Strategies for inclusiveness in employment

Carolla

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This same initiative, by different names, has been done to death. I’m quite familiar with it. It always pops up more prominently when employers are having trouble filling low level positions, too, but then gets disregarded when the market turns more in employers’ favour (I actually even had a boss explain this to me, regarding the employment market, but with more careful language). Nothing new to see here.
 
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Luce NDs

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People with any form of "-ism" are denied this freedom ... especially if you believe in being bored by nothing!

Borism ... in another tense or phase ... Borate dead?
 

Carolla

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Thanks Kimmio. Yes - discussion has been going on for a long time - complexity of the situation is not an easy thing to tackle for sure and takes much longer than anybody would wish. There is an invitation now for you to provide your feedback directly, should you wish to do so. I think you would have relevant comments.

What's your thinking on the 4 pillars that are identified?

Four pillars for building inclusion
The draft strategy entitled Moving Forward Together: A Canadian Strategy for Disability and Work calls for voluntary initiatives that are focused on four key pillars. These are:

Disability-confident and inclusive workplaces—Initiatives that address workplace design, accessibility, supports for employers and culture change. They are designed to help employers become confident in their ability to successfully hire, manage, accommodate, support and retain people with disabilities.

Comprehensive supports—Initiatives that are focused on government supports for people with disabilities (including those aimed at education-to-work transitions), and the navigability and alignment of such programs. They aim to ensure people with disabilities are supported in their pursuit of employment while assured of adequate incomes.

Effective partnerships—Initiatives that build partnerships among governments, workplace parties, educational institutions, service providers, researchers and people with disabilities. While some progress can be made by individual organizations acting on their own, to realize substantial gains requires that efforts be coordinated through partnerships. This will ensure that the complex array of supports to individuals and employers, and the efforts to promote culture change, are coherent, complementary and evidence-based.

Measurement and accountability—Initiatives related to establishing baseline measures, setting goals, identifying indicators of progress, developing data sets, and monitoring and reporting by objective third parties. These initiatives will help ensure progress can be measured and documented.
 
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Out of all of that, the culture change is most important - foundational, not just a vague aspect of broader accessibility. But as long as it's seen as voluntary and market dependent, the culture doesn't really change.
 

Luce NDs

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If inclusion is general consensus ... how come there is enough denial to form things like the Kubler-Ross Theory? Why is this concept drawn up as "U" shaped and dippy ... a projection into Bottom-Line Quanta?

Of course this is something on psyche state and if you don't believe in that compex state ... one can search for bliss and serenity and let the others work it out ... I am told that psyche is an opposing essence to emotions in the Emotional-Intellectual debate ... so that is obviously out as sick like me over how humanity can be so inhumane and lie about it ...

Thus altruism isn't here just now! Albeit the real physicists will say this is abstract and imaginary ... and imagination is something else again! "Some don't get any as soul" --- Louis Armstrong!
 
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