As an employer and professional with hidden disabilities, I am used to seeing many HR articles about, and have been a part of inclusionary business strategies towards recognizing, valuing and working with diversity in the workplace. For this post, I want to write about relatively new business efforts towards creating more inclusive workplaces for persons with disabilities, and offer some points on what this does and does not mean.
Until recently, I found few professional articles on the topic of recognizing that there existed a large minority of the workforce who have disabilities and that diversity inclusion efforts should logically direct management to undertake efforts to ensure they are represented at all levels of the organization as a distinct workforce minority. As the country moves towards full employment, and employers are looking at filling more positions with ?non-traditional” workers, that trend is starting to change.
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