Damon Maassen, CPTD’s Post

MYTHS ABOUT EMPLOYING DIVERSE WORKFORCE Diversity at work isn’t just a trend, it’s a game-changer! Yet, some myths still hold companies back. “Diversity and inclusivity are not just buzzwords; they are essential ingredients for a thriving workplace.” — Diane M. Howard 🛑 Myth #1: Hiring for diversity means lowering standards. ✅ Truth: Diversity actually brings in a range of skills and perspectives, boosting creativity and innovation! 🛑 Myth #2: It’s only about race and gender. ✅ Truth: Diversity covers a lot more—think age, disability, background, and more. It’s all about varied experiences and viewpoints. 🛑 Myth #3: Diverse teams clash and don’t work well together. ✅ Truth: With the right approach, diverse teams can collaborate better and build stronger, more inclusive workplaces. 🛑 Myth #4: It’s too expensive and complex to implement. ✅ Truth: Investing in diversity can lead to higher engagement and performance, which means it’s worth every penny. Let’s move past these myths and see how diversity can truly make a difference. In diversity there's beauty and strength. “An inclusive culture is a culture where people can be themselves and be celebrated for it.” — Pat Wadors. Disability:IN Disability Rights Fund National Council for Persons with Disabilities (NCPWD) Harun M. Hassan, E.B.S #DisabilityInclusion | #DisabilityAwareness | #DisabilityMainstreaming | #DisabilityEmployment

Avangrid has been named a Best Place to Work for Disability Inclusion by Disability:IN. The Index was launched in 2015 in the United States and is acknowledged today as the most robust disability inclusion assessment tool in business. In line with Iberdrola Group's strategy, Avangrid is setting a new industry standard when it comes to championing an inclusive culture that celebrates diversity, promotes equity and fosters an environment where every voice is heard and valued. The company prioritizes DEI initiatives in three areas: 1. increasing diverse representation, especially in leadership positions; 2. promoting equitable opportunities to grow and develop; 3. establishing pathways for community and connection with others. In 2024, Avangrid has taken steps to advance DEI in the workplace. This includes: - Collaborating with Connecticut State and Disability:IN to launch pilot program to help build a diverse talent pipeline by developing opportunities to employ visually impaired individuals. - Growing employee participation in Avangrid’s seven business resource groups (BRGs) to its highest level since the founding of the BRGs. To date this year, nearly a quarter of all Avangrid employees are a member of at least one BRG. - Expanding required trainings by adding a 2024 DEI Inclusion at Work module focusing on disability inclusion and allyship. - Hosting more BRG events than ever before, with 127 events and 13 volunteering activities planned for 2024. - Continuing Avangrid’s involvement with Paradigm for Parity, a coalition of corporate leaders committed to addressing the corporate leadership gender gap.   Congratulations Liberna Charles, Claudia Oliveira MSMOL, SHRM-CP and all CARE members that made these achievements possible.   #diversity #inclusion #disability https://lnkd.in/d2dkRDcf.

