![]() ![]() When the pandemic is finally over, many of us will return to business as usual. While we may not be able to alleviate their pain, what we can do is ensure that the workplace Covid-19 long-haulers return to is more inclusive and informed than the one that they left. Effective steps could include incorporating disability awareness into the onboarding process, offering accommodations such as telecommuting and flexible scheduling, or hosting a Disability Employment Awareness Month (DEAM) kickoff event to educate employees about the challenges these individuals face. Implementing and cementing a more inclusive company culture will make a world of difference for these individuals and all employees, and that change must start by pushing back against stereotypes and misconceptions.Ĭompany-wide education will go a long way toward eliminating the stigma surrounding invisible disabilities. In this moment, HR professionals have an opportunity to be changemakers and pave the way forward. People can show up and step up in a myriad of ways, and we need the corporate conversation to acknowledge the value of these individuals who may require accommodations in order to excel. ![]() Many companies pride themselves on being seen as diverse, but that classification can exclude individuals with disabilities from consideration. When they come back, being part of a workforce that respects and welcomes the contributions of individuals with disabilities requires a strong company culture of inclusion. ![]()
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