WGU Labs on LinkedIn: Disability as a Source of Competitive Advantage (2024)

It felt like a moment of progress in the fight for disability inclusion when I opened up my HBR magazine to see eight pages outlining that employing people with disabilities is GOOD FOR BUSINESS! Please educate, advocate, and make this a priority at your company. The Problem: Many companies realize the value of diversity, equity and inclusion. But most focus on gender and ethnicity, paying less attention to people with disabilities.Why It Happens: Employing people with disabilities is usually seen as a social cause, one best suited to non-for-profit or public sector organizations. This is a missed opportunity.The Solution: Innovative companies are demonstrating that the inclusion of people with disabilities can lead to real competitive advantage.Highlights of key benefits: 💡 Market Appeal: Research shows that customers value not just the content of a product and its functionality but also how it is produced and by whom. 💡 Access to Capital & Talent: hiring people with disabilities makes a firm more likely to be seen as an attractive employer for people without disabilities. 💡 Distinctive Skills: recognizing patterns, attention to detail, spotting abnormalities, ability to defuse emotions, originality and creativity are just a few of the very attractive skills employers are seeking. 💡 Organizational Culture: increases collaboration, psychological safety, and performance for ALL employees.https://lnkd.in/gYUt-Zi4

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While companies realize the value of diversity, equity, and inclusion, most focus on gender and ethnicity, paying less attention to people with disabilities. Employing people with disabilities isn’t a substitute for good products or fine customer service, but it adds another dimension to a company’s value proposition. In many industries, innovative companies are showing that the inclusion of people with disabilities often confer unique talents that make people better at particular jobs, and can lead to real competitive advantage and long-term profitability. #DEI #Disability #Equity #Business #HumanResources #Inclusion #strategy #harvardbusinessreview

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The US economy averaged a 96.5% employment rate in 2022. Only 1/5 disabled people took part in that stat. What a missed opportunity for employers!21.5% of disabled people in the US had a job last year. Why so few compared to the average? One might be tempted to retort that the answer is obvious - it's because they're disabled; but does this really mean that these people are fundamentally less useful to our economy? I contend not. I further contend that the root of this false presumption rests on cultural factors which must change.Oxford defines a disability as "physical or mental condition that limits a person's movements,senses, or activities". Focus on the word "limits" - this view lies at the heart of the misunderstanding I hope to unravel here. The conditions we define as disabilities do not simply limit people - they also create unique talents which should be leveraged by employers more often. London Business School's associate professor Luisa Alemany elaborates in the following article, stating, "Distinctive or unusual skills frequently go hand in hand with disabilities". For instance:-Autistic people perform far better than average folks at tasks requiring attention to detail-IT consultancy Auticon has reported that its autistic consultants ID patterns and interdependencies in large datasets much more adeptly than others-British Intelligence hires dyslexic people in specific for their unusually high aptitude for spotting anomalies in surveillance data-Folks with physical disabilities possess an incredible talent for diffusing conflict, which is shown time and again in customer-facing roles-Folks with physical disabilities also represent untapped leadership potential, having a demonstrated higher competency in core leadership skills like empathy, emotional intelligence, and strategic thinking skills"Disabled" people, it turns out, have a range of remarkable abilities that set them apart from the average applicant. Let's stop leaving those skills untapped and change the way our society looks at disabilities from the ground up!

The article addresses the historical exclusion of people with disabilities in the workforce and highlights the benefits of hiring them, including increased profitability and diversified company culture. It emphasizes the importance of federal and state tax incentives for businesses and outlines steps to create an inclusive environment, such as setting goals, improving the hiring process, providing accommodations, and empowering individuals with disabilities. The ultimate message is that overcoming biases and embracing diversity are essential for future business success.https://lnkd.in/dCmhdgPM

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Nearly a quarter of working adults are disabled (23%) in the UK, however, many don't disclose it.Some common reasons include fear of discrimination, concerns about being treated differently, potential negative impact on career advancement, or a desire to be evaluatedsolely basedon their abilities and qualifications. It's crucial for employers tocreate an inclusive and supportive environment where employees feel comfortable disclosing their disabilities if they choose to do so. This can be achieved through promoting diversity and inclusion, providing reasonable accommodations, and fostering open communication channels.Learn more:https://lnkd.in/eU8fED8d#InternationalDayOfPeopleWithDisability #IDPWD #Diversity #Inclusion #Allyship

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In a recent Harvard Business Review highlights the competitive value of diversity, equity, and inclusion. It highlights the value of persons with disabilities in the movement. It is a very insightful article.#HarvardBusinessReview#WorkplaceInnovationID: Two pieces of art mimicking individuals in wheelchairs.

