Informa Tech’s Post

People with disability, especially women, face extra challenges at work. They may deal with unfair treatment, physical barriers, and unconscious bias. When disability and gender come together, it can make things even harder. In Australia, women with disability are less likely to have a job and more likely to face discrimination compared to men or women without disability. Making workplaces inclusive is not just about following rules - it’s about giving everyone a fair chance to succeed. How can we fix this? By changing policies, offering more support, and working to remove these barriers. 📚 Read the "Getting on at Work" research by QUT (Queensland University of Technology) we funded, which explores the experiences of women with disability in the VPS: https://lnkd.in/gbyWc45u

Todays the day! Elan Roberts and I are talking about Energy Limiting Conditions and the work we've been doing in the Environment Agency to support those with Fatigue related conditions. Will you be there? #DisabilityInclusion #DisabilityAtWork #DisabilitySummit #EnergyLimitingConditions

What would help you do your job? A brilliantly simple and curious question we learnt from the d&i Leaders (Diversity and Inclusion Leaders) Disability at Work summit this week. It was a fantastic day listening to the lived experiences of people living and working with disabilities, and hearing more about ongoing work to increase inclusion in workplaces. For me, I loved Anoushé Husain MBE explanation of the shift from using the term ‘reasonable’ to ‘workplace’ for adjustments. In a large organization, most adjustments are reasonable but the connotation is that this means ‘minimum’, or it’s unclear what constitutes reasonable. ‘Workplace adjustments’ are a more common sense approach – whether you have a disability or not, they’re in place to support someone to do their job.    Charlie Magadah-Williams sparked plenty ideas talking about Primark’s disability inclusion journey. Their approach is founded in the idea that an inclusive workplace for colleagues, creates an inclusive shopping experience for friends and family shopping at Primark. It reminded me that in construction and infrastructure, what we design and build will also be used by our friends and families, and this approach brings personal buy-in to understand why inclusive design is so important. Massive thank you to all the speakers for sharing their experiences and work so candidly. #inclusion #disabilityawareness #diversity

Stick up to all kinds of medias for diversity and inclusions is the only easy way

The World Health Organization's Survey on Disability Report for 51 African countries reveals that the employment rate is 52.8% for men with disabilities and 19.2% for women with disabilities, compared to 64.9% for men and 29.9% for women without disabilities. Hiring women with disabilities has various benefits for both businesses and individuals: 1. Encouraging applications from disabled people can help businesses attract more high-quality candidates. 2. A workforce that reflects the diverse range of customers it serves can lead to increased customer satisfaction. At Salt House Business, we support companies that prioritize inclusion as a competitive advantage. To learn more, you can book a free 30-minute call with our specialized team by sending an email to Business@salthouseafrica. Get ahead, fast!

🤔 Curious about the survey’s purpose? It aims to gather insights into the experiences and needs of LGBTQIA+ individuals in California. Take the survey: https://bit.ly/41QL6Ra

Promoting diversity and inclusion in your programs is critical for your communities. Offering inclusive programming means all races, genders, sexual orientations, and ability levels are not only welcome but feel included and valued. To learn more, download our guide. https://lnkd.in/gFj5p-pz

🌟 March 1 is Zero Discrimination Day, a global celebration of diversity and inclusion! 🌈 Let's come together to acknowledge that everyone counts. 🤝 At ESI Group, we're taking concrete steps to foster inclusivity and celebrate the abilities that make us unique. Here's what we're up to: 🔹 Establishing official disability representatives in each country. 🔹 Action plan focusing on COMMUNICATION, TRAINING, RECRUITMENT & INTEGRATION, and RETENTION. 🔹 Regular workshops and internal training videos to raise awareness and promote understanding. 🔹 Partnering with disabled working centers in France and the Czech Republic to create opportunities for all. On November 20th, 2023, we participated in the French Week for Disabled People. More initiatives are in the pipeline! Let's break down barriers together and create a world where everyone can thrive. Join us in embracing #diversity and making a difference. Learn more about our efforts: https://bit.ly/41mmy0u #ZeroDiscrimination #InclusionMatters #EmbraceDiversity #ZeroDiscriminationDay

Our weekly DEI Calendar™ snapshots serve to keep us all accountable, and also allow us to accept and review input from the community about anything we may have missed on the first of the month. We welcome your comments about DEI days that are important to you. Understanding and including diverse holidays and observances can help build cultures of belonging where every individual can thrive. Never miss a chance to learn, educate, and ally — subscribe to our free DEI Cal™ on our Resources page. (Link in bio.) or https://lnkd.in/erwjEq6 #LetsImprove #DEICalendar [Image Description: There are two image slides; each has a yellow ampersand on a black background, with a white text box containing text centered in the image. The upper left of each slide says “DEI Cal™” and the bottom right holds our logo, “New & Improved: A Change Agency.” Slide one reads, "Important dates this week: Apr 29 – World Maternal Mental Health Week; May 01 – Beltane / May Day; May 01 – World Maternal Mental Health Day; May 03 – World Press Freedom Day; May 05 – African world Heritage Day.” Slide two continues, “May 05 – Cinco de Mayo; May 05 – International Family Equality Day; May 05 – National Day of Awareness for Missing and Murdered Indigenous Women and Girls and Two-Spirit People #MMIWG2S; May 05 – Yom HaShoah (sundown-sundown, May 05-06).” Slide three reads, “Call to Action: Our DEI Calendar™ is designed to help organizations understand and include diverse holidays and build cultures of belonging. “Because it's not possible for this tool to include every holiday for every world culture, we encourage you to talk to your teams and commit to actively honoring and learning about the observances that are important to folks in your community.” End of image description.] #Diversity #Equity #Inclusion #Accessibility #Belonging #Representation #Retention #Equality #Advertising #HumanResources #HR #LearningAndDevelopment #ChiefDiversityOfficer

I have to agree. Employers need to take this seriously. I can relate to their experiences and it's disheartening. When candidates bring their best, it doesn't help when employers or hiring managers ghost them, make excuses other than what they're really thinking, overlook candidates for positions, promotions, wage increases and learning opportunities. It doesn't help when they dump work on older or younger associates to make themselves look good. They know these associates work hard. They take advantage by promising promotions or wage increases that will never come. Because they find ways to keep them out of reach and give to the select few while HR looks the other way. It happens far too often. They say one thing and do another. It's dishonest. No one wants to work for companies like this. Once employers can come clean and admit they do this and change these behaviors, I believe they will find great candidates. Let's be honest, candidates don't trust them because they haven't earned that trust. There are laws to protect candidates yet employers have found ways to work around it. They aren't fooling anyone and quite frankly, they get what they deserve. I truly hope it changes for the better soon.