Boston Consulting Group (BCG)’s Post

Interesting read by BCG, and the importance of building an inclusive environment.

Business leaders that fail to hire diverse talent are missing business value AND community engagement. A worthwhile read, and appropriate to consider: are you delivering the best value to your business that you can?

From article: "Discrimination Influences Decision to Disclose Disabilities BIPOC employees with disabilities are also more likely to experience harassment and discrimination, the BCG report found: About 34 percent of all people with disabilities reported experiencing discrimination and harassment at work. Among all employees with disabilities, about 39 percent of BIPOC women and 41 percent of BIPOC men experienced harassment and discrimination, compared with 27 percent of white men and 33 percent of white women. Many people with disabilities do not disclose their condition due to fear of discrimination. Research shows that people with disabilities who did not disclose such information on a job application but later opened up about their disability status at work were met with discriminatory behaviors, such as inappropriate questions and assumptions about their capabilities. Furthermore, a 2023 SHRM study found that nearly half (47 percent) of employees with invisible disabilities, such as autism and ADHD, have not disclosed their conditions to their employers. Ariel Simms, president and CEO of RespectAbility, a Rockville, Md.-based nonprofit dedicated to advancing opportunities for people with disabilities, said that a workplace where employees with disabilities are reluctant to disclose their condition can lead to high rates of turnover. “Even if someone doesn't identify as a marginalized group, how the company treats them can tarnish company culture and lead to negative reviews from staff,” Simms said. “They can face bad reviews, making it harder to hire more diverse talent.” and 5 Tips to Boost Disability Inclusion Offer a wide range of employee-centric programs, such as paid parental leave, flexible working arrangements, and education opportunities. Provide opportunities for mentorship, which give less-tenured employees access to guidance, support and advice from more experienced colleagues and increase feelings of inclusion. Meet requests for workplace accommodations, including needed equipment or software, flexible working arrangements, or adjustments to a physical environment. Educate direct managers on the needs of employees with disabilities. Build employee resource groups with an intersectional approach to address the needs, challenges and experiences of employees of color who have disabilities." https://lnkd.in/gUzW-ZqC #disability #racialdiversity #employability #intersectionality #accessibility #accommodations #management #humanresources

As more companies seek to capitalize on untapped talents found within the disability community, it is critically important to remember that hiring more people with disabilities and retaining, fostering, and growing a diverse workforce are two different goals. In this Fast Company column, Melwood President & CEO Larysa Kautz offers three concrete steps leaders can take today to create a sustainable culture of inclusion that will benefit all employees and allow organizations to thrive in the long term. https://lnkd.in/dhiKGiiZ #DEIA #Inclusion #PeopleWithDisabilities #Disability #DiversityInTheWorkplace #DiverseWorkforce

"Employees of color with disabilities are less likely than their white counterparts to receive workplace accommodations, according to a survey of 5,000 people in the U.S., more than 1,500 of whom said they have a current or recurring health issue, disability or challenge that impacts their major life activities. The report, by Boston Consulting Group (BCG), found that 33 percent of employees with disabilities who identified as Black, Indigenous or people of color (BIPOC) had their workplace accommodation requests met by their employer. Comparatively, 43 percent of employees with disabilities who identified as white had their accommodation requests met at work. While those with a disability face distinct marginalization on average across society, people with disabilities “who are also members of other marginalized populations are even more disadvantaged—evidence, in part, of structural racism, sexism, anti-LGBTQ stigma and other systemic inequities in the U.S.,” the report found." Included in this article are 5 tips to improve disability inclusion in the workplace: https://lnkd.in/gUksR-UX

"The BCG report offered five recommendations to enhance workplace inclusion efforts for employees of all races with disabilities: Offer a wide range of employee-centric programs, such as paid parental leave, flexible working arrangements, and education opportunities. Provide opportunities for mentorship, which give less-tenured employees access to guidance, support and advice from more experienced colleagues and increase feelings of inclusion. Meet requests for workplace accommodations, including needed equipment or software, flexible working arrangements, or adjustments to a physical environment. Educate direct managers on the needs of employees with disabilities. Build employee resource groups with an intersectional approach to address the needs, challenges and experiences of employees of color who have disabilities."

