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October is National Disability Employment Awareness Month or NDEAM. And what does NDEAM mean to Fidelity Investments? Read below for two perspectives: First internally from Mary Beth Berberich, and then my perspective for our customers. MARY BETH BERBERICH As an associate at Fidelity and as the Global Co-lead of Enable, our Disability Employee Resource Group (ERG), NDEAM is an opportunity to celebrate our associates with disabilities and educate Fidelity associates through the month’s events. We have three key sessions that associates will have the opportunity to attend, and the first one is titled “The Courage to Succeed.” It is built on the idea that we must advocate for ourselves. It could be a productivity tool or different accommodation that helps us perform at our best, but it starts with asking. Sometimes a little courage helps make that happen - on the part of people speaking up for themselves, and on the part of people being open-minded to supporting new ways of doing things. For me, the ripple effect that we can all have to propel ourselves and others forward is at the basis of NDEAM. The other two events will also celebrate, educate, and empower our community further. It is often the smallest ideas or gestures that have the biggest impact, and during NDEAM I hope that our Enable events will do that for our Fidelity associates. HALE PULSIFER While Fidelity has lots of reasons to work with clients, one way we can support them is through inclusion efforts. This involves sharing thought leadership pieces and other customized support to elevate disability inclusion and empowerment for employees with disabilities. We have been at this for a while having scored a 100 on the Disability Equality Index (DEI) for the last seven years in a row... The point is that we take Disability employment opportunities seriously – not just for our current and future employees, but for our company clients as well. #DisabilityIn, #NDEAM, #DisabilityEqualityIndex, #FidelityAssociate

🌟 Celebrating Disability Pride Month! 🌟 Disability Pride Month is celebrated in July to honor the passing of the Americans with Disabilities Act (ADA) on July 26, 1990, a landmark law that prohibited discrimination against individuals with disabilities and paved the way for greater inclusion and accessibility in all areas of life. This month is a time to recognize the achievements and contributions of people with disabilities, promote visibility, and foster a sense of pride and empowerment within the disability community. Earlier this year, I had the opportunity to become the vice president of our Employee Resource Group ADAPPT (Alliance of Disability Advocates Pursuing Progress Together). This group is focused on creating and fostering an environment focused on recruitment, retention, and development of employees with disabilities while serving as advocates for employees and allies in the disability community. I have learned so much from my fellow leadership board, our incredible members and community partners. At its core, disability encompasses such a wide range of impairments, limitations, and barriers that can affect a person's physical, sensory, cognitive, or mental health. These conditions may be visible or invisible, permanent or temporary, and they can vary greatly in their impact on an individual's life. However, it's crucial to move beyond mere definitions and consider disability within the context of social, cultural, and environmental factors. Disability is not solely about individual impairments; it's equally about the interaction between these impairments and the barriers present in society. As we continue to advocate for inclusivity and accessibility in our communities, let's remember that our understanding of disability must be inclusive, evolving, and shaped by the voices and experiences of those affected. Together, we can build a world where everyone has equal opportunity to thrive and contribute their unique talents. Georgia Power Company is committed to creating an environment where everyone feels valued and empowered to contribute their unique perspectives. Diversity is not just a buzzword for us; it's integral to our success and innovation. I challenge you all to use this month to celebrate the accomplishments of individuals with disabilities, challenge stereotypes, and advocate for accessibility and equal opportunities. Together, we can build a more inclusive world where every person can thrive. #DisabilityPride #DisabilityAwareness #DisabilityPrideMonth

