Marriott International’s Post

Creating a truly inclusive workplace means understanding that disability accommodations vary widely—from supporting those with visual or hearing impairments to addressing personal challenges that may be less visible. It can be difficult for those who don’t experience these challenges to fully grasp what’s needed, which is why active listening, awareness, and soliciting feedback are crucial. Leaders should engage directly with those affected to ensure that accommodations are meaningful and effective, creating an environment where everyone can thrive. This commitment to inclusivity extends beyond employees to include customers as well. Preparing your staff to understand and respond to the needs of customers with disabilities ensures that all clients receive the respect and service they deserve. Inclusivity is not just about policies—it’s about creating a culture where diverse talents and perspectives can flourish and where all individuals, whether employees or customers, feel valued and understood. By doing so, businesses demonstrate a genuine commitment to inclusion, driving innovation and success. #Inclusivity #DisabilityAccommodations #ADACompliance

Creating a truly inclusive workplace means understanding that disability accommodations vary widely—from supporting those with visual or hearing impairments to addressing personal challenges that may be less visible. It can be difficult for those who don’t experience these challenges to fully grasp what’s needed, which is why active listening, awareness, and soliciting feedback are crucial. Leaders should engage directly with those affected to ensure that accommodations are meaningful and effective, creating an environment where everyone can thrive. This commitment to inclusivity extends beyond employees to include customers as well. Preparing your staff to understand and respond to the needs of customers with disabilities ensures that all clients receive the respect and service they deserve. Inclusivity is not just about policies—it’s about creating a culture where diverse talents and perspectives can flourish and where all individuals, whether employees or customers, feel valued and understood. By doing so, businesses demonstrate a genuine commitment to inclusion, driving innovation and success. #Inclusivity #DisabilityAccommodations #ADACompliance

NEW Content Announcement! Invisible Disabilities in the Workplace: Written Interview Series - An HR Perspective I have teamed up with Lia Seth, PHR, an amazing HR professional who shares the same vision - creating disability-inclusive workplaces. In this new written interview series, we invite HR (and leaders) to share their insights into how to create disability-inclusive spaces. And! If you live with a disability, we offer up thoughts and advice on how to navigate the world of work. Here are a few quotes to kick off the series: “Anyone can become disabled at any time in their lives. Educate managers on accommodations, how to handle them, and what the company offers as solutions.” - Greer Procich, M.A., sHRBP “TRUST. LIVED. EXPERIENCES. It’s already scary enough to ask for something, you can absolutely trust that they aren’t being unreasonable. Take that thought out of your mind!” - AnnE Diemer “Ask HR in writing what the company policy is regarding disability accommodation. Ask HR to give examples of how they have accommodated other employees.” - Cathy Lim Action: If you are in HR and are passionate about creating disability-inclusive spaces, let me know, I'd love to have you share! If you live with an invisible disability and are struggling in the workplace, please reach out! Let's get your struggles/questions supported and answered.

Did you know that hiring employees with disabilities can boost productivity, innovation, and employee morale? - Expands the pool of talent - Makes sure that a wide variety of perspectives are utilized - Reflects your commitment to diversity and inclusivity - Improves company culture and empathy in the workplace Learn more about the benefits of creating an inclusive workplace at CAConnect.org. #NDAM #Inclusion #CaliforniaConnect #Accessibility #Telecommunications #Equipment #Services #CommunicateYourWay #InclusionMatters #AccessibilityForAll #DisabilityRights #CommunitySupport #EqualityForAll #InclusiveCalifornia #AccessibleServices #CommunicationEquality #AssistiveTechnology #CaliforniaServices [Image Description: A woman with light skin and dark brown hair sits comfortably in an armchair while wearing a headset. She is smiling as she interacts with a telephone system placed on a nearby table. The text over a blue and yellow banner at the middle reads: "National Disability Employment Awareness Month." Below that, white text on a dark blue background lists the "Benefits of Hiring Employees with Disabilities," which include: “expands the pool of talent; makes sure that a wide variety of perspectives are utilized; reflects your commitment to diversity and inclusivity; and improves company culture and empathy in the workplace”. The bottom right features the California Connect logo, its slogan "Communicate Your Way," the website "CAConnect.org," and the phone number "1-800-806-1191."]

