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Today and everyday we join the global community in recognizing challenges faced by people living with disabilities - both seen and unseen. Here's your reminder to be intentional in your work to ensure that all people in the world have equal opportunities for work, play, health, and prosperity. For information on advancing opportunities for engaged employment for people with disabilities: www.dol.gov/odep #HEConsulting #InternationalDayofPersonswithDisabilities #HannahEParker #InvisibleDisabilities #DisabilityAwareness #HRConsulting #ResumeWriting #CareerCoaching

A great way to celebrate Disability Pride Month and beyond is to hire people with disabilities. Right now, 85% of people with intellectual and developmental disabilities (IDD) are unemployed. Many of them want to work and have skills to contribute. Among those who are employed, people with IDD are working fewer than 13 hours a week on average and less than one-fifth of them are getting workplace benefits. But research shows that disability inclusion is a proven good business decision. See these stories from employees and their employers. https://lnkd.in/e8yWhv-x #DisabilityPrideMonth #DisabilityInclusion #HirePWD

This is HOW you bridge the disability employment gap! And the best part? You can join for free 😎 Because for change to happen we need education, awareness and action - we need to bridge the disability employment gap across different cultures and companies by aligning practices with international standards and legal frameworks, such as the UN Convention on the Rights of Persons with Disabilities. And tomorrow's conversation will cover exactly that — how organisations can enhance their hiring and retention of people with disabilities. AND this conversation comes at the perfect time with it being #DisabilityPrideMonth and I am honored to represent the disability community in this important conversation as an ally 🙏🌈 If you’d like to learn more, join me and esteemed panelists, Martina Fuga @Stephanie Petersen (Christensen), Jessica Zweig Dr Shani Dhanda , Yasmin Keats and Amber Coleman-Mortley Our conversation will be streaming live on LinkedIn. I hope you'll join us, ask questions, and learn something new about empowered employment! (Link to join is in the comments) Head over to The Female Quotient to join the conversation on hiring and retaining employees with disabilities. RSVP to get an alert when the conversation goes live: https://buff.ly/3WzB5ad #DisabilityEmployment #InclusiveWorkplace #DiversityAndInclusion #EmpoweredEmployment #HiringForDiversity

A great way to celebrate Disability Pride Month and beyond is to hire people with disabilities. Right now, 85% of people with intellectual and developmental disabilities (IDD) are unemployed. Many of them want to work and have skills to contribute. Among those who are employed, people with IDD are working fewer than 13 hours a week on average and less than one-fifth of them are getting workplace benefits. But research shows that disability inclusion is a proven good business decision. See these stories from employees and their employers. https://lnkd.in/guxkG_FX #DisabilityPrideMonth #DisabilityInclusion #HirePWD

July is Disability Pride Month, a time to honor and celebrate the diversity and achievements of individuals with disabilities. At Partnership for Inclusion Leadership, we are committed to fostering an inclusive workplace where everyone can thrive. Here are 6 ways to celebrate Disability Pride and empower your team: 1. Educate & Empower: Offer training and workshops to raise awareness about disabilities and promote understanding. 2. Promote Accessibility: Ensure your workplace is accessible for all employees and visitors. 3. Showcase Stories: Share inspiring stories of employees with disabilities and their contributions. 4. Support Employee Resource Groups (ERGs): Encourage participation in ERGs that focus on disabilities. 5. Engage in Open Dialogue: Foster open conversations about disability inclusion and accessibility. 6. Advocate for Inclusive Hiring: Champion inclusive hiring practices and create opportunities for individuals with disabilities. Follow us for more tips on fostering a diverse and inclusive workplace! #DisabilityPride #InclusionMatters #DiversityAndInclusion #CelebrateDiversity

July represents Disability Pride Month 🧩 Here are some ways we can support the community and promote equity for all: •Treat all with respect and dignity •Practice Inclusivity with Identity-First Language •Acknowledge the history of The Americans with Disabilities Act (ADA) and its protections •Refuse to tolerate discrimination, bias and judgment •Acknowledge degrees of disability will vary from guest and team members alike •Promote accessible products and services such as detachable card readers, ensuring electric carts are always charged, and incorporating assistive technology •Faciliate accommodation conversations upon request to remove any barriers to support a person’s learning or ability to complete tasks •Volunteer with organizations that support persons with disabilities (including mental health) •Showcase TMLR such as Spring Health •Remember It’s OK to feel unsure or uncomfortable in your efforts. It’s also OK to learn as you go. If you need help solving for a guest or team member, partner with a leader. Remember progress matters over perfection! #July #DisabilityPrideMonth #DisabilityAwareness #DEI #HR #greatplacetowork #Inclusivity #ADA #EqualOpportunity

