Creating an Inclusive Workplace for ALL Creating inclusive workplaces for everyone and meeting
Creating an Inclusive Workplace for ALL
Creating inclusive workplaces for everyone and meeting ambitious benchmarks of diversity, equity, and inclusion have become strategic priorities for organizations in 2021. Only when we identify and address the juxtaposing views and acceptance of DIFFERENCE of each employee demographic can we begin to narrow the inclusion gap in the workplace.
The voices of individuals most underrepresented in the workforce and those disproportionately affected by the pandemic and economic disruption need to be heard. We will be discussing the forgotten voice of those with seen/unseen disabilities during Connections 4 Success’s March Executive Roundtable.
Systems and strategies to acknowledge, hear, and best represent individuals with seen/unseen disabilities also need to be a priority for all DEI strategic initiatives for the organization’s 2021.
Why is it important?
- The New Hampshire University Institute on Disability reports approximately 1 million U.S. workers with disabilities have lost their jobs since the World Health Organization proclaimed the outbreak a pandemic in March.
- Since March, 1 in 5 workers with disabilities have been dismissed from employment compared with 1 in 7 in the general population according to the U.S. Bureau of Labor Statistics.
- Research conducted by Global Disability Inclusion suggests that close to 40% of people with disabilities were laid off or furloughed due to the pandemic.
Join the movement to create systemic change in diversity, equity, and inclusion mindset shifts, understanding, and acceptance during this Executive Roundtable.
- How are your company’s DEI employee resource groups safeguarding the voice and inclusion of individuals with disabilities?
- What systems does your organization have to identify needs and ensure professional upward mobility for individuals with disabilities?
- What systems does your organization have to ensure the continued support and access to assistive technology equipment for employees with disabilities while working under remote and alternative work policies?
Executive Roundtable Takeaways:
- An awareness of the importance of including the voice of those with seen/unseen disabilities
- A framework to begin including individuals with disabilities into employee resource groups
- An understanding of how to balance a disabled employee’s privacy while having their voice and needs represented in DEI reforms and strategic objectives
- Ability to create a genuinely inclusive workplace
At Connection 4 Success, we challenge the status quo systems and DEI policies to represent those with disabilities best and work with organizations on an operational and strategic level to create systems for these individuals to thrive and advance professionally.
We create equal opportunities for professionals with disabilities to start or continue to be recognized and rise the ranks in leadership with the re-imagined way we work and operate in a remote work environment. At Connections 4 Success, we design strategic models and policies that reflect individuals with disabilities while protecting their privacy rights. Our final strategic ERG models, policies, and processes best represent individuals with disabilities because we asked for voluntary disabled individuals’ representation and engagement throughout our needs analysis, development, implementation of processes to improve upward mobility and employment retainment.
We strive to reframe DEI conversations to include individuals with disabilities who experience discrimination while being sensitive to their privacy.
There needs to be a mindset shift and disruption to build operations and systems for systemic inclusion for ALL those underrepresented individuals and professionals, including those with disabilities. Equality begins when these individuals can experience professional advancement and employment retainment in our reformed and remote work environments.
2:30pm - 4:00pm EST