Inclusiveness, says the Denver Foundation can help non-profit organizations be more effective, and better serve their constituents and communities. Demographic shifts are changing the makeup of the communities, and non-profits need to change with the times.
Progressive businesses are implementing more diverse and inclusive recruitment policies to secure a more sustainable future. But, diversity is itself a term which can mean different things to different people. It can mean employing people from different backgrounds, ages, gender, sexual orientation, disability, education or religion. But also, according to Farrah Qureshi, CEO at Global Diversity Practice, diversity can also mean respecting and appreciating each other’s differences in an age of challenging geopolitical change, “The key question for companies is how to leverage those diverse perspectives, lifestyles and backgrounds to drive business success and innovation,” says Qureshi.
The Evenbreak Best Practice Portal is a new tool designed to help employers and their employees create inclusive workplaces. The portal covers a variety of subjects such as how to interview a candidate and bring on board new employees with a disability. The advice comes in the form of videos, from leaders who have already pioneered a way through the minefield of barriers and red tape, so employers and their staff do not have to start from scratch and can adapt the advice to their own situation.
Canadian Business SenseAbility (CBS) was established in 2014 to help employers access the value of including people with disabilities into their workforce. The organization is run by a Board of Directors from the private sector and describes itself as ‘run by business for business,’ whose vision is success accelerated through the talents of people with disabilities.
The advantages of making a workplace accessible to and inclusive of people with disabilities are revealed day by day to the business community. The Durham Region Employment Network (DREN), a not-for-profit organization which aims to support employers improve job opportunities for people with disabilities, reinforces this notion on its website’s CapABILITIES Blog.
The ILO Global Business and Disability Network is a network of like-minded multinational enterprises, employer associations, business networks and organizations who believe people with disabilities can bring value and strength to virtually any business. The organization has four main functions and focus areas
Volunteers are key to the success of most not-for-profit organizations. However, according to an article on volunteer.ca, people with disabilities are often unrepresented in volunteer activities. Simple, inexpensive changes to an organization such as changes in recruitment, training, task development, volunteer support, environment policies and procedures can make an organization more inclusive.
ODEN is a network of professional employment service providers whose aim is to increase employment opportunities for people with disabilities. The organization works to remove barriers which limit employment opportunities for those who have a disability. ODEN works with businesses to develop marketing initiatives to promote the benefits of hiring people with disabilities to the corporate community.
Ophea is a not-for-profit organization with a goal of educating children and youth of the lifelong benefits of leading a healthy and active lifestyle. The organization has been supporting schools and communities with programs and services for almost 100 years. Working in partnerships with local school boards, government agencies, public health and the private sector, Ophea has developed programs which support healthy schools and communities.
Kids Included Together (KIT) is a non-profit organization in Washington, DC, and in San Diego, CA, in the United States. It provides training “for community-based organizations that are committed to including children with and without disabilities into their recreation, child development and youth development programs.” This includes communities, businesses, and child care and recreation programs.
The Council on Inclusive Work Environments (CIWE) of the Conference Board of Canada is a network of Canadian organizations, public and private, “that are currently involved in the development, implementation and monitoring of inclusiveness, diversity, talent management and employment equity initiatives.”
Signage is often the public’s introduction to an organization, and something as simple as a sign can improve accessibility, reflect commitment to inclusion, and improve business. Welcome people of all abilities and literacies by considering how best to communicate your message accessibly and inclusively.
Employers and human resources professionals can take advantage of team members’ annual performance reviews to inspire reflection on diversity and inclusion. These opportunities can help management understand how diversity and inclusion are being experienced, as well as allow employees who are actively building their capacity to support inclusion to be recognized.