Egalite' Retirement Communities的动态

“A common myth is that accessible housing is a minority issue and that is one reason it remains a hidden crisis. Statistics tell a different story: one-fifth of the Scottish population define themselves as disabled - that is one million people.” Thank you Lorna Cameron for highlighting these key issues in Third Force News . Not only is this issue important for housing, but access is a hidden crisis in all built environment development - #accessibility is so much more than a bolt-on feature. It’s about creating places and spaces which better reflect the diversity of society, towards equitable access and inclusion. #accessible #design #housing #disability #equality Beyond Access

3 Ways to Improve Disability-Inclusive Design in 2024 Well articulated by Megan Amrich Excerpt: “If you’re going to design for your community, you have to design with your community,” Terri Bryant said. “When you seek out exclusion and solve for it, you not only allow people to come to the table who were never invited before, but you also create products that are better for people who are already there.” #AXSChat #WeAreBillionStrong #a11y #DisabilityInclusion #SDGs #Equity #Inclusion https://lnkd.in/eZghEWvS?

There are 4.4 million people living with a disability in Australia which is around 18-20% of the population, of which 90% of those are deemed invisible disabilities. ? Christina Ryan, CEO of Disability Leadership Institute spoke about the case for disability, equity and inclusion. Christina said “We see things that aren’t necessarily seen by others. We know this – diverse perspectives, different people bring different things to the conversation. That’s why diversity actually helps us. It’s about faster problem solving, more engaged teams…we’re back to our productivity. We’re back to not just increasing the productivity of organisations but of the Australian economy and we know that’s been slipping over the last decade or two.” ? Thank you to our speakers Christina Ryan, Katie Wyatt GAICD, Head of Culture and Inclusion at Coles Group, Hilary Thorpe, Head of Legal – Corporate at AGL and Chris Newton, Founder of Stakeholder Capital for this insightful and important discussion! #RIAAconf2024 #disabilityinclusion #responsibleinvestment ?? The Crop

Thinking about creating a more inclusive workplace? ?? Support people to share different perspectives and lived experiences. ?? Ensure that everyone has equal opportunities to contribute and grow. ?? Design workspaces that are accessible to people with disability. ?? Recognise and value the unique contributions of each individual, creating an environment where differences are seen as strengths. Just a few take-aways from our research that shows every individual wants to feel included, heard, and valued. #Inclusion #CoDesign #DiversityAndInclusion #Culture #Disability #SocialEnterprise Jannine Williams Jill Lovell Robyn Riddle Nina Mapson Bone Gary Allen The Australian Centre for Philanthropy and Nonprofit Studies (ACPNS) QUT Centre for Decent Work & Industry ?? Leanne Butterworth Queensland Social Enterprise Council

Digital accessibility, inclusive communications and intersectionality were all issues discussed at Diversity Network’s second LiveMeet event. Members from around the world joined from the UK, the US, Canada and Australia, and discussed how best to encourage colleagues with a disability – especially a hidden one – to ask for the support they need in the workplace. Read about some of the accessibility solutions that were put forward: https://lnkd.in/eF4z8ZTS We look forward to seeing you at our next LiveMeet, on 21 March. You can register here: https://lnkd.in/eygMnWFP #Diversity #Inclusion #DiversityAndInclusion #InclusionAndDiversity #DiversityNetwork #LiveMeet #Accessibility #AccessibilityForAll #AccessibilityMatters #AccessibilityAwareness #InclusiveCulture #InclusiveCommunication

Financial planners aiming to serve more LGBTQ clients should understand their particular challenges in?retirement benefits,?estate planning?and mental health, according to a presentation by planner Laura J. LaTourette, CFP? for the Foundation for Financial Planning. Check out the key takeaways in the story below and follow the links inside for more resources. #financialplanning #retirement #lgbtq+ https://lnkd.in/gP2buGxc

Organizations with decades of experience often claim that inaccessibility is 'unintentional.' But is that acceptable? To the disability community, it feels like a hollow excuse—a clear signal that we aren't welcome to work, participate, or exercise our rights. It's not about ignorance; it's about priorities. When accessibility isn't prioritized, it shows inclusivity isn't genuinely valued. With information readily available, how can organizations still ignore such a critical issue? You might wonder, "Isn't it possible they just didn't realize?" But would other groups receive the same leniency if they were consistently excluded? Intentional or not, the impact is the same—exclusion perpetuates inequality, and good intentions don’t erase the harm of inaccessibility. It's not about blaming, but recognizing patterns. When organizations repeatedly fail to make spaces and services accessible, despite resources, it raises questions about their commitment. "But accessibility upgrades are costly," some might argue. Yet, investing in accessibility fosters participation and innovation. Inclusive design benefits everyone—like curb cuts that help wheelchair users, parents with strollers, and travelers with luggage. Imagine being eager to contribute, only to face barriers—not due to a lack of skills, but because the environment isn't accommodating. It's unjust, and organizations miss out on diverse talents, hindering their growth. So, what's the solution? It's time for organizations to move beyond excuses and act: ? Educate themselves about accessibility standards. ? Engage with the disability community in planning. ? Commit to continuous improvement. By doing this, organizations can say: "We see you, we value you, and you are welcome here." It's not too late to make accessibility the norm, not the exception.

