PurpleSpace’s Post

🌎 As part of the first ever Disability ERG Global Summit, in partnership with Financial Times, Motability Operations Ltd and MSD we are convening local Hubs across the globe to bring together regional ERG leaders. We are inviting local Disability ERG/Network leaders to attend the following events: Dublin, Ireland - 5 September (hosted by Google) Nairobi, Kenya - 10 September (hosted by Google) Hong Kong, China -16 September (hosted by HSBC) New York City, USA - 17 September (hosted by HSBC) Hyderabad, India - 17 September (hosted by HSBC) Mexico City, Mexico - 20 September (hosted by HSBC) Warsaw, Poland - 25 September (hosted by Google)   These events are free and designed to be in-person (for 10 -20 people) to allow for truly high-quality conversations to be held; however a virtual attendance option may be available.   💡 Each regional hub will determine its top three strategic drivers of work place equity as expressed directly by people with disabilities that, if tackled, would result in lasting change in the employment prospects of employees with disabilities. The drivers to be discussed come from our 2023 publication The Top Ten Priorities of Disability ERG/ Network Leaders (sponsored by Novartis and Tesco), which were sourced from our network of over 4,000 disability ERG/Network leaders across nearly 200 organisations.   Expected global impact: ▪ Clear messages from employees with disabilities regarding the barriers that employers must remove if they are to thrive at work. ▪ A new and compelling business and ethical rationale for investing in disability ERGs promoted across the global business community via our media partner, Financial Times. ▪ An energized global movement of up to 2,000 disability ERG/Network leaders, champions and allies who represent the interests of over 1.5 million employees with disabilities. ▪ Increased capacity of PurpleSpace to nurture and enhance the impact and contribution of disability ERG/Networks worldwide and drive the future growth of this global movement.   📝 Please send your expression of interest to book a session or feel free to forward this information to a colleague who may be interested in attending to events@purplespace.org Nicholas Kennedy Brendan Roach Kate Nash OBE 💜 Sally Owen Kirstie Wilson Susan Scott-Parker Kay Allen ID: Purplespace Global Disability ERG Summit 15 October 2024 in partnership with Financial Times, Motability Operations and MSD. Click here for more information https://lnkd.in/eZhjE6Q4

Thank you Phil Whaite, Matthew York and A&O Shearman for hosting the upcoming London Hub 9th October in preperation for PurpleSpace’s Disability ERG Global Summit. As part of the first ever Disability ERG Global Summit, in partnership with Financial Times, Motability Operations Ltd and MSD we are convening local Hubs across the globe to bring together regional ERG leaders. 🌎 We are inviting local Disability ERG/Network leaders to attend the following events: Nairobi, Kenya - 10 September (hosted by Google) Hong Kong, China -16 September (hosted by HSBC) New York City, USA - 17 September (hosted by HSBC) Hyderabad, India - 17 September (hosted by HSBC) Mexico City, Mexico - 20 September (hosted by HSBC) Warsaw, Poland - 25 September (hosted by Google) London, Uk - 9th October ( hosted by A and O Shearman)   These events are free and designed to be in-person (for 10 -20 people) to allow for truly high-quality conversations to be held; however a virtual attendance option may be available.   💡 Each regional hub will determine its top three strategic drivers of work place equity as expressed directly by people with disabilities that, if tackled, would result in lasting change in the employment prospects of employees with disabilities. The drivers to be discussed come from our 2023 publication The Top Ten Priorities of Disability ERG/ Network Leaders (sponsored by Novartis and Tesco), which were sourced from our network of over 4,000 disability ERG/Network leaders across nearly 200 organisations. To sign up please email events@purplespace.org #DisabilityInclusion #DisabilityEmployeeResourceGroups

