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📣 Sponsor Spotlight📣 We're excited to have Living Made Easy UK and Accessibility Services, supporting the #DisabilityPower100 this year by sponsoring our Science, Engineering, Property and Construction category. Living Made Easy offers trusted resources that empower independence, while Accessibility Services is breaking down barriers to make environments more inclusive for all. Their support strengthens our mission to celebrate, elevate, and inspire inclusivity. #DemandTheChange Image carousel description: The first image has words in the colour red on an off-white background, which says, Shaw Trust Disability Power 100, Science, Engineering, Technology, Property and Construction Sponsor. There is the Living Made Easy logo in dark blue and orange, and accessibility services logo in dark blue. The next image has the words also in red, why have you chosen to sponsor the disability power 100 this year? There are red starts on each side. The next slide contains the same colours and says, “Accessibility Services and Living Made Easy, part of Shaw Trust, are honoured to sponsor the Disability Power 100 this year. The awards highlight the importance of celebrating the accomplishments and contributions of individuals and organisations, who are leaders in advocating for disability inclusivity. As services, we are both committed to continually supporting our clients and organisations to strive for accessibility and inclusivity, whilst championing and building upon diversity and empowerment through all that we do.” - Caroline Callow, Head of Health and Wellbeing. The last image has the words, demand the change repeated with starts on each side.

We recently attended Disability:IN's 2024 Global Conference & Expo. Our team walked away feeling inspired and motivated to continue building upon an inclusive environment that benefits us all. #DisabilityInclusion #WorkplaceInclusion #Accessibility Image descriptions: 1. Our employees attended the 2024 Disability: IN Global Conference & Expo. See their key takeaways. 2. "It was awe-inspiring when speakers self-identified their cultural backgrounds and attire, enhancing the experience for all vision abilities. This action reminds us of the importance of fostering an environment where everyone feels free to disclose who they are and what they need for true global inclusion." Jocelyn Wiggins, Workplace Services, Teladoc Health 3. "The conference highlighted the global push towards more inclusive work environments. It was great to hear corporate leaders discuss the unique cultural and legislative considerations for disability inclusion." Kai Wong, Digital Accessibility, Teladoc Health 4. "Being in a virtual room with other change agents, accessibility champions, and DEI professionals all aiming to improve the Disability experience for employees, organizations and communities was empowering. I am committed to applying the knowledge gained from our partnership with Disability:IN." Nancy Cambron Perez, Diversity, Equity and Inclusion, Teladoc Health

ActionAble 2025: Building inclusive accessible workplaces Did you know 2025 marks the 30th anniversary of the Disability Discrimination Act? As we reflect on the legislation’s impact, and push for greater disability inclusion in workplaces across the UK, Passion4Social is immensely proud to be participating in ActionAble 2025. This ground-breaking event is all about giving businesses the tools to create lasting change, and we can’t wait to get stuck in! Our virtual exhibition stand will showcase how we empower the disability community by building inclusive workplaces and creating accessible digital spaces. We are particularly excited about demonstrating how our experienced web testers can perform an accessibility audit on your website, or other digital tools. We will provide a comprehensive report with actionable insights and practical advice bringing you up to date with WCAG standards and ensuring everyone can engage with your services. Don’t miss out on this unique opportunity to learn from web accessibility experts and make disability inclusion a core part of your business strategy. Join us on February 26th and let’s make 2025 a landmark year for disability inclusion. ImpactMatch #DisabilityInclusion #ActionablePlans #WebAccessibility Image description: The image shows a wheelchair user smiling as he reads from a tablet in an office setting. Logos for Channel 4, Lloyds Banking Group and the Business Disability Forum are also shown. The text overlay reads: 'We are excited to show you how we empower the disability community. Join us at ActionAble 2025, February 26th.’

Hiring Disabled Talent is NOT a box ticking exercise! There are 4 critical puzzle pieces. Miss one piece out and you won't be as effective in hiring Disabled Talent. I feel so passionately about this that I am launching the very first 'Unlocking Disability Confidence' Cohort with Project Nemo. Over 10 weeks I will combine: -My 30 years of recruitment and search experience -My experience as a Disabled Person and job seeker -And 10 years experience as a DEI Educator To deliver this best in class Programme And show you step by step how to become Disability Confident. We start off this Thursday the 19th of September @ 1pm. Next week, we will have a special session with Disability Confident leaders: Peter Hamilton, Zurich Insurance Jessica Hardy Assoc CIPD, AXA Cathy Earnshaw-Balding MA, MCIPD, GXO Logistics, Inc. Who will share with you the benefits of becoming Disability Confident and the value it has added to their business. What's more, its free and unsurprisingly we have had an incredible response! Spaces are going very quickly. Register now on the link in the comments. This is going to transform your talent pipeline. Don't miss out! #DisabilityConfident #FinTech #DisabilityInclusion IMAGE ID: Page 1: Text: this is what most employers think inclusive hiring is all about Image: Black tick box, with a wheelchair user in the middle. The tick box has been checked with a green tick. Page 2: Text However there are four critical puzzle pieces to hiring disabled talent. Image: Four piece puzzle Page 3:Text: To create a disability smart ecosystem Image: Accessibility, ND and wheelchair user in palm of hands. encircled by black arrows to reflect an ecosystem Page 4: Text want to find out more? Image: Black box with question mark, just been open to reveal further question marks, puzzle pieces, light bulb moments and a disabled person in a wheelchair

