How many of the colleagues that you work with on a daily basis have a disability? Chances are it’s more than you think. That’s why inclusive design makes business sense, says this article on Real Views.com. Companies that leverage inclusive design have a broader talent pool to draw from which can translate into a business advantage. The aging baby boomer population, for example, is prone to hearing or vision impairments yet brings a wealth of experience to a company.
People with disabilities are active members of the workforce and often need to participate in offsite meetings and conventions, an article on Skiff.com wants to remind hospitality professionals. “Meeting and event planners must ensure they are accommodated,” says David Dikter, CEO of Assistive Technology Industry Association (ATIA), an organization representing manufacturers, sellers, and providers of assistive technology for people with disabilities.
On Forbes.com Dr. Pragya Agarwal states that “Inclusive Design is not an afterthought. Instead, it has to be accommodated and planned beforehand, rather than being a retroactive measure. It is also essential that the design of the workplace does not segregate employees based or draw attention to them in any way.”
More and more employers are hiring people with disabilities, says this article in the Chicago Tribune. “The tight labour market is pushing companies to open their eyes to this untapped pool of workers, who employers say are loyal, enthusiastic, and able to do the job as well as anyone — sometimes even better.”
Technology, says this article on Real Business (https://realbusiness.co.uk) is the solution to creating a “transparent and equal global enterprise environment.” The opinion piece from a communications technology company argues Artificial Intelligence (AI), for example, can go beyond booking meeting rooms and turning on lights on command.
The state government of Western Australia, like the Province of Ontario, is making a point of encouraging employers to hire people with disabilities. Its Count Me In strategy was launched in 2009, with an aim for “all people to live in welcoming communities that facilitate citizenship, friendship, mutual support and a fair go for everyone.”
In Owen Sound, Ontario, free portable ramps will soon make downtown shops more accessible for people using wheelchairs, wheeled walkers and pushing strollers. The first ramps were placed in front of two Owen Sound shops in the spring, for a ceremonial kick-off to promote use of the ramps downtown this summer. “It’s a no-brainer,” said one of the recent ramp recipients. “Why would I want to keep anyone from my store?”
Understanding of the benefits of diversity and inclusion is taking hold across Canadian industry. Steve Steck is Vice President of Business Development & Brand Strategy at Public Inc. Public Inc is a Toronto-based social impact marketing agency and consultancy. Mr. Steck has these words of advice for organizations who want to improve their levels of diversity and inclusion. The article appeared on Charity Village.
In an op-ed piece in the Ottawa Business Journal, the CEO of Klipfolio says he believes in diversity and inclusion, but that so many companies struggle, because it’s hard. Allan Willie is candid in this honest op-ed, about how diversity and inclusion are a goal at Klipfolio, but the definition of “diversity” changes all the time, and it’s hard to know when they’ve got it right.