Did you know that 75% of blind and low vision individuals are unemployed? This isn’t due to a lack of skills, but rather a lack of awareness. Employers are missing out on an incredible pool of talent. It’s time to break down the barriers, educate, and open doors for all. Let’s shift the narrative and show the world what’s possible when we value ability over disability. Unlock Potential Seventy-five percent, they say, Of talents cast aside, In darkness, not by vision lost, But doors that won’t swing wide. Employers glance but do not see The skills that they forsake, For blindness isn’t weakness— It’s strength that’s yet to wake. We’ve learned to navigate the dark, To trust what others miss, To see the world in different ways, And turn our pain to bliss. Our hands, our minds, our hearts are sharp, We innovate, we fight— Each barrier we’ve had to break Has taught us how to light. Yet ignorance still builds the walls That block the chance to prove That what we bring to every task Could make the needle move. So open up your eyes, and see Beyond the cane or guide, The talents waiting to be freed, No more pushed to the side. It’s not just pity we need changed, But minds that dare to grow— For every door that’s opened wide Brings gifts you’ll come to know. The world is full of unseen strength, If you take time to learn, Unlock potential in us all, And see what we return. So let’s begin to educate, To open every gate, And show the skills you’ve missed so long Before it is too late. For seventy-five percent is more Than just a simple stat— It’s voices, lives, and futures lost— What could be worse than that? #TheBlindPoet #DisabilityInclusion #UnlockPotential #BlindAndCapable #75PercentUnemployment #SeeOurStrength #DiversityMatters #InclusiveWorkplace #AccessibilityMatters #ChangeTheNarrative #EducateEmployers #BlindTalent #BlindAndEmployed
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Is your organisation ready for the future of work? In 4 days, Project Nemo and EdenChase Associates Ltd are kicking off?the 2nd Cohort of Unlocking Disability Confidence. This is a FREE 9-week programme to help you attract and retain Disabled and ND talent, while preparing for the dramatic shifts in the UK workforce. Why Accessibility Matters: The future workforce demands inclusion, with accessibility as its foundation. By building accessible hiring practices, your organisation can: ? Meet the needs of a diversifying talent pool. ? Create competitive advantages in innovation. ? Future-proof your hiring strategies. This is your LAST chance to join this free cohort. Don’t miss out! Register today: https://lnkd.in/eMCSVt5d Comment “READY” if you want more details in your inbox. Image ID:Image ID:Text: Project Nemo, Unlocking Disability Confidence. Jan 2025 Cohort Launch. Free online workshop series 16 Jan - 6 Mar. Registrations now open. Instructor Cressida Stephenson. Picture of Cressida.
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?? Testimonial Tuesday: Strides in #Neuroinclusion! Thanks to a generous grant from the Eagles Autism Foundation, the Neurodiversity Employment Network: Philadelphia has created a dynamic library of video testimonials from neurodivergent employees and inclusive employers. These videos, now available on our website, provide practical insights and real-world strategies to guide your organization's progress toward #neuroinclusive practices! https://lnkd.in/eG7BEJj2 We have featured 10 #neurodivergent employees across a range of professions and backgrounds discussing their identities, effective tools, and their perspectives on employment challenges. We have also interviewed organizations such as CAI, Radian, Neurodiversity in the Workplace, KPMG US, Cleanlogic, & more to delve into the steps taken for successful #neuroinclusive employment. You can search for videos by topic, or watch each video in its entirety. As a bonus, NENPHL has added our livestream panel discussion from the Cities of Inclusion Employment Panel with Aramark, Vertex Inc., Parkway Corporation, Comcast, & Wawa, Inc.! Whether you're just starting or strengthening your commitment, these resources offer a consistent path forward. Explore innovative ideas, remove barriers to action, and take thoughtful steps toward meaningful inclusion. Special Thank you to our talented video and website interns for their work on this project! ?? https://lnkd.in/eG7BEJj2 #Neurodiversity #Inclusion #WorkplaceInnovation #TestimonialTuesday #EaglesAutismFoundation #InclusionMatters #Philadelphia Cherie Fishbaugh Joseph Riddle Gretchen Rose, SPHR Kevin Davis Evander Smith Michael Ghesser Krista Deguffroy Philly SHRM Disability Lead Disability:IN The Main Line Chamber of Commerce MEA - MidAtlantic Employers’ Association Children's Hospital of Philadelphia Spring Health Jillian Hughes, ECBA Donna Vu Greenphire SEI Austin Mullin Nikki Kuhn Ellen Shimberg
