Steve Davidson Consulting’s Post

Accommodations are essential for many individuals with disabilities, yet there remains a significant stigma surrounding their use in the workplace. Often, it feels like some organizations don’t take disabled individuals seriously, conveying an unintentional message of disbelief. This attitude can discourage those in need of accommodations from speaking up. But if we look closely at our everyday lives, we can identify numerous accommodations that benefit everyone—many of which were originally designed to support individuals with disabilities. Consider these common features: Closed Captioning Automatic doors Escalators Elevators Ramps How many of us rely on these innovations daily? They make our lives easier, save us time, and enhance convenience—essentially functioning as accommodations for all. Additionally, think about these widely used technologies: Keyless entry for cars and homes Virtual assistants (like Alexa or Siri) Grocery and food delivery services Virtual options for appointments These tools not only streamline our routines but also demonstrate that accommodations can create a more inclusive and efficient environment for everyone. Let’s shift the narrative around accommodations in the workplace. By embracing them, we foster a culture that values accessibility and support for all individuals. What accommodations do you believe can benefit everyone in the workplace? #Accommodations #Accessibility #WorkplaceCulture #ADHD #AUDHD #SocialJustice #Inclusion #Equity #autism #diversity #neurodivergent #MentalHealth #Accommodation #disability #ADHDAwarenessMonth #trauma #TraumaInformed #EQ #EmotionalIntelligence #CPTSD #depression #anxiety #DEI #DisabilityInclusion

Disability Awareness Day   Did you know that 15% of the world’s population lives with a disability? On International Day of Persons With Disabilities, it’s good to recognise the visible and invisible disabilities that people are facing, and address the changes we can make in our workplaces to break down barriers and help everyone thrive.    Simple examples that can make a big difference include: ✅ Creating a wellness space in the office, or counselling access for those with mental health challenges. ✅ Noise cancelling headphones can make all the difference for those with neurodiversity challenges. ✅ Ergonomic chairs, IT equipment or accessible office layouts for those with mobility challenges. Tools like Grammarly or ReciteMe that create better accessibility for people with dyslexia, vision difficulties or other challenges working with websites and computers. We have the ReciteMe toolbar available on our Group websites, which allows anyone to change the site to suit them, including font adjustments, text-to-speech, background colour changes, translation and other features.   Understanding and supporting each other can create a workplace where everyone feels seen, valued and empowered. Share the supportive measures and ideas your workplace takes for persons with disabilities in the comments.    #DisabilityAwarenessDay

📢 🆓👩🏽🎓 An important topic for future work psychologists - Learn more about neuroinclusion in the workplace at this free event #workpsychology #businesspsychology #careerchange #UHpsychology

Want to learn more about disability inclusion in the workplace? Check out this free webinar happening later today with the Hidden Disabilities Sunflower 💜 - Kim Hicks it takes place from 16:00 to 19:00 - you will enjoy! #inclusionintheworkplace #disabilityinclusion

Supporting Non-Apparent Disabilities at Work Virtual Summit  Monday 18th November 2024  14:00 – 17:00 GMT  Free event Join us for the Supporting non-apparent disabilities at work summit, a half-day virtual event bringing together UK and US experts in disability inclusion. Learn actionable strategies for creating more inclusive workplaces and supporting employees with non-apparent disabilities. Don't miss this chance to transform your hiring practices and build stronger, more diverse teams! We are delighted to present the topics and our expert speakers.    ADHD & Autism in the workplace  Mike Bedford 🧠🌶️and Donna Bungard, CPWA will explore how organisations can best support ADHD and autistic candidates through the hiring process and beyond.   Workplace inclusion  Terri-Louise Brown Jenny McLaughlin (she/her) Pippa Sargent and Chantal Boyle will discuss invisible disabilities in the workplace and explore ways employers can make their work environments more inclusive. Work wellbeing for neurodiverse teams  Elizabeth C. ✨ Annette Cmela and Donna Bunguard take a look at how sensory-inclusive environments can bring significant environmental, economic, and social benefits.   🎟️ Register your free place to attend virtually or receive the recording afterwards: https://bit.ly/3CEdduc  Hosted by Indeed and Hidden Disabilities Sunflower 💜 ALT: Indeed and Hidden Disabilities' Sunflower logo on a green graphic with a yellow Sunflower and green lanyard.   #Recruitment #Employment #DiversityAndInclusion #InclusiveWorkspace #PurpleTuesday #ThinkAccessibility

Day 3/14: Living and Working with a Disability in Biopharma As part of a 2-week series on working in biopharma with a disability, I want to highlight how simple accommodations can maximize employee performance and improve quality of life. I'm hoping to increase awareness and help folks get off the "ladder of assumptions" about why someone with a disability may or may not do something, or may not do it the way you expect them to. Today, let's talk about scheduling flexibility and its importance. Managing a chronic condition often requires regular medical appointments and treatments that can't always be scheduled outside of work hours. I once found myself in a situation where a key meeting was scheduled during the only time slot I had for essential physical therapy, despite my prior communication about my unavailability. The assumption was made that I wasn't prioritizing work, when in reality, I was trying to balance my health needs with my professional responsibilities. Physical therapy isn't a luxury - it's a crucial part of managing my condition and maintaining my ability to work effectively. A simple accommodation of flexible scheduling or finding alternative meeting times can make a significant difference. It allows employees with disabilities to manage their health while fully participating in work activities. This flexibility doesn't just benefit the individual - it ensures that teams can benefit from diverse perspectives and expertise. Remember, an employee advocating for their health needs is demonstrating commitment to long-term productivity and engagement, not a lack of dedication to their work. Stay tuned for more insights on navigating my invisible disability in this space. #DisabilityAwareness #BiopharmaInclusion #POTS *This post represents my opinion and not the opinions or positions of any particular group, company or entity.

