The Bazaar, Inc.’s Post

Breaking down outdated culture barriers in the workplace “According to Scope, 54% of employers said they had concerns over a disabled employee’s ability to do the job, while 28% of disabled people who had fallen out of work said they’d experienced discrimination at work” Grace Duncan ……… There it is in black and white, the constant mindset, stereotypical ideals and just a blatant lack of awareness that employers have developed in today’s culture about PWD. As much as we have seen a shift in disability employment, company culture remains the same, and it’s not until PWD become self-employed or entrepreneurs that we often see the culture shift. We know disability representation and inclusion are crucial aspects of fostering a truly diverse and supportive environment, but without cultural shifts in businesses are we just wasting our time? People like Caroline Cater, VP of people & culture at Coca-Cola Europacific Partners, convey the importance of a new mindset that listens to employees and makes necessary adjustments to support them effectively. Russell Price, chair of the Disability Network at Tesco, stresses the need for a cultural shift, citing concerns and discrimination faced by disabled individuals in the workplace. Without these voices of action who else is going to pick up the gauntlet and help our cause? Thankfully, there are some companies that we should acknowledge and congratulate as they have started paving the way for others. Grace Duncan’s article ‘Disability champions breaking down barriers’ highlights how companies like Mars, Vanish, Müllerlight, and Pantene are leading the charge by featuring PWD in their commercials, while Sainsbury's innovative approach in using deaf staff in its ad demonstrates a commitment to diversity and inclusion policies. Mona Shah of Harry Specters, Georgie Hill-Jones of Waitrose, and Haidee Elise MBA of GroceryAid are also exemplary leaders driving positive change in their respective organisations and industries. Their dedication to creating inclusive workplaces not only benefits disabled employees but also contributes to a more diverse and thriving workforce overall. Businesses need to embrace talent from diverse backgrounds at all levels. Not only that, they need to integrate disabled talent from structural changes to everyday actions. By banding together we can achieve a cultural shift in society and further our frontier in creating diverse and inclusive workplaces for all.  #DisabilityInclusion #DiversityandInclusion #Empowerment #WorkplaceEquality

Great article, read it, do the needful, make the changes. "For companies to be truly successful in hiring a diverse workforce, they must see it as embracing the advantages of having a group of people with diverse abilities and skills – not acquiescing to compliance issues or perceived obligations. - People with disabilities stand to bring success, diversity and increased motivation to the workplace, but they are still fighting against decades of stigma and discrimination. More companies are seeing the benefits of fully inclusive hiring, but there is still much work to be done. " #DEI #diversity #diversityandinclusion #InclusionMatters #equality #equitymatters #equity #workplace #specialneeds #peopleofdetermination

Is your company truly committed to Diversity, Equity, and Inclusion? It’s disheartening to see countless companies championing DEI initiatives without truly reflecting these values in their workforce. While public campaigns and statements are essential, they ring hollow without tangible action. Disability Inclusion is a critical yet often overlooked component of DEI. It's time for companies to move beyond lip service and actively recruit, develop, and retain disabled talent. Let's create workplaces where everyone feels valued and has equal opportunities to succeed. As Sophie Morgan’s groundbreaking documentary, Fight to Fly, powerfully demonstrates, many organizations attempt to create solutions for disabled people without actually involving them in the process. It’s time for a fundamental shift in approach. #DEI #DisabilityRights #InclusionMatters #CorporateSocialResponsibility #Accessibility #DisabilityInclusion #WorkplaceCulture #Leadership

As it turns out, treating everyone like humans isn't just good karma; it's good business, too. This article I read this morning reveals disparity within the disability community, with BIPOC women facing some of the biggest challenges in the workplace. Here's the reality: 34% of folks with disabilities already experience workplace discrimination. But for BIPOC women with disabilities, it leaps to 39%. So here's a challenge to my fellow leaders, advocates, and allies: Let's ditch the "one size fits all" and build workplaces where: - Everyone feels included and respected, no matter their background or ability. - We celebrate uniqueness and dismantle discrimination barriers. - Support systems like flexible work arrangements and professional development opportunities. - Bonus points: Track inclusion with the BLISS Index, a tool for tracking inclusion in the workplace. Employees who can be their authentic selves are happier, more motivated to give their best, feel like their perspectives matter—and are nearly 2.4 times less likely to quit. Remember, DEIB work is a journey, not a destination; the work is never done. I'm continuing to build my network of folks who are aligned on this. Who's with me on doing the work to build inclusive workplaces? P.S. - It's not lost on me how ironic it is that the article I'm sharing is behind a paywall, making it exclusive by its very nature. I've reached out to the publishers and asked them to consider not sticking important pieces like this behind a paywall. Stay tuned on that front. #LeadWithEmpathy #DiversityMatters #WorkTogether #DisabilityInclusion ❤️ https://lnkd.in/djuH8hnS

"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."

