Fulton Bank’s Post

I want this to set an important precedent for all organizations to start seeing remote work as a valid work accommodation and leading with person-centered, self-directed approach when working collaboratively with employees with disabilities to find suitable accommodations. Though laws allow employers to select the accommodations rather than automatically approving an employees preference, this legal terminology was intended to allow employers and employees with disabilities to work collaboratively to find readily available or easily achievable solutions that benefit both the employer and the employee with a disability so that employees can have equitable access to their jobs. Too many employers see the word preference in this description of how accommodations are selected and assume that it is just that, a preference, when in reality it is a valid, reasonable, and necessary accommodation. Remote work is readily available and/or easily achievable for many jobs. That is an important distinction in accessibility standards. If you fear people won’t have rapport or comraderie or they won’t work as well at home, consider your approach to remote/hybrid teams. Consider your company culture and the basic changes that can easily make remote or hybrid work as suitable as in person. I know, I’ve been doing it myself for years now and I have enjoyed better relationships with the people I work with remotely than I usually do at in person jobs. Bonus for organizations that learn to do this so well that they can make it universal for all employees who don’t have to be in person to perform job duties. Universal design and flexible work places benefit everyone, including the company. Just like curb cuts designed for people with disabilities benefits everyone.

This recent win of $22 million was only a fraction of a percentage point of Wells Fargo's revenue for the past 12 months at $123.52 billion, a 21.93% increase from the previous year. However, hopefully, it's a starting point. In my own experience, as a consumer, despite having my brother set up as power of attorney via documents drafted by a lawyer, Wells Fargo along with JPMorganChase told me that I had to come in person to sign documents for my bank accounts. When I explained my limitations due to my spinal leak, they said I had to hire a stretcher to access the premises--despite the fact that this is extremely costly and most buildings cannot fit a stretcher inside. This is a common issue that spinal leak patients face as we are told to get our bodies carted onto premises via a stretcher but yet also told that their premises cannot accommodate a stretcher. This quickly becomes an everyday occurrence from physicians trying to tell me that this is the only way I can receive medical care that could be done virtually to companies telling me that this is the only way I can access their services as a businesswoman creating jobs and bringing in revenue that I would like to manage in a variety of ways. Shout out to Delta Community Credit Union who offers a simple workaround to otherwise forcing people to come in person to sign documents: just mail in the signed document. Send it by Pony Express. Come on, people. We can do more things remotely to increase accessibility. Why aren't we?

Learning Through Listening shares videos with stories that show how organizations can avoid lawsuits. The application of regulations contained within the ADA is mandatory. Knowledge is powerful! Watch and share our weekly videos to eliminate situations like this.

DISABILITIES are a big thing, the sad thing about it is that people don’t talk about it. They are ashamed or scared, because we don’t explain it to our children what is happening. Instead we tell them not to stair and think that is enough but that is not the right way, it just makes us ignore them. We should teach our children that there are people that are different and we should include them and help them being a part of it. People with disabilities are wonderful human beings they deserve the same treatment and respect as everyone else. Also if you take care of someone with disabilities, you need to know that you an amazing human being that gives so much, never gives up and put someone else before themselves. #inclusionanddiversitystartsinourhead #disabilitiesareopportunities

This week has been Deaf Awareness Week (6-12 May 2024), which has given us the perfect reason to speak to our clients about being an inclusive employer and signing up to be Disability Confident. So why is being an inclusive employer so important? Embracing diversity feeds innovation by bringing together varied perspectives and experiences.   Inclusive workplaces attract top talent, fostering engagement and loyalty.     Diverse voices lead to better decisions, driving business success.    Reflecting our diverse customer base builds trust and understanding.    Championing diversity is fundamental to creating a fairer society. One of my clients also let me know that when they became a more diverse employer that rates of productivity increased, retention rates were higher and sickness days reduced. Join us in celebrating diversity and inclusion every day, as we have now signed up to being Disability Confident. Together, let's build a brighter future for all.  #InclusiveEmployer #DeafAwarenessWeek #DiversityMatters

WATCH NOW: In our Intersection of Culture, Race, Ethnicity, Disability in Employment video, Dr. Carol Schall of Virginia Commonwealth University discusses the impact an individual's cultural experiences and perspectives may have at work and offers tips and strategies to employment service providers when working with diverse populations who have disabilities. ⤵️ #SWTCIEIllinois 🔸 #Inclusion 🔹 #CIE 🔸 #EmploymentSpecialist 🔹 #Impact 🔸 #Webinar

It is vital for all stakeholders, whether governmental, organizational, managerial, or individual to view disability accommodations as a matter of diversity and inclusion and consider strategies to facilitate success for people with disabilities. http://bit.ly/3utohXx

On this International Day of Persons with Disabilities, I want to shine a light on the understanding of disability issues. Mobilizing support for the dignity, rights and well-being of persons with disabilities is fundamental. Join me in listening to an inspiring episode of BNP Paribas podcast IN My Shoes with Pete Stone that shares stories of overcome challenges, and raises awareness about stereotypes and how to fight them in companies. Understanding disability (and people with disabilities) in the workplace is a major factor to improve inclusion policies. Together, let's build an inclusive workplace where every voice matters. #IDPD2023 #Inclusion #Diversity #BNPP4Diversity Clarisse Breynaert-Mauvage Valérie ARNAL - HUNT BNP Paribas Ability

In this 50 minute discussion on disability employment from Maine Public Radio, the panelists discuss resources for people seeking employment opportunities, as well as services available for workers and employers and a new program in Maine that helps people with disabilities for their own business #disabilityemployment #employmentresources #maine

On Monday we talked about how hiring and supporting employees with disabilities can significantly reduce turnover. But what do employees with disabilities want from an employer? Firstly, for employers to understand that all disability is not the same and that disabled workers are more than a diversity statistic. With over one billion people with disabilities in the world, that's over one billion different experiences of disability. Treating disabled employees as individuals, with unique skills and perspectives, rather than as statistics, is paramount and is the keystone to all diversity, equity and inclusion practices. Stay tuned as we will be sharing more insight on this topic for the next couple of weeks.