Massachusetts General Hospital’s Post

From article: "Authentic Representation When developing campaigns and initiatives, it's crucial to emphasize authenticity by sharing real stories and voices of individuals with disabilities to ensure diverse representation. Highlighting Real Stories and Voices Amplify the voices of people with disabilities by giving them the opportunity to share their experiences, perspectives and achievements in their own words. Actively seek out diverse voices within the disability community, including marginalized and underrepresented groups. Organizations can feature those stories and voices in marketing and communications materials, host panels and discussions with disabled speakers and partner with disability advocacy groups to share their stories. Ensuring Diverse Representation Include people with disabilities in all aspects of an organization's work, from leadership positions to marketing campaigns. This means representing the full spectrum of disabilities, including physical, sensory, intellectual, and psychiatric disabilities, as well as intersectional identities like race, gender and sexual orientation. Regular audits of marketing and communications materials can work to assess the diversity of the people featured. Organizaztions (sic) should also establish partnerships with disability advocacy organizations and hire people with disabilities in leadership roles to promote more diverse ways of thinking. Inclusive Messaging Inclusive messaging involves using respectful language and avoiding ableist tropes and stereotypes. Using Respectful and Empowering Language The language used to describe people with disabilities impacts how they are perceived and treated. Respectful language emphasizes individuality and humanity and avoids reducing people to just their disabilities. Use person-first language (e.g., "person with a disability" rather than "disabled person") unless individuals prefer identity-first language (e.g., "disabled person"). Also avoid euphemisms like "differently-abled" or "special needs," which can be patronizing." Me: I'd recommend simply asking the person instead of assuming person-first language is the individual's default preference. Use whatever language the person uses. and "Avoiding Ableist Tropes and Stereotypes Ableist tropes and stereotypes perpetuate harmful myths about disability and can reinforce negative attitudes and discrimination. Common tropes include the "supercrip" (someone seen as inspirational for overcoming their disability), the "tragic victim" (someone pitied for their disability) and the "burden" (someone who is seen as a burden to others). Instead, focus on portraying people with disabilities as complex individuals with diverse experiences. Challenge stereotypes by featuring their achievements and contributions in various fields." https://lnkd.in/gwny_JbS #disability #representation #employability #inclusion

Introducing the ten things employers like you need to know about Disability Pride Month! Read on to learn about the symbolic design of the Disability Pride Flag, being an ally to your disabled colleagues and ways to participate in Pride Month. ·   What does the Disability Pride flag symbolise? The charcoal background represents protest and those in the disability community who have been subject to ableist violence. The diagonal straight band of colours is representative of the barriers people with disabilities face in their daily lives and their need to navigate them. It alludes to the idea of light cutting through the darkness. The five differently coloured stripes signify diversity and differing lived experiences within the disability community. Green for sensory disabilities, blue for mental health and cognitive disabilities, white for invisible or undiagnosed disabilities, gold for neurodiversity and red for physical disabilities. ·   Is Disability Pride linked to LGBTQIA+ Pride? The two observances have some shared aims: celebrating differences, visibly being our joyful authentic selves and challenging preconceptions for example, but they are not linked in any official way. ·   Can you be an ally to your disabled employees during Pride Month? The first thing you need to know is, you can be an ally to your disabled employees, and the wider community all year round. Being an ally goes much further than passive acceptance of disabled people and their needs. It involves active listening, learning about the issues that impact the community, using accurate language when talking about disabilities, promoting the voices of people with disabilities and most of all, challenging your belief systems and misconceptions. ·   How can you get involved in Disability Pride Month? Start with open and honest conversations about how your work environment can be more inclusive of, and accessible to people with disabilities. This might mean tackling the uncomfortable subjects of ableist behaviour and the lack of understanding around accommodations in your organisation, but trust us, the benefits of taking such a head-on approach will be felt company-wide for a long time to come. Remember, your disabled employees must be central to these conversations. Other ways you might participate include educating yourself on different disabilities and people’s lived experiences by engaging with disabled content creators on social media or asking disabled employees to play a central role in organising celebration events. ·   What is the theme for Disability Pride Month 2024? “We Want a Life Like Yours” is this year’s theme. It reflects on the disability community’s dreams for life experiences that physical access and attitudinal barriers all too often deny them. Contact Passion4Social today to learn more about being an inclusive supportive employer throughout Disability Pride Month and beyond. #DisabilityPride #WeWantALifeLikeYours #InclusiveEmployers

