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Published: Are You Missing the D in DEI?

I had an article published in the recent Workplace in Action® People Excellence magazine. My newest piece, “Are You Missing the ‘D’ in DEI?,” explores how diversity & inclusion initiatives may be missing the mark if they aren’t including disability.

My full article is shared below (along with a page for the #A11yBook!), but I hope you’ll check out the full magazine here as well. I’m still reading some of the great articles contributed by my colleagues. It’s a robust issue with a variety of perspectives!

Read More »Published: Are You Missing the D in DEI?

In Summary

Many companies talk about being fair and including everyone. They can often forget about people with disabilities. When we leave out people with disabilities, it means those people feel unwelcome. Companies can miss out on great ideas and talented workers. To truly include everyone, businesses need to make sure events and online tools can be used by people with disabilities. Disabled voices should be heard in all discussions about fairness and inclusion.

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Making Work Accessible: Retention

This entry is part 6 of 6 in the series Making Work Accessible

Welcome to this series of posts on Making Work Accessible! I’m so excited to share this deeper dive into accessibility at work, based on some content from a recent webinar and presentation. We’re going to explore the phases of the employee life cycle: Attraction, Recruitment, Onboarding, Development, and Retention. I’ll share some accessibility and inclusion best practices in each of these areas, and also include a related benefit of disability inclusion.

In HR, “retention” refers to the ability of an organization to keep its current employees and prevent employee turnover. What does that look like for people with disabilities?

Read More »Making Work Accessible: Retention

In Summary

"Retention" means keeping people from leaving their jobs. To keep employees with disabilities, businesses should follow these best practices. When companies do this, employees feel more valued and tend to stay with the company longer, which benefits everyone.

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Making Work Accessible: Development

This entry is part 5 of 6 in the series Making Work Accessible

Welcome to this series of posts on Making Work Accessible! I’m so excited to share this deeper dive into accessibility at work, based on some content from a recent webinar and presentation. We’re going to explore the phases of the employee life cycle: Attraction, Recruitment, Onboarding, Development, and Retention. I’ll share some accessibility and inclusion best practices in each of these areas, and also include a related benefit of disability inclusion.

In HR, “development” refers to training employees, providing coaching and feedback, and preparing them for future roles in the organization. What does that look like for people with disabilities?

Read More »Making Work Accessible: Development

In Summary

"Development" in a job means training and helping employees learn new skills. For people with disabilities, this means making sure everyone can access all resources. Companies that do this often make more money and can even get special perks.

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Making Work Accessible: Onboarding

This entry is part 4 of 6 in the series Making Work Accessible

Welcome to this series of posts on Making Work Accessible! I’m so excited to share this deeper dive into accessibility at work, based on some content from a recent webinar and presentation. We’re going to explore the phases of the employee life cycle: Attraction, Recruitment, Onboarding, Development, and Retention. I’ll share some accessibility and inclusion best practices in each of these areas, and also include a related benefit of disability inclusion.

In HR, “onboarding” refers to the process of introducing a new employee to an organization and helping them adjust to their new role. What does that look like for people with disabilities?

Read More »Making Work Accessible: Onboarding

In Summary

When a new person starts a job, "onboarding" is how the company helps them get settled. For employees with disabilities, making this process easy and fair is key. Doing the things in this article makes the company look better to customers and shows they care about fairness.

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Making Work Accessible: Recruitment

This entry is part 3 of 6 in the series Making Work Accessible

Welcome to this series of posts on Making Work Accessible! I’m so excited to share this deeper dive into accessibility at work, based on some content from a recent webinar and presentation. We’re going to explore the phases of the employee life cycle: Attraction, Recruitment, Onboarding, Development, and Retention. I’ll share some accessibility and inclusion best practices in each of these areas, and also include a related benefit of disability inclusion.

In HR, “recruitment” refers to the process of screening resumes, interviewing, and hiring within an organization. What does that look like for people with disabilities?

Read More »Making Work Accessible: Recruitment

In Summary

Hiring people with disabilities brings in fresh ideas. It can help companies solve problems in new ways. By changing how they recruit and interview, businesses can find talented individuals with different ways of thinking. This can spark creativity and new solutions.

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Making Work Accessible: Attraction

This entry is part 2 of 6 in the series Making Work Accessible

Welcome to this series of posts on Making Work Accessible! I’m so excited to share this deeper dive into accessibility at work, based on some content from a recent webinar and presentation. We’re going to explore the phases of the employee life cycle: Attraction, Recruitment, Onboarding, Development, and Retention. I’ll share some accessibility and inclusion best practices in each of these areas, and also include a related benefit of disability inclusion.

In HR, “attraction” refers to the process of enticing qualified candidates to apply for job openings within an organization. What does that look like for people with disabilities?

Read More »Making Work Accessible: Attraction

In Summary

It's smart for businesses to hire people with disabilities because it creates a stronger talent pool. To do this, companies should follow some best practices for attracting employees with disabilities. By doing these things, businesses can find more skilled workers they might have missed before.