Dana Thompson’s Post

When businesses embrace disability inclusion, they spark a ripple effect. With emerging legislation and a growing workforce of disabled professionals around the world, it’s critical for businesses to prioritize strategies that attract, retain, and support disabled employees. This is a global movement, but it starts with all of us. Learn more via @Disability:IN at https://bit.ly/3ZjGGmI

Discuss the topic of disability employment with students considering career options and learning working. One easy way to do so is to use the "I Can" public service announcement and accompanying youth discussion guide. https://lnkd.in/eVyaVQ_z #31daysOfNDEAM

This National Disability Employment Awareness Month learn how your organization can better understand the value of – and needs of – veterans with disabilities in the workforce. voyacares.com/disabledvets

How inclusive are your employment practices? Check out Employer Assistance & Resource Network on Disability Inclusion (EARN)'s Self-Paced Training series: Strategies for Disability Inclusion! "Developed with input from a range of employers with exemplary track records in disability employment, the Inclusion@Work Framework outlines seven (7) core components of a disability-inclusive workplace, along with a menu of strategies for achieving them. https://lnkd.in/gUwXcSTP #Accessibility #Disability #Inclusion #Resource #DisabilityTraining

What is your organization doing to create a disability-inclusive space? I was honoured to lead a workshop with Moneris on this topic as we wrap up National Disability Employment Awareness Month (#NDEAM). Thank you, Rathika, Neetu, and Daman for trusting me to bring this conversation to leaders and supporting a safe space for open and vulnerable sharing. Disclosure, asking for accommodations, and seeking support at work can be daunting. Leaders, let’s lead with vulnerability, build trust, and work hard to create spaces where everyone feels safe. By sharing our stories, we create a foundation for understanding and inclusion.

From learning about the Americans with Disabilities Act to discovering best practices for disability inclusion, our National Disability Employment Awareness Month event was packed with insights and inspiration. 💪✨ Special thanks to Priti Sadler, MBA for kicking us off and to our disability champions, Jen Edwards and Teresa Wesley, CPDM, for leading this impactful discussion. ⬇️ Let's continue this conversation and drive change together. Comment below the steps you’re taking to promote inclusion in your workplace. #NDEAM #PaychexCares

Everyone deserves a fair chance to shine. In a recent BPS virtual training, we had a powerful conversation about the challenges candidates with disabilities face during online assessments. It became clear: we need to normalize these conversations and create environments where everyone feels confident to express their needs without fear of discrimination. Especially in the recruiting and selection phases, many candidates hesitate to disclose disabilities, worried it might impact their chances. However, disclosing early enables us to provide the necessary support—whether that's extra time, screen readers, or interpreters. These adjustments don’t lower the bar; they ensure a fair opportunity for everyone to demonstrate their true potential. As Elise Roy puts it: "What if we changed our mindset? What if we started designing for disability first?" Embracing this perspective shift helps us foster empathy and inclusivity. By thinking differently and making thoughtful adjustments in our recruitment processes, we can unlock the full potential of all candidates. Let’s make these conversations commonplace, allowing people to speak up and ensuring we build a truly fair and equitable workplace for everyone.

There are an estimated 2.1 million Australians of working age who have a disability but only 48% of those are employed. At KPMG we believe empowering people with disability means removing barriers and creating a culture for everyone to thrive. Today, we are incredibly proud to launch our second Action and Inclusion plan. Developed in collaboration with the Australian Disability Network and drawing on internal feedback, our three-year plan is an evolution of the work started in our first plan and accelerates the removal of barriers impacting our people with disability. The new plan will focus our work on uplifting the career development of people with disability, improving the accessibility of our end-to-end recruitment processes, and is a multi-year approach to enhancing the accessibility of our technology and deepening our relationships with clients to progress disability inclusion across corporate Australia. We asked a few of our people to share their journey as our people with disability at KPMG and what this new plan means to them, you can read their full stories in our plan.

Image: Disabled coder working from home. In honor of Disability Pride Month, today we highlight Title I - Employment, of the Americans with Disabilities Act (ADA). Hiring people with disabilities is good for your business! Check out the article Vicki Stewart wrote for the Greater Sioux Falls Chamber of Commerce about Disability Employment Awareness. "Perseverance and problem-solving abilities are often strengths of employees with disabilities because of the barriers they face in everyday life. Disability diversity in the workplace can bring creativity, innovation, and commitment, along with improved productivity and morale. The benefits to businesses that employ people with disabilities include: 🔹 Expanded customer base 🔹 Favorable public perception 🔹 Increased employee retention" https://lnkd.in/gF4-AqVs #WeAreBetterTogether #DisabilityEmployment #EmploymentDisabilityResources #DisabilityInclusion #DisabilityPrideMonth

EARN’s State Government Employment resources includes actionable steps for state agencies to increase employment opportunities for people with disabilities. Developed in partnership with the U.S. Department of Labor’s State Exchange on Employment & Disability (SEED), this website section includes webpages with “quick links” to resources from EARN, SEED, and their collaborative partners; an overview of State as a Model Employer (SAME) strategies; and ideas for how state agencies can engage with employers to support the employment of people with disabilities. Check it out today! https://lnkd.in/eTWbrNU9 #StateGovernment #DisabilityEmployment #InclusiveHiring #DisabilityInclusion