Resilient Hearts’ Post

How does Accessibility factor into Inclusion? Accessibility in inclusion ensures environments, resources, and opportunities are usable by everyone, regardless of abilities. It removes barriers to full participation, fostering equal opportunities for all to engage and contribute. Examples of accessibility: A. Providing in person and virtual options for all meetings, trainings and events. Virtual options accommodate individuals who may face barriers to in-person participation, such as mobility issues, sensory sensitivities, geographical limitations, or health concerns, allowing them to fully engage and contribute in an inclusive manner. B. Providing diverse training resources. Diverse brains need diverse training options such as providing clear written instructions accompanied by a recorded video tutorial or live training that can be recorded and referenced later. C. Create and enforce policies that promote inclusion and accessibility, such as anti-discrimination policies and accommodations processes. Offer ongoing training for employees and leadership on disability awareness, neurodiversity, and how to create an inclusive workplace. Accessibility is the foundation upon which true inclusion is built, ensuring that everyone has the opportunity to participate, contribute, and belong. #ADHD #AUDHD #SocialJustice #Inclusion #Equity #autism #diversity #neurodivergent #MentalHealth #Accommodation #disability

When was the last time you were ENabled rather than DISabled at work? As an AuDHDer, I wanted to take a moment to discuss the Social Model of Disability. Instead of seeing disability solely as a result of someone's medical condition, the Social Model highlights how societal barriers and attitudes can create disabilities for individuals who have specific impairments. Embracing the Social Model means recognising that it's not our differences that disable us, but rather the barriers and prejudices woven into our social fabric. For neurodivergent individuals, this can make all the difference in our ability to participate and enable us to thrive in the workplace. Whether through: - Flexible work arrangements - Sensory-friendly environments, or  - Communication accommodations These adjustments create a more inclusive and supportive culture. I'd love to hear your thoughts on the Social Model of Disability and its impact on the workplace and beyond. Share your insights on how you've been enabled or disabled by a workplace! #Disability #SocialModelOfDisability #Inclusivity

The need for breaks and walks outside to reduce depression is real.🌞🚶♀️ The need for work environments that would not trigger migraines is real.🚭🙅♀️ The need for work environments that support focus and concentration is real.🔕📵 The need for work environments that protect people from infections their immune systems may not be able to handle is real. 😷 About 75% of disabilities are not easily apparent. Yet, accommodations for non-apparent disabilities are too often met with suspicion and even hostility. But they are real. Inclusion should be real. Kindness should be real. #inclusion #MentalHealth #HumanResources #Disability #DisabilityInclusion #kindness #neurodiversity

It really is simple. Ask people what they need to thrive at work. Believe them when they share their access and support needs. Remember that disclosure and diagnosis intersect with privilege and many people will never be able to access a formal diagnosis or may never feel safe disclosing. You can provide the psychological safety for your employees to share their needs by asking and affirming. Then advocate for them and accommodate their needs when possible. Create cultures of neuroinclusion and accessibility. 🌟 Comment below if you agree or know of an organization that is doing this well so we can celebrate and elevate them! Reach out to me via DM or use the schedule link in my profile to connect. I would be happy to offer neuroinclusion and disability inclusion workshops at your place of work. Ring my 🔔 so as to not miss my daily educational posts. #HR #DisabilityInclusion #Neurodiversity #Accommodations #Accessibility ID: A reminder note tacked to a cork board that says "You don't have to ask your employees for a diagnosis or doctor's note before accommodating their access and support needs. Believe them."

