Emma Codd, global chief DE&I officer at Deloitte, noted, 'We very deliberately carved it out by people with disabilities, chronic health conditions, and then those who are neurodivergent because there are some experiences that are similar...but the reality is, they are also very different. Like many areas of diversity-inclusion is so nuanced.' This highlights the varying experiences within disability categories and the importance of tailored inclusion strategies.
The survey revealed that 41% of respondents experienced discrimination at work, often via microaggressions, bullying, or harassment. Alarmingly, only 52% of those experiences were reported, suggesting a culture of fear and silence that inhibits accountability and improvement in workplace environments for disabled employees.
Codd emphasized the need for employers to foster an inclusive culture: 'To increase reporting and reduce discrimination, employers should focus on creating inclusive cultures where people feel safe speaking up.' She also pointed out the vital role of visible role models in enhancing workplace inclusivity, with 58% of respondents affirming their importance.
#disability-inclusion #workplace-culture #employment-discrimination #employee-well-being #diversity-and-inclusion
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