OneFamily’s Post

Disability inclusion in businesses is not a 'nice to have,' it's a 'must have.' Do you even know what it means to be truly inclusive? If you're feeling lost and don't know where to start, don't worry, I'm here to help. What's stopping you from creating a more inclusive workplace? I have a range of bespoke packages to suit your needs. From a detailed roadmap on how to make your business more inclusive for disabled people with actionable steps and ongoing support over a 6 month period. To a one-off consultation that has actionable steps to start you off in your journey. As well as a range of services in between to suit your needs. So if you would like support to build a more inclusive business and most importantly an inclusive society let's talk. Let's work together to make a difference. If you want a no obligation chat about how I can help then let me know in the comments and I will be in touch to get a time set up. #disabilityinclusion #accessibility #thedisabilitydiva #consultation

Neurodiversity will always be important, especially in the workplace. I am happy to hear that this study confirms this, writing: “A recent report from Accenture highlights specific gains for companies that focus on DEI initiatives.485 companies completed a Disability Equality Indexand the findings from this showed that companies with Disability Champions and who led on key disability inclusion criteria have 1.6x more revenue, 2.6x more net income and 2x more economic impact.” I hope companies can utilize this information in the future and give everyone an environment to thrive! https://lnkd.in/gsMz-QD5

Long COVID and other disabilities force millions to leave the workforce and, often, become invisible. John Edwardson, ’72, Social New Venture Challenge semifinalist Ibrahim Rashid, MPP ’22, is on a mission to change that by making the case that inclusion is simply good business. Rashid is an investment analyst, a disability rights advocate, and cofounder of Strong Haulers, a startup that aims to help people with chronic illnesses track and predict symptoms. He recently published his first book, Strong Hauler: Learning To Live With Long Covid, hoping to start a conversation about valuing people with disabilities. “All of us are temporarily able-bodied,” he said, pointing out that people with disabilities offered great resilience and different perspectives. “At some point, we are going to lose our abilities, whether through aging or through sickness and accidents. Inclusion is a huge part of building better companies.” Read more about what corporate America can do to be more inclusive and reduce the disability wealth gap. #RustandyCenter #SocialImpact #SocialInnovation #ChicagoBooth

⚡ Did you know the only 15-20% of people with neurodiversity get jobs! ⚡ This is why it's important to support role models like Dan Harris FRSA who advocate to change this number. Coinciding with #NeurodiversityCelebrationWeek, Dan has been nominated for Positive Role Model Award, you can vote for him in the link on the original post ⚡My Thoughts: 👉 Without constant awareness and advocacy, the UK will be losing a significant contribution from its neurodiverse workforce. This loss can only grow as the number of diagnoses grow. At the moment, only a small 15-20% of neurodivergent people are included in the workforce, this is not good enough, and frankly dangerous. Similar to society, many businesses see neurodiverse people as a liability, that their needs are more than their value-add. This narrative needs to change, and the truth of the neurodivergent talent and potential contributions to the business world need to be explored, not tomorrow but today! 👉 Without people like Dan Harris FRSA who make the daily sacrifice of going out there, raising awareness, and advocating on behalf of this cause, nothing would change. The UK will end up with larger numbers of neurodivergent youth that can not support itself financially, not because it is incapable, but because it is declined the opportunity to work, or expected to work in an unfit environment. 👉 This type of one-size-fits-all business environment not only narrows down the type of positions and industries a neurodivergent individual can do, but also creates a ceiling in the corporate ladder where these individuals can not be promoted and reach their potential. Mostly, because promotions and leadership in today's world are associated with social skills and emotional intelligence of the neurotypical individuals. 👉 It is our duty as a society and workforce to encourage leaders like Dan who are relentlessly contributing to changing the narrative, showcasing what neurodiverse leaders can do through disruptive change to bias and stereotypes. As a woman in business, and through this vote, I show my gratitude to a well-deserved man, hoping one day his advocacy will mean that my autistic twin toddlers will have a good chance of a descent career.

Let's bust a myth that's been holding back too many businesses: Thinking hiring people with disabilities is a liability? WRONG. It’s a competitive edge we're overlooking. We’re in an era where innovation and performance are driven by diverse perspectives and resilience. Inclusivity isn't just a nice-to-have; it’s a must-have for growth. If you’ve seen the power of inclusivity elevate your business, drop your story. How have diverse abilities enriched your team? Let's highlight the wins and push this conversation to the forefront where it belongs. It's time to show that disability inclusion is not just good ethics—it's good business. 💥 #DiversityInBusiness #InclusiveHiring #BusinessGrowth

Disability doesn't discriminate based upon gender, ethnicity, sexuality or any other characteristic. It is the one marginalised group that ANYONE can become a member of at any given time. You may experience temporary disability such as a broken bone or become disable due to an accident, hereditary condition or due to ageing etc.... However, people often forget and think "Well, it doesn't impact me now so why should I care about accessibility or disability inclusion. Just because Disability doesn't impact you in the present doesn't mean that it wouldn't in the future, whether is it you or a friend or colleague or family member. Think about it this way - It is not a matter of if, but rather when. Business Inclusion and Diversity Services (BIDS) - Hunter is here to assist your business to become more disability confident, more empowered, more inclusive. Reach out to our team for more information.

