On-Ramps’ Post

Harvard Business Review: Weighing the Risks of Disclosing Disability Blown away by this powerful HBR article about disability disclosure in the workplace and professional settings by Ludmila Praslova, Ph.D., An insightful must-read for all Board Chairs and Directors, CEOs and the suite of C-suite executives (marketing, comms, legal, HR) that lead your public and private companies, non-profits, academic institutions and other public-facing organizations for your stakeholders (employees, consumers, customers, investors). The business case for disability is strong - 1 in every 4 humans (US, Canada and globally; affecting 1 in every 3 US households; 70% of individuals with disabilities has a non-apparent disability. Ludmila's reference to "radical disclosure" hit me at my core. Without choice, I must disclose my invisible hearing disability to advocate and to "negotiate" for my accommodations -- CART human-generated real-time captions and post-meeting transcripts for high-stakes meetings and interactions (Board meetings, interviews, etc.) so I can bring my strengths and experience to the boardroom table equal to those without disabilities. Not Craptions - the AI- or software-generated captions that are inaccurate and incomplete. One day, you will experience disability. Not if. But when. Everyone. #DisabilityDisclosure #RadicalDisclosure #Ableism #DisabilityEmployment #BoardDiversity #Inclusion #Accessibility #CaptionsAreMyWheelchairRamp #CraptionsDoNotWork

“Pros: Reduces the risk of discrimination based on stigma Cons: Increases your risk of being fired or suffering other adverse actions if your disability impacts your performance; potentially harms your health due to working without needed accommodations” The face that pro of not disclosing your disability is that it reduces discrimination and the con of disclosing it is termination will forever blow my mind. I have experienced this firsthand as many others have and even post pandemic, here in 2024, it is still the ‘norm’ in many places. This is such an insightful article, please read!

Forbes stated that 96% of disabilities are invisible ones. Disclosing a health condition at work? It's risky, but support can make all the difference. This Harvard Business Review article explores the challenges & how a network can help you navigate disclosure. Read more & share! #disability #inclusion #workplacehealth

❗ 6 of NASW’s policy statements are slated for updates. All NASW members are invited to comment on the draft statements. Disability & Well-Being In Social Work is currently drafting a brief guide to help identify disability priorities within these policies. Public comment period closes Wednesday, September 27. Public comment forum link: https://lnkd.in/epiQWGDc Image description: A pink and white background with a hand holding a megaphone. The NASW logo is in the upper left corner. A black circle with text says: Attention Social Workers! Deadline September 27. Main text says: We need you! NASW policies up for review. Then lists 6 policies and a link to the public comment forum. Policies are: Cultural and Linguistic Competence in the Social Work Profession Death Penalty Disasters Healthcare LGBTQIA2S+ Issues Substance Use Disorder Treatment Public comment forum link: https://lnkd.in/epiQWGDc #DisabilityInSocialWork #SocialWork #DisabilityAsDiversity #DisabilityJustice #SocialWorkers #Disability #ChronicIllness #ChronicPain #Inclusion #DEI #SocialWorkEducation #SocialWorkEmployment #SocialWorkAssociations #BSW #MSW #LSW #LCSW #MacroSocialWork

A common concern I hear from employers is that they feel nervous talking to employees about their disability. Why is this? Reasons I've heard include: 👉 They're worried about causing offence. 👉 They're concerned about the potential legal implications if they get something wrong. 👉 They're nervous about how their employee will react. 👉 They don't want to overstep boundaries or violate their employee's right to privacy. 👉 They don't feel that they have sufficient knowledge or understanding of disabilities to be able to navigate the conversation. But if we can't have these conversations, we can't move forward and we can't ensure disabled employees are supported and included in the workplace. Handle the conversation sensitively but don't avoid it. #NeurodiversityInTheWorkplace #DEIB

The 3rd of December marks the UN International Day of People with a Disability and #purplesockday. It’s estimated that over 1 billion people live with a disability, having to make adjustments on a daily basis. This is no different in the workplace where many of our colleagues and friends may be living with a neurodiversity or physical disability. But what is a disability? The Oxford dictionary defines it as: “A physical, psychological, medical, or learning impairment that impacts a person's ability to undertake everyday tasks.” While this may be factually correct I think that by harnessing the power of different experiences of our world and workplaces we can develop better outcomes for all… more of a “diff”-ability than a “dis”… So please be considerate of others and realise that everyone’s experiences differ - but we all have value to add. Supporting #PurpleSockDay means you can help disabled entrepreneurs in the UK get off the ground. Please go and check out the great range of socks!: https://lnkd.in/eZ9ibUxT #IDPD

There are many misconceptions around disability in the workplace. To mark #IDPWD, our CEO Diane Lightfoot wrote an article for People Management magazine, debunking 4 of the most common ones: https://lnkd.in/guz2CKj7 Image description: A professional who wears a sunflower lanyard to show their less-visible disability works at their desk. They're writing on a post-it note. The photo is copyright Business Disability Forum. #Management #PeopleManagement #Managers #DisabilityInclusion #DisabilitySmart #DisabledEmployees #IDPWD2023

I found this article to be a practical and insightful glimpse into the challenges of disclosing a disability in the workplace. It highlights to me we still have such a long way to go in the diversity, equity, inclusion and accessibility space. The author discusses some of the challenges faced by our colleagues, why disclosing a disability is challenging, how to decide whether the risk is worth taking, and how a network can provide support. https://lnkd.in/g5FdvfVD

It's illegal to discriminate against someone because of a protected characteristic. Disability is one of nine characteristics in the #EqualityAct. Disability discrimination can happen in any aspect of work. It can result from decisions made at work or from how people behave towards each other. Check out ACAS for a guide to disability discrimination. https://lnkd.in/e2AYAWCg #disabilityatwork #disability #employmentlaw

🌟 Navigating Disability Disclosure at Work 🌟 Deciding whether to disclose a disability at work is a deeply personal and complex decision. Remember, disclosure is a personal choice and not a requirement. This article from Harvard Business Review offers a comprehensive guide to help you weigh the pros and cons. It emphasizes the importance of prioritizing your health and well-being, considering the potential benefits and drawbacks, and choosing the right timing for disclosure. 🔗 Read the full article here: https://lnkd.in/gKfXJ9eZ #DisabilityInclusion #WorkplaceEquity #MentalHealth #HR #DiversityAndInclusion #DisabilityPride #Accessibility #CSULB #Workability #WAIV #articles #disclosure