Here are some highlights of this week’s news about disability inclusion in the workforce — and how you can use the information to make your company the best it can be.
1. P&G’s recruiting efforts focus on talented employees with autism
What’s reported: Procter & Gamble (P&G) is recruiting employees with autism spectrum disorder who have strong science, technology, engineering, and math (STEM) skills, reports the Cincinnati Business Courier. It’s part of P&G’s neurodiversity program.
The consumer goods company has hired four managers with autism in their global headquarters in Cincinnati. There have been similar hiring efforts in the United Kingdom, Boston, and Costa Rica. “I want P&G to be a place where neurodiversity is a win for the business, the organization, and the individuals,” said Laura Becker, P&G’s president for global business services.
What it means for you: Hiring talented people with disabilities can make a difference in your company. Learn more about how Understood’s Inclusive Careers Cohort (ICC) can help you tap into their talents.
2. ADA’s definition of disability is “vague” for a reason, says ,[object Object], article
What’s reported: Forbes reports on why the Americans with Disabilities Act’s broad definition of disability is important. Over the years, critics have said the ADA is too “vague,” and legal efforts have been made to make the definition more narrow. But the Forbes article argues that the ADA provides equal opportunity for people affected by disabilities of all kinds.
What it means for you: Understood can help you build a culture that welcomes and supports disability inclusion. This starts with including disability as a focus in your company’s recruiting and hiring initiatives to make sure you don’t miss out on strong candidates.
3. Michigan companies honored for investing in people with disabilities
What’s reported: WLUC News covered the 11th annual Michigan Rehabilitation Services (MRS) awards ceremony. Honorees included companies and local and community partners across the state committed to the state’s vocational rehabilitation programs. MRS helps over 7,000 people with disabilities every year to find jobs and become self-sufficient.
The event took place during Investing in Abilities Month. This was established by Gov. Gretchen Whitmer to encourage employers to hire qualified people with disabilities while focusing on their abilities.
What it means for you: People with disabilities are employed at a much lower rate than their peers — but they’re ready and willing to work. Make the case to your senior leaders that DI is good for business and morale.
4. Minnesota coalition formed to hire more workers with disabilities
What’s reported: Minneapolis light manufacturer MDI takes inclusion seriously. Almost 50 percent of its workforce is made up of people with disabilities. The company teamed up with Special Olympics of Minnesota and other corporations. The goal is to launch the Unified Work Coalition and increase employment opportunities for people with disabilities, the Star Tribune reports.
“People with disabilities are continually left out of the diversity and inclusion conversation in the business community, and we aim to change that,” MDI CEO Peter McDermott said.
What it means for you: Make sure disability is included in your company’s diversity inclusion statements and programs. And if your organization doesn’t already have one, look into starting a disability-related employee resource group (ERG).
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The Understood Team is made up of passionate writers and editors. Many of them have kids who learn and think differently.