🎤📊✨ I recently spoke with Fortune for their story on my team’s new research on intersectionality and disability at work: https://lnkd.in/evjdHuwS Our latest findings, based on data from over 1,500 U.S. employees with disabilities and health conditions, show how the inequities faced by PwD are amplified for those with other marginalized identities: 💥Nearly half of BIPOC PwD have experienced workplace harassment — about twice the rate for non-disabled employees 💥Over a quarter of BIPOC women w/disabilities don’t feel safe making mistakes at work or feel that they can be themselves authentically at work — much higher than other groups 💥Only 1 in 3 disabled people of color are getting reasonable accommodation requests fully granted, impacting their ability to perform optimally As I shared with Fortune, business leaders can’t afford to lose out on this talent; executives who care about designing and delivering products/services for all will prioritize making their organizations work for employees with diverse identities. Employers can help level the playing field by ensuring that staff with multimarginalized identities are paired with mentors, and that the reasonable accommodations process is user-centric and bias-free. Thank you Paige McGlauflin for sharing our insights with the world! You can read our full report here: https://lnkd.in/eKN4wpTW Grateful to my Boston Consulting Group (BCG) co-authors — Soeren Palumbo, Brad Loftus, Debbie Lovich, Ayse Terzioglu #a11y #inclusion #peoplestrategy #HR #deia BCG on People and Organization BCG on Social Impact

In my journey as a peer worker in the disability sector, I've often pondered the true essence of 'inclusivity.' It's a term we hear frequently, but what does it genuinely mean? I've shared some personal reflections and insights on my latest Substack article. If you're curious about the challenges and opportunities surrounding 'inclusivity,' I invite you to read on. https://lnkd.in/gUVeWwF3 #Inclusivity #DisabilityServices #PeerWorkerPerspective

A GUIDE ON DISABILITY, GENDER, DIVERSITY & SOCIAL INCLUSION, By Ken Odak Odumbe If you are a Disability, Gender and Social Inclusion expert,the following minimum guide may assist you to assess and/or facilitate organizational compliance and commitment: 1. Policy Commitments: Have a clear and comprehensive diversity and inclusion policy in place.Ensure senior leadership demonstrates commitment to diversity and inclusion. 2. Equal Opportunity: Promote equal opportunity for all employees, regardless of gender, disability, or social background. 3. Recruitment and Hiring: Implement inclusive recruitment practices that focus on diversity and avoid bias. Offer reasonable accommodations during the hiring process for people with disabilities. 4. Training and Awareness: Provide diversity and inclusion training for all employees. Raise awareness about the importance of diversity, gender, and social inclusion. 5. Accessible Work Environment: Ensure physical accessibility for employees with disabilities.Implement reasonable accommodations to support employees with disabilities. 6. Inclusive Benefits: Offer inclusive healthcare, family, and work-life balance benefits. Address specific needs of employees related to gender and disability. 7. Promotion and Career Development: Ensure that promotion and advancement opportunities are accessible to all. Monitor and address gender and disability-related disparities in career development. 8. Preventing Harassment and Discrimination: Have clear policies and procedures to prevent and address harassment and discrimination.Create a safe and supportive reporting system for employees. 9. Community Engagement: Engage with the community to understand and address social inclusion challenges. Support local initiatives that promote gender and social inclusion. 10. Data Collection and Reporting: Collect and analyze data related to diversity and inclusion. Regularly report on progress and areas for improvement. 11. Supplier Diversity: Promote diversity and inclusion in the supply chain by working with diverse suppliers. 12. Employee Resource Groups (ERGs): Support and encourage the formation of ERGs for underrepresented groups. Engage with ERGs to gather feedback and insights. 13. Continuous Improvement: Regularly review and update diversity and inclusion policies and practices. Encourage feedback and involvement from employees. 14. External Partnerships: Collaborate with external organizations and advocacy groups focused on disability, gender, and social inclusion. 15. Measuring Impact: Establish key performance indicators (KPIs) to measure the impact of diversity and inclusion efforts. Set targets for improvement and hold leadership accountable. 16. Legal Compliance: Ensure compliance with relevant laws and regulations related to disability, gender, and social inclusion. Please note,this checklist is quite elementary,there are other more established and robust GESI frameworks to use like World Vision and USAID