I totally get that hidden disabilities like autism and ADHD and all the varieties of being neourodivergent need recognition, and that employers need to learn to accommodate those in the workplace. But every time I read a post about hidden disabilities, posted by just about anyone, these are the only types of hidden disabilities that are recognised. What about hidden mental health disabilities? It is almost as though in recognising neurodivergent disabilities, societal stigma about mental health disabilities is unintentionally perpetuated. The assumption remains that either you are so crazy that no sane employer would give you a job, or you look ok on the outside most of the time so there is no reason to be accommodating when you are not ok. There are many mental health disabilities which, just like autism (to pick an example), can bring strengths to the workplace that are not usual in other "perfectly sane" employees. Just as with people who have autism, people with hidden mental health disabilities need some accommodation by employers in order to be as productive in the workplace as anyone else; often to shine out in unexpected ways. People living with depression, generalised anxiety, bipolar disorder, PTSD ... and the list goes on ... are not insane. They can be productive in ways that would probably surprise employers, given a little accommodation to make a workplace work for them. Mental health illnesses are also hidden disabilties. They should not be shoved under the table because they make people feel uncomfortable, and they should not be a reason to prevent people with them from participating fully in the workplace or anywhere else.

🌟 Invisible Disabilities Week🌟 Invisible disabilities are often misunderstood. Disabilities like chronic pain, mental health conditions, learning disorders, and autoimmune diseases can profoundly impact individuals, but might not have obvious physical signs. Here are some ways employers can make a difference in the workplace:- 💙 Adopting an empathy first approach: just because someone "doesn't look disabled" or looks “fine” doesn’t mean that this is the case. 🌈 Safe spaces: having open conversations and support systems in place encourages employees to make disclosures of their disability. There is a lot of fear of judgement, and so employers should ensure their employees feel supported. ⚖️ Flexible working: offering flexible hours, hybrid or remote working patterns, and clear policies that support accessibility can be beneficial in supporting those managing invisible disabilities (also note the duty to make reasonable adjustments!). #DisabilityDiscrimination #InvisibleDisabilities #DiversityAndInclusion #ReasonableAdjustments

Reality check: Any one of us can become disabled at any point in our lives. Imagine if the procedures and processes were already in place so you could keep your job and stay active in your community. Yesterday, I celebrated Global Accessibility Awareness Day by co-facilitating Queenslanders with Disability Network's Disability Awareness and Inclusion Training on the Gold Coast. Accessibility isn’t just a box to tick—it's about creating services that everyone can use, no matter their abilities. It’s not just about making businesses and communities accessible for people with disabilities; it’s about safeguarding the future for all of us. So, what does accessibility broadly look like for people with Functional Neurological Disorder (FND)? It looks like removing barriers. Here's how: 🚶Mobility: Many FND'ers use wheelchairs part-time or full-time. If you see an e-scooter or something else blocking the walking path, move it aside. 💼 Work Flexibility: Many FND'ers need to work remotely to manage fluctuating symptoms. We can be more productive and engaged this way. 🚨 Sensory Sensitivities: Many FND'ers are sensitive to bright/flashing lights, loud noises, or strong smells. Clearly indicating if an event is neurodiverse-friendly helps us manage overstimulation. 🧠 Cognitive Support: Many FND'ers experience cognitive difficulties. Employers can help by providing meeting agendas ahead of time, adding live captions to online meetings, and avoid using jargon and acronyms. Change begins with YOUR voice. Spot an area that needs better accessibility? Start the conversation with your manager or local council member and drive the change we ALL need. #GlobalAccessibilityAwarenessDay #DisabilityInclusion #UniversalDesign #WorkFromHome #FNDawareness

🌟 Become a Disability Confident Employer!🌟 Creating an inclusive and accessible workplace isn't just the right thing to do—it's good for business. By supporting visually impaired employees and making accommodations for people with disabilities, companies can foster an environment where everyone can thrive. Here are five ways your organization can lead the way in disability confidence: 1. Evaluate Accessibility: Ensure your workplace is free from obstacles and easy to navigate for everyone.    2. Provide Assistive Technology: Equip employees with tools like screen readers and braille displays to enable full participation. 3. Offer Flexible Work Options: Accommodate different needs by offering flexible working hours and remote options. 4. Disability Awareness Training: Regularly train your team on disability inclusion and best practices for creating a supportive environment. 5. Accessible Recruitment Process: Make hiring inclusive with accessible interview formats, accommodations, and onboarding support. At Travel Hands, we’re committed to supporting visually impaired people in reaching their destinations, including workplaces. Let’s make sure all workplaces are equipped to welcome them! 💼👩💼👨💼 ✨ Want to learn more about fostering an inclusive workplace? Reach out to us or check out our latest tips! #DisabilityConfident #InclusiveWorkplace #DiversityAndInclusion #AccessibilityMatters #WorkplaceInclusion #TravelHands #Leadership #SupportVIPs #DisabilityAwareness #AssistiveTechnology #WorkplaceEmpowerment #InclusiveHiring