Melwood’s Post

Business leaders that fail to hire diverse talent are missing business value AND community engagement. A worthwhile read, and appropriate to consider: are you delivering the best value to your business that you can?

It’s not enough to open the doors of recruitment to people with disabilities. Leaders and organisations need robust measurements to ensure people with disabilities actually stay at companies. Achieving inclusion requires intentionally thinking about the entire employee experience for everyone and setting up systems and design elements that will ensure all workers feel safe, seen, and successful. #companyculture #inclusion #diversity

In our recent survey of roughly 28,000 employees across 16 countries, nearly a quarter said they have a disability or health condition that limits a major life activity. Most companies, however, report that employees with disabilities comprise only 4%–7% of their workforce. That yawning gap raises several red flags for CEOs who aspire to lead a company where everyone has an equal chance of thriving and showing up to work energized to deliver their best. By building a culture where employees feel welcomed and supported in sharing their lived experience with disability, CEOs can ensure that when it comes to inclusion, they are delivering on their values. Find out how CEOs can deliver on disability inclusion: on.bcg.com/3W19vkt

Interesting read by BCG, and the importance of building an inclusive environment.

From article: "Discrimination Influences Decision to Disclose Disabilities BIPOC employees with disabilities are also more likely to experience harassment and discrimination, the BCG report found: About 34 percent of all people with disabilities reported experiencing discrimination and harassment at work. Among all employees with disabilities, about 39 percent of BIPOC women and 41 percent of BIPOC men experienced harassment and discrimination, compared with 27 percent of white men and 33 percent of white women. Many people with disabilities do not disclose their condition due to fear of discrimination. Research shows that people with disabilities who did not disclose such information on a job application but later opened up about their disability status at work were met with discriminatory behaviors, such as inappropriate questions and assumptions about their capabilities. Furthermore, a 2023 SHRM study found that nearly half (47 percent) of employees with invisible disabilities, such as autism and ADHD, have not disclosed their conditions to their employers. Ariel Simms, president and CEO of RespectAbility, a Rockville, Md.-based nonprofit dedicated to advancing opportunities for people with disabilities, said that a workplace where employees with disabilities are reluctant to disclose their condition can lead to high rates of turnover. “Even if someone doesn't identify as a marginalized group, how the company treats them can tarnish company culture and lead to negative reviews from staff,” Simms said. “They can face bad reviews, making it harder to hire more diverse talent.” and 5 Tips to Boost Disability Inclusion Offer a wide range of employee-centric programs, such as paid parental leave, flexible working arrangements, and education opportunities. Provide opportunities for mentorship, which give less-tenured employees access to guidance, support and advice from more experienced colleagues and increase feelings of inclusion. Meet requests for workplace accommodations, including needed equipment or software, flexible working arrangements, or adjustments to a physical environment. Educate direct managers on the needs of employees with disabilities. Build employee resource groups with an intersectional approach to address the needs, challenges and experiences of employees of color who have disabilities." https://lnkd.in/gUzW-ZqC #disability #racialdiversity #employability #intersectionality #accessibility #accommodations #management #humanresources

With the current workforce shortage, businesses face unprecedented challenges in recruiting skilled labor. A solution lies in tapping into the underutilized talent pool of individuals with disabilities. By focusing recruitment efforts on this group, not only can businesses gain a competitive advantage, but they also showcase their dedication to inclusivity. Success hinges on recognizing each individual's capabilities instead of their disabilities. #accessibility #disability #inclusion

"Employees of color with disabilities are less likely than their white counterparts to receive workplace accommodations, according to a survey of 5,000 people in the U.S., more than 1,500 of whom said they have a current or recurring health issue, disability or challenge that impacts their major life activities. The report, by Boston Consulting Group (BCG), found that 33 percent of employees with disabilities who identified as Black, Indigenous or people of color (BIPOC) had their workplace accommodation requests met by their employer. Comparatively, 43 percent of employees with disabilities who identified as white had their accommodation requests met at work. While those with a disability face distinct marginalization on average across society, people with disabilities “who are also members of other marginalized populations are even more disadvantaged—evidence, in part, of structural racism, sexism, anti-LGBTQ stigma and other systemic inequities in the U.S.,” the report found." Included in this article are 5 tips to improve disability inclusion in the workplace: https://lnkd.in/gUksR-UX

This is great session on disrupting ableism in the workplace with Sree Nallamothu and Fran Odette hosted by Maytree. Check it out! “Disability and impairment are not things we can avoid,” said Fran. “It’s just part of being human. If we’re lucky enough to grow old, we are going to experience disability.” Together they share five good ideas on how to apply inclusion and accessibility principles: 1) Assume anyone coming into your workplace has a disability. 2) Inclusion is about more than being nice. 3) Recognize language has impact. 4) Embrace intersectionality. 5) Make accessibility a core budget line.

✋ Five Good Ideas 1. 🤔 Assume that anyone coming into your place is someone with a #disability: Adopt a proactive mindset toward accessibility. 2. 🤝 #Inclusion is not about being nice: Move beyond niceties towards purposeful and creative practices that challenge the charity narrative. 3. 🗣 Recognize language has impact: Learn to recognize and disrupt ableist language and make an intentional shift towards inclusive and respectful communication. 4. 🔗 Embrace intersectionality: Bring an intersectional lens to your Anti-Oppression work and clarify how this approach benefits your organization and its members. 5. 💲 Make #accessibility a core budget line: Ensure change can be sustainable and that it goes beyond the bare minimum.

"The BCG report offered five recommendations to enhance workplace inclusion efforts for employees of all races with disabilities: Offer a wide range of employee-centric programs, such as paid parental leave, flexible working arrangements, and education opportunities. Provide opportunities for mentorship, which give less-tenured employees access to guidance, support and advice from more experienced colleagues and increase feelings of inclusion. Meet requests for workplace accommodations, including needed equipment or software, flexible working arrangements, or adjustments to a physical environment. Educate direct managers on the needs of employees with disabilities. Build employee resource groups with an intersectional approach to address the needs, challenges and experiences of employees of color who have disabilities."