I need to be better with sharing what I’ve been up to, but if you follow Disability:IN on social, you can probably tell that I REALLY LOVE what I do! A big resolution coming into 2024 included creating more dynamic videos that engage and educate Disability:IN’s community. I’ve been really proud with the different types of video content we’ve created so far this year, and I am excited to bring more of my ideas to life! When you have a moment, I encourage you to check out this short video from Disability:IN, that you can find on our Instagram and TikTok (follow us if you’re not already)! For an additional resource on disability etiquette, please visit https://lnkd.in/gcjyGuRn —— Good morning and happy Fri-Yay to our amazing community! We’re reporting to you “live” from the Disability:IN INclusion studio to bring you a breaking story about an individual who utilized Disability:IN’s Disability Etiquette Starting Guide to spark conversations with people with #Disabilities. Check out the news report to learn more! To access the Disability Etiquette Starting Guide, please use our link in bio! 🔗 [VD: Justis plays three characters (news anchor, field anchor, and interviewee) as part of a fictional news report. Justis is a young person with an afro that wears a blue suit in front of a art piece; sports vest and blue shirt stabding outside; and a white shirt with Whitney Houston standing outside. As they speak captions populate the screen.] Transcript: Good afternoon disability community - We are back with breaking news covering an instance of disability etiquette, following an individual who utilized Disability:IN’s Disability Etiquette Starting Guide. INclusion News’ Justis with more on the story, Justis? Thanks, Justin! What started as a regular day for Marcus turned into a day he will never forget after uncovering the power of disability etiquette - utilizing Disability:IN’s Disability Etiquette Starting Guide as a resource for sparking conversations with people with disabilities. Marcus shared that his biggest takeaways from using the resourceful guide were getting to know people with disabilities as people, not assuming their wants and needs, and using disability-inclusive language. He shared earlier that the guide covers general Do’s and DON’T’s, in addition to sparking conversations with people with mobility disabilities, blind individuals and those with low vision, deaf individuals and those who are hard of hearing, people with speech disabilities, and those with nonapparent disabilities. It really makes me mindful about ways I can be more inclusive of people with disabilities, and think that we can each play a part in making the world a more inclusive place for everyone Please note that opinions on disability etiquette may differ! And if you have disability etiquette tips, we encourage you to share them with us in the comments below. From INclusion News, I’m Justin, signing off.

Happy National Disability Independence Day! 🎉 On this day, 34 years ago, the landmark Americans with Disabilities Act (ADA) was passed, providing historic protections for people with disabilities and more equitable access to economic and civic opportunities. While the ADA has codified protections for millions of people with disabilities — prohibiting employment discrimination — and unemployment rates for people with disabilities have improved over the past decade, there is still a significant employment gap between people with and without disabilities. Salesforce remains committed to helping to close this gap. This year, for the sixth consecutive year, Salesforce has earned a top ranking on the “Best Places to Work for Disability Inclusion” list, published annually by global inclusion and equality nonprofit Disability:IN. Here are some of the ways we’re supporting employees with disabilities: 🌟 Programs: Through our Workforce Navigators Program, we’re able to support and enable programs that train professionals with disabilities, ensuring they are equipped with in-demand Salesforce skills and certifications.  🌟 Partnerships: Our ongoing partnerships with organizations like the Valuable 500 have been especially important as we work to end disability exclusion. 🌟 Products: We’re committed to product inclusion and aspire to drive innovation by including individuals with disabilities throughout the development process, highlighting voices that are often excluded in traditional design processes. 🌟 People: Listening to our employees is key. Members of Abilityforce — our Equality Group that unites people with visible and invisible disabilities, employees with loved ones who are disabled, and allies — are helping us cultivate a culture where all employees feel empowered by their abilities and talents.

