Businesses that created more presentations and small group meetings to discuss Self-ID had better results. Not sure you have the bandwidth for more town halls, Ted-style talks or lunch-and-learns? This may change your mind: According to a recent Harvard Business Review study, face-to-face requests are 34 times more effective [...]
While 94% of DEI companies have a senior executive who is internally known as being a person with a disability or ally, there are less than 10% of senior-level employees were willing to disclose a disability. Consider giving voice to mid-level leaders with disabilities who are eager to talk. [...]
Many businesses reported that no matter how well vetted their self-ID materials were, there were unanticipated questions and feedback. The most common theme? Whatever collateral you offer, be sure to run it by your in-house experts—people with disabilities, often in Business or Employee Resource Groups (B/ERGs). As one executive [...]
You may need to change your strategy and then change it again. Businesses that stay true to their core values but evolve their framework and communications won’t get too far off course. It’s your business to push people to engage in normalizing self-identification and to create a strategy in [...]
Encouraging employees with disabilities to Self-ID requires trust and trust is built by actions leaders take. Investing time and resources in accessible tools and technologies and creating an easily accessed, responsive accommodations process can send the message that your workplace embraces people with disabilities— from candidates to existing employees. [...]
Walmart launched its confidential self-identification platform for people with disabilities and members of the LGBTQ community in August 2018. Walmart is not a federal contractor and thus not under compliance mandates to report on the percentage of its workforce that is comprised of people with disabilities. Based upon anecdotal [...]
“I have been fortunate to find a place that allows leaders and all of their employees to bring their best selves to work. I am dyslexic and this is my superpower. Often, my learning disability forces me to plan and over-prepare. Because I am forced to plan, I am [...]
Viasat Inc. conducted a Self-Identification campaign, partnering Employee Communications with their Ability Alliance and Veterans Alliance Employee Resource Groups (ERGs). Part of the employee communications consisted of sharing stories and quotes from ERG leaders as to why self-identification is important to Viasat. As a result of this successful campaign, [...]
At Synchrony Financial, the People with Disabilities Network+ has a workstream focused on development. Professional development and critical experiences are provided throughout the year to support the retention, development and advancement of Synchrony employees with disabilities. Feedback from the membership is also acted on as they plan upcoming educational [...]
At Southwest Airlines, two retention programs help boost retention of employees with disabilities. First, when an employee can no longer perform the essential functions of their job based on a disability, they are placed into the Career Transitions Program. As a result of this process, they can be reassigned [...]