Celebrating Disability Awareness Month: A Call to Action for Small Businesses As we celebrate Disability Awareness Month, it's crucial for all businesses, especially smaller ones, to understand and implement the principles of the Americans with Disabilities Act (ADA). The ADA is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including employment. What is the ADA? The ADA was enacted to ensure that people with disabilities have the same rights and opportunities as everyone else. This includes providing reasonable accommodations in the workplace and ensuring accessibility in all aspects of employment. Why Should Small Businesses Care? While larger corporations often have dedicated departments for compliance, smaller businesses might not have the same resources. However, understanding and adhering to the ADA is not just a legal requirement; it’s a vital aspect of fostering an inclusive and diverse work environment. Key Points for Small Businesses: Understand Reasonable Accommodations: Example: If an employee with a mobility impairment needs a height-adjustable desk, providing this accommodation can help them perform their job effectively. Learn more about reasonable accommodations under the ADA. Ensure Accessibility: Make sure your physical workspace is accessible to everyone. This includes accessible entrances, restrooms, and workstations. Develop Policies and Procedures: Establish clear policies for handling accommodation requests. Train your staff on ADA compliance and foster a culture of inclusivity. Explore our guide on developing inclusive workplace policies that comply with ADA standards. Communicate and Engage: Open lines of communication with your employees about their needs. This can prevent misunderstandings and create a supportive work environment. By embracing these principles, small businesses can not only comply with the law but also benefit from the diverse talents and perspectives that individuals with disabilities bring to the workplace. Let’s use Disability Awareness Month as an opportunity to commit to creating a more inclusive and supportive work environment for all. #DisabilityAwarenessMonth #Inclusion #ADA #SmallBusiness #Diversity

"October is National Disability Employment Awareness Month, a time when we recognize the contributions and talent that employees with different abilities add to America’s workplaces and economy, including here at the NCUA and in credit unions across the country. In fact, more than 1 in 4 American adults reported having a disability, and nearly 1 in 5 team members at the NCUA report having some form of disability. "This year’s theme for the awareness month is Access to Good Jobs for All, highlighting our commitment to ensuring all employees and job candidates can advance in their careers in a supportive work environment. Advancing disability employment relies on an awareness of all types of disabilities — both visible and invisible. "What’s more, a disability-inclusive workforce is a strong workforce. In fact, people with different abilities have certain strengths that people without disabilities sometimes may lack, such as greater compassion, a capacity to “read the room” better, or the facility to identify shortcomings in a proposed initiative. "The NCUA’s commitment to those with disabilities is reflected in the NCUA’s Annual Equal Employment Opportunity Policy Statement https://lnkd.in/g8PmJiDk and in the agency’s Accessibility Statement https://lnkd.in/gfTAEWrJ. Moreover, the agency’s Reasonable Accommodations Program and Disability Solutions Desk https://lnkd.in/eMfjfFrx offer support and answers for disability questions, concerns, or challenges. "From firsthand experience, I know that these support programs work. In fact, since undergoing double cervical disc-replacement surgery in May, I’ve gotten new tools that make my work easier to complete and my performance more productive. These programs can do the same for you. All you need to do is ask! "As always, be safe, be well, be kind — and be MPowered to support our entire team at the NCUA and get the equipment you need to improve your performance!"—NCUA Chairman Todd M. Harper.

NATIONAL DISABILITY INDEPENDENCE DAY: National Disability Independence Day on July 26th commemorates the signing of the Americans with Disabilities Act (ADA) on July 26th, 1990. The ADA provides protection from employment discrimination as well as better access to goods, services, and communications for people with disabilities. The day not only celebrates the anniversary of the ADA but it also serves several other purposes. First, the law first broke down barriers individuals with disabilities faced every day. It also marked a timeline of change that soon developed. Over time, common barriers such as narrow doors and small bathroom stalls became accessible to wheelchairs. Other examples include braille signs and crosswalks for the vision impaired. The changes improved mobility and safety. Beyond structural changes, the act motivated designers to enhanced technology. Often, physical limitations restrict a person’s ability to access legal or health information. New assistive technologies make it possible to obtain the necessary information. As accessibility improves, the world continues to change in other ways. For example, many of today’s brick and mortar businesses are ADA compliant. However, more and more businesses switch to online versions. Those websites need to meet the needs to be accessible, too. With each advancement in technology, designers need to incorporate multifunctional approaches to fit every ability. Celebrate the freedom the ADA inspires with forward-thinking design and technology.