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Do you hear me? As many of you will have seen yesterday, WSES customer Robert featured in a documentary regarding the challenges of gaining employment. His perspective on job searching is hard to hear: 'I think employers should employ people with learning disabilities based on their personality, not to tick the box. Employers need to see what I can do, not what I can't do.' Thankfully, a local pub has heard Rob loud and clear, and offered him his dream job! Rob is now working with an employer who can help him thrive. Make your own success story by working with us, contact us on https://bit.ly/48JcxzF Watch the full video about Rob's job search here: https://bit.ly/3Vkws1P #LDWeek2024 #learningdisabilityweek #learningdisabilityweek2024 #learningdisability #inclusion #inclusive #diversity #diverse #autism #autismacceptance #autismawareness #doyouhearme
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Living with neurodivergence and disabilities means navigating a world that often wasn't built for you—and speaking up can feel like a risk. As a hiring & staffing professional and an NEN Advisory Board member, it was an honor to share my expertise and recommended strategies to increase accessibility and workplace inclusion in the interviews linked below. I shared my insights not just to bring awareness to the challenges, but also to highlight the courage it takes to disclose and advocate, especially when the fight personally feels heavier than ever. For those who've walked this journey with me, while my physical ability to advocate for workplace accessibility and inclusion may look different now, the passion for progress that we share remains unwavering. Gratitude goes to workplaces like IntePros, Comcast, Wawa, Inc. and many more that prioritize inclusion, and to organizations like the (Philadelphia Eagles) Eagles Autism Challenge and Neurodiversity Employment Network that amplify the vital stories of our communities. This isn't just about sharing—it's about speaking up to spark innovation and create space for change. #Neurodiversity #Inclusion #EmployingAbilitiesAtWork
?? Testimonial Tuesday: Strides in #Neuroinclusion! Thanks to a generous grant from the Eagles Autism Foundation, the Neurodiversity Employment Network: Philadelphia has created a dynamic library of video testimonials from neurodivergent employees and inclusive employers. These videos, now available on our website, provide practical insights and real-world strategies to guide your organization's progress toward #neuroinclusive practices! https://lnkd.in/eG7BEJj2 We have featured 10 #neurodivergent employees across a range of professions and backgrounds discussing their identities, effective tools, and their perspectives on employment challenges. We have also interviewed organizations such as CAI, Radian, Neurodiversity in the Workplace, KPMG US, Cleanlogic, & more to delve into the steps taken for successful #neuroinclusive employment. You can search for videos by topic, or watch each video in its entirety. As a bonus, NENPHL has added our livestream panel discussion from the Cities of Inclusion Employment Panel with Aramark, Vertex Inc., Parkway Corporation, Comcast, & Wawa, Inc.! Whether you're just starting or strengthening your commitment, these resources offer a consistent path forward. Explore innovative ideas, remove barriers to action, and take thoughtful steps toward meaningful inclusion. Special Thank you to our talented video and website interns for their work on this project! ?? https://lnkd.in/eG7BEJj2 #Neurodiversity #Inclusion #WorkplaceInnovation #TestimonialTuesday #EaglesAutismFoundation #InclusionMatters #Philadelphia Cherie Fishbaugh Joseph Riddle Gretchen Rose, SPHR Kevin Davis Evander Smith Michael Ghesser Krista Deguffroy Philly SHRM Disability Lead Disability:IN The Main Line Chamber of Commerce MEA - MidAtlantic Employers’ Association Children's Hospital of Philadelphia Spring Health Jillian Hughes, ECBA Donna Vu Greenphire SEI Austin Mullin Nikki Kuhn Ellen Shimberg
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For individuals with disabilities, being gainfully employed holds significant positive implications, providing a sense of purpose, independence, and self-worth. Here are key aspects of what it means for them to be part of the workforce: - **Financial independence:** Employment offers the chance for financial autonomy, enabling individuals to support themselves, their families, and lead a more fulfilling life. - **Social inclusion:** Being employed fosters social connections, allowing individuals to build relationships, engage with colleagues, and be part of a community. - **Personal growth and development:** Jobs help individuals develop skills, gain experience, build confidence, and find pride in their work. - **Improved mental health:** Employment brings structure, routine, purpose, and reduces feelings of isolation, positively impacting mental well-being. - **Equal opportunities:** Being employed signifies equal opportunities for individuals with disabilities to contribute to society, promoting diversity and inclusivity. Gainful employment empowers individuals with disabilities to lead more fulfilling lives, benefiting both them and organizations through unique perspectives and contributions. #DisabilityEmployment #Inclusion #EqualOpportunities
