IAAP - International Association of Accessibility Professionals’ Post

Pivot Point: Stephen Miller and AFL are at it again. They have been hunting out DEI practices at over 20 major corporations and now turn their focus to the NFL and the Rooney Rule. My position is unequivocal: AFL's stance seeks to narrow rather than broaden talent pools by perpetuating the exclusion of underrepresented groups. Their assertion that adding people of color to candidate pools inherently implies inferior qualifications is not only false but also discriminatory. This flawed logic disregards the reality of industries like professional sports, where players of color dominate the field. Denying qualified individuals from underrepresented groups the opportunity to compete based on their race is not only unjust but also detrimental to fostering diversity and inclusion in our workplaces. It's imperative to challenge such misguided perspectives and advocate for equitable opportunities for all.

Did you know employees with disabilities have higher retention rates? Learn more about the benefits of hiring people with disabilities on Thursday from our partners Temple University and Pennsylvania Developmental Disabilities Council!

What does Diversity mean to me? Diversity is like having a colorful palette of crayons instead of just 1 color. When you have people from different backgrounds, experiences, & perspectives working together in community services, it's like mixing all those crayons to create beautiful and innovative solutions to problems. Each person brings their own unique ideas and ways of thinking to the table, which helps the team come up with creative approaches to tackle challenges. By embracing diversity, teams become more flexible, empathetic, & understanding, leading to better decision-making and solutions that truly reflect the needs of the community. So, diversity is the secret ingredient that makes problem-solving in community services more creative, effective, & inclusive.

I really hope this article finds you well. Ty his work is so stressful, but we love the chance to use creativity, community, culture to make change. For those of you that know this experience well. I’d love to hear your experience.

While these descriptions are interesting in themselves, I'm posting this for a different reason: to contradict the stereotype that "old people don't want to --- or can't --- change." (BTW, while this statement might apply to some elders, the same thing might be true for some children, teens, and middle-agers.) The examples in this article are just some of the myriad ways that we face the realities of change as we age. And these are the minor ones. There are far bigger changes to deal with, such as the ones in our bodies, our jobs and home locations, and the deaths of spouses/partners and friends of our own age. Don't tell me old people are unwilling to or incapable of change. After decades of experiences, we are the Master Changers. https://lnkd.in/g8Punf7t

Foundations of Disability Leadership is an 8-week, fully virtual course which commences in May. Do you often feel like the only disabled person in the room? Do you feel that you must minimise or conceal your disability? Have you hit the concrete ceiling with your career going nowhere? Foundations of Disability Leadership will provide you with the skills to tackle some of these common challenges. You will have discussions with your peers and examine some of the big questions we address through our coaching program and members community. This program will assist you to get your disability leadership strengthened and consciously practised. https://lnkd.in/gG7RSMw7 Image description: A white graphic with a pink border and black text. In the centre is a large image. It is of three buildings with glass fronts and the viewer is looking up through them to the sky. The buildings have reflections of the sky and other building on them. The sky is blue with some wispy clouds.

Norma J. Jackson (she/ her/ hers), Thompson Coburn's Chief Diversity & Attorney Development Officer, participated on a panel at University of Chicago / University of Chicago Law School Diversity + Inclusion Summit. Norma discussed hiring and developing pipelines for diverse talent in law and policy and focused on DEI efforts in the workplace. Associate Dremain Moore (pictured) and partner Michael Parks also attended the networking reception with employer guests and students. #DEI #diversityinlaw #chicagolawyers #chicagolawfirms #diversitypipeline #lawfirmleadership

NextGen Leader Applications Now Open!This online application must be completed by the end of day 11:59 p.m. Eastern on Friday, Jan. 12, 2024. No exceptions or extensions will be granted. The NextGen Leadership Program pairs mentors from Disability:IN Corporate Partner companies with mentees who are college students and recent graduates with disabilities. The goal of this six-month virtual mentoring program is to focus on career readiness and employment outcomes. Disability:IN is the leading nonprofit resource for business disability inclusion worldwide. The NextGen Leadership Program is a six-month virtual mentoring program that pairs mentors from one of Disability:IN's Corporate Partner companies with mentees who are college students and recent graduates with disabilities to focus on career readiness and employment outcomes. https://lnkd.in/gr5HetED #youthmentoring #leadershipprogram #disabilities

“I had no idea this is what Diversity & Inclusion was really about - all that is included in this ‘D&I work.’” - Most common reaction to our workshops. I usually reply “Yes you came into the workshop today with a bias, a preconceived notion, about a workshop combating bias and prejudice.” (Bias Squared). And you came across quite toxic (in front of everyone) challenging me and the workshop. Why I am writing my book on “Tackling Toxicity.” Once they “got it” they were quite open and supportive of me and the workshop. Doing what I love to do - training today (in my 29th year). Way too many out there fight what they don’t understand or fear (D&I). Work is fast and furious. Just booked travel for work - New Orleans, Nashville, Utah, Las Vegas, and headed to Mexico soon. Election years are just nuts. I want to thank all the “Anti-DEI forces out there” for making this a fabulous year for combating hate, bias, prejudice and discrimination. Please (smh) - so much, too much attention on DEI and these contra DEI folks need the training the most! Right? I call for civility, understanding, and respect for all.

Our workplaces are changing. In these post-pandemic times, corporate offices have become largely hybrid with a significant number of remote employees. This great read spotlights not only the benefits DE&I brings to productivity and the bottom line, but also the larger benefits for our society through "proximity" that allows us to connect to each other's stories. In a largely virtual workplace, fostering these connections requires focused efforts to build workplace culture and community outside of the traditional office. From connecting customers to a brand to connecting employees to a mission, connection is powerful! When we create an environment encouraging employees to connect to one another, we ensure the principles of connection are interwoven into all aspects of a company. Strengthening human connection drives improved performance and ultimately strengthens the bottom line. We should embrace this--it's a true win-win!