Building a Culture of Inclusion

Ailey, Sarah H.; Brown, Paula; Friese, Tanya R.; Dugan, Shelia

doi:10.1097/nna.0000000000000286

Cited by 12 publications

(7 citation statements)

References 1 publication

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“…Accounts of disability inclusion champions are relatively uncommon, yet champions are central to existing models for changing corporate culture (Waxman, 2017). Actualizing the strategic advantage attributed to disability inclusion, however, requires a more comprehensive commitment to change attitudes and practices across the organization (Ailey et al , 2016; Kalargyrou, 2014). One key takeaway is that champions play a pivotal role in all stages of building, sustaining, and growing disability inclusion.…”

Section: Discussionmentioning

confidence: 99%

“…More concretely, growing inclusion refers to the implementation and evolution of formalized plans to recruit, retain and support the advancement of people with disabilities (Moore et al , 2017). It may include hiring diversity and inclusion professionals or dedicating staff time specifically to disability inclusion work (Ailey et al , 2016). Growth is perhaps the most indeterminate stage of diversity and inclusion initiatives.…”

Section: Introductionmentioning

confidence: 99%

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Building, sustaining and growing: disability inclusion in business

Gould

Mullin

Harris

et al. 2021

EDI

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PurposeThe purpose of this paper is to analyze the unique and the complementary aspects of disability inclusion and diversity strategies and to offer insight for organizations to integrate disability within diversity frameworks.Design/methodology/approachThe research team conducted semi-structured interviews with diversity and inclusion “champions” from large businesses to learn about policies, practices and processes for fostering disability inclusion. The businesses have all received national recognition for supporting employees with disabilities.FindingsInterviewees described strategies to build, sustain and grow disability inclusion by framing disability similarly to other diversity categories. The champions suggested practices to improve disability inclusion initiatives within their organizations.Originality/valueThere is limited information on what organizations are doing to support disability inclusion in the workplace. This study builds on the existing literature and responds to calls for case information from business personnel to gather data about common and effective practices.

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Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Building, sustaining and growing: disability inclusion in business

Gould

Mullin

Harris

et al. 2021

EDI

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“…Previous research studies (Aaberg, 2012;Ailey et al, 2016;Kritsotakis et al, 2017;Luckowski, 2016;Neal-Boylan & Guillett, 2008a;2008b;Neal-Boylan, Fennie & Baldauf-Wagner, 2011;Neal-Boylan, 2012;Neal-Boylan et al, 2012) revealed that nurses were unaware of the requirements of the ADA or how they might be violating them by discriminating against nurses with disabilities. The studies that followed (Davidson et al, 2016;Neal-Boylan & Miller, 2015;Neal-Boylan & Miller, 2017;Neal-Boylan, Miller & Bell, 2018;Neal-Boylan, 2019;Shpigelman & Zlotnick, 2016) focused on increasing that awareness.…”

Section: Students With Disabilitiesmentioning

confidence: 99%

How inclusive are we, really?

Neal‐Boylan

Miller

2020

Teaching and Learning in Nursing

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Research has revealed that nurses and nursing students with disabilities experience discrimination. There are relatively few nurses with obvious physical disabilities working in clinical settings. Misconceptions abound regarding what a nurse with a disability can do. The focus tends to be on disability rather than ability. Similarly, prospective nursing students with disabilities are viewed with apprehension and caution. The overriding concern regarding nurses and nursing students with disabilities is that they will jeopardize patient safety. Nurse educators worry that students will not be able to complete the required skills and often confuse essential functions of nursing work with the academic standards required to graduate successfully. This article proposes that based on the research, we are not truly inclusive of nurses or nursing students with disabilities.

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“…RUMC is mentioned as setting the standard of excellence in America. (Ailey et al, 2015) How an Employee should address discrimination complaints- If an employer comes to know that discrimination or victimisation is being practiced because of someone's disability, ideally they should not wait for a complaint to be launched.  An employee should be given the choice to discuss the matter whether formally or informally, Taking a 'Positive Action'-Under the Equality Act, an employer can take 'positive action' to help employees or job applicants it thinks:…”

Section: Employmentmentioning

confidence: 99%

Empowering Persons Living With Disabilities via Inclusive Practices in Organized Sectors - Learnings From Developed Nations

Singh¹,

Pandia²,

Nair³

2018

World Disability &Amp; Rehabilitation Conference

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Issue of disability has figured on International Human Rights agenda in on several occasions. The existence of disability often results in decrease in social and economic well-being. Understanding the numbers of people with disabilities and their circumstances can improve efforts to remove disabling barriers and provide services to allow people with disabilities to participate. Present research has analyzed the practices in developed nations under organized sectors to how they empower the people living with disabilities to get their rightful space in the areas of work and education. Present research has systematically reviewed research papers, reports (years 2001to 2017), case studies, epidemiological studies via online database 'PubMed', 'Google Scholar' and 'Web of Science'. The good practices, lessons, barriers have been identified to advocate such good practices in developing nations. There is lot to learn from countries like Switzerland, Norway, Canada etc., which have the highest rates of employment for persons with disabilities. The participation of people with disabilities is important for promoting human dignity, social cohesion and accommodating the disabled working age population. There are ample of good practices in developed nations which we can adopt to make the work environment most inclusive, equitable and enabling for people living with disabilities.

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Building a Culture of Inclusion

Cited by 12 publications

References 1 publication

Building, sustaining and growing: disability inclusion in business

Building, sustaining and growing: disability inclusion in business

How inclusive are we, really?

Empowering Persons Living With Disabilities via Inclusive Practices in Organized Sectors - Learnings From Developed Nations

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