Today's fast fact highlights higher self-employment rates for people with visual impairments from the “Beyond Employment Rates: Self-Employment and Other Categories of Work Among People with Visual Impairments” publication found here: https://lnkd.in/gNV8i_zV Compared to private or government employees with visual impairments, self-employed people with visual impairments were more likely to be older, male, and White, receive Social Security Disability Insurance, and have less than a high school education or a bachelor’s degree or higher. Stay tuned for more Fast Fact Fridays! Image description: Fast Fact Fridays graphic highlighting higher self-employment rates for people with visual impairments from the “Beyond Employment Rates: Self-Employment and Other Categories of Work Among People with Visual Impairments” publication. A cartoon graphic of a .... QR code for more information. #NRTC #NIDILRR #Blindness #LowVision #VisualImpairment #SelfEmployment #FastFactFridays
National Research and Training Center on Blindness and Low Vision’s Post
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Communications Specialist - Colorado Commission for the Deaf, Hard of Hearing, and DeafBlind
So. Much. This. Our disabilities are unique to us. My deaf journey does not match the journey of my deaf peers ... no one thing is a complete solution to accommodating everyone. When it comes to accommodations... remember they are for us to participate equally. They are not check marks in a list and they are not quantifiable. YOU CANNOT PUT A PRICE ON EQUITY, DIVERSITY, INCLUSION, OR ACCESSIBILITY. If you truly want to include us and make things equal... don't make decisions for us. Don't make us out as a burden. Some accommodations are pricier... some take up space. Some are obvious, and some covert. Don't exclude us by giving us a lower priority in the budget. FIND THE FUNDS FOR ACCESSIBILITY! I am so tired of hearing (pun intended) "I'm sorry, we couldn't afford an interpreter." Communication needs should be a priority just as much as insurance benefits, employee rights, and the integral structure of an agency or organization. In the words of Yoda.. Do ... or do not. there is no "try". And what is with folks saying 'this is our accommodation that we provide" without considering the individual?! No, an ASL interpreter won't help me. No, CART captioning doesn't help everyone. Some days I'll need more accommodations than others. It is a diverse equation that had many variables. Each of is has a unique set of needs. Trust that we know what these are and how to best accommodate them. Do not limit us to a choice you made. Do not tell us how it will be. We are here, and we will participate. Let us show you how! #DEIA #diversity #equity #inclusion #accessibility #deafawareness #accommodation
Disability Inclusion. Speaker. Author. Consultant. LinkedIn Top Voice in Disability Advocacy
No disability conforms to a one-size-fits-all model, and neither do the accommodations they require. Necessary and effective accommodations may not always make sense to others. Because of this, some requests are often perceived to be unreasonable, unnecessary, or a request for special treatment. “Why don’t you just use noise cancelling headphones?” “You seem fine”. “You haven’t needed it up to this point, why would you need it now?”. “That doesn’t seem like something that is actually necessary”. "If we do it for you, we'd have to do it for everyone." One of the biggest challenges I see in accommodation request processes is that companies often expect a clear-cut "when x, I need y" scenario that can be easily understood. The reality is often far more nuanced and intricate. Every single decision I make is carefully considered against multiple factors, such as my current brain stimulation, the likelihood of triggering a seizure, what food I eat, when I eat, when I take phone calls, how I schedule my day, when I interact with technology, and all the other factors that need to be considered to best manage my disabilities and associated limitations and barriers. Accommodation needs can vary day-to-day or situation-to-situation, making a rigid explanation and approach ineffective and impractical. Necessary accommodations may not always make immediate sense to others, but that doesn't make them any less real or crucial.
