Kim Greenfield Alfonso. MBA, YOUR DIGITAL ACCESSIBILITY INCLUSION EXPERT’s Post

As we head towards National Disability Employment Awareness Month, which is observed annually in October, I encourage all business owners and companies to celebrate the contributions of people with disabilities to America's workplaces and the economy and "reaffirm the commitment to ensure equal opportunity for all citizens." The theme for this year is "Access to Good Jobs for All." This October, companies of all sizes in every industry will honor the contributions of people with disabilities in the workplace and recommit to promoting supportive, inclusive employment policies and practices. With nearly 30% of the U.S. population living with a disability, the shift towards digital workspaces and platforms has created both opportunities and challenges for disability inclusion. Digital devices, platforms, and documents are integral to how we live and work, making accessibility not just a legal requirement, but a business imperative. When these systems are not designed with accessibility in mind, individuals with disabilities face barriers that can limit their ability to perform tasks, participate in virtual meetings, or apply for jobs. Prioritizing digital accessibility ensures equal opportunities for people with disabilities, expanding the talent pool for employers. Accessibility features like captioning, screen readers, and keyboard navigation also boost collaboration and productivity for all users, including aging employees or those in noisy settings. The importance of addressing this now is clear. Employers can start by implementing accessible design principles in their websites, applications, and documents, providing training for employees, and regularly assessing their digital systems for accessibility gaps. Here is my story: story:https://lnkd.in/gDhp4UbA In honor of National Disability Employment Awareness Month: Here are two ideas we are offering to you! IDEA #1: Sponsor a series of "Lunch and Learn" events About Disability and Accessibility for employees. In the spirit of Disability Month, Results One LLC will offer the following workshops at a 20% discount. ● Section 508 and Website Accessibility: What Everyone Should Know and Why It Matters ● Creating Accessible Content: The Basics ● Social Media & Accessibility ● Creating Accessible PDFs ● Creating Accessible PowerPoint Presentations ● Creating Accessible Document ● Introduction to Disability Inclusion ● Inclusive Practices for Conducting Accessible Virtual Meetings IDEA #2: Find out if your website is accessible to people with disabilities. Send your URL to kalfonsodc@resultsonellc.com for a free automated audit and a thirty-minute consultation with a certified accessibility tester. Please schedule a meeting at meetwithkimalfonso.com to discuss your training and accessibility needs.

October is National Disability Month! The history of National Disability Employment Awareness Month (NDEAM) traces back to 1945 when Congress enacted a law declaring the first week in October each year "National Employ the Physically Handicapped Week." In 1962, the word "physically" was removed to acknowledge the employment needs and contributions of individuals ... NDEAM is a federally designated period for recognizing the contributions of employees with disabilities. You likely manage or work with employees with visible and invisible disabilities, each with unique experiences in the workforce. Read on! People with disabilities experience disability-related biases at work, have received fewer expressions of interest when disclosing their disabilities on well-qualified mock job applications and contend with a lack of physical accessibility and other accommodations in some workplaces. During NDEAM and beyond, making these and similar practices obsolete is critical. As we celebrate NDEAM, it's essential to recognize the contributions of people with disabilities in driving innovation and progress across all industries from smart traffic signals to intelligent assistants, voice activation on our phones and kitchen appliances and more, countless technologies and advancements have been created and inspired by people with disabilities. By embracing accessibility, accommodations and inclusion, diversity, equity, and belonging (IDEB), we can create more supportive workplaces and unlock the full potential of this talented and valuable group of workers. NDEAM reminds us to honor their contributions and renew our commitments to building fairer, more accessible workplaces for all. 7 ways to celebrate NDEAM at work - Discuss the importance of disability inclusion. ... - Feature a speaker or performer with a disability. ... - Host a disability awareness and etiquette session. ... - Review your hiring process. ... - Establish or join an employee resource group. ... - Examine your workplace. - Volunteer or Donate to a Disability organization of your choice Here are a few SF-based non-profit organizations that can use your help. - ARC:  Learning and Career Center for Developmental Disabilities and their Families - IN: Intellectual Development for Hearing Loss - Independent Living Resource Center: Ensure people with Disabilities are full social and economic partners - Lighthouse for the Blind and Visually Impaired - United Spinal Association, advocating for individuals with spinal cord injuries and disorders. Join me in breaking down barriers and biases for a more equitable world.