This July, Linea is glad to celebrate Disability Pride Month, which is dedicated to promoting awareness, acceptance, and empowerment of people with disabilities.   One in four U.S. adults live with a disability. Promoting inclusivity and accessibility is vital for a diverse workforce. Raising awareness can break down barriers and build stronger understanding.   Disability Pride month marks the passage of the Americans with Disabilities Act (ADA) July 26, 1990, which expanded civil rights protections.   The ADA was a watershed moment in the disability rights movement, but it built upon earlier milestones like the Rehabilitation Act of 1973. The Disability Pride flag (pictured above), which Ann Magill designed in 2019, features a black background with diagonal stripes of blue, yellow, white, red, and green, representing the community’s diverse experiences and strengths. July 26 is also recognized as National Disability Independence Day.   Canadian groups celebrate this month in July although it is not formally recognized there. Similar to the ADA there is the Canadian Charter of Rights and Freedoms, which was signed into law in 1982. It includes provisions against discrimination on numerous grounds, including physical or mental disability. More recently the Accessible Canada Act came into force on July 11, 2019. The purpose of this act is to make Canada barrier-free by January 1, 2040. The achievements and contributions made by individuals in the disabled community are invaluable, making our society more diverse, dynamic, and resilient. From arts and sciences to technology and sports, their accomplishments shape the world we live in and pave the way for future generations.   However, it's not just about celebrating achievements - it's about amplifying experiences. Through understanding and empathy, we can dismantle barriers and create a world that treasures inclusivity and equal opportunities for all. We encourage everyone to take part in Disability Pride Month. Attend events, educate yourselves, share stories, and above all, express your support for the disability community.

Disability Pride Month recognizes the achievements, struggles, and unique perspectives of individuals with disabilities and provides greater insight into the importance of disability inclusion. Held every July, in response to the landmark Americans with Disabilities Act signed into law in July of 1990, it is a time to celebrate the strength, courage, and resilience of individuals who have overcome societal barriers and who continue to fight for a world that is more inclusive, accessible, and welcoming to all. The Committee on Diversity and Inclusion would like to encourage AADOCR’s members to continuously promote the de-stigmatization of disability, combat ableism, celebrate visibility, and honor the accomplishments, influence, strengths, and joys of the differently abled community. Disability, visible or invisible, can happen at any point in a person's lifetime. Differently abled researchers have needs and considerations that should be addressed to ensure they can fully participate and contribute to research environments including but not limited to accessible facilities, assistive technologies, flexible work arrangements, inclusive communications, accessible research materials, and support networks and mentoring. Aside from facility-specific requirements like wide hallways, ramps, and accessible parking, differently abled patients often require emotional and social support before, during, and after an oral procedure, as they experience heightened levels of medical anxiety and fear. Additionally, according to the World Health Organization, differently abled persons have twice the risk of developing conditions such as depression, asthma, diabetes, stroke, obesity or poor oral health. The above highlights the importance of continued research in oral, dental, and craniofacial research including best practices with a lens that integrates the complexity and is inclusive of differently abled persons as they represent a wide range of generations, races, genders, sexual orientations, religions, and socio-economic backgrounds. Let us celebrate the diversity and strength of the disabled community and support each other in our journey toward equity and justice!

