People with disabilities bring the value of different perspectives and experiences to any organisation. Not only that, but research consistently shows that they often perform better than many of their colleagues, stay longer at a company – and take less leave. Yet they are still some of the most under-represented individuals in the workplace. They are rarely the focus of diversity activity and, when companies do seek to include people with disabilities, they medicalise their needs, rather than working in partnership with them. They often start with an occupational health assessment for example – telling people what they already know about themselves at the cost to the business.
Here, PDT Global Consultant, Eleanor Brett, shares practical tips for leaders who are serious about progressing towards true inclusion for people with disabilities. Click to read the article in full: 5 steps toward true workplace inclusion for people with disabilities
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