Disability Inclusion: A Key Ingredient in a Diverse and Inclusive Workforce - Shared screen with speaker view
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Hello, everyone! Carla Holder, Research Director of SHERPA Institute researching & writing the UN SDG Corporate Guidebooks being published by CRC Press for the Global Compact.
COMMENT: It's mission-critical that disability inclusion is intersectional to reflect the whole experience of people living with disability. An intersectional approach gives us the ability to look at equity and inclusion from people's real lived experiences – and not simply as isolated or fixed identities or issues.
Absolutely Darren Bates. We need to get the story out that Disability is the singular intersectional, and unlimited time-based variable and the group any one of any other category can enter at any time.
Many thanks to the organizer, Senator Harkin, and thanks to the panelists, James, Susanne, Merill, and HUGE Congrats to Caroline! I recall when you began The Valuable 500. Thank you all for your contributions on this panel ~Zuby Onwuta, legally blind disability innovator & advocate (www.zubyonwuta.com)
I'm in federal government. Who's talking to us? Please reach out to me, whoever is, because I want to be part of that reach out to FedGov. I'm a disability and ADA-trained federal employee but need you guys to gain some traction on the inside. I'd like to start with Administrator Regan of EPA; he is receptive and we are a public health agency. Thank you! Angie Fuoco.firstname.lastname@example.org
Internships!! Sustainable Development Goal 4 Education, Target 4.b
Thank you to all who have joined this session, which Goal 17 Partners is so happy to be supporting. Please feel free to reach out if you would like to collaborate on the series: email@example.com
My MBA is 1989 Ross. The "great is good" generation. We haven't shifted very far from that as an overall corporate culture. The shift has started but it is slow.
There is a lot of stigma, both external and internal.
it’s A & B at the same time with some neurodiverse brains!
Disability access has gotten worse with security measures, whether as simple as making the user position the cursor before typing in a password or visual tests to confirm you are a human.
The one thing that bothers me about all of this is that while all of your efforts out there are very noble and ground breaking, it still doesn't address the issues Deaf people have."Nothing about us without us"So many people have been deciding what the Deaf community needs rather than including Deaf leaders as part of the progress of changes. I have been joining so many webinars like this and never once seen anyone include a Deaf leader into the discussion about what we as a Deaf community needs.Why is that?Deaf people are not disabled. The label "Disabled" came from the Hearing community's inability to see the Deaf people's abilities.
nothing about us @DLBLLC
Sarah McF - you are right. And the very term "disability" itself includes a view of what a proper human is. "Differently abled" is one choice of term.
COMMENT: This is one reason why we need more disabled people employed and integrated across industries at all levels, including leadership. So that disabled people can better influence accessible and inclusion services, products, and strategies and make “Nothing About Us Without Us” actualized in practice.
What's the plan for not just for "getting folks in" - often the main focus, but "catching folks when they fall into disability on the job." I was hired into fed-gov 30 years ago without disability, but midway thru my career, developed disabling hearing loss. Because my then-agency was not prepared (in compliance or a source of help), I stagnated and lost career and economic ground while gaining in valuable expertise. The focus really needs to be thru the whole career of a person's life, with disabling conditions occurring during the career as the center of service. We who are already "in" will be the best "welcomers" to new hires if we are served well, promoted, and given leadership roles in structuring a disability-supportive work environment that is design- and prevention-based vs. reactive.
One last addition:More often than not, solutions that works for Hearing people doesn't always work for the Deaf people.Hence the need for inclusions of Deaf leaders during discussions like this. There are a lot of "Deaf+" which means "Deaf + a disability" such as autism, CP, learning disability, etc.Deaf people knows how to help those with Deaf+ better than anyone else.
Personal opinion, re: terms. Disability is a term of pride. I am part of a culture, community, identity, and humanity practice that centers disability. “I don’t want to hear ‘special abilities’ or ‘diverse abilities’ or ‘different abilities,’ it’s disability. We are proud of our identity. People with disabilities come to that once they see that they’re going to be supported and their disability is not going to be seen as [a negative] — it’s going to be seen as a strength that it is and, for me, the expertise that it is.” -Jenny Lay-Flurrie, Chief Accessibility Officer, Microsoft
www.peatworks.org looks at ALL levels of the employment lifecycle
Check out www.teachaccess.org
apprenticeship is also a great entry point for PWD! check out the Partnership on Inclusive Apprenticeship (PIA) at https://inclusiveapprenticeship.org/
This "socially-constructed" disability is more prevalent than we realize, especially for people with hidden disabilities and with disabilities that manifest during the work career. They are doing well in the career, until boom! they hit some disabling condition, then they are treated differently by their own company or agency, to the point where the org will make them want to leave vs. want to stay and help themselves and others.
@CarolineThat is the thing. Deaf people are not disabled at all. It's not a term of "disability pride" but rather a cultural pride. The Deaf world a completely different world than the Hearing world. But ironically, the Deaf world and Hearing world are both mirrors of each other. Both Hearing people and Deaf people both have "Hearing +" and "Deaf +" in our population.Also, 70% of the Deaf people in America are unemployed and only 5% of the Deaf people have higher education. If we were to allow the Deaf people equal access to education such as Deaf-based curriculum with only ASL + English writing and reading, then America's economy will increase massively because of the Deaf people entering the workforce without any deprivations.
What is hard for Hearing people to accept is that any disability Deaf people acquires is due to the systematic impact of the Hearing world's fixation to everything audio. If we were to ignore the need for sounds and let the Deaf communities grow naturally, a lot of the economics, psychological, etc issues will be resolved.
Thanks again to the organizer & panelists! Happy to connect with all on LinkedIn - https://linkedin.com/in/zubyonwuta thanks !!
Thanks for your input, Caroline Mailloux, and the Jenny Lay-Flurrie quote. There are multiple viewpoints. I was born with a congenital deformity mostly corrected with multiple surgeries and genetic disease.
Thank you for the discussion - inspiring.
Thanks everyone, panelists and folks in chat!
Grateful for this discussion. Thank you organizers, panelists, and everyone doing the work of “kindness and math” everyday in our respective families and orgs.
Thank you all, onwards!
Thank you all