Business Strategies that Work: A Framework for Disability Inclusion

Espero estemos bien y preparándonos para recibir a Jesús.

Esta semana les comparto algunos puntos importantes que debemos tomar en cuenta para vivir una cultura inclusiva en nuestras organizaciones.

Les deseo una maravillosa época.

Bendiciones.

Business Strategies that Work: A Framework for Disability Inclusion 

INCLUSIVE BUSINESS CULTURE 

Commitment at all levels of an organization is critical to creating and maintaining a truly diverse and 

inclusive work environment. Establishing an inclusive business culture begins with leadership at the 

highest levels, including top executives, their leadership teams, and boards of directors. Mid-level 

managers and supervisors, and particularly human resources staff and other personnel involved in 

hiring decisions, must also understand the role they play in facilitating an inclusive environment. 

Finally, communicating the company’s goal of an inclusive and diverse workplace to employees at all levels of the organization and indicating what they can do to help are also extremely important. 

One action company leaders can take is to adopt formal expressions of commitment and intent 

related to the recruitment, hiring, retention, and advancement of qualified individuals with 

disabilities, including veterans with disabilities. Successful approaches large and small employers 

have used in this area include the following:

1. Developing and communicating policy statements and other illustrations of the company’s 

commitment to inclusion of workers with disabilities. (For example, “Business is becoming 

increasingly global. As “COMPANY A” continues to expand, our differences—from our culture and 

work habits, communication style, and personal preferences—are becoming even more essential 

to our business strategy. We are working hard to create an environment in which all employees 

are valued and respected, including those with disabilities.”) 

2. Establishing an enterprise-wide team consisting of executives, managers, and employees with 

disabilities to support and advance the recruiting, hiring, retention, and promotion of individuals 

with disabilities. This team may also function as a disability-focused employee resource group 

(ERG) or affinity group. 

3. Making (and publicizing) the business case for employing qualified individuals with disabilities. 

(For example, framing the issue in communication with managers, employers, etc. in terms 

of return on investment and direct and indirect benefits to the company and its employees; 

stressing that enhancing diversity by employing people with disabilities recognizes changing 

demographics of the workforce; improving employee engagement, productivity, and reduction 

of costs; and enhancing retention and advancement).

4. Including disability as part of all of the company’s diversity policies and activities. This includes 

using the words “disability” and “people with disabilities” in statements defining the company’s 

diversity policies, inviting disability organizations and people with disabilities to the company’s 

diversity events, and recognizing that people with disabilities are part of the company’s other 

diverse communities (including racial and ethnic minorities, veterans, and the LGBT community). 

Business Strategies that Work: A Framework for Disability Inclusion 

5. Affirming in policy statements the company’s commitment to equal employment opportunity 

for people with disabilities and taking affirmative steps to employ, retain, and advance qualified 

individuals with disabilities at all levels. 

6. Encouraging workers with disabilities and other employees to identify barriers and individual 

and systemic concerns without fear of reprisal, and also providing mechanisms to allow them to 

provide this information anonymously or confidentially. 

7. Establishing a universal policy providing workplace flexibility and accommodations for all 

applicants and employees, with and without disabilities, including the use of telework options, if 

appropriate