July is Disability Pride Month, a time to honor and celebrate the diversity and achievements of individuals with disabilities. At Partnership for Inclusion Leadership, we are committed to fostering an inclusive workplace where everyone can thrive. Here are 6 ways to celebrate Disability Pride and empower your team: 1. Educate & Empower: Offer training and workshops to raise awareness about disabilities and promote understanding. 2. Promote Accessibility: Ensure your workplace is accessible for all employees and visitors. 3. Showcase Stories: Share inspiring stories of employees with disabilities and their contributions. 4. Support Employee Resource Groups (ERGs): Encourage participation in ERGs that focus on disabilities. 5. Engage in Open Dialogue: Foster open conversations about disability inclusion and accessibility. 6. Advocate for Inclusive Hiring: Champion inclusive hiring practices and create opportunities for individuals with disabilities. Follow us for more tips on fostering a diverse and inclusive workplace! #DisabilityPride #InclusionMatters #DiversityAndInclusion #CelebrateDiversity

IDPWD 2024 was a great opportunity to highlight the work being done at Arup to support our disabled members, especially around reasonable adjustments. Reasonable adjustments, for anyone unfamiliar with the term, are defined under the Equality Act 2010 as adaptations to make sure disabled people are not "substantially disadvantaged" in their jobs - examples might include providing an ergonomic keyboard for a person with arthritis, installing screen reading software on a partially sighted person's laptop, or providing guaranteed breaks between back to back meetings to allow a neurodivergent person to catch their breath. While reasonable adjustments are a legal requirement, it's often down to individual managers how easy the process is for the disabled employee. When managers are unsympathetic, uninformed or disempowered to provide support, many people requesting reasonable adjustments stop trying, and find their job much more difficult as a result. I've been reflecting today on how reasonable adjustments could be considered a form of i-deal. This is a term in organisational psychology literature which refers to an individualised agreement between an employee and their manager (the "i" stands for "idiosyncratic") - it could be anything from a compressed work schedule to an agreement that the employee will perform certain tasks they are particularly skilled in. To give one example, a study of employees in a US restaurant chain (linked below) found that employees with i-deals had higher job satisfaction, were more likely to volunteer to help the company (e.g. by assisting coworkers) and viewed their supervisors as more fair. So we could argue that reasonable adjustments aren't just morally justified and an excellent way to allow your employees to do their best work - they also improve an employee's relationship with their organisation, leaders and fellow team members.

October is National Disability Employment Awareness Month. In 2023, the unemployment rate for people with disabilities was 7.2%, which is nearly twice that of those without disabilities (3.5%). Workers with disabilities are also more likely to work part-time, be underpaid, and are often self-employed, highlighting the need for greater inclusion and justice for people with disabilities. This month, we celebrate the invaluable contributions of workers with disabilities and recommit to ensuring everyone has access to good jobs and pay. This year’s theme, "Access to Good Jobs for All," reminds us of the importance of inclusive employment practices and valuing workers with disabilities. At Disability Lead, we uplift the power of people with disabilities and their efforts to create better, equitable, and more inclusive communities. #DisabilityEmploymentAwarenessMonth #DEAM #NDEAM2024 #DisabilityJustice

🚨 Did you know? 70% of working-age people with disabilities are NOT employed. This isn't just a statistic – it's a call to action. 🚨 In our latest Xceptional Leaders episode, disability rights advocate David D'Arcangelo challenges us to rethink employment and disability: "Employment brings financial freedom, gratification, and the ability to contribute to society. It gives a sense of agency and self-determination." 🎙️ In this powerful conversation, you'll discover: ✅ How employment is key to independence for people with disabilities ✅ Why overcoming disability-related challenges can be a "great qualification" in the workplace  ✅ The real barriers keeping businesses from being more inclusive (and how to break them down!)  ✅ How AI and remote work are reshaping opportunities for people with disabilities 💡 David's perspective: "We all have varying abilities. It's about focusing on what we CAN do." From being told he'd lose his sight completely as a child to becoming a presidential appointee on the National Council on Disability, David's journey is a masterclass in resilience and determination. 🔥 Hot take alert: "Somewhere in that pool of people with disabilities that is not in the labor force, there is a cure for cancer, there is the next great app or device." - David D'Arcangelo Whether you're an employer, policymaker, or passionate about creating a more inclusive world, this episode will challenge your perspectives and inspire action. 🎧 Don't miss this game-changing conversation: https://lnkd.in/gNFMZa8e #DisabilityEmployment #InclusiveWorkforce #AccessibleTech #accessibility