Here's why investing in the well-being of People living with disabilities (PWDs) isn't just a moral imperative, it's a smart economic decision: 1. A Talent Pool Waiting to be Unleashed: People living with disabilities represent a vast and often untapped reservoir of talent. By creating accessible workplaces and fostering a culture of inclusion, companies gain access to a wider range of skills, perspectives, and experiences. This diversity of thought fuels creativity and leads to innovative solutions that benefit everyone. 2. The Power of Innovation: When you bring together people with different abilities and backgrounds, you create a dynamic environment where new ideas can flourish. PWDs often bring unique problem-solving skills and a fresh perspective to the table. By removing barriers and promoting inclusion, companies can harness this collective ingenuity to develop groundbreaking products and services. 3. A More Engaged Workforce: Studies show that employees who feel valued and included are more engaged and productive. When companies demonstrate a commitment to disability inclusion, they create a positive and supportive work environment that benefits everyone. This leads to higher employee morale, lower turnover rates, and ultimately a stronger bottom line. 4. Broader Customer Base: The global market for disability-related products and services is estimated to be in the trillions of dollars. By embracing disability inclusion, companies can not only tap into this growing market but also gain valuable insights into the needs and preferences of a diverse customer base. Investing in disability inclusion isn't just about charity, it's about building a smarter, more successful future for everyone. It's about creating a world where talent thrives, regardless of ability. Let's break down the barriers and unlock the true potential of an inclusive workforce! #DisabilityInclusion #TheFutureIsAccessible #EmpoweringBusinesses #humanrights #socialcohesion #INDEVNetworkAfrica #PWDs

Here's the truth about accessibility: if you are not being accessible you're telling people that they are not wanted at your business. You are actively limiting your audience/customer base by taking measures that can lock them out. Did you actively think that's what you were doing? Likely not, and that's to be expected because of how many people have internalized this idea that us disabled people aren't fully people. Again, you probably don't actively think that you're dehumanizing us, but that's what your actions can say, and you know that they speak a lot louder than any words or memos or executive presentations or investor calls. You have all sorts of unconscious biases that limit what you and your business do every day. Everyone does, myself 100% included. That isn't an excuse to keep yourself ignorant and avoid working to overcome those biases.

Diversity, Equity and Inclusion Through the Eyes of Disability Oh look! Another article about the importance of DEI (diversity, equity and inclusion). While I'm not disputing anything the Entrepreneur Magazine article says, I again want to highlight that DISABILITY IS DIVERSITY. I'm repeatedly sent articles about DEI, but so many fail to include disability in that equation. I've talked about this before, but let's reflect on the research published in Harvard Business Review - A whopping 90% of businesses said that DEI was important to them but only 4% of those initiatives included the world's largest minority - people with a disability. If you're in #HR or in a decision-making role, please remember that there is no substitute for hiring people with a disability. No, someone from another minority is not a proxy for disability inclusion. Now, let's have a look at the article by Murali Nethi through a disability lens. Murali Nethi article provides us the insight on just ‘how’ companies can be successful when being champing DEI. - Attracting Talent: Businesses fail to acknowledge the wide range of skills people with disability (PWD) bring. By embracing DEI, including disability inclusion, businesses can tap into a diverse pool of skilled individuals, enriching their teams and fostering innovation. - Understanding Customer Base: A diverse workforce, including PWD, enables businesses to understand better and serve a broad consumer base. By incorporating disability perspectives, companies can tailor products and services to meet the diverse needs of all customers, enhancing satisfaction and driving growth. - Driving Innovation: Research consistently shows that diverse teams drive innovation. PWD bring unique perspectives and problem-solving skills, fostering creativity and driving business success. By embracing disability inclusion, small businesses can stay dynamic and competitive in a rapidly evolving market. - Setting an Example: Small businesses have a unique opportunity to lead by example in disability inclusion. By prioritising DEI from the outset, startups can build inclusive cultures that attract like-minded customers, partners, and investors. By embracing DEI through a disability lens, businesses can drive innovation, attract top talent, and better serve diverse customers. Let's create a future where everyone feels valued and included. ?#DisabilityInclusion #Diversity #Equity #Inclusion #DisabilityIsDiversity?