📢 Are you a disability ERG/Network leader based in, or around London? This is an invitation for you to join our free, in-person London hub event on 9 October. PurpleSpace supported by our partners Motability Operations Ltd , MSD and our Media Partner, Financial Times is convening the world’s first Global Disability ERG/Network Summit on 15th October 2024. Ahead of the recorded event, A&O Shearman are hosting a London Summit Hub on 9 October. We will be connecting disability ERG/Network leaders to amplify the voices of disabled employees regarding the barriers that employers must remove in order for them to thrive at work. During the session, we will: ▪ Discuss in groups, the Top Ten Priorities of Disability ERG/Network Leaders, from our 2023 resource sponsored by Novartis and Tesco. The priorities were sourced from our network of over 4,000 + disability ERG /Network leaders working across nearly 200 organisations. ▪ Determine the top three strategic drivers of workplace equity as expressed directly by people with disabilities – that, if tackled, would result in lasting change in the employment prospects of employees with disabilities. Expected global impact of the Global Disability ERG Summit 2024: ✔ Clear messages from employees with disabilities regarding the barriers that employers must remove if they are to thrive at work. ✔ A new and compelling business and ethical rationale for investing in disability ERGs promoted across the global business community via our media partner, the Financial Times. ✔ An energized global movement of up to 2,000 disability ERG/Network leaders, champions and allies who represent the interests of over 1.5 million employees with disabilities. ✔ Increased capacity of PurpleSpace to nurture and enhance the impact and contribution of disability ERG/Networks worldwide and drive the future growth of this global movement. Session Agenda: - Introduction from PurpleSpace - Roundtable Discussion on Top Ten Priorities - Break - Vote on London’s Top Three Priorities - Next Steps - Close Location 📍 A&O Shearman, One Bishops Square | London, E1 6AD 🔖 If you are a disability ERG/Network leader and would like to attend, please contact kirstie@purplespace.org to register interest. ID: graphic with half of a purple globe image and text reading PurpleSpace Global Disability ERG Summit in partnership with Financial Times, Motability Operations and MSD - Hub Announcement London United Kingdom hosted by A&O Shearman 9 October 13:30 - 17:00 BST.

Embracing Diversity: Understanding Disability in the Workplace In today's diverse workplace, diversity and inclusivity are essential for building a strong and successful team. One aspect of diversity that is often overlooked is understanding and supporting individuals with disabilities. Disability inclusion is not just a legal requirement, but a critical component of creating a supportive and welcoming work environment for all. It is important to realize that disability is not a limitation, but a natural part of human diversity. Disabilities can be visible or invisible, ranging from physical impairments to cognitive or mental health conditions. By recognizing and respecting these differences, we can create a culture that values and celebrates the unique abilities and perspectives of every individual. One of the key ways to support employees with disabilities is by providing reasonable accommodations. These accommodations vary depending on the individual's needs and may include flexible work arrangements, assistive technologies, or modifications to the physical workspace. By accommodating diverse needs, employers empower employees to perform at their best and contribute fully to the team. Open communication is also crucial in fostering a supportive workplace environment. By encouraging dialogue about disability, we can break down barriers and misconceptions, creating a space where individuals feel comfortable sharing their experiences and needs. This open dialogue promotes empathy, understanding, and collaboration among team members. Another essential aspect of disability inclusion is equal access to opportunities for career advancement and professional development. This may involve providing accessible training materials, offering mentorship programs, or ensuring that promotional processes are fair and unbiased. By removing barriers to success, organizations can tap into the full potential of their diverse talent pool. Beyond compliance with legal requirements, disability inclusion is also good for business. Diverse teams bring a range of perspectives and problem-solving approaches, leading to innovation and creativity. In conclusion, embracing disability inclusion is not just the right thing to do, it's also a strategic advantage for businesses. By fostering a culture of respect, empathy, and support, organizations can harness the full potential of their diverse workforce and create a more inclusive and equitable workplace for all. Remember, diversity and inclusion are not just buzzwords, they're the foundation of a thriving and sustainable workplace culture. Let's work together to ensure that every member of our team feels valued, respected, and empowered to succeed. #DisabilityRights #Advocacy #DiversityAndInclusion

