morale, engagement, and productivity. 4️⃣ Future-Proofing Your Business: As the world evolves, so does the workforce. Inclusive practices attract top talent and loyal customers, ensuring your business thrives in an ever-changing landscape. 5️⃣ Leading by Example: When leaders prioritize disability inclusion, they set a powerful example for others to follow. It's a ripple effect that extends beyond the workplace, fostering a more inclusive society. Remember: Disability inclusion isn't a checkbox—it's a continuous journey of growth and learning. As leaders, it's our responsibility to create an environment where everyone can thrive. Let’s lead by example and build our businesses where inclusion is the norm, not the exception. #InclusionMatters #LeadingByExample #DisabilityInclusion #InclusiveLeadership #InnovativeWorkplace _______________________________________________________________ ID: Two hands, covered in a wet, tan clay in front of a dark black table-like background. The hands are modeling the clay into a heart and it is being cradled gently.

💡 Myths and facts about inclusion Inclusion is the opportunity for all people, including people with diverse differences, to participate equally in society. So, myths and facts about inclusion! 🔎 Myth №3 Inclusion is unreasonably expensive FACT: Inclusion does require certain costs - this applies to training, payment for the work of helping specialists, and special organization of the environment (for example, the construction of ramps and other necessary adaptations). At the same time, inclusion provides enormous opportunities both for people with special needs and for members of their families and other people. Also, investments in inclusion return huge dividends to society, which are obvious. #disability #disabilityawareness #ability #disabilities #quadropalegic #inclusion #accesible #Inclusion #HiringExperts #JobOpening #NewCareer #NowHiring #CareerOpportunities #WorkWithTheBest #WeAreHiring #ExpertHiring #JobSearch #CareerGrowth #PositioningSpecialists #JoinOurCompany #PositioningJobs