“How do I create marketing that is inclusive and representative of Disability?” I get asked this a lot. It can be hard to represent something that is visible for some and non-visible for others. How exactly do we capture the diversity of Disability? How do we create Disability representation in marketing? And how do we make it inclusive? 1. Represent physical Disability, not just wheelchair users. While it's great to represent wheelchair users, we need to remember that there is a whole diverse community of Disabled people out there. 2. Show people using stimming tools/devices in the workplace. Let's normalize and reduce the stigma of using stimming tools/devices in the workplace. 3. Show people utilizing workplace adjustments/accommodations. There are so many adjustments/accommodations to choose from: screen readers, large monitors, elevated desks, ergonomic chairs, adapted keyboards, etc. 4. Show off your sensory rooms/quiet spaces and accessible working spaces. 5. Showcase the diversity of Disability. Disabled people are not just white. 6. Spotlight your Disability groups/networks/employee resource groups. Hold live events and share the work you are doing internally. 7. Share news about your latest Disability policies, partnerships, awards, accreditations, commitments or actions you're taking to create an inclusive equitable workplace. 8. Use actual images of your employees where you can. Stock images are so overdone, and everyone tends to use the same. Be authentic. 9. Attend Disability events, job fairs, charity events, and share with your network. Go beyond corporate responsibility and support local grassroots work. 10. For the love of inclusion, make your content accessible. Add alt text and image descriptions to images. Add captions and audio descriptions to videos. Don't overuse or replace words with emojis. Write in clear, jargon-free language. Use capital letters for each new word in your hashtags. Make accessibility part of your marketing team's process, not an afterthought. These are only some tips to get you started. Be creative, be innovative. And please be accessible. Image Description: The background is filled with outlines of stick people, whilst some are solid colours, representing visible and non-visible Disabilities. A text box with a purple trim reads “If you're only representing Disability at certain times of the year, (Disability Pride Month, IDPWD etc..), then you’re missing the point of representation.” #WednesdayWisdom #DisabilityInclusion #DiversityAndInclusion #Marketing

Disability affects us all, do you follow these tips to make your content inclusive, accessible and representative? With awareness comes learning that becomes practice even for me. Jamie Shields 💜 #DisabledAndProud #DisabilityAwareness #Inclusion #DEIJ #RepresentationMatters #InternationalEducation

Hurry and sign up for this if you haven’t yet — it’s happening next week! If you’re an employment service professional, don’t miss this opportunity to raise your level of disability awareness and confidence so you have the knowledge you need to: –Develop effective strategies for job seekers who have a disability –Engage with businesses about disability-inclusive hiring Sign up now for our final online Disability Awareness and Confidence Training for Employment Service Professionals session of 2024: https://lnkd.in/gJb_Djta It’s being facilitated by Disability Employment Inclusion Specialist Jenny Hope. It’s happening next Monday (December 2) and Tuesday (December 3), on Zoom. It runs from 1–4 p.m. ET both days. December 3 is International Day of Persons with Disabilities, so what better way to spend half this day raising your disability awareness and confidence?! You’ll receive the webinar link after you register. There’s no travel involved. And it’s spread over two half days to make this professional development and learning more convenient, and easier to absorb. There are still some spots left — but register *now* to secure yours! [Image Description] Visual testimonial has a main background that’s orange. On the left, white headline text in a purple bar says, What participants say. Underneath the bar, testimonial reads, "one of the most significant takeaways from the [Disability Awareness and Confidence Training] was the importance of empathy and understanding. Through the training, I learned to approach interactions with individuals with disabilities with sensitivity, respect, and a genuine desire to understand their unique needs and perspectives. Additionally, I gained valuable insights into practical strategies for fostering inclusivity and accessibility in various environments. Overall, the training deepened my appreciation for the diversity within the disability community and equipped me with the knowledge and skills necessary to effectively support and advocate for individuals with disabilities in both professional and personal settings." There are large light blue quote marks behind the black text. On the left there’s a photo of a young garden centre employee, holding a tablet and smiling at the camera. Underneath the photo white text in a purple rectangle says Disability Awareness & Confidence Training for Employment Service Providers. There’s a white ODEN logo in the bottom right corner.

👏🏾👏🏾👏🏾🏆 I think these are great suggestions. ************************** I used to teach… I taught children with disabilities. I specialized in students with moderate disabilities in social, emotional, and/or behavioral abilities (ex: autism requiring one on one support all day during school hours, behavioral challenges accompanied by ADHD, learning disabilities, cognitive delay and/or personal life challenges) I have a Masters Degree in the subject. I apply those learnings to my current work delivering corporate Human Resources analytics to mid-level and executive leaders (I experience it like data science with organizational psychology). ************************* One of the first things I learned in graduate school was that any strategies that are necessary for children with disabilities are beneficial for children who are not disabled. Applied to the idea of inclusion in the adult workplace: that’s a win-win solution for everybody. ✨

Is your marketing disability inclusive? Brilliant tips from Jamie Shields in this post!