This October, we celebrate National Disability Employment Awareness Month. Declan Carville (featured right), VP of Scaled Business Success and Executive Sponsor of Access —Indeed’s Inclusion Business Resource Group focused on raising awareness around apparent and non-apparent disabilities in the workplace—shares his insights and advice for navigating the next opportunity, his evolving perspective, and tips for work wellbeing for those newly diagnosed. “Since becoming the Executive Sponsor for Access, my perspective on the disability community changed; people have been more willing to tell me about their disability stories, the challenges they face and the successes they have had. I have learnt from the stories shared. It has made me more aware of accommodations that I and Indeed need to put in place.” “Nearly a third of people have apparent and/or non-apparent disabilities, so you are not alone in seeking new employment opportunities. Knowing that you are not alone can be so powerful when pursuing an employment opportunity or even a change in career.” Declan shares. “Here is my advice for anyone navigating their next career move.” 1️⃣ Focus on Your Strengths: Identify your strengths and tailor your CV/resume to highlight them. If you're missing key skills, seek them out through courses, reading, or relevant projects. 2️⃣ Leverage Your Unique Advantage: Think about how your disability can be an advantage. Personally, I have Aphasia, which hampers my speech somewhat, but it is an advantage because I think more about what I want to say. 3️⃣ Connect on Indeed: Once your CV/resume is ready, upload it to Indeed Resume and connect your skills to your profile to best present yourself to employers. 4️⃣ Be Upfront About Accommodations: Research companies’ disability policies, but if they don’t have one, don’t hesitate to ask for accommodations during interviews or for the job itself. Additionally, Declan provides work wellbeing advice for those who newly identify with a disability: “First of all, like I said before, you are not alone. Think about what challenges you face and what you need to be successful. Your needs are valid. If you need accommodations, talk to your Manager, HR, or Inclusion Business Resource Groups like Access. For me personally, doing exercise or spending time with my family recharges me to ensure that I can work comfortably." #NDEAM #DisabilityInclusion #InsideIndeed

The government published its Disability Action Plan on 5 February, which laid out how the government intends to improve the lives of disabled people in the UK. The plan included improving access for disabled people in elected office, improving representation and introducing a 'disability enabled' badge, to signpost businesses that train their staff in disability awareness. The plan also stated that further actions to provide employment and workplace support for disabled people will be taken forward in the National Disability Strategy, and in relevant government departments. It also committed to further consultation into the impact of climate change strategy on disabled people, including how the new clean air and low emission zones have affected how they travel to work, hospital and school, as well as employment opportunities for disabled people in green industries. But specialists in disability inclusion have said the plan does not do enough to include disabled people in the workplace. Joanna Hurry, a disability, equality and diversity consultant, commended the steps the proposal would take to improve the lives of disabled people, but said that it could have gone further to provide workplace support. She told HR magazine that the Action Plan could have helped employers make their workplace more inclusive by investing in the Access to Work scheme, which supplies grants for people with a disability, neurodiversity or mental health condition to pay for equipment, travel costs or practical help at work. She said: “Access to Work can support more employers establish procedures for providing reasonable accommodations, ensuring access to assistive technologies, and offering flexible work arrangements and support services.” She noted that the scheme is the main vehicle for supporting disabled workers in the UK but is often under-utilised. Diane Lightfoot, CEO of Business Disability Forum, added that the Action Plan missed an opportunity to reform Statutory Sick Pay (SSP) to allow people to make a phased return to work. She said: “The current all-or-nothing approach to SSP means that employees often feel forced to return to full hours before they are ready, which can then lead to further periods of sickness.” Ola Kolade, employment and skills director at Business in the Community said: “It is crucial that recruitment processes and workplaces are accessible to all so that vital talent does not go overlooked. “Employers should listen to their disabled employees and make the necessary adjustments, such as physical adaptations to the workplace, additional support, or changes to working patterns, that will help disabled employees feel valued and supported at work.” [HR Magazine] #employment #inclusion #disability