October is Disability Employment Awareness Month (#DEAM)! Formerly known as National Disability Employment Awareness Month (#NDEAM), each October we shine a light on the importance of creating disability-inclusive workplaces. #Disability is a powerful aspect of human diversity, and every individual deserves the opportunity to thrive in the workforce. "NOD’s work with our corporate partners is win, win. Helping companies recruit, hire, onboard, develop, and retain people with disabilities provides companies access to an untapped talent pool and contributes meaningfully to a positive workplace culture. At the same time, it enables an historically underestimated community to access opportunities that support them in realizing their full potential. This is good for business AND good for our society. The right thing is the profitable thing."  –Beth Sirull, NOD President and CEO We are especially proud to congratulate this year’s NOD Leading Disability Employers for their outstanding commitment to advancing disability inclusion. These organizations exemplify what it means to foster workplaces where everyone can contribute their best work, regardless of ability. Congratulations to the 2024 NOD Leading Disability Employers for setting the standard and showing what true workplace excellence looks like! Your dedication to accessibility and inclusion is making a real difference in countless lives. This year's Leading Disability Employers are: Abbott Accenture Alcon American Heart Association Aramark AT&T auticon US The Auto Club Group Blue Shield of California Boeing Centene Corporation Children’s Hospital of Philadelphia Cincinnati Children’s Hospital Medical Center Comcast NBCUniversal Digital Accessibility by WeCo Dow Eli Lilly and Company Endeavors Unlimited Everise EY Ferrara Fifth Third Bank Financial Industry Regulatory Authority (FINRA) General Dynamics Information Technology (GDIT) The Hershey Company Hilton Worldwide Idaho National Laboratory Johnson & Johnson KeyBank KPMG Lockheed Martin Corporation Mayo Clinic Melwood Mercy Nautilus Hyosung America Northrop Grumman Old National Bank Oshkosh Corporation PRIDE Industries PSEG Puerto Rico Industries for the Blind, Corp. PwC Randstad US Rangam Reed Smith LLP RTI International Sempra T-Mobile TD Bank Tennessee Valley Authority Toyota North America U.S. Bank University of Pittsburgh Verisk Analytics The Viscardi Center VSP Vision W.W. Grainger, Inc Walgreens Wells Fargo Read the press release at https://lnkd.in/eZHsUArS. #DEAM #NDEAM #LeadingDisabilityEmployer

October is Disability Employment Awareness Month, and I’d like to share some thoughts on this important topic. As many of you know, the disabled community is the largest marginalized group globally, with 1 in 6 people identifying as having a disability. Yet, it remains the most underrepresented group in the workplace. In 2022, the employment rate for individuals aged 16 to 64 with disabilities was 65.1% in Canada, a significant increase since 2017. However, this is still 15 percentage points lower than the rate for those without disabilities (80.1%). While we are making progress as a society, we continue to overlook the importance of disability inclusion in the workplace, often perpetuating ableist and disablist practices that we are not aware. For instance, in North America, terms like "long-term" and "short-term disability" imply that an employee is unable to work and requires insurance. As a disabled person, I find these terms amusing because my disability is lifelong—I’m always on long-term disability lol. But in all seriousness, the language we use matters. Under the social model, disability is seen as an identity. If the term “disability” is perceived negatively, it can lead people to overlook the abilities that exist within disability, and form biases with employers, There are small changes we can make in the workplace to create a safer and more inclusive environment for disabled employees. This month and beyond, let’s reflect on our processes and consider how they may create barriers for individuals with disabilities. It’s not solely the responsibility of disabled employees to advocate for change; it requires all of us to work together for improvements. Happy Disability Employment ACTION Month, everyone! #DEAM #ACCESSIBILIY #eDi #DisabilityInclusion

Federal officials have introduced a new tool aimed at helping both individuals with disabilities and employers better understand the extensive range of accommodations available to make employment more accessible. The U.S. Department of Labor has unveiled the “Situations and Solutions Finder,” a resource that showcases numerous examples of how businesses are supporting employees with disabilities. This tool, launched in conjunction with National Disability Employment Awareness Month in October, gathers ideas from a diverse array of companies across various industries and sectors. Users can explore over 700 accommodation ideas, filtering them by disability, limitation, or occupation. According to the Americans with Disabilities Act, employers must provide reasonable accommodations for applicants or employees with disabilities upon request, unless doing so would cause undue hardship. These accommodations are designed to ensure equal opportunities for people with disabilities. While not every accommodation will suit every individual or workplace, the Labor Department notes that common themes among the examples can help identify suitable options. “Accommodations are central to the Americans with Disabilities Act, focusing on maximizing productivity for workers with disabilities,” said Assistant Secretary for Disability Employment Policy Taryn M. Williams. “This new resource allows employers, as well as employees or job applicants, to learn from what has worked in similar situations, ensuring that disabled workers have the tools they need to excel in their roles.” https://lnkd.in/gpkuq5xJ