🌍💡 Expanding the Horizon: The Comprehensive Data Mosaic of Social Justice in DEI! 💡🤝 LinkedIn community, let's explore the rich tapestry of data that underscores the imperative of weaving social justice into the very fabric of our Diversity, Equity, and Inclusion initiatives. 🚀🔍 🤝 Ethnic and Racial Diversity: Companies with ethnically diverse executive teams are 33% more likely to outperform their peers. Embracing social justice means acknowledging and celebrating the strength that comes from a multitude of cultural perspectives at the decision-making table! 🌎🌐 📊 LGBTQ+ Inclusion: A study by the Williams Institute found that workplaces that actively support LGBTQ+ employees experience increased job satisfaction and productivity. Social justice extends beyond gender binaries; it embraces and champions the rights of every individual, regardless of sexual orientation or identity! 🏳️🌈🌐 🌐 Disability Inclusivity: Research from Accenture shows that companies actively promoting disability inclusion have, on average, 28% higher revenue. Social justice demands creating environments where everyone, regardless of physical or cognitive differences, can contribute meaningfully! ♿🌐 🌏 Global Perspectives: Global companies with diverse boards demonstrate a 95% higher return on equity. Social justice transcends borders, recognizing the value of diverse experiences from every corner of the world! 🌍🤝 🚀 Neurodiversity at Work: Organizations embracing neurodiversity see benefits in creativity and problem-solving. Social justice is about creating workplaces where neurological differences are not only accepted but celebrated for the unique strengths they bring! 🧠💼 👨👩👧👦 Family-Friendly Policies: Companies that provide family-friendly policies and parental leave options experience increased employee loyalty and engagement. Social justice acknowledges the importance of work-life balance for all, fostering an inclusive environment for diverse family structures! 👶👩👩👧👦🌐 🌈 Intersectionality Matters: Embracing intersectionality is key. A Harvard Business Review study found that diverse teams with inclusive leaders outperform their non-inclusive counterparts by 80%. Social justice is about recognizing and addressing the interconnected layers of identity and privilege! 🌐🔄 Let's elevate the conversation and champion a holistic approach to social justice within our DEI strategies! 💬🌐 #SocialJusticeInDEI #InclusiveFuture #DiversityMatters 🚀🌈

It's no secret that #Employees with #Disabilities in the US have more negative experiences in the workforce than employees without disabilities. A recent study by Boston Consulting Group (BCG) found that #PeopleWithDisabilities (PwD) feel lower levels of inclusion, experience more harassment and discrimination, and feel less #PsychologicalSafety in the workplace than people without disabilities. Yet, the #DisabilityCommunity is nuanced, an inherently diverse group of individuals with a vast array of experience that may include #Intersection-ing identities. So, how might disabled #BIPOC (Black, Indigenous, people of color) women experience the #Workforce in distinct ways? After diving deeper, BCG found that for #PWD with intersecting identities, the negative outcomes are amplified further, and individuals have lower BLISS Index* inclusion scores. Read the full article here to find out more: https://lnkd.in/g9yH4tbC *BCG’s BLISS Index is a comprehensive, statistically rigorous tool that measures employees’ feelings of #Inclusion, which meaningfully correlates with retention. #HRAnalytics #HumanResources #PeopleAndCulture #PeopleFirst #EyeLevel #RepresentationMatters #EyeLevelWorks #DiversityEquityInclusion #InclusionMatters Eye Level Communications, LLC

𝗪𝗛𝗬 𝗪𝗘 𝗡𝗘𝗘𝗗 𝗧𝗢 𝗕𝗥𝗢𝗔𝗗𝗘𝗡 ‘𝗗𝗜𝗩𝗘𝗥𝗦𝗜𝗧𝗬’ To really understand Inclusion, we need to blow open the common conception of Diversity: “Oh yes, Diversity, that’s about race, sex, age, disability, etc..” - the Equality Act's Protected Charactersitics. Well, it is but it’s also about far more – the diverse qualities of every complex human being: background, culture, education, neurodiversity, thinking style, communication style, physical attributes, etc., etc. Above all, cognitive diversity (different ways of thinking about issues and solving problems), the real bonus of an inclusive culture, arises from each person’s diverse life story. You might think “but the Protected Characteristics do include everyone”. True, but most people don’t consider themselves to be disadvantaged because of these features and conclude that this is to do with others. Many organisations I’ve worked with have been so focussed on ‘increasing diversity’ by trying to recruit more disabled people or people of colour that they have completely forgotten about the immense diversity they already have within their teams.  Why is this broad understanding of Diversity so important? ·      Anybody can be made to feel excluded, undervalued, unfairly treated because of these differences and this affects their commitment, health and productivity. ·      Creating an inclusive culture for all, unleashes the potential of that diversity – better problem solving, decision making, and, well …. happiness at work. Now it becomes personal, for everyone. There’s motivation to take the knowledge and turn it into everyday actions. If this culture is nurtured and sustained, it can change everything in the workplace, opening minds and hearts, reducing conflict, rewarding innovation and participation.  Now, back to the Protected Characteristics. I hope it doesn't sound like I am diminishing the importance of these. They are very important because they are the characteristics that are most likely to attract discrimination in work and society. But I have seen how those organisations who focus only on their diversity data and increasing representation, often do manage to recruit a few more disabled people, people of colour, women / men, LGBTQ+ people, people of different faiths, only to have them leave within a year. Why? Because they had not built an inclusive culture for everyone. A few sessions on disability awareness cannot substitute for an embedded culture that allows staff to be open to difference, willing to face and address their own biases (conscious and unconscious) and, above all, feel safe to learn from one another. In my next post, on Thursday, I’ll consider the third principle underpinning my approach – We need to shift the power – perhaps the most important and difficult of all. In the meantime, if you’d like to read the whole series, you can binge them on my website blog page: https://lnkd.in/eqP4JsYi #EDI  #Inclusion  #socialjustice  #diversity

