Garrick Gibson’s Post

Autistic talent is transforming workplaces and preparing students for those opportunities starts long before their first job!🙌✨ At JJB Consultants, we work to assist students with neurodiverse minds throughout their college journey, helping them build essential skills like time management, self-advocacy, and navigating workplace expectations. By supporting their growth now, we’re setting these students up for meaningful careers in the future. In fact, businesses that embrace neurodiverse talent are seeing the benefits firsthand, including reduced turnover, higher engagement, and stronger customer loyalty. @AutismSpeaks highlights that the disability community represents a $220B market, proving the incredible value of inclusion. Together, we can bridge the gap between education and opportunity to create a brighter future! https://lnkd.in/gDq7JqtU

Inclusion is very important in Career Education so people feel valued, respected and understood. This is a great article which gives further insight!

Opportunity

30-40% is a 'good' email open rate. We're tracking 79%+ (no unsubscribers) showing accessibility is important to people and they want to know more. We're building Leaders for Accessibility based on our 1st principle that people and companies want to do better on disability inclusion...they just may not always know how to do it or where to go. This network is promoting education, sourcing solutions and bringing it all in one place so it is easier for companies to find and implement. If you want to learn about progress in the sector, sign up to our newsletter: https://tally.so/r/nPOeNP Alt text: Image shows a scrennshot of email engagement for emails sent in the last 2 weeks. The first has 639 recipients with 82.6% open rate and the second has 646 recipients with 79.7% open rate. Zero unsubscribers for both.

I want to discuss the following points with my network and hear your thoughts: 1. How can we maintain a fair and inclusive workplace culture without formal DEI programs? 2. How will we attract and retain diverse talent without DEI programs as a selling point? 3. How can we measure and track our progress on diversity and inclusion without specific DEI metrics and goals? URL: When DEI is gone: A look at the fallout at one Texas university

Equity in Transition Summit: Career Exploration and Belonging       Virtual Summit 10/7/24, 10AM-2 PM Register Below The seventh Equity in Transition Summit at the University at Albany presents an opportunity to engage stakeholders representing multiple perspectives in a problem solving discussion of issues of intersectionality for people with disabilities as they enter adulthood. This year’s summit will focus on career exploration and belonging. As always, the summit focus will include the sharing of resources, knowledge, and perspective as we continue conversations in a network of partners to educate and advocate for holistic support and programming, while considering actionable collaborations. https://lnkd.in/efbsP3wR

October is #NationalDisabilityEmploymentAwarenessMonth, emphasizing the ongoing need for equitable employment opportunities. The insights from National Association of Colleges and Employers latest 2024 Student Survey shed light on students with disabilities' engagement in the career process during college. Among 18-24 year olds, 14% identified as having a disability. Key findings include: - 86% felt comfortable discussing academics with faculty - 82% were at ease on campus - 69% felt comfortable seeking help at the career center - 65% felt welcomed at the career center This data underscores the pivotal role of the relationship between career services and faculty in fostering equitable employment outcomes for students. Proactive efforts in faculty engagement and support are vital in guiding students and ensuring they feel supported in their career journeys. And, those in career services need to proactively reach out to students with disabilities to ensure they understand they are important and to help them feel welcome. #DisabilityAwareness #EquitableEmployment #CareerServices #FacultyEngagement

I am loving the changes I am seeing in society, particularly regarding the perceived capabilities of people with disabilities. Years ago, when considering employment for individuals with disabilities, the focus was often on roles such as greeters, odd jobs, and cleaning. However, we have made tremendous progress since then. Today, people with disabilities are not only occupying executive roles but are also climbing corporate ladders and pursuing their passions with determination. Advances in technology has propelled a more even playing field with employment and I am inspired to continue to see a shift from the mindset of "this is what you can do" to "what do YOU want to do?". Our Come to Work program is a testament to this change. We support individuals with sight loss who hold Masters' degrees, diplomas, and various professional qualifications, as well as those seeking entry-level roles. This diverse talent pool exemplifies our commitment to fostering an inclusive workforce. This will continue to hold true with our new strategic plan, especially the pillar "Our Kids Will Thrive", where I want to see every child go through school learning the assistive technology they need to succeed in the workplace, discover their interests and passions and pursue these into lifelong careers, just as any other child would. While we have made significant strides, there is still much work to be done. We will continue to progress step by step, today, tomorrow, together. #TheWayForward #CNIB #Leadership #Inclusion #WorkplaceDiversity #AssistiveTechnology #CareerDevelopment

Did you know that October is #NationalDisabilityEmploymentAwareness month? 💡 Discover how to better support students with a disability in college and in their careers. Download the strategic playbook today and unlock new talent pools. #InclusiveHiring https://hubs.ly/Q02SMbGb0

Friday is the last day to register for the April 17th PCHRA Chapter meeting. This month we will host Kristin Williams to discuss how to embrace GenZ in th workplace. Gen Z employees, those graduating from high school and college, will be the largest generation in the workforce by 2026. This group has very different perceptions and expectations about work. They are more likely to dislike and question authority and the reasoning behind rules and requirements. This is because the modern political and societal climate is shifting the methodology from weeding out bad behavior, to one of a communal nature. Because of this shift, if you want to attract new talent, you will need to foster a culture of inclusion (flexibility), community, care and development, progression, and advancement. The good news is this is a cultural foundation to agility. On April 17th PCHRA welcomes Kristin Williams, Director of Career Services for the Ambassador Crawford College of Business to discuss GenZ's perspective, expectations, and preferences about the workplace and help you understand and adapt to these expectations. Register here https://lnkd.in/gGpAw-dT