What used to be an accommodation is now the workplace norm for many employers, and it opens up the opportunity to employ people with disabilities.
They viewed the underemployment of people with disabilities from two different perspectives. She wanted to understand why the employment percentage has remained stubbornly low. He was frustrated that talent pools weren't diverse enough. They thought that the recruitment industry's model might be broken.
Lots of initiatives try to close the gap between men and women, whites and minorities, straight people and LGBTQ, and so on. However, by approaching each demographic separately, we pit one group against the other."If we look at diversity and inclusion as a whole, we normalize difference as a whole, we push authentic inclusion," said Johnson. Concentrate on looking for the best person for the role, not on meeting quotas.
The 14-person Ability People team ranges in age from 24 to 55 years of age, from people with higher education degrees to those with none. The staff includes parents, people with no children, people with a variety of abilities, and different sexual orientations. Johnson and Carter looked for the best people and ended up with authentic inclusion.
With the majority of work now being done from home, managers are seeing that working from home is possible. Before the pandemic, it was difficult to understand how telecommuting would work, commented Johnson. A silver lining to the crisis is that managers see that working from home doesn't have to be isolating and distracting. It can be efficient and strengthen culture. Managers are seeing how working from home makes work more accessible.
Working from home isn't just a great thing for people with disabilities; it's good for working parents or people with care giving responsibilities. Working from a home office can be a
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