🌟 July is Disability Pride Month! 🌟 Is your company looking to promote inclusivity and awareness? As a passionate advocate for disability rights and adaptive fashion, I'm here to share my experiences and insights. Hire me as a guest speaker for your event or workshop and let's work together to create a more inclusive environment. From disability advocacy to adaptive fashion, I bring a wealth of knowledge and a unique perspective that can inspire and educate your team. Let's celebrate Disability Pride Month by fostering understanding and support for all. Reach out to book a session! Topics include: 1. **Disability Advocacy**: - The importance of disability rights and how to support them. - Personal experiences and challenges living with a disability. - Navigating accessibility in everyday life and the workplace. 2. **Adaptive Fashion**: - The evolution and significance of adaptive fashion. - How to create and market inclusive clothing lines. - Personal experiences with adaptive fashion and its impact. - The role of adaptive fashion in empowering individuals with disabilities. 3. **Inclusivity in the Workplace**: - Best practices for creating an inclusive work environment. - How to accommodate employees with disabilities. - The benefits of diversity and inclusion for businesses. 4. **Health Management for People with Disabilities**: - Strategies for managing multiple medical appointments and treatments. - Tips for maintaining physical and mental health. - Navigating healthcare systems and advocating for your needs. 5. **Empowerment and Self-Advocacy**: - Building self-confidence and advocating for your rights. - Overcoming societal stigma and misconceptions about disabilities. - Stories of empowerment and resilience. 6. **Technology and Accessibility**: - The role of technology in enhancing accessibility. - Emerging tech innovations that support people with disabilities. - How companies can integrate accessible technology into their products and services. 7. **Community Building and Support Networks**: - The importance of community for individuals with disabilities. - How to build and maintain supportive networks. - Resources and organizations that offer support and advocacy. 8. **Education and Awareness**: - Raising awareness about different types of disabilities. - Educating others on the importance of accessibility and inclusion. - Engaging storytelling to foster empathy and understanding. 9. **Legal Rights and Protections**: - Overview of legal rights for people with disabilities. - How to navigate and advocate within legal frameworks. 10. **Mental Health and Well-being**: - Addressing the mental health challenges faced by people with disabilities. - Strategies for coping with stress and burnout. #DisabilityPrideMonth #DisabilityAdvocate #GuestSpeaker #AdaptiveFashion #Inclusivity #HireMe

In honor of Disability Pride Month, I want to raise awareness about the importance of fostering environments where everyone’s unique strengths are recognized and valued. First, let’s acknowledge the vast, untapped pool of talent among people with disabilities. According to the U.S. Bureau of Labor Statistics, the labor force participation rate for people with disabilities was 24.2% in 2023, the highest since 2008. However, they are still less likely to be in the labor force than those without disabilities. To address this disparity and reflecting on my advocacy for underrepresented communities, I recall sharing remarks at the 2019 U.S. release of “A New World of Work: Report and Recommendations” by the ILO’s Global Commission on the Future of Work at my alma mater, the ILR School of Cornell University in NYC. During a breakout session, I emphasized the untapped talent pool of people with disabilities. I was asked to reiterate my comments in the closing session, highlighting the importance of raising awareness for the community in the future of work. This brings me to another crucial aspect of ongoing diversity, equity, and inclusion efforts: equity. The word “equity” has recently been a focal point in the DEI landscape. It’s important to acknowledge how essential equity is in disability inclusion. Let’s look at some statistics.  According to the U.S. Department of Labor: ➡️Unemployment rates are much higher for people with disabilities than for those without, across all educational attainment groups. ➡️Workers with disabilities are nearly twice as likely to work part-time as those without disabilities. ➡️Workers with disabilities are more likely to be self-employed. Given these alarming statistics, there will be missed opportunities if we don’t foster an inclusive workforce that values and utilizes the skills of all individuals. With the right support and opportunities, organizations that prioritize equity can help increase employment rates for people with disabilities. In recognizing impactful efforts, I want to acknowledge Andrea J., a tireless advocate for disability equity and inclusion. Also, check out the The Divas With Disabilities Project - I came across this resource that is committed to increasing the participation and representation of Black and Brown women and girls with disabilities.   Thank you, • Ruth Rathblott, MSW for the call to action to be part of the changemaker challenge. It’s crucial that we work together to celebrate diversity, with equity being at the forefront of these efforts, to foster an inclusive workforce that values and utilizes the skills of all individuals. #DisabilityPride2024 #FutureofWork #Equity