The government published its Disability Action Plan on 5 February, which laid out how the government intends to improve the lives of disabled people in the UK. The plan included improving access for disabled people in elected office, improving representation and introducing a 'disability enabled' badge, to signpost businesses that train their staff in disability awareness. The plan also stated that further actions to provide employment and workplace support for disabled people will be taken forward in the National Disability Strategy, and in relevant government departments. It also committed to further consultation into the impact of climate change strategy on disabled people, including how the new clean air and low emission zones have affected how they travel to work, hospital and school, as well as employment opportunities for disabled people in green industries. But specialists in disability inclusion have said the plan does not do enough to include disabled people in the workplace. Joanna Hurry, a disability, equality and diversity consultant, commended the steps the proposal would take to improve the lives of disabled people, but said that it could have gone further to provide workplace support. She told HR magazine that the Action Plan could have helped employers make their workplace more inclusive by investing in the Access to Work scheme, which supplies grants for people with a disability, neurodiversity or mental health condition to pay for equipment, travel costs or practical help at work. She said: “Access to Work can support more employers establish procedures for providing reasonable accommodations, ensuring access to assistive technologies, and offering flexible work arrangements and support services.” She noted that the scheme is the main vehicle for supporting disabled workers in the UK but is often under-utilised. Diane Lightfoot, CEO of Business Disability Forum, added that the Action Plan missed an opportunity to reform Statutory Sick Pay (SSP) to allow people to make a phased return to work. She said: “The current all-or-nothing approach to SSP means that employees often feel forced to return to full hours before they are ready, which can then lead to further periods of sickness.” Ola Kolade, employment and skills director at Business in the Community said: “It is crucial that recruitment processes and workplaces are accessible to all so that vital talent does not go overlooked. “Employers should listen to their disabled employees and make the necessary adjustments, such as physical adaptations to the workplace, additional support, or changes to working patterns, that will help disabled employees feel valued and supported at work.” [HR Magazine] #employment #inclusion #disability

Last week, I attended the "Driving Disability Employment Seminar for Employers" organized by JobAccess alongside my wonderful team from the Commission, including my manager, Michelle Tan. The seminar brought together leaders, advocates, and professionals to explore strategies for fostering disability-confident workplaces and the benefits of inclusive hiring practices. Hosted by Paralympic champion Katrina Webb-Denis PLY OAM who even shared her gold medal with the audience, the event featured valuable insights from guest speakers such as Janeene Beeforth, Karan Nagrani, Primal Fernando, Anaab Rooble MAICD, Kerrie Loveless, and Sophie Burzacott. Each speaker enriched the discussion with their unique perspectives. Key Highlights & Takeaways: Key takeaways included the importance of addressing both physical and digital accessibility, the proactive need to ask candidates about required adjustments before interviews, fostering a supportive and inclusive environment, and the crucial role of leadership in driving disability inclusion. The seminar also highlighted the effectiveness of assistive technology in improving job performance for employees with disabilities, sparking ideas for potential tools we could adopt. Additionally, it emphasized the need for ongoing education on accessibility and inclusion.   Some eye-opening statistics shared were that 90% of employees with disabilities are as productive or more productive than their peers, 86% have average or superior attendance, and 98% have average or superior safety records. Moreover, disability-inclusive organizations often outperform their peers in financial performance and productivity. A 10% increase in employment of people with disability could add $16 billion to Australia’s economic output each year. Overall, the seminar deepened my understanding of workplace accessibility & inclusivity and also how we can make our work environment more supportive. Seeing a Paralympic gold medal in person was an added highlight. Thank you, JobAccess, for organizing this incredible event! Information about JobAccess: JobAccess is Australia’s national hub for workplace and employment information for people with disabilities, employers, and service providers. It offers free resources, including a telephone advice line and more. For more information, visit the webiste: https://lnkd.in/gB7tcYaV About the photo: The wonderful Victorian Disability Worker Commission team at the event. Left to right: Hutch Lucas, Emilia Perito, Michelle Tan, Hiba Zaman and Primal Fernando #JobAccess #DisabilityAdvocate #DisabilityAustralia #DiversityAndInclusion #EqualOpportunities

