UnscriptedHR’s Post

🌟 Empowering Conversations: HR's Role in Disability Support🌟 Had an insightful chat recently with some close friends who shared their workplace experiences as disabled employees. Unfortunately, they've faced challenges with their line managers not fully grasping the importance of reasonable adjustments in the workplace. So, as we were meeting this weekend, we planned out effective ways to assertively communicate these needs to the business. Today, they reached out to share some fantastic news! Their company's HR department recently rolled out inclusive manager training, signalling a positive shift towards supporting disabled employees. The response from HR to my friend's meeting with their line manager was nothing short of brilliant. It's incredibly heartening to see HR genuinely backing up their commitment to support disabled employees, working collaboratively to ensure that everyone's needs are met. This experience has been a refreshing reminder that HR isn't just about protecting the interests of the business; they're also must champion inclusivity and support for employees. It's a testament to the progress being made in fostering inclusive workplaces. Let's keep celebrating these wins and pushing for more inclusive practices in every workplace! 🎉 What best practices can HR demonstrate to support disabled and neurodivergent employees? Share your thought below. #InclusiveWorkplaces #DisabilityConsultancy #HRSupport #InclusionMatters #DisabilityConfident

With 83% of disabilities being acquired during a person’s lifetime, it’s essential for employers to rethink their approach to supporting newly disabled employees. Research shows that less than half of employers offer adequate physical health support, and even fewer provide comprehensive mental, social, and financial assistance. Effective communication about available resources and making necessary workplace adjustments are key to retaining employees and creating an inclusive work environment. For more info: https://heyor.ca/GBEbIc #DisabilityInclusion #WorkplaceSupport #HR #DiversityAndInclusion #EmployeeWellbeing

Learn how you can manage disabled people at work - a practical guide👇

Calling all managers, talent and HR professionals! 📢 Check out this new guide: "Employing Disabled People: Disability Confident and CIPD Manager’s Guide." It's a practical roadmap for recruiting, managing, and developing individuals with disabilities or health conditions. This guidance focuses on the role of the line manager in workplace adjustments, language and behaviour and sickness absence. It also provides guidance on recruiting, retaining and developing employees with a disability or health condition. #Inclusion #DisabilityInclusion

Companies and staffing professionals: here are three easy ways to include disabled people in your workplace: https://lnkd.in/e4SbtEXq #VocationalRehabilitation #InclusiveWorkplace #InclusiveSociety #DisabilityAwareness #DisabilityInclusion #NevadaEmployers #NevadaBusiness #NevadaHR

Did you know that only 4% of #US companies include #disability in workplace #DEI policies? https://bit.ly/4bS9hSO Here's how #leadership can cultivate disability #inclusion at the workplace and improve representation at their company in Employee Benefit News. #FutureofWork

A recent report interrogated what makes for an inclusive Workplace Adjustment Program in Australia. There were interesting results and insights from survey respondents, both organisations and people with disability. Organisations completing the survey were mainly Australian Disability Network members. Organisations managing workplace adjustments: ·        40% retain data on adjustments requests. ·        35% monitor and review adjustments ·        12% monitor timeframes for implementing. ·        Less than 1 in 3 managers have no training in workplace adjustments. People with disability: ·        A centralised process for managing adjustments was the preferred choice. ·        72% have requested adjustments in the last 2 years. ·        46% had increased job satisfaction due to having an adjustment in place. ·        14% say their workplace adjustments are reviewed regularly. ·        More than half did not ask for adjustments during recruitment. The report reinforced the benefits of a systematic process to workplace adjustments, skilling the workforce to effectively support its people, and taking a social model perspective to accessibility at work. https://lnkd.in/e8eXWDYf #workplaceadjustment #peoplewithdisability #inclusion #accessibility

Diane Lightfoot, CEO of Business Disability Forum writes in HR Magazine that, to create truly inclusive workplaces, it’s time to revisit how we create and implement employment policy. The UK has long needed a strategic and holistic approach to creating an inclusive labour market, one which makes businesses productive and positions the UK as an economic leader on the world stage. To what extent is inclusion part of your employment policy? https://bit.ly/3KIFYqB #ReedHR #Disability #Productivity #Business #HR #Policy

Did you know that only 4% of #US companies include #disability in workplace #DEI policies? https://bit.ly/3TlXA0K Here's how #leadership can cultivate disability #inclusion at the workplace and improve representation at their company in Employee Benefit News. #FutureofWork

Did you know that only 4% of #US companies include #disability in workplace #DEI policies? https://bit.ly/4amwa0k Here's how #leadership can cultivate disability #inclusion at the workplace and improve representation at their company in Employee Benefit News. #FutureofWork