From Around the Web

Workplace Initiative Weekly News Roundup: September 30, 2019

By Workplace Initiative
.

Here are some highlights of this week’s news about issues that relate to disability inclusion—and how you can use it.

What’s reported: Forbes covered California senator and presidential candidate Kamala Harris’ comprehensive plan to help people with disabilities in the workforce. The plan includes a new law that incentivizes businesses to hire and integrate people with disabilities. Harris also plans to increase funding for and access to vocational training.

What it means for you: The plan shows that disability inclusion is an important topic with voters as well as with businesses. It’s another reason for your company to be part of the conversation and to stay on top of the growing trend toward disability inclusion.

What’s reported: This article from Forbes points out how a diverse workplace and an inclusive one are often mistakenly thought to be the same thing. Diversity means hiring people with a wide range of identities. Inclusion means creating a company culture that respects and values diversity and welcomes all employees.

What it means for you: It’s not enough to just prioritize hiring as many different types of people as possible. You also need to make sure that your entire company has a culture of inclusion— one that’s supportive of employees with disabilities and of other minority groups of employees.

What’s reported: The New York Post reported a story on the benefits of disability hiring and inclusion. The piece cited the recent Accenture study that found that companies that make efforts to hire people with disabilities perform better. Plus they have, on average, 23 percent higher revenue. The Post interviewed HR execs and employees with disabilities at major U.S. companies like CVS and Microsoft. The consensus was that employees with disabilities tend to be more innovative in problem-solving. And they remain more loyal to their company than employees without disabilities.

What it means for you: Bottom line? Hiring employees with disabilities can lead to higher revenue and longer employee retention rates. This article provides specific examples of companies and individuals that showcase this. You can use these examples to make the business case for disability inclusion with your company leaders.

What’s reported: Disability Scoop reported on a new sneaker that Nike is launching in November. The Nike Air Zoom UNVRS has easy entry and exit plus other accessibility features. It’s designed for people with all types of physical disabilities. This is an example of a major marketer taking on principles of universal design.

What it means for you: Universal design is all about inclusion, whether it’s used to design workplaces or sneakers. It’s helpful to think about things from that angle when you’re planning your own disability inclusion program.