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Are you contemplating changes to your paid leave, time off, or disability programs within the next two years? Chances are the answer is a resounding YES, according to Willis Towers Watson's 2023 Leave, Disability, and Time-off Trends Survey. Do you have the data necessary to build your business case and ensure your offerings are competitive? Chances are the answer is NO. DMEC can help! With the largest benchmarking database of leave, disability, and time-off plan/program design data, you can measure your programs against more than 1,000 employers. Learn more at: https://lnkd.in/egQd6yF4 The Willis Towers Watson's 2023 Leave, Disability, and Time-off Trends Survey finds that supporting attraction and retention strategies is the number one driver for making changes to paid leave, time off, or disability programs, cited by almost three-quarters (73%) of employers that have made or plan to make changes to their leave programs. Nearly as many (72%) cite enhancing the employee experience as a top reason. (available at: https://lnkd.in/ehUTEyCv). #benefits #benchmarking #leave #disability #timeoff #absencemanagement #wtwperspective #wtw
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In her role as a Disability Management Consultant, Trish’s communication skills and problem-solving ability makes her a reliable choice for managing WCB claims. Her experience in optimizing return to work programs, whilst achieving fast adjudication turnaround times, adds to her qualifications. In this week's WCB Wednesdays session, Trish is going to dive into the world of Modified Work! Join us tomorrow at 12:15MST for this exciting session. Discover the importance of Modified Work programs in the workplace and how offering modified work options not only supports the speedy recovery of injured workers but also leads to significant cost savings for employers. Gain a deeper understanding of the legal obligations under the duty to accommodate, and learn how implementing effective modified work initiatives can create a win-win situation for both employees and organizations. From promoting a positive work environment to fostering a culture of inclusivity and support, modified work programs play a vital role in enhancing employee well-being and organizational productivity. Don't miss this opportunity to explore the benefits of disability management and return-to-work strategies, and discover practical ways to create a more resilient and thriving workplace for all. Mark your calendars and join us for an engaging discussion on how modified work can make a difference in your organization. See you there! 🌟 #WCBWednesday #ModifiedWork #DisabilityManagement #ReturnToWorkSuccess
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Ticket to Work (TTW) is a free program for people ages 18 to 64 who receive Social Security Disability Insurance (SSDI) and/or Social Security Income (SSI) benefits and want to keep their benefits while exploring employment and gaining work experience. You may know that Beacon Group is a TTW employment service provider, working with people with disabilities to find job opportunities. But did you know that our TTW Employment Specialists also help with finding and requesting assistive technologies in the workplaces where their members are seeking work? As Forbes outlines, these devices and technologies can help workers who have disabilities overcome physical and/or mental barriers improving their workplace performance. Read more below and learn about Ticket to Work at Beacon Group at https://lnkd.in/gupZs6mF https://lnkd.in/gT8Gcwxq
Assistive Technologies Empower Workers Who Have Disabilities
social-www.forbes.com
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Happy Friday! Disability Management Employer Coalition (DMEC) data shows that the better you can accommodate the sooner employees can get back to work. Thus, reducing the cost associated with having employees out. Also known as "lost workdays". 56% of accommodations have no cost at all. The remaining costs on average around $500. So, you can reduce the total cost of ownership of your Leave and ADA program. All by better managing the accommodations process. Your Ops teams will thank you as well for better workforce planning. Comment below... how are you keeping track of ADA and interactive process details. No such thing as a wrong answer! #ada #DMEC #returntowork #spreadsheets
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Every day, unexpected challenges can arise at any moment. That's why I'm passionate about highlighting the importance of Short-Term Disability (STD) plans. These plans play a vital role in safeguarding employees and employers during times of uncertainty. By offering Short-Term Disability coverage, businesses can protect their employees' paychecks if they cannot work due to illness, injury, or other unforeseen circumstances. Not only does this alleviate financial stress for employees, but it also strengthens employer-employee relationships. Moreover, Short-Term Disability plans to protect employers from the financial strain of lending money to employees to help them pay their bills. As a provider of affordable Short-Term Disability plans, I'm dedicated to helping businesses of all sizes access this essential benefit without incurring additional costs. Let's work together to protect your team and your business's future. Learn more about how Short-Term Disability plans can benefit your business today! #ShortTermDisability #EmployeeWellness #BusinessProtection #FinancialSecurity #ShortTermDisability
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Workplace Investigator/Employment Attorney/Expert Witness/HR Consultant
Microsoft has recently agreed to a $14.4 million settlement with the California Civil Rights Department to resolve allegations of retaliation and discrimination against employees who took protected leave, including parental and disability leave. The California Rights Department launched a multi-year investigation and alleged that employees who took leave for pregnancy, disability, or family care received lower bonuses and unfavorable performance reviews. These practices negatively impacted their eligibility for merit pay increases and promotions, disproportionately affecting women and people with disabilities. This settlement underscores the importance of equitable compensation and performance review practices, ensuring that taking legally protected leave does not harm employees' career progression. https://lnkd.in/daT9eSaE
Microsoft will pay $14M to settle allegations it discriminated against employees who took leave
apnews.com
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Having your Short Term Disability program address paid leave/maternity options is something the market has been requesting for years. New STD riders are addressing those needs and providing valuable extra coverage! Offer benefits that address well-being — mind, body, and wallet.® Consider paid leave policies that recognize the prevalence of women in the field, helping them care for themselves and the whole family. https://gag.gl/xvNOca #teachermentalhealth #employeewellbeing #employeebenefits
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Multi-state employers face unique challenges, but many are finding solutions with short-term disability plans that overlay state programs. It's all about creating parity among employees. Read Marsh McLennan Agency's benchmarking report on leave management for more insights. https://lnkd.in/ekKKxXPs #LeaveManagement #EmployeeBenefits #HRTrends #MarshMMA
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🌟 Navigating Careers: Where Talent Meets Opportunity 🚀 Guiding Journeys of Excellence 🎙️ Podcast Producer
Multi-state employers face unique challenges, but many are finding solutions with short-term disability plans that overlay state programs. It's all about creating parity among employees. Read Marsh McLennan Agency's benchmarking report on leave management for more insights. https://lnkd.in/eBeKQExK #LeaveManagement #EmployeeBenefits #HRTrends #MarshMMA
