We hope that our March Lunch & Learn presentation by Chris Finn, “Creating a Culture of Achievement and Empowerment,” helped launch new conversations in your workplace about building on the strengths of people with disabilities in our workplaces. To continue these conversations more broadly, here are some take-aways from Chris’s presentation, and some best practice guidelines from the Chamber of Commerce.

Hiring processes can contain hidden biases: Employers want to hire people who are passionate and committed to helping their organizations succeed, and who are well qualified to do the work. It’s important to ensure that people in hiring positions are not inadvertently disqualifying applicants because they mention their disability in their application. Sometimes this happens because employers think that accommodations are more difficult or expensive to arrange than is actually the case.  You might also be unsure about how the applicant can perform a task, and that uncertainty could become a barrier to exploring the possibilities.  Assumptions can end up perpetuating stigmas about mental or physical health, and can lead to disqualifying applicants who could add wonderful talents to the workplace and its mission.

Lots of Employees Need Accommodations.   In all likelihood, you are currently working alongside/employing an individual who lives with a disability in some shape or form. For example, people working through illnesses may have changing needs for workplace accommodations. Not seeing a person’s disability does not mean that it is not part of an employee’s life, or that the employee has the reasonable accommodations needed to perform the job well.

Employers Can Create Reasonable Accommodations and an Inclusive Environment: It is a good practice to periodically survey all employees on what they may require for reasonable accommodations. This makes your organization’s culture more supportive and inclusive, which is proven to increase productivity and retention. Reasonable accommodations are often neither incredibly expensive nor time-consuming. You and your potential employees should be able to negotiate what would make the most productive environment for both of you. Accommodating good employees reducing turnover and increases employee loyalty.

It’s Okay to Not Have All the Answers: We are fortunate to have helpful organizations in our area that can help employers integrate differently-abled employees into workplaces, maximize their potential, and assist with problem solving. Evaluating your office’s space to make sure that it is accessible is a great way to begin, and you can get help from local agencies. Learn how to get more assistance and information from Independent Living Resources and the Wisconsin Department of Vocational Rehabilitation.

Dr. Jodi Vandenberg-Daves
The La Crosse Area employers are facing some interesting circumstances.  We are competing for talent with larger cities at a moment when unemployment is low, and many baby boomers will be retiring in the next several years.  The need–and opportunity–to recruit and retain a diverse and dynamic workforce are as important as ever.
Last month, I had the opportunity to speak to La Crosse’s oldest Rotary Club.  I shared some basics on recruiting and retaining diverse employees and creating an inclusive workforce.  Here are some highlights, presented in the form of  questions we encourage employers to ask themselves as they strive to improve talent pools and creating more productive, inclusive workplaces.  If you’d like to hear more, please contact me and let’s talk about how the Diversity Council can help your organization strategize .
Hiring
  • Who are you hiring and how do you find the people you’re hiring?
  • Are you aware of the some of these best practices?
    • Recruit and persuade, rather than just search and screen, from a diverse pool.
    • Develop advertising texts that show you value diversity and inclusivity. Research shows you are likely get a broader pool of applicants.
    • Develop and rely on measurable search criteria in evaluating applicants. This helps minimize unconscious bias.

Retention: Evaluating Your Workplace Structures

  • What do your opportunity ladder and leadership structure look like?
  • How do people in under-represented groups get the support they need to advance their careers and make their best contributions?
  • Do people in your organization, especially from under-represented groups, feel that there is transparency about what it takes to advance in their careers?
  • What are your weak points in providing these resources?
  • What organizational strengths can you build upon?
  • How can you invest in the talents of your current workplace, through mentoring, professional development, and other opportunities?
  • What resources is your organization willing to devote to improving advancement opportunities for under-represented groups from various cultural backgrounds?
  • Are there opportunities, such as part-time professional work and appropriate leave policies, for balance, flexibility, and long-term retention of employees who may have caregiving and community responsibilities?
  • If you don’t know the answers to these questions, how can you find out?

 

When: Thursday, May 26, 2016

Where: La Crosse Area Chamber of Commerce

Lyle & Norma Anderson Education Center Room

601 7th St N

La Crosse, WI 54601

Time: 11:30am – 1pm

Many people in the Greater La Crosse Area practice religious faiths other than Christianity.  Come learn about how to make your workplace welcoming and accommodating to the needs of diverse religious groups.

 Dr. Ahmed El-Afandi and Rabbi Simcha Prombaum will speak from Muslim and Jewish perspectives about how stereotypes can negatively impact religious minority employees, employee concerns about whether to disclose their faith in the workplace, and how assumptions about holidays and other workplace norms can be reconsidered to be more welcoming to a variety of religions.

SAUL PROMBAUM PHOTO Ahmed Portrait

Registration for the March Lunch and Learn is $15 for members and students and $25 for non-members. Lunch is included in registration fee. Register here.

**If you have need for any accommodations, including dietary restrictions, please contact Morgan Kolinski at kolinski.morg@uwlax.edu!

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