It’s #DisabilityPrideDay! Yesterday, I did something I’ve never done before in the hundreds of talks I’ve given to groups as small as a dozen team members to a full auditorium. I posed some tough questions. This was a group of HR professionals on a team that deals with high risk situations, and I talked to them about the working disability community’s lived reality. We are an affinity group that affects 26% of the US population and another 50% have someone with a disability in their household. That’s up to 76% of the United States impacted. I’m lucky through my advocacy and nonprofit roles that I’ve met hundreds of liters in the disability community around the country and heard their stories. This comes from that aggregate experience. However, our employee resource groups typically have a smaller membership then once associated with race or gender or LGBTQ. We have the hardest time recruiting leaders because it’s not “cool”. The leaders we have are often impacted and have to step down because of limited bandwidth as illnesses and therapies and doctor appointments build up. And companies around the country often dictate that our ERG must be half employees with diagnosis and half parents and caregivers. imagine telling a black employee resource group that half of their leaders have to be white, or a women’s empowerment group their leaders have to be men, or that an LGBTQ group has to be half cis/straight. And then trying to battle the corporate politics of having their voices outweigh the actual community and being forced to sit and watch things happen that are contrary to the majority opinion of your community. There are trusted allies that listen to us, and there are well-meaning allies who don’t. Imagine having zero visibility into the members of the senior leadership committee that drives corporate policy for your group. Imagine working for a company for years before you learned that there is a position for a disability policy executive and then finding out that every person who has ever been in that role, in this day and age, has never been a member of your group. Imagine having zero senior leadership that is “out”, yet learning privately that some of them are member of your community. I will never out anybody without their permission, but when can we live in a society where there’s no stigma so everyone can feel free to discuss every part of their lives? When can we get to a point where the phrase “coming out as disabled” doesn’t even make sense because there’s no such thing as hiding who we are? I salute everyone in our community who can’t hide. You are the trailblazers. You are the ones we all should emulate. And for everyone who is afraid to come out, talk to trusted allies about what it would take to feel comfortable to be your whole self. #disabilityPride #outOfTheCloset #disabledAndProud #AutisticPride #ADHDPride #imagine #DisabilityAdvocacy #DisabilityPride2024 @ruthrathblott My 1st post at the 3,000 character limit!!!🤯

#DisabilityEmploymentMonth isn't over yet! Checkout the incredible Rick Hansen Foundation article titled How to Close the Employment Gap for People with Disabilities. Rick Hansen and his Team ALWAYS have incredible advice for job seekers and employers when it comes to equitable employment practices, and they root all their communications in data analysis. "To start, it’s crucial to be aware of negative stereotypes and attitudes towards people with disabilities. In order to make workplaces more inclusive, the way others think and talk about people with disabilities in the workplace needs to change. Business leaders should recognize that people with disabilities have a lot of professional skills and knowledge to offer, and are capable of bringing new insights and perspectives to their organizations." Sound-off in the comments ways you have seen employers, and leaders, further employment #equity when it comes to supporting folks with disabilities. Presidents Group (AccessibleEmployers.ca) likely has a lot of great examples! Reminder, inclusive employment isn't charity, it's good business. 💚 #DEI #EDI #DisabilityEmployment ##PWD #HR #Leadership #AttractionandRetention #Recruitment #InclusiveEmployer #RickHansen #EmploymentPractices #Inclusion Kristin Bower Annika Lofstrand Rianna Ganief Saffina Jinnah Ashley Huth Elisabeth Cooke Dignii Technologies Inc Stephanie Redivo Sweta Rajan 'Shep' DS Sheppard, CCIP Trish Kelly https://lnkd.in/gvKUhEC6

🗓  Mid-Year Reflection: Renewing Our Commitment to Equity and Inclusion We've officially hit mid-year, and it's an ideal opportunity to revisit the commitments made at the beginning of the year to create more equitable and inclusive workplaces. Over the past six months, it has been incredible to watch this vibrant, diverse, and dynamic community acknowledge and celebrate awareness and history months such as Black History Month, Women's History Month, AAPI Heritage Month, Mental Health Awareness Month, Autism Acceptance Month, and National Disability Awareness Month. So what happens now that the celebrations have passed? How can organizations take meaningful actions to amplify voices, transform organizational culture, and ensure practices such as hiring, feedback, and performance evaluations are fair and equitable? Starting Strategies to Sustain DEI Efforts: 🌟 Continuous Learning and Training: Implement regular training sessions focusing on bias, microaggressions, allyship, and inclusive leadership. Encourage ongoing education through workshops, seminars, and access to diverse resources. 🌟 Inclusive Hiring Practices: Ensure job descriptions are inclusive and free from biased language. Diversify recruitment channels to reach a broader range of candidates. Implement blind recruitment processes to minimize unconscious bias. 🌟 Equitable Feedback and Performance Evaluations: Standardize performance evaluation criteria to ensure fairness. Train managers to recognize and mitigate their biases during evaluations. Collect and analyze data on performance reviews to identify and address disparities. 🌟 Amplify Underrepresented Voices: Create platforms for underrepresented groups to share their experiences and perspectives. Establish employee resource groups (ERGs) and support their initiatives. Regularly solicit feedback from all employees and act on it. Key Awareness and History Months to Plan for in the Second Half of the Year: ✨ Disability Pride Month (July) ✨ Hispanic Heritage Month (September 15 - October 15) ✨ LGBTQ+ History Month (October) ✨ National Disability Employment Awareness Month (October) ✨ Native American Heritage Month (November) As we move into the second half of the year, let's not let the momentum of the first six months fade. It's essential to remember that advancing DEI is more important now than ever, especially in the face of increased resistance and politicalization of these efforts. We should not be discouraged by the increased number of bills introduced aiming to reduce rights and protections. Now is the time to deepen our commitment to creating workplaces where everyone feels valued, heard, and empowered. #Equity #Inclusion #Diversity #DEI #WorkplaceCulture #InclusiveLeadership #MidYearReflection #DiversityAndInclusion ⬇ Please see the comments section for supporting research and resources!

"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