Valuable 500’s Post

This year, we've witnessed an incredible surge in interest from organizations eager to engage in inclusive initiatives for celebrating the International Day of Persons with Disabilities. From a time when many companies were unaware of the significance of this day, we've observed a notable shift. Now, companies actively seek to collaborate and make an impact, while the enthusiasm among their employees to engage in workshops, simulation games, and enjoy performances is unmatched. We thank the organizations, who have embarked on an inclusive journey. Wear your seat belts, because it's going to be an interesting ride! The change in perspective only matters, if it's followed by some action that truly makes a difference. It's time to #ChangeYourNazariya and work towards it. ✉ [email protected] #AtypicalAdvantage #inclusionmatters #IDPD2023 #peoplewithdisabilities #diversityandinclusion

We at IAAP are super proud that our VP and Managing Director Dr. Christopher Michael Lee, serves as IAAP's representative at the APAC Summit in Taiwan and brings a wealth of experience and insight to the forefront of discussions on accessibility. As a leading figure in the field, Christopher contributions have been instrumental in shaping the landscape of digital inclusion, not only in the Asia-Pacific region but also globally. His work at IAAP has been pivotal in advancing the standards and practices of accessibility professionals, ensuring that individuals with disabilities have equal access to technology and digital platforms. At the Summit, Christopher will undoubtedly delve into key issues surrounding digital inclusion, addressing topics such as emerging technologies, best practices in accessibility implementation, and the importance of fostering a culture of inclusivity within organizations. His expertise will provide attendees with invaluable perspectives and actionable strategies to promote accessibility and diversity in their respective spheres. Furthermore, Christopher's presence underscores IAAP's ongoing commitment to collaborative partnerships and advocacy efforts aimed at breaking down barriers to digital access and creating a more inclusive society for all. Through his participation in the Summit, he continues to champion IAAP's mission of empowering accessibility professionals and driving positive change on a global scale. G3ict - The Global Initiative for Inclusive ICTs IAAP - International Association of Accessibility Professionals APAC Authentic Inclusion Association 亞太包容創新協會 #AccessibilityAdvocacy #DigitalInclusion #AccessibilityLeadership #APACSummit ID: Headshot of Christopher Lee, VP and Managing Director of IAAP is speaking at Digital Inclusion and Accessibility Leadership Summit in Taiwan hosted by APAC Authentic Inclusion Association. Topic: Why accessibility technology education is essential in the new world of technology?

Management to Capitalize on Diversity; How to Expand the Potential of People with Disabilities Key takeaways from this article: ✔ In #Japan, based on the Law for the Elimination of Discrimination against Persons with Disabilities (enacted in 2016), reasonable accommodation has been mandated for government agencies, but from April 2024, it will also be applied to private businesses. ✔ Reasonable accommodation is an approach to remove social barriers faced by people with disabilities. This will be required not only for customers, but also in workplaces where people with disabilities work. ✔ Why is reasonable accommodation necessary? Let's take the workplace as an example and consider why it is necessary. #ESG #Sustainability #Diversity #Equity #Inclusion #Disabilities #DEI 伊藤 芳浩, Chairman of the Board of the NPO, Information Gap Buster, wrote this article. https://lnkd.in/eu4gAPpX

It’s not just #diversity. We need to elevate the conversation to #inclusion. Dr. Liz Wilson says it well below. Let’s talk. Ping me to set up a discussion and a demo. IncludeChat #HR #innovation #peoplefirst

Global Accessibility Awareness Day 5.16.2024! 🌍✨ As we celebrate #GAAD, it's crucial to highlight that many DEIBA (Diversity, Equity, Inclusion, Belonging, and Accessibility) initiatives still overlook accessibility. True inclusion means everyone can participate, regardless of ability. Intersectionality teaches us that people's experiences are shaped by multiple overlapping identities, and we must address these intersections to create truly inclusive environments. Here are some ways organizations can integrate accessibility into their DEI efforts: Inclusive Design: Ensure websites, apps, and digital content are accessible to people with disabilities. Use tools like screen readers and provide captions for videos. Policy and Education: Develop and enforce policies that prioritize accessibility. Provide education for employees on disability awareness and inclusive practices. Accessible Workspaces: Design physical workspaces that accommodate everyone, including wheelchair access, ergonomic furniture, and sensory-friendly areas. Feedback and Representation: Involve disabled people in decision-making processes. Seek their feedback to understand and address their needs better. Assistive Technologies: Provide and promote the use of assistive technologies that support disabled employees in performing their job functions effectively. Remember that accessibility is a central aspect of intersectionality. 🌟 #Inclusion #AccessibilityForAll #DEIBA #Intersectionality

Promoting Inclusion: Tips for Teaching Kids (and Adults) to Be More Inclusive In an increasingly diverse world, inclusion is not just an option; it's a necessity. Teaching inclusivity starts at home and within our communities. Here are some practical 𝘁𝗶𝗽𝘀 to help foster inclusivity in both children and adults: 𝟭. 𝗟𝗲𝗮𝗱 𝗯𝘆 𝗘𝘅𝗮𝗺𝗽𝗹𝗲 🧑🏫 Children learn by observing adults. Model inclusive behavior in your daily life: use respectful language, show empathy, and embrace differences. 𝟮. 𝗗𝗶𝘃𝗲𝗿𝘀𝗶𝗳𝘆 𝗖𝘂𝗹𝘁𝘂𝗿𝗮𝗹 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝘀 🌎🎨 Expose your family to a variety of cultures and perspectives. This can include books, movies, music, and cultural festivals. 𝟯. 𝗣𝗿𝗼𝗺𝗼𝘁𝗲 𝗢𝗽𝗲𝗻 𝗗𝗶𝗮𝗹𝗼𝗴𝘂𝗲 🗣️👐 Create an environment where everyone feels comfortable sharing their thoughts and feelings. Encourage children and adults to ask questions and discuss topics of diversity and inclusion. 𝟰. 𝗧𝗲𝗮𝗰𝗵 𝗘𝗺𝗽𝗮𝘁𝗵𝘆 𝗮𝗻𝗱 𝗖𝗼𝗺𝗽𝗮𝘀𝘀𝗶𝗼𝗻 ❤️🤝 Engage your family in activities that promote empathy, such as volunteering or community projects. Talking about others' experiences and how our actions can positively impact them is key to developing an inclusive attitude. 𝟱. 𝗜𝗻𝗰𝗹𝘂𝗱𝗲 𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 🌈🤗 Teach children to include everyone in activities, games, and conversations. This is not only important for social development but also reinforces the value of diversity. 𝟲. 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝗣𝗿𝗲𝗷𝘂𝗱𝗶𝗰𝗲