@ValuesIntoAction is looking forward to attending the 2024 Cities of Inclusion Disability Summit in Philadelphia on Thursday, October 10. The Cities of Inclusion project is focused on taking a comprehensive citywide approach in our goal to ensure the large cities in Pennsylvania, Philadelphia, Pittsburgh and York are cities where people with disabilities can lead healthy and fulfilling lives as respected members of an inclusive society. A City of Inclusion is a city where people with disabilities lead healthy and fulfilling lives as respected members of an inclusive society. These cities offer attitudes that value everyone and social inclusion that ensures people of all abilities are involved in their communities, able to effectively pursue opportunities and contribute, safely express themselves, and exercise their rights. These cities provide access and opportunities for everyone to take part in employment, education, health, housing, recreation, and information & services at levels equal to all citizens. To be recognized as a City of Inclusion, a city must demonstrate commitment to inclusion by making actionable yearly progress towards the standards outlined below. City of Inclusion Standards Attitudes We will know that Philadelphia, Pittsburgh and York have become inclusive cities when: A person with a disability feels and says they are included A caregiver or family member of a person with disability feels they are included The businesses, civic organizations and ALL communities in a city are inclusive Organizations explicitly include disability as part of their broader DEI initiatives City leaders explicitly incorporate disability inclusion into their broader policy goals and through public statements and commitments https://lnkd.in/ewpNXUEv

The Institute on Disabilities at Temple University, College of Education and Human Development, is a co-sponsor of the 2024 Cities of Inclusion Disability Summit on Thursday, October 10 at Lincoln Financial Field. Advocates, service providers, employers, and community members join together for this annual event, working toward a future for Philadelphia that fully embraces and works for the disability community as essential members of a more inclusive society. The no-cost Cities of Inclusion Disability Summit features: - Keynote panels - Breakout sessions - Networking - Inclusive Resources and Connections Expo - Free blood pressure and dental screenings Presented by the Connelly Foundation. Co-sponsors: Institute on Disabilities, Eagles Autism Foundation, Special Olympics Pennsylvania, The Arc of Philadelphia, Neurodiversity Employment Network Philadelphia, The Arc of Philadelphia, State Representative Joe Hohenstein, and KenCrest Register and find more information at: https://lnkd.in/e3grjpCs About Cities of Inclusion A City of Inclusion is a city where all people with disabilities lead healthy and fulfilling lives as respected members of their communities. Cities of Inclusion focuses on five core pillars of education, employment, health, housing, and access to information and services. Using an approach driven through collective impact, Cities of Inclusion brings together community members, disability advocates, and leaders across the business, education, government, and nonprofit sectors to transform the way systems work together across a city to be more inclusive for all peoples with disabilities.