No inclusion = injustice Virtue signaling inclusion = nobody wins Inclusion + leadership + values + flexibility = better performance! A recent study published in the Journal of Vocational Rehabilitation highlights that fully inclusive companies are not only great places to work, but they also generate better results. Key insights from the lead author Brian Phillips and team: 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗶𝘀 𝗳𝘂𝗻𝗱𝗮𝗺𝗲𝗻𝘁𝗮𝗹 Companies with committed leaders see success in disability diversity initiatives, proving that strong support from the top is essential. 𝗖𝗼𝗿𝗲 𝘃𝗮𝗹𝘂𝗲𝘀 𝗺𝗮𝘁𝘁𝗲𝗿  Seeing diversity as a strength and prioritizing inclusion are the foundation of successful disability initiatives. 𝗙𝗹𝗲𝘅𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀 𝗰𝗿𝘂𝗰𝗶𝗮𝗹  Companies that adapt to meet the needs of employees, including those with disabilities, see greater success. 𝗙𝘂𝗹𝗹 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝗼𝗻 𝗱𝗿𝗶𝘃𝗲𝘀 𝗯𝗲𝘁𝘁𝗲𝗿 𝗼𝘂𝘁𝗰𝗼𝗺𝗲𝘀!  Companies with robust disability inclusion initiatives report better performance, enhanced employee perceptions, and stronger cohesiveness. https://lnkd.in/g_36VxgS

There is no belonging without inclusion. There is no inclusion without accessibility. There is no accessibility without taking responsibility. Disability Pride. Today and every day. #WeAreBillionStrong #DisabilityPride #ForEverybodyAndEveryBody #YouBelongHere #AccessibilityMatters #AccessibleFitness #InclusiveFitness #AdaptiveFitness #NoInclusionWithoutAccessibility #DisabilityPrideMonth #DEIA