Is your disability ERG/Network leaving colleagues who work in operational roles behind❓ PurpleSpace members often share that, even if their network is mature, ensuring their reach and impact extends beyond colleagues in corporate or home-based roles is a challenge. ☎️ It can be difficult for disabled colleagues in contact centres or warehouses to connect with each other. 👩🏭 🏭 Factory workers or first responders with disabilities can’t access content to help them build their inner confidence 🚑 🚚 Organizations can’t learn from the experiences of colleagues with disabilities who are transporting products or serving customers in retail environments. 🛒 Delighted to publish our new resource: ‘Out of Office: Extending the reach and impact of disability ERG/Networks to colleagues in operational roles’ (download using the link below). Brought to you by #PositivelyPurple sponsors Novartis and Motability Operations Ltd , in association with Tesco. As 2024 draws to an end, we continue to reflect on the outcome of our first Global Disability ERG Summit on 15 October, 2024. 🌎 During the Summit, disability ERG/Network leaders around the world determined that they want their organizations to: 1️⃣ Prioritize learning directly from their own people with disabilities 2️⃣ Invest in effective workplace adjustments/accommodation services 3️⃣ Normalize the experience of disability via the sharing of stories. As we build toward the next Summit in 2026 and define what constitutes success, it is clear that progress must be demonstrably felt by all employees, including those in operational roles. With huge thanks to our contributors Andrea Maria Russo Claire Lawson Danielle Lister Russell Price Dawn Poulson Whelan Giles Barker BEM Justin Alexander ♾️ Marie Mylordos FCMA, CGMA Mark Brown Mohammad Koheeallee Nicolò Curzio Pauline Hogarth Rosina Kostiani Russell Price Suzie Austen Stephie Elms #PositivelyPurple #IPDWD #IDPWD24 #Celebration #DisabilityInclusion #ERG #Network #CultureChange https://lnkd.in/dn_ps7yr

I find it ironic that it is during Disability Pride Month that a lack of support and accommodations forced me to quit my job 🚩 here are 5 things you can do to better support your disabled employees: 1. Make sure that all managers are regularly reviewing any reasonable adjustments their staff have Many staff may feel unable to raise concerns if their reasonable adjustments aren't working or their needs have changed. Ensuring regular check-ins on this takes the pressure off of them. 2. Create space for your disabled employee's voices to be heard and centred in decision-making about accessibility in your workplace. Whether you know it or not, your disabled staff are talking to one another, and I guarantee you they have many ideas (including quick fixes) on how to improve the accessibility of your workplace. Give them a platform, make sure you're coming to them with the right intentions, and ideas will be shared. 3. Encourage and support your disabled staff to apply for Access to Work Through access to work, every employee can get up to £69,260 work of support to help them stay employed; this can include: 🧠 Workplace coaching and co-coaching with their manager 🧠 Neurodiversity/disability awareness training for their colleagues 🧠 Assistive technologies 🧠 Standing desk 🧠 Noise cancelling headphones 4. Provide fidget/stim toys around your spaces Providing access to fidget/stim toys around your spaces can not only ensure staff have access to them if they forget their own, but it also sends a strong positive message that it is okay for them to use these aids in the workplace. 5. Stop making assumptions As soon as someone discloses a disability, it is common for people to have unconscious bias that leads to assumptions; this can look like this: ⛔️ Assuming we can or can't do certain things ⛔️ Ammending duties to be 'helpful' without asking if it is necessary/would help ⛔️ Walking on egg-shells instead of asking questions/building an open communication channel Although we are disclosing our disability to you because it impacts our lives, every individual is entirely different. An adjustment you made for someone else probably won't be what they need. #DisabilityPrideMonth #DisabilityPride #Disabled #InclusiveWorkplace #InclusiveHR #HR #Accessibility #AccessibileWorkplace

