Building an Inclusive Culture
A more human workplace is one that promotes people’s strengths, capabilities and functioning, leading to the high levels of engagement, productivity, satisfaction and retention businesses need. People feel good when they are “plugged in” and connected in the workplace.
Getting Talent Back to Work:
Proactive and well-informed employment practices can mitigate challenges faced by employers and employees. By embracing best practices, employers can identify a diverse pool of qualified applicants, improve opportunities for those deserving of second chances and have a direct positive impact on their communities – strengthening them and keeping them safe.
Workplace Readiness*Talent Acquisition*Onboarding*Talent Development*Talent Mobility
The Aging Workforce:
The Reality in the U.S. Workforce: Why This Matters
- 35% of U.S. labor force participants will be age 50+ in 2022. (Up from 25% in 2002.) · 45% of unemployed people age 55 to 64 report being unemployed long-term, 27+ weeks (vs. 33% of unemployed 25-34 year-olds) · 10,000 Baby Boomers turn 65 every day Top Five Advantages of Hiring Older (Mature) Workers (age 50+) 77% -- More work experience/knowledge 71% -- More maturity/professionalism 70% -- Stronger work ethic 63% -- Ability to serve as mentors to younger workers 59% -- More reliability Source: SHRM Preparing for an Aging Workforce Survey.
Access the link below for Resources and Case studies provided by the SHRM Foundation
Employing Abilities @Work
Individuals with disabilities are a high-performing labor force who are facing employment challenges.
DISABILITY INCLUSION IN THE WORKPLACE
SHRM Research, in collaboration with Workplace Initiative By Understood, conducted a study in 2019 to understand organizations attitudes about workers with disabilities and knowledge of disability inclusion in the workplace. Research revealed that only 13% of workplaces have disability-specific inclusion initiatives. As a result: More than three quarters of HR professionals primarily define disability as something that is physical. More than half of people managers have not participated in any disability inclusion training at all. Legal requirements of disability non-discrimination and accommodation are included in required training only about a third of the time
Access the link for the SHRM Foundation’s free, multi-faceted educational program. https://employingabilities.org/
Resources for employing and retaining People with Disabilities:
The Job Accommodation Network (JAN), funded by a contract with the Office of Disability Employment Policy, is the national resource that can provide you with confidential, expert, and accurate technical assistance about job accommodations and employment laws like the Americans with Disabilities Act (ADA) and Rehabilitation Act. Employers, individuals, service providers, and others can use JAN at no cost! http://askjan.org/
The Office of Disability Employment Policy (ODEP) is the only non-regulatory federal agency that promotes policies and coordinates with employers and all levels of government to increase workplace success for people with disabilities.
A framework, provided by SHRM, that employers can use to build their disability-inclusive workplace. It outlines seven core components of inclusive workplaces and has a menu of strategies for achieving them.. CLICK HERE