Happy October #LinkedIn community! October is my favorite time of year as the leaves start changing, the air gets a little cooler & crisper and its a time to highlight LGBTQ+ history and Disability workplace inclusion. To kickoff LGBTQ+ History Month and National Disability Employment Awareness Month (NDEAM) here are a few ways you can be an #ally to both the LGBTQ+ and disability communities. 🏳️🌈 ♿️ Listen to Lived Experiences: Value and amplify the voices of those of us who live at the intersection of these identities. Our experiences are unique and vital in shaping more inclusive spaces. 🏳️🌈 ♿️ Advocate for Accessibility: Whether it's in the workplace, educational settings, or public spaces, ensure that accessibility is a priority. Remember, accessibility goes beyond wheelchair ramps and captions – it includes taking into account sensory needs and providing accommodations for ADD/ADHD/Autism and other neurodivergent people (among other things). True inclusion means everyone can participate fully. 🏳️🌈 ♿️ Challenge Biases: Actively unlearn harmful assumptions about both LGBTQ+ and disabled people. Allyship is an active practice which requires you to do the work daily, not just when it's easy. 🏳️🌈 ♿️ Actively Advocate For Inclusive Intersectional Policies: While more organizations are building out LGBTQ+ inclusive HR policies, proactive policies that create a safe workplace environment for people with disabilities are still lagging. Truly inclusive policies are holistic and take into account peoples intersectional identities. 🏳️🌈 ♿️ Celebrate Intersectionality: Acknowledge that people live at the crossroads of multiple identities. LGBTQ+ and disabled individuals often face compounded discrimination, but also bring incredible strength and insight. 👉🏾 Need help taking these allyship tips from the screen to your company or organization? Let's connect! Advocating for accessibility, teaching leaders how to break down bias, uplifting intersectionality and writing inclusive HR policies is what I do best. October is a great time of year to begin tackling these challenges to set your team up for success for Q4 going into 2025. You can complete the booking inquiry form here if you are interested ➡️ https://lnkd.in/eysj2Vqn #LGBTQ #Pride #HistoryMatters #Diversity #Equity #LGBTQHistoryMonth #NDEAM #Inclusion #Allyship #LGBTHistory #DisabilityRights #DisabilityInclusion (Data Graphic from the Arcus Foundation, linked in the comments below)

I truly believe that everyone has something special to offer, regardless of their abilities. Inclusion isn’t just about giving people a chance; it’s about recognizing the unique stories and talents that each person brings to our communities. When we create opportunities for individuals with disabilities, we are not only uplifting them; we are also making our whole community better. Here’s why I think inclusion is so important: 𝗙𝗿𝗲𝘀𝗵 𝗜𝗱𝗲𝗮𝘀: Individuals with disabilities have different experiences that can lead to creative solutions. Their viewpoints can help us see things in a new light. 𝗦𝘁𝗿𝗼𝗻𝗴𝗲𝗿 𝗖𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻𝘀: Inclusion helps everyone feel like they belong. When we all have a seat at the table, our communities become more connected and supportive. 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗶𝗻𝗴 𝗢𝘁𝗵𝗲𝗿𝘀: Giving people with disabilities the chance to show their skills boosts their confidence and inspires those around them. It proves that everyone has something valuable to share. 𝗧𝗲𝗮𝗰𝗵𝗶𝗻𝗴 𝗔𝗰𝗰𝗲𝗽𝘁𝗮𝗻𝗰𝗲: When we promote inclusion, we help future generations learn to appreciate differences. This creates a culture of understanding and kindness. At Drishti Samajik Sansthan, I have seen how powerful inclusion can be. Each story of success reminds me that investing in people is investing in a brighter future for all of us. Let’s keep pushing for opportunities that empower everyone. Together, we can build a world where everyone has the chance to shine! #inclusionmatters #empowermentforall #uniqueabilities #everyonebelongs #freshperspectives #strongercommunities #embraceinclusion #diversitystrength #opportunityforall #investinpeople

National Inclusion Week 2024 is ALL this week, with the theme "Impact Matters." This highlights the need for tangible and meaningful changes in our approach to accessibility and inclusion! Currently 80% of neurodivergent employees and 75% of disabled staff, feel their needs are not fully understood by their employers. 😲 This week, let’s focus on making impactful changes to create more inclusive environments, from recruitment processes, the content you post to interactions with friends, family and colleagues. What will you do to make a difference? Make inclusion a priority every day! Image description for accessibility: pink poster with a graphic of a grey cartoon cat peeking from the top left paw pointing to # National Inclusion Week 23rd ~ 29th September. Underneath a picture of me with faded pink hair holding my hands out in front in a heart shape and next to me a graphic of different types of disabilities plus an open rainbow umbrella representing neurodivergence. MC Melanie Costas Consulting logo bottom right.