Kinda (/ˈkɪndə/, pronouced Kin-da) Labidi’s Post

For employers: Case update: disability and promotion procedures In light of a recent Court of Appeal decision, this article explains how significantly employers should be expected to adjust their promotions policies to accommodate a disabled applicant Do you provide a clear framework ? Make sure that policy clearly explains the business case required before the candidate can move on to the next stage (ie, considering their suitability). And Make reasonable adjustments Section 39 of the Equality Act stipulates that an employer must not discriminate against an employee in the way it affords access to opportunities for promotion. If an employee is disabled, you must look at what adjustments you can reasonably make to ensure they aren't disadvantaged by the process. #disability

This piece makes me reflect on the insightful forum I was fortunate enough to recently sit in on about neurodiversity in the workplace. "Disability" doesn't look any singular way—it's often invisible. Providing support that is both general and tailored is necessary for inclusion at large. Create an environment that makes requesting accommodations comfortable. Above all else, remember to lead with empathy. #Disability #Neurodiversity #Diversity #InclusiveCulture

Have you looked at the current statistics around #disability and #employment in Australia? When you do, it quickly becomes clear why it’s so important for businesses to focus their attention towards improving disability inclusion in the workplace in 2024 (and beyond). Inclusion only takes considerate thought; Think about it. https://loom.ly/ISXKn7I #EmployAbility #SCIA #DisabilityEmployment #Inclusiion #InclusiveWorkplace #DisabilityRecruitment #DisabilityEmployment #VisibilityForDisability #InclusiveHiring #InclusiveRecruitment #AccessibleRecruitment #Accessibility #DisabilityAU #Disability #DisabilityJobs

The recent data revealing the increase in the number of MPs seeking disability-related workplace adjustments highlights significant progress in accessibility within the UK Parliament. As of July 2023, 43 MPs, up from just seven in the previous parliament, have either requested or discussed disability accommodations, with 28 of them receiving adjustments such as voice recognition software, accessible document formats, and dyslexia assessments. This shift, supported by initiatives like the appointment of a workplace adjustment case manager and collaboration with the Business Disability Forum, demonstrates a growing recognition of the importance of inclusive work environments. While not all MPs requesting adjustments self-identify as disabled, this move indicates a broader acceptance of making workplaces accessible for all. Fazilet Hadi of Disability Rights UK welcomed this change, noting that having four times as many MPs receiving adjustments compared to the last parliament is a positive development. It reflects both the increasing representation of disabled individuals in government and a stronger commitment to ensuring that MPs can fully participate, regardless of their individual needs. https://lnkd.in/ensX4D3C

Unlock the potential of diversity! Dive into key stats about disabilities in 2024 and learn why embracing inclusion isn't just morally right, but also makes strong business sense. Let's bridge the employment gap together. https://lnkd.in/eQgpmDx4 #disabilityfriendlyworkplace #disabledjobs #disabilityadvisor #disabilityfriendlyjobs #disabledemployees #disability #inclusive #discrimination #workplaceinclusivity #ukcareers #ukjobs #training #inclusivejobs #careeradvice #careerswithdisabilities #support #accessibility

Where the SA government set a target for 2℅ plus for disabled employment. The reality is far less that 1℅ in public and private according to a 2017 study. In senior and management positions it was basically above zero. What is your company stats? and what are you doing to be more inclusive? is the SA government going to up date its definition of disabilities to those of other regions? #disabilitysupport #disability #equalityforall #equalitynow #equalityatwork #workers https://lnkd.in/dQXJk83t

"As ever, despite the steady drumbeat for increasing DEI societally, Walker said the reality is disabled people oftentimes are “left out” of conversations surrounding the metrics of diversifying employment through equity and inclusivity. No matter how “diverse” a workplace may be championed to be, Walker said even when disability is considered during strategy planning, “disabled employees still face systemic barriers unique to the disabled experience that hinder their employment opportunities and career grow.” Read the full article at the link below: #disability #NationalDisabilityEmploymentAwarenessMonth #NDEAM #inclusion #equity #ability #belonging #removingbarriers

In our next article on Equality, Diversity and Inclusion New Dawn Resources Ltd and Kate Booth look at how to ensure your organisation can increase workplace opportunities for people with disabilities. #inclusion #equality #diversity #disability #hradvice #businesssupport

For Disability Pride Month I present an article on the benefits to hiring differently able individuals. #disability #invisibledisabilities #diversity #benefitsofdei https://lnkd.in/eN8t499y.

How do you contribute to recruitment and retention efforts in your workplace for people with disabilities? Having a disability doesn’t preclude someone as an exceptional professional. “It's not enough to just put a process out that says ‘Hey, if you have a disability or if you have a need for an accommodation, these are the steps you have to do,’” [Kautz] said. “If you’re even more proactive than that, and you have a list of commonly requested accommodations, you make it easy for an employee to click on it and request it.” #management #government