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"Employing people with disabilities is usually seen as a social cause—one best suited to organizations that are not-for-profit or in the public sector. That is a mistake—and more important, a missed opportunity. In many industries innovative companies are showing that the inclusion of people with disabilities can lead to real competitive advantage and long-term profitability."This HBR article focuses on primarily European company examples, but makes an excellent point. Disability inclusive employment can be seen as a "feel good" initiative, but it produces real results. Need some more examples? I am hosting a webinar next week, October 20, 2023 to provide a platform for Tom Gustafson to share his experiences with leading this kind of effort in 2 companies. Come and hear his perspective, what his initial concerns were, and the results created. Link to registration for the webinar is in the comments.#DisabilityEmployment #DisabilityInclusion #NDEAM2023https://lnkd.in/eq5qa8X9

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Living as a person with a disability in this country is like participating in the Olympics with no rewards. It’s a daily reminder that my worth hinges on others’ perceptions of my capabilities. I often hear questions like, “How do you manage being blind?” This internal bias often stems from a culture of self-doubt.But there’s more to this story. People with disabilities often find themselves with limited room to negotiate their terms of contract or remuneration. It’s as if getting any opportunity is considered a favor to them, and daring to discuss fair compensation or reasonable terms becomes an uphill battle.You might wonder if you’re willing to give me my worth, or if you’re judging my value. The truth is, we’ve formed preconceived notions about the lives of people with disabilities. If they aim for more than what we expect, it’s seen as asking for too much. The conversation on inclusion is limited by how far people are willing to include you.It’s disheartening when others resent you for having high standards and aspirations. Patronizing comments, especially in my current disabled state, make me doubt whether I’m asking for too much. Should I lower my expectations or fees? But what about what I want? Does that even matter?These challenges highlight the discrimination and biases individuals with disabilities face while striving to improve their socio-economic status. #InclusionMatters #ChallengingBias #RedefiningStandards

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As this new and thought-provoking research shows, people with disabilities are an untapped potential for employers: 'Employing people with disabilities is usually seen as a social cause — one best suited to organizations that are not-for-profit or in the public sector. That is a mistake — and more important, a missed opportunity. In many industries innovative companies are showing that the inclusion of people with disabilities can lead to real competitive advantage and long-term profitability.'More specifically, the researchers have found that:1. DISABILITIES OFTEN CONFER UNIQUE TALENTS2. THE PRESENCE OF EMPLOYEES WITH DISABILITIES ELEVATES THE CULTURE OF THE ENTIRE ORGANIZATION making it more collaborative and productive3. IT ENHANCES A FIRM'S VALUE PROPOSITION WITH CUSTOMERS, who become more willing to build long-term relationships with the company.4. IT PROVIDES AN EDGE IN THE COMPETITION FOR BOTH CAPITAL AND TALENT.This great eye-opening read from Harvard Business Review provides encouraging and surprising real-life examples from a wide range of companies such as SAP, HP, EY, Gran Estación Centro Comercial, auticon, the British intelligence service and several others.

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Good morning :) International Day of People with Disability (IDPWD) is a United Nations-observed day that is celebrated on December 3rd. But, according to this Harvard Business Review article, the vast majority of people living with disabilities are not feeling comfortable disclosing their disabilities at work. As a queer person I know that you should never try to force someone to disclose anything about their identity if they don't feel comfortable doing it. Everyone has the right to decide when, whether, and with whom to share these aspects of their identity. But I also know how important is to create and offer the right conditions to do it. Click on the link and learn here how we can create a psychologically safe workplace culture based on real allyship. #InternationalDayOfPeopleWithDisability #IDPWD #Diversity #Inclusion #Allyship

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