Businesses have long been drivers of social change. Across the globe, companies have begun acknowledging vital challenges and injustices such as climate change and pay gaps. Diversity and inclusion is one such defining issue, and, although huge progress has been made towards equality across boundaries of gender, race and sexual orientation, one aspect of D&I is too often neglected: disability.
Do Your D&I Efforts Include People with Disabilities?
There are more than one billion people worldwide – around 15% of the population – living with a disability. As consumers, they represent a market the size of the United States, Brazil, Pakistan and Indonesia combined and a disposable income of more than $8 trillion. As workers, they can ease talent shortages and add to the organizational diversity that drives better decision-making and innovation. So how can you expand your organizations diversity and inclusion initiatives to include disabled people? First by rethinking your hiring practices, including job descriptions and interviews. Second, my ensuring your workplace fully accessible, from physical environment to work-day structure and technology. Third, by innovating around products and services for those with disabilities.