Think disability inclusion is complicated? Think again! Watch this video as we debunk some common myths about disability inclusion in workplaces and dive into the untapped potential of diverse abilities that can supercharge your business! #AccessibilityForAll #DiverseTogether #LetsBeDiverse #DisabilityInclusion #InclusiveWorkplace #DiverseAbilities Kamesh Sanghi Jay Kumar [Video Description] A woman on screen talks to the camera: Did you know companies with strong disability inclusion programs outperform their competitors by 35%? Today, let’s debunk some common misconceptions about disability inclusion in workplaces. Myth 1: People with disabilities don't want to work Untrue! They're eager, skilled, talented, and ready to contribute to the workforce. While the desire to work exists; the opportunities are still in the making. Myth 2: Diversity is a liability That's a misconception! Inclusion fuels profits with diverse teams driving 2.3 times higher cash flows per employee. For every 10% increase in diversity on executive teams, organizations have seen an 8% increase in profitability. Myth 3: Disability Inclusion is a moral imperative Not really! Beyond just CSR and moral duty, disability inclusion enriches the workplace experience, leading to a more innovative environment and profitable business. Research shows that inclusive workplaces are 6 times more likely to be innovative and twice as likely to meet or surpass financial goals. Myth 4: Rate of unexpected resignations is higher in employees with disabilities Incorrect! Staff retention rates are actually 72% higher amongst employees with disabilities! Myth 5: People with disabilities need special treatment False! People with disabilities deserve an equal opportunity to thrive in the workplace. Instead of special treatment, the focus should be to remove barriers that might hinder someone's ability to perform their job. This means providing necessary support like accessible infrastructure, inclusive policies, compatible software, flexible work arrangements, and appropriate training. This will create a workplace where everyone feels valued and can contribute their best. Disability inclusion is often simpler than you think. Partner with DI-verse to create accessible workplaces where no one is defined by their disabilities. The video ends with a white screen with a DI-verse logo and a purple ‘follow us’ button.

Making Big Waves with Small Steps: Our Journey to Disability Inclusion at Space & Time Media I was thrilled to read Richard Draycott’s recent article in The Drum highlighting industry efforts towards disability inclusion. As the Recruitment Manager at Space & Time Media, a UK-based company with five offices, I’ve seen first-hand how small steps can lead to significant improvements in disability inclusion. During my interview with Space & Time, Nicki Thornley, our HR Director, shared her dedication to fostering an inclusive workplace. Her passion for creating a supportive environment was a major reason I joined the company. Our journey toward disability inclusion began with our partnership with Celebrating Disability. Nicki and I gained invaluable insights and started implementing meaningful changes. Personal Reflections: Before joining Space & Time Media, I hadn’t fully understood the daily challenges faced by people with disabilities. Working with Esi Hardi, founder of Celebrating Disability, and listening to her podcast opened my eyes to the obstacles faced by individuals with disabilities, including those who are neurodiverse. I also deal with cognitive symptoms of menopause, and even something as minor as music can trigger a migraine. This experience highlighted how fortunate I am to work for a company that understands these challenges and allows me to contribute to positive change at Space & Time. Celebrating Disability and Esi Hardi’s Support: Our partnership with Celebrating Disability has been transformative. With their support, we’ve made significant strides in our disability inclusion efforts. Our leaders are committed to a culture of inclusivity, inspiring employees to embrace change. Our Progress Towards Disability Leadership Level 3: Inclusive Hiring: We’ve developed scorecard interview questions that focus on skills and offer informal pre-interview conversations to accommodate candidate needs, ensuring a positive interview experience. Employee Training: Nicki Thornley has organised training on neurodiversity and disability awareness, along with speaker sessions, to help employees understand various challenges faced by people with disabilities. Employee Resource Groups: We’ve established resource groups to enable employees to share experiences, ideas, and contribute to change. Accessible Onboarding: We’re updating onboarding materials to be accessible and have implemented a formal buddy system and mentoring scheme. Conclusion: Our journey towards achieving Disability Confidence has been a rewarding experience. As we continue to make progress toward becoming Disability Leaders, we remain committed to ongoing learning and sharing our improvements. #disabilityinclusion #disabilityawareness #digitalmarketing #agencyculture