Olivia Hazell’s Post

Embracing differing perspectives can strengthen trust in the workforce. Don't miss Job Accommodation Network (JAN)'s virtual training: "The Way I See It: Accommodation Process Perspectives from Different Points of View," on October 12 from 1:00 - 2:00 PM CT. Celebrate National Disability Employment Awareness Month (#NDEAM) by attending the training to explore interactive scenarios, analyze common misperceptions, and learn more about balancing unique perspectives during job accommodation processes. bit.ly/3squNgc Image Description: Hands of two individuals sitting across from each other during a business meeting. A tablet and planner are placed on the desk. The individual on the right side of the table is wearing a black suit coat and holding a clipboard and pen. The individual on the left side is wearing a white cuffed long-sleeve shirt and folding their hands.

Employers and sponsors, check out this resource! The Job Accommodation Network (JAN) is the leading source of free, expert, and confidential guidance on job accommodations and disability employment issues. JAN provides free one-on-one practical guidance and technical assistance on job accommodation solutions, Title I of the Americans with Disabilities Act (ADA) and related legislation, and self-employment and entrepreneurship options for people with disabilities.     JAN provides free and confidential consultation for employers of all sizes and types (e.g., private, federal, state, or local government, etc.). This consultation includes practical guidance on workplace accommodation solutions, accommodation process strategies, and the employment provisions (Title I) of the Americans with Disabilities Act (ADA) and related legislation. JAN cannot provide legal advice but can provide information and resources from the federal agency that enforces Title I, the Equal Employment Opportunity Commission (EEOC). Employers may access JAN services by calling 800-526-7234, by emailing, submitting a JAN on Demand, or by using the Employer Live Chat.    #RegisteredApprenticeship #EqualEmploymentOpportunity #ApprenticeshipUSA #Accessibility #Equity 

Is your workplace in compliance ?

Hybrid working approaches are good for everyone, not just people with disabilities. Read more about how businesses and their employees benefit from flexible working arrangements in the post epidemic world. #access #inclusion #business #disability #diversity #productivity #workfromhome #hybrid #wellbeing https://lnkd.in/gEpabhGw

As an employment lawyer, I spend a lot of time digging into workplace dynamics, which have often caused or impacted the situation I'm advising on. But I was really struck by something I witnessed at my 10-year-old's recent swimming gala. The spontaneous, genuine camaraderie displayed by the children was delightful to see. Watching my daughter and her friends cheer each other on with enthusiasm, I was reminded of how important it is to get genuine support and encouragement in any setting. She told me it felt great to hear all the cheering as she swam her race, and that it made her want to do her absolute best. What struck me the most was the inclusivity demonstrated by the children - it didn't matter if someone came in first or last, each competitor received the same level of enthusiastic applause and congratulations. It was a fantastic display of empathy and sportsmanship. It left me thinking about the power of unconditional support, given without expectation of a return favour. No bullying or office politics or self-serving behaviour there, just a desire to support their teammates and cheer them on to do their best. I was only there to witness it because I work flexibly and my work schedule meant I was able to attend the event during school hours. It's something I don't take for granted. Being able to learn from watching a group of 10-year-olds was an unexpected bonus. I'm a believer in flexible working. I think it is an essential tool towards inclusivity, enabling more people to work in, progress in, and contribute to their workplace. Wouldn't it be great if more employers just wanted to support their staff, give them the tools to succeed and cheer them on, without expectation of anything more than the employee doing their absolute best?

👋IT'S SOCIAL CARE WEEK 👋 Did you know that this week is Social Care Week ❓️ Social Care Week takes place from Monday 18 to Friday 22 March 2024, and will bring people together to learn, connect, and influence change.  What do we want to try and achieve this week ❓️ This week we want people to .. 👉Learn: Sharing the breadth of good practice from a diverse profession 👉Connect:  Sharing lived, learned, and professional experiences which in turn will create opportunities for the sector to connect 👉Influence:  It is important to understand the challenges and successes in the sector as well as explore innovative solutions Who is Social Work Week for❓️ Social Work Week is aimed at all those with an interest in social work in England, including: ✅️Social workers - those practising and those looking to return to the profession   ✅️People with lived experience of social work    ✅️Social work students    ✅️Employers of social workers    ✅️Social work educators    ✅️Organisations with an interest in or influence on social work   Can you help us to use this national moment to inform and educate the public on what social work is and why it is regulated ❓️ We would be grateful if you would like and share our post - THANKYOU 🙏 #socialcare #socialcareweek #awareness

Accommodations aren’t beneficial if your supervisor, leader, or coworkers ✨constantly point them out as an inconvenience ✨ blatantly ignore them and find ways around them. ✨ use them against you, for example if your accommodation is a different start time and they make comments like, “Well, you can’t even see clients before 9am so you shouldn’t be in this role.” ✨guilt you into getting rid of them for the convenience of the org ✨ claim to be inclusive to disabled folks but actively create an environment that reinforces they are an inconvenience. Accommodations are only as good as the culture and teams supporting them. They are a legal requirement but that doesn’t mean orgs are upholding them. Contact me for workshops and trainings that can interrupt ableism in your workplace. The first step is recognizing how you may be upholding ableist ideas and practices. I want to support you in supporting your disabled teammates!

When seeking alignment and buy-in from the business, I try to mitigate these things by giving some of examples on an appropriate approach to implementation, encourage questions that may be offensive or inappropriate. I much rather filter through the ignorance than have an employee who has a disability have to do so while navigating the essential functions of their role.

A nice #employement support story summarized on aSuggestion. <If you're willing, please Like/Share> www.aSuggestion.com #employeeengagement #humanresources #HR #feedback #work #working #employees #employers #wellnessandcare #mentalhealth #behavioralhealth #internalcommunications #laborrelations #career #job #aSuggestion #LifeImproved

For more insight on this story, and other recent developments in the learning disability sphere, look out for my upcoming podcast with Lawrence Chadwick-Smith