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??How lucky am I? After an amazing day in work I found myself reflecting. Yep I was thinking about how to solve problems and build more PowerPoint. ?? I was also thinking of all the children in care who never get to own a home, find a job, learn and achieve, have a happy family. Contribute their awesome skills to the workforce. As more businesses embrace social mobility, it's crucial not to overlook one of the most disadvantaged and vulnerable groups in our communities—children in care. This group faces countless challenges, with fewer opportunities for education, employment, and overall life chances. As we explore new ways to drive inclusion, it’s important to recognise that care-experienced individuals are likely to become the tenth protected characteristic under the Equality Act. Here are 3 quick actions businesses can take to support this vital cause: 1?? Expand Mentorship & Work Experience Programs: Create specific opportunities for care-experienced young people, giving them guidance and access to real-world experience that can open doors. 2?? Raise Awareness Internally: Educate your teams about the unique challenges faced by children in care. Fostering a culture of empathy can make a world of difference. 3?? Review Your Recruitment Processes: Ensure your hiring practices are inclusive, and remove any barriers care leavers may face when applying for roles, such as prior experience requirements. I know the power of business to impact our communities. I have seen it first hand. I look forward to seeing which leaders take up the cause and create impact in this space. Inclusion should mean everyone. #SocialMobility #Inclusion #ChildrenInCare #Diversity #FutureOfWork
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In this video, we dive into the inspiration behind creating a game specifically designed for neurodivergent individuals. With 80-85% of autistic job seekers facing unemployment or underemployment, it's evident that our current hiring practices need to change. Join us in recognizing the incredible talents and strengths of autistic individuals and learn how we can create more equitable and inclusive workplaces. Part 1 of 7 With our CEO Shelley Tanner (she/her) #InclusiveHiring #Neurodiversity #AutismAtWork #TalentInnovation #BreakTheBias #InclusiveDesign #NeurodivergentTalent #EquitableWorkplace #DiversityAndInclusion #UnlockPotential
Creating a company focused on hiring neurodivergent individuals
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?? With a high unemployment rate among people with disabilities, it's clear that more needs to be done. Organizations dedicated to creating job opportunities and specialized training programs are leading the way in fostering inclusion and breaking down barriers. A big thank you goes to our friends over at The Blind Guide, specifically Ed Henkler, for his coverage and support in highlighting these crucial issues. ???? ?? Click the link to read the full article and learn more! ???? https://bit.ly/3VMiqHQ #InclusiveWorkforce #EmploymentForAll #TeamBIT #TheBlindGuide
Breaking Down Barriers (Blind Institute of Technology)
https://theblindguide.com
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For most people, we're just one catastrophe away from homelessness… if we're not there already. This is not okay. Long-term unemployment is devastating. It wrecks your finances now and damages your career down the line. I once experienced 16 months of unemployment, and for those of us in the disability community, it's even worse. Being disabled is expensive. Accessing quality medical care, especially for rare conditions, costs a fortune. The disability employment rate is shockingly low, both in the US and around the world. ?In the US, the unemployment rate for people with disabilities is around 8%, nearly twice the rate for those without disabilities. Globally, the situation is often even worse, with estimates suggesting that 80% to 90% of people with disabilities of working age are unemployed in some countries. This isn’t because we lack talent. It’s because of systemic barriers and biases that keep us from getting and keeping jobs. It's unfair and it affects everyone. When companies hire recklessly and lay off quickly, they create a vicious cycle. Long-term unemployed folx are just as skilled as before. Ignoring them is a huge waste of potential. This problem touches everyone—entrepreneurs, those who think they're safe, and everyone else. We need to fix this. We need a job market that's fair for all. How can YOU be a good human? Advocate for change and support one another by: - Hiring people with employment gaps and recognizing their talent. - Pushing for inclusive hiring practices in your organization. - Supporting policies that provide better safety nets for the unemployed. - Raising awareness about the high costs of being disabled. - Creating and participating in support networks for job seekers, much like we do here on LinkedIn. This post inspired by the words of Sherri Carpineto. ?? ?? #Hiring #Management #Disability #Workforce #Inclusion ---- #A11yWithAngela
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