Accountability. That's one major reason why I encourage other businesses to sign up for the #PledgeToMeasure. By tracking and measuring inclusion, you'll create a culture of transparency and accountability that benefits everyone on your team. Sign up here https://lnkd.in/gUsihCP6 and join AndHumanity, Inclusive Marketing Agency and many other companies on this journey! #EDI #DEI #DEIA #InclusionMatters #InclusiveWorkplace #InclusiveCulture #InclusiveHiring #DiverseTalent #NothingAboutUsWithoutUs #InterculturalCompetence #RepresentationMatters #CulturalCompetence #JEDI

Teladoc Health recently attended Disability:IN's 2024 Global Conference & Expo. I'm proud to work for a company that is motivated to continue building upon an inclusive environment that benefits us all. #DisabilityInclusion #WorkplaceInclusion #Accessibility #TeamTeladocHealth Image descriptions: 1. Our employees attended the 2024 Disability: IN Global Conference & Expo. See their key takeaways. 2. "It was awe-inspiring when speakers self-identified their cultural backgrounds and attire, enhancing the experience for all vision abilities. This action reminds us of the importance of fostering an environment where everyone feels free to disclose who they are and what they need for true global inclusion." Jocelyn Wiggins, Workplace Services, Teladoc Health 3. "The conference highlighted the global push towards more inclusive work environments. It was great to hear corporate leaders discuss the unique cultural and legislative considerations for disability inclusion." Kai Wong, Digital Accessibility, Teladoc Health 4. "Being in a virtual room with other change agents, accessibility champions, and DEI professionals all aiming to improve the Disability experience for employees, organizations and communities was empowering. I am committed to applying the knowledge gained from our partnership with Disability:IN." Nancy Cambron Perez, Diversity, Equity and Inclusion, Teladoc Health

Teladoc Health recently attended Disability:IN's 2024 Global Conference & Expo. I'm proud to work for a company that is motivated to continue building upon an inclusive environment that benefits us all. #DisabilityInclusion #WorkplaceInclusion #Accessibility #TeamTeladocHealth Image descriptions: 1. Our employees attended the 2024 Disability: IN Global Conference & Expo. See their key takeaways. 2. "It was awe-inspiring when speakers self-identified their cultural backgrounds and attire, enhancing the experience for all vision abilities. This action reminds us of the importance of fostering an environment where everyone feels free to disclose who they are and what they need for true global inclusion." Jocelyn Wiggins, Workplace Services, Teladoc Health 3. "The conference highlighted the global push towards more inclusive work environments. It was great to hear corporate leaders discuss the unique cultural and legislative considerations for disability inclusion." Kai Wong, Digital Accessibility, Teladoc Health 4. "Being in a virtual room with other change agents, accessibility champions, and DEI professionals all aiming to improve the Disability experience for employees, organizations and communities was empowering. I am committed to applying the knowledge gained from our partnership with Disability:IN." Nancy Cambron Perez, Diversity, Equity and Inclusion, Teladoc Health

Embracing Disability Self-ID: A Path to Inclusive Excellence Did you know that there are 1.3 billion people globally living with a disability? Did you also know that globally, companies fail to have people with disability represented in their workforce? But did you also know that business leaders KNOW that diversity is key to innovation and success? ……..If only there were a way we could measure and standardise disability inclusion data to drive progress! So what would you do if I told you there already was a tool? Katy Talikowska, CEO of the Valuable 500, article ‘How disability self-ID can transform businesses for the benefit of all’ provides a blueprint for employees to self-identify their disability voluntarily. The goal of self-ID is to gain data from every aspect of the business and use the data to give better processors for inclusive hiring, designing accessible products, enhancing customer service and driving innovation. By implementing this tool from the Valuable 500, companies are more likely to see a higher customer satisfaction rating, as well as a significant gain in financial performance. But for this to succeed, workplaces need to build a culture of trust. If employees don’t feel safe and comfortable disclosing their disability, there will be no measurement of representation, no strategies for accommodation, and no sense of belonging overall. Without the reassurance of trust from employers, employees will still hide their disability, which in turn inhibits progression in the workplace. I get it, though something so new can be daunting when you’re trying to do the right thing. There are so many doubts about whether you’re doing the right thing for the right reasons, will this be accepted in the company, what if it fails? But like so many of us have said before, it’s the first baby steps that we take that lead to bigger impacts. It doesn’t have to be perfect, we learn from our mistakes and make improvements from valuable feedback. But without leading with empathy, empowering trust and creating a space where individuals feel safe, we don’t grow and are unable to create workplaces that are inclusive and diverse. #DisabilityInclusion #SelfID #InclusiveWorkplace #TheValuable500 #TransformingTheWorkplace