📢 Disability at Work Report. Download our free 11 page summary report from last month's d&i Leaders Disability at Work Summit 2023. Organisations sharing how they are attracting, recruiting and retaining disabled talent include: Sky; HSBC; Siemens; Boots; High Speed Two (HS2); EY; Virgin Media O2; Raytheon; Grant Thornton; AMS; Scope. Sections cover: - WORKPLACE ADJUSTMENTS - THE STATE OF PLAY - EMPOWERING MANAGERS TO OFFER THE RIGHT ADJUSTMENTS - SUPPORTING WELLBEING AND MENTAL HEALTH ALONGSIDE LONG-TERM HEALTH CONDITIONS - THE POWER OF EMPLOYEE NETWORKS - HOW TO EMBED DISABILITY INCLUSION THROUGH INFLUENCE - HOW THE SOCIAL MODEL OF DISABILITY CAN BE EXPANDED INTO ALL DEI EFFORTS - DISABILITY CONFIDENT AND ATTRACTING NEW TALENT - THE ROLE OF TECHNOLOGY AND UNIVERSAL DESIGN IN INCLUSION - TAKING AN INTERSECTIONAL APPROACH TO DISABILITY INCLUSION - HOW CONTENT CREATION AND SHARING BUILDS DISABILITY INCLUSION To download your copy, simply click here and either login or register for free: https://lnkd.in/ec5Da3T Summit and report kindly sponsored by: Texthelp #DILeaders #Inclusion #HR #Disability

People with disabilities are twice as likely to be unemployed – reflecting the structural challenge that workplaces across America are facing. Melwood’s Larysa K.’s latest Fast Company article highlights three actionable steps for employers to improve their workforce and foster a culture of inclusion: 1️⃣ Partner with organizations who specialize in disability inclusion 2️⃣ Restructure your interview process 3️⃣ Incorporate accessibility into every level of your organization 1 in 4 Americans has a disability. Can you afford to miss out on 25% of the workforce? Learn more: https://lnkd.in/gtnYGUwM

Fostering Inclusive Workplaces: Addressing Financial Independence for Individuals with Disabilities In today's competitive business landscape, diversity and inclusion are more than just buzzwords—they're essential components of a thriving workforce. Yet, one group often overlooked in these discussions is individuals with disabilities. A recent article by Ellen Rolfes, "Imagining a more accessible financial world and workplace," features an insightful conversation with Thomas Foley, Executive Director of the National Disability Institute. This piece sheds light on incorrect perceptions held by many and how businesses can be more accommodating to disabled employees. How can we make our workplaces more inclusive and accessible? What steps can we take to tap into this often-overlooked talent pool? Let's start a conversation. Share your thoughts or experiences on creating more inclusive workplaces. Read here: https://bit.ly/3VX5cYD

📢 Disability at Work Report. Download our free 11 page summary report from last month's d&i Leaders Disability at Work Summit 2023. Organisations sharing how they are attracting, recruiting and retaining disabled talent include: Sky; HSBC; Siemens; Boots; High Speed Two (HS2); EY; Virgin Media O2; Raytheon; Grant Thornton; AMS; Scope. Sections cover: - WORKPLACE ADJUSTMENTS - THE STATE OF PLAY - EMPOWERING MANAGERS TO OFFER THE RIGHT ADJUSTMENTS - SUPPORTING WELLBEING AND MENTAL HEALTH ALONGSIDE LONG-TERM HEALTH CONDITIONS - THE POWER OF EMPLOYEE NETWORKS - HOW TO EMBED DISABILITY INCLUSION THROUGH INFLUENCE - HOW THE SOCIAL MODEL OF DISABILITY CAN BE EXPANDED INTO ALL DEI EFFORTS - DISABILITY CONFIDENT AND ATTRACTING NEW TALENT - THE ROLE OF TECHNOLOGY AND UNIVERSAL DESIGN IN INCLUSION - TAKING AN INTERSECTIONAL APPROACH TO DISABILITY INCLUSION - HOW CONTENT CREATION AND SHARING BUILDS DISABILITY INCLUSION To download your copy, simply click here and either login or register for free: https://lnkd.in/ec5Da3T Summit and report kindly sponsored by: Texthelp #DILeaders #Inclusion #HR #Disability