Promoting workplace inclusion for individuals with invisible disabilities is vital for creating a supportive work environment. Here are key strategies to enhance workplace inclusion: - Provide Disability Awareness Training to educate employees about invisible disabilities and foster a more inclusive culture. - Offer Accommodation Support to help employees perform effectively, including flexible schedules and assistive technology. - Foster Open Communication for employees to discuss challenges and accommodation needs openly. - Implement Inclusive Policies and Practices to support individuals with invisible disabilities in the workplace. - Establish Employee Resource Groups for networking and advocacy within the organization. - Drive Accessibility Initiatives to ensure equal access to information and facilities for all employees. By implementing these strategies, organizations can create an inclusive workplace where individuals with invisible disabilities can thrive and contribute effectively. #NationalAccessAbilityWeek

Hiring individuals with disabilities can be a transformative step for any organization, bringing fresh perspectives, enhanced productivity, and a more inclusive workplace culture. Yet, many employers have concerns and misconceptions that can prevent them from embracing this opportunity. This article addresses eight common concerns employers may have when considering hiring a person with a disability, alongside practical responses that provide reassurance and guidance. By understanding and addressing these concerns, we can open doors to a more diverse and capable workforce, fostering an environment where everyone has the opportunity to succeed.

Today is the beginning of Invisible Disabilities Week. It’s essential for us in Human Resources to recognize and address the challenges faced by individuals with disabilities that aren't immediately visible. From chronic pain to mental health conditions, these invisible disabilities can significantly impact daily life and work performance, yet they often go unrecognized and misunderstood. This week, let's focus on educating ourselves and our colleagues, fostering an inclusive and empathetic workplace. By acknowledging and accommodating invisible disabilities, we can ensure that every employee feels supported and valued. Remember, just because you can't see it, doesn't mean it's not there. Our commitment to inclusion and diversity goes beyond what meets the eye. Let's work together to create a supportive environment for everyone. #InvisibleDisabilitiesWeek #Inclusion #HR #Support #Diversity

🔹 Explore the essential guide ‘Disability Inclusion and Accessibility’ for organisations committed to improving workplace inclusivity for disabled individuals from our friends at Mildon. This valuable resource delves into effective strategies for attracting, hiring, and retaining disabled talent. It provides practical advice on adapting work environments and enhancing manager awareness. Additionally, it shares expert advice for cultivating an inclusive culture, underscoring the significance of understanding and minimising biases. Download your free copy here - https://lnkd.in/eBKgpzEY #Disability #Accessibility

In today’s evolving workplace, understanding the nuances of the Americans with Disabilities Act (ADA) is more crucial than ever. I think of a colleague who, despite being highly skilled, thought she’d struggle to maintain her job due to her disability. Thanks to the ADA, there are accommodations that she can avail herself of thrive in her role. The ADA isn’t just about legalities—it’s about unlocking potential and fostering inclusivity in the workplace. 📜      The ADA mandates that employers provide reasonable accommodations to qualified individuals with disabilities, ensuring they can perform their job’s essential functions. This isn’t just about compliance—it’s about fostering an inclusive and supportive work environment. Approaches to ADA should center around the following: 🗣      Proactive Communication Employers should engage in an interactive process with employees to identify and implement effective accommodations. 🎨     Flexibility and Creativity Sometimes, the best solutions are those that think outside the box, tailored to the unique needs of each individual. ⚖     Legal and Ethical Responsibility Beyond legal obligations, providing reasonable accommodations is a testament to an organization’s commitment to diversity and inclusion. As we strive to create workplaces where everyone can thrive, it’s essential to stay informed and proactive about #ADA requirements. Kudos to Constangy, Brooks, Smith and Prophete LLP for helping highligh these critical insights! #employeebenefits | #humanresources | #reasonableaccommodation

Sounds reasonable—but what about those accommodations!?!? The Americans with Disabilities Act (ADA) requires employers to engage in the interactive process and explore “reasonable accommodations” in order to adapt employees with disabilities into your workplace. Reasonable, just like it sounds, does not compel you to turn your business on its head! Although you may need to think creatively and, above all else, you’ll need to listen to the needs of your employees. Did you know that most accommodations are free or very low cost? Check out this study from the Department of Labor: https://lnkd.in/gjUj7NKX Want to learn more about accommodations? We recommend starting your journey with askjan.org  https://lnkd.in/gsmnJa8C -- One of many insights from our conversation earlier this past month at The National Disability Inclusion Roundtable™ sponsored by Peak Performers. A special thanks to Dawn Siler-Nixon, James Lucier, and Myles Wallace for contributing to our conversation. You can view the entire interview here: https://lnkd.in/gUz2yEg4 And if you want to work with Peak Performers, check out our website at peakperformers.org. #Disability #DEI #Hiring #Inclusion #PeakPerformers Peak Performers