Title: Celebrating Disability Pride Month: Embracing Inclusivity Everywhere https://lnkd.in/gdeJ_aQE July is Disability Pride Month—a time to celebrate the diversity and contributions of people with disabilities worldwide. It’s more than just a month; it’s a call for continuous inclusivity in our workplaces and educational settings. Why Disability Pride Month Matters Originating alongside the ADA in 1990, Disability Pride Month promotes awareness and fights against ableism. It’s a reminder to embrace everyone’s talents and ensure equal opportunities for all. Advancing Inclusivity Through Technology Digital accessibility, like UserWay’s innovations, plays a crucial role in creating inclusive environments. It empowers individuals with disabilities to navigate online platforms seamlessly, fostering equal participation in today’s digital world. Embracing Symbolism: The Disability Pride Flag The Disability Pride flag, with its distinctive stripes representing various disabilities—from physical to neurodivergent and sensory—symbolizes unity and advocacy for a barrier-free society. What does the disability pride flag look like today? Charcoal gray background: In memory of the victims of ableist abuse and violence, including children or those killed, suicides, or individuals who suffered from negligence. Diagonal band: Cutting across the barriers blocking people with disabilities from full participation, integration, and inclusion in society Red stripe: Physical disabilities (chronic pain/fatigue, mobility impairment, loss of limbs) Gold stripe: Neurodivergence (autism, ADHD, dyslexia) White stripe: Undiagnosed and invisible disabilities Blue stripe: Psychiatric disabilities (depression, PTSD, anxiety, etc.) Green stripe: Sensory disabilities (hearing loss, visual impairments, etc.) Action Beyond July Let’s make inclusivity a year-round commitment. From local events to workplace accommodations and educational reforms, every step we take builds a more accessible and accepting society. Join the Conversation Celebrate Disability Pride Month with us and advocate for inclusivity in every aspect of life. Together, we can create a world where diversity thrives. #DisabilityPride #InclusionMatters

The Overlooked Spectrum: Why Disability, Especially Blindness, is Often Ignored in DEI Initiatives Diversity, Equity, and Inclusion (initiatives have become increasingly prevalent in workplaces and communities. While these efforts aim to create more inclusive environments, disability, particularly blindness, often remains overlooked or underrepresented. This exclusion is a significant oversight that can have profound consequences for individuals with disabilities, as well as for organizations that fail to leverage their unique perspectives and contributions. Several factors contribute to the exclusion of disability, especially blindness, from DEI initiatives. One primary reason is the invisibility of many disabilities. Unlike visible differences in race, gender, or ethnicity, blindness can be more subtle, leading to a lack of awareness and understanding. People with disabilities may also face societal stigma and stereotypes, which can further marginalize them and make it difficult for them to feel included. Additionally, DEI initiatives often focus on surface-level diversity, such as race, gender, and sexual orientation. While these factors are undoubtedly important, they do not capture the full spectrum of human diversity. Disability, including blindness, is a critical dimension that should be considered in any comprehensive DEI effort. Moreover, many organizations may lack the knowledge and resources to effectively address the needs of individuals with disabilities. This can result in inaccessible environments, limited opportunities for professional development, and a lack of support services. For example, without appropriate accommodations, individuals with blindness may struggle to navigate workplaces, participate in meetings, or access necessary information. The exclusion of disability, especially blindness, from DEI initiatives has significant consequences. Individuals with disabilities may experience discrimination, isolation, and limited career opportunities. This can lead to feelings of frustration, marginalization, and a decreased sense of belonging. Additionally, organizations that fail to prioritize disability inclusion miss out on the valuable perspectives and contributions that individuals with disabilities can bring to the table. as a public policy scholar By prioritizing disability inclusion, organizations can create more equitable and inclusive environments for all employees. This not only benefits individuals with disabilities but also contributes to a more diverse and innovative workforce. Additionally, by addressing the specific needs of individuals with disabilities, organizations can demonstrate their commitment to social justice and create a more positive and inclusive culture. Article is drawn from disability sausage media September 23rd 2022