Have you given much thought to disability employment, or indeed, your disability inclusion strategies at work? If you haven’t, it’s not unusual. The pitfalls of disability inclusion in employment and recruiting 90% of children born with disabilities in developing countries don’t attend school, according to UNESCO.Women with disabilities are recognized to hold multiple disadvantages, experiencing exclusion on account of both their disability and gender.The figure is continuously increasing through population growth, medical advances, and the ageing process.This makes them the world’s largest minority. Around 1 billion people-15% of the world population-live with disabilities.What can we do, then, to create an equal unbiased workplace and recruitment process? Disability inclusion statistics that might surprise youĪccording to data provided by Diversity for Social Impact: More often than not, it’s assumed that we can walk up and down stairs, see clearly, hear commands and listen to announcements, and so many more of such typical day-to-day expectations.Īs the world becomes more acceptant that we’re not such a cut and dry society, that there are many differences to consider through every walk of life, that our means and methods are changing. On the whole, our societal systems are created primarily for those without disabilities. Creating a culture of disability inclusion in the workplace
However, when it comes to providing fair employment opportunities, there are simple steps we can adhere to, to help provide a level playing field for every applicant. Of course, it’s a wide-ranging topic with many practical and educational implications. It includes systems as simple as access via ramps or lifts, toilet and working facilities in employment situations, through to specialized independent living and housing, communication, products, and services. Inclusion is the term used to advocate freely accommodating those with physical, mental, cognitive, and/or developmental disabilities into society.
0 kommentar(er)
