Oftentimes, companies look at disability support as a compliance matter, following ADA guidelines and offering additional support only when asked by an employee.  However, many employees still feel hesitant to ask for accommodations, and by employers not being more proactive, employees feel less supported and engaged.  Further, candidates with disabilities or different abilities look at this approach as unwelcoming and often will not apply for jobs at these organizations. 

Inclusion occurs when everyone is and feels welcome, respected, supported and valued.  Keeping disabled and differently-abled employees - and candidates - top of mind when creating your inclusion policies, programs and training ensures everyone's needs are considered.  Here are some key ways in which to do just that: 

Need help determining how to achieve high-impact, measurable results with your DEI work?  Contact us here.

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