This is so true....job accommodations for neurodiverse individuals are very hard to come by....because it is so easy for companies (ironically, even healthcare companies) to justify not providing those accommodations given the way in which the law is structured in the U.S.: https://lnkd.in/gZnQaMtR

Today, I attended a stay-and-play session in my son's reception class at school, and it reminded me of a familiar feeling: walking into a boardroom and not being able to see anyone, while everyone else can see me. I have a hidden disability—unless I tell you, you wouldn’t know that I can’t see. It’s a reminder of the unseen challenges that many of us navigate daily. In fact, 80% of the population have a hidden disability. How many of your employees have a hidden disability that you don’t know about? And why don’t you know? Let’s connect to ensure you’re offering a fully inclusive workspace where everyone feels safe to disclose their disability. #Inclusion #HiddenDisabilities #DisabilityAwareness #DiversityAndInclusion #WorkplaceAccessibility #Leadership #Empathy #InclusiveWorkplace #DisabilityConfidence #BreakingBarriers #PsychologicalSafety #EDI #Cheshirebusiness

💼✨ We asked our neurodiverse team: What does having a job mean to you? At Spectrum Designs, we believe employment is empowerment. Everyone deserves the chance to work with purpose, and by embracing neurodiversity, we’re breaking barriers and creating inclusive opportunities for autistic adults and individuals with disabilities. 💙 Let’s celebrate the transformative power of meaningful work together! 🙌 💬 We want to hear from you: What does meaningful work mean to YOU? Share in the comments and join the conversation. #MeaningfulWork #InclusionMatters #SpectrumDesigns #EmploymentEmpowers #DisabilityInclusion #AutismAtWork #Neurodiversity #InclusionWorks #AutismAwareness #AbilityNotDisability #DisabilityEmployment

The world of work is changing, more rapidly than ever. Thanks to the shifts in technology, generations, and overall social culture. Where does disability, and specifically vision impairment fit into this altering business landscape? What are the various innovative solutions and assistive technologies available to enable persons with blindness and their seamless interaction at work? Join Dr. Shalini Lal as she speaks with Madhu Bala Sharma to gather insights into the 'Future of Work: Possibilities of Including Individuals with Low Vision and Blindness in Corporate Workspaces ' on May 3 in the third live discussion of a four-part series focused on disability inclusion. Date: May 3 Time: 12 pm Where: https://lnkd.in/gXamXwfi #FutureOfWork #Leadership #DisabilityInclusion #TransformingDisabilityInclusion #InclusiveWorkplaces #Accessibility #InclusiveHiring #BestPractices #Blindness #VisionImpairment #Disability #BustingMyths #AssistiveTechnology #ReasonableAccommodations Unqbe Sandeep Bidani Ph.D Richa Bansal Shruti Pushkarna Arjun Vishwanathan Yamini P Kapoor Anureet Kochhar 

Sometimes the way to achieve all of this and to ensure that neuro diverse individuals are set to show the true extent of their competencies is to enable remote reporting that allows all of the above. It takes a simple step on your part - trust! You might find that it enables them to have stronger work life balance and exponentially enhance productivity. In fact you may see evidence that by extending that trust and being accessible by design and giving all the same level of trust, that you see improvement in your bottom line!

⚠️Are We Unintentionally Creating Disability in Our Workplaces? Consider this scenario: An employee with hearing difficulties attends a meeting in a room without a hearing loop. Are we, by failing to provide this accommodation, actively disabling this person? The answer is a resounding ‘YES’ When we fail to create accessible environments, we are effectively creating ‘Disability!’ Please remember: 🔸Disability is often situational: In an environment with proper accommodations, many impairments cease to be disabling. 🔸Responsibility lies with society: It's not the individual's job to 'overcome' their impairment, but society's duty to remove barriers. 🔸Proactive accommodation is crucial: Don't wait for someone to struggle before making changes. Create inclusive spaces by default. This applies to all types of disabilities: From physical to cognitive to social, our environment can either enable or disable. ❌Small changes can have big impacts: Something as simple as a hearing loop can be the difference between #Inclusion and #Exclusion. It's not about special treatment – it's about equal access. ❓Can you think of any unintentional barriers that might exist in your workplace? ❓How can we work together to dismantle them and create ‘Ability?’ #Inclusion #Accessibility #WorkplaceEquality #SocialModelOfDisability #mentalhealthimpact #selfconfidence