Celebrating Disability Awareness Month: A Call to Action for Small Businesses As we celebrate Disability Awareness Month, it's crucial for all businesses, especially smaller ones, to understand and implement the principles of the Americans with Disabilities Act (ADA). The ADA is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including employment. What is the ADA? The ADA was enacted to ensure that people with disabilities have the same rights and opportunities as everyone else. This includes providing reasonable accommodations in the workplace and ensuring accessibility in all aspects of employment. Why Should Small Businesses Care? While larger corporations often have dedicated departments for compliance, smaller businesses might not have the same resources. However, understanding and adhering to the ADA is not just a legal requirement; it’s a vital aspect of fostering an inclusive and diverse work environment. Key Points for Small Businesses: Understand Reasonable Accommodations: Example: If an employee with a mobility impairment needs a height-adjustable desk, providing this accommodation can help them perform their job effectively. Learn more about reasonable accommodations under the ADA. Ensure Accessibility: Make sure your physical workspace is accessible to everyone. This includes accessible entrances, restrooms, and workstations. Develop Policies and Procedures: Establish clear policies for handling accommodation requests. Train your staff on ADA compliance and foster a culture of inclusivity. Explore our guide on developing inclusive workplace policies that comply with ADA standards. Communicate and Engage: Open lines of communication with your employees about their needs. This can prevent misunderstandings and create a supportive work environment. By embracing these principles, small businesses can not only comply with the law but also benefit from the diverse talents and perspectives that individuals with disabilities bring to the workplace. Let’s use Disability Awareness Month as an opportunity to commit to creating a more inclusive and supportive work environment for all. #DisabilityAwarenessMonth #Inclusion #ADA #SmallBusiness #Diversity

Hi! Let's chat about some common missteps companies make with disability inclusion. Don't worry, we are all on a journey to learn more - nobody's perfect, right? Here are three things I’ve seen recently and how to turn them around. What else would you add to this list? 1.    The "Invisible Elephant in the Room": What I see: Companies often focus solely on visible disabilities, forgetting those that aren't immediately apparent. Solution: Foster an inclusive culture where all employees feel comfortable disclosing their needs. Provide training on tools that exist, make sure people who  they can go to for accommodations, and implement policies that support all employees, regardless of visible or invisible disabilities. 2.    Applying a uniform approach to accommodations. What I see: people assuming that individuals with the same disability require identical accommodations. Solution: Recognize the diversity within disability groups. Engage in personalized discussions with each employee to understand their specific needs and implement tailored accommodations. 3.    Unintentional tokenism: What I see: Highlighting employees with disabilities primarily for their disability rather than their professional contributions. Solution: Focus on employees' skills, achievements, and job performance. Ensure that recognition is based on merit and avoid singling out employees with disabilities unless it's directly relevant to the context. It's important to regularly reassess policies and practices, seek feedback from employees, and stay informed about best practices in disability inclusion. Remember, creating an inclusive workplace is a journey, not a destination. Keep learning, keep trying new things, and don't be afraid to ask questions. Don't forget, we're all in this together (see what I did there?). #inclusion #disability #tips #tools #accessibility #highschoolmusical What else would you add to this list?

📢 Are you a disability ERG/Network leader based in, or around London? This is an invitation for you to join our free, in-person London hub event on 9 October. PurpleSpace supported by our partners Motability Operations Ltd , MSD and our Media Partner, Financial Times is convening the world’s first Global Disability ERG/Network Summit on 15th October 2024. Ahead of the recorded event, A&O Shearman are hosting a London Summit Hub on 9 October. We will be connecting disability ERG/Network leaders to amplify the voices of disabled employees regarding the barriers that employers must remove in order for them to thrive at work. During the session, we will: ▪ Discuss in groups, the Top Ten Priorities of Disability ERG/Network Leaders, from our 2023 resource sponsored by Novartis and Tesco. The priorities were sourced from our network of over 4,000 + disability ERG /Network leaders working across nearly 200 organisations. ▪ Determine the top three strategic drivers of workplace equity as expressed directly by people with disabilities – that, if tackled, would result in lasting change in the employment prospects of employees with disabilities. Expected global impact of the Global Disability ERG Summit 2024: ✔ Clear messages from employees with disabilities regarding the barriers that employers must remove if they are to thrive at work. ✔ A new and compelling business and ethical rationale for investing in disability ERGs promoted across the global business community via our media partner, the Financial Times. ✔ An energized global movement of up to 2,000 disability ERG/Network leaders, champions and allies who represent the interests of over 1.5 million employees with disabilities. ✔ Increased capacity of PurpleSpace to nurture and enhance the impact and contribution of disability ERG/Networks worldwide and drive the future growth of this global movement. Session Agenda: - Introduction from PurpleSpace - Roundtable Discussion on Top Ten Priorities - Break - Vote on London’s Top Three Priorities - Next Steps - Close Location 📍 A&O Shearman, One Bishops Square | London, E1 6AD 🔖 If you are a disability ERG/Network leader and would like to attend, please contact kirstie@purplespace.org to register interest. ID: graphic with half of a purple globe image and text reading PurpleSpace Global Disability ERG Summit in partnership with Financial Times, Motability Operations and MSD - Hub Announcement London United Kingdom hosted by A&O Shearman 9 October 13:30 - 17:00 BST.