As with any new organizational initiative, communicating with your employees – clearly and often – is essential to ensure that your disability employment and inclusion program is a success.
The way you speak about your disability inclusion initiative will directly inform how your employees think and feel about it; being positive about the potential of the program and clear that you’re hiring coworkers who will be effective team members is vital to building an inclusive culture.
It’s also important to be sure your employees have an understanding of common types of disabilities and the general etiquette on how to interact with individuals with these disabilities. This information should be widely available and easy to access for all employees.
Beyond your employees, you may want to communicate to external audiences, too – to help grow your recruiting pipeline, or just build awareness and excitement around your diversity and inclusion efforts.
For both internal and external messages, you should work with your corporate communications team to develop a plan based on your communication goals. It should contain specific messages, channels of delivery and timing for each of your relevant audiences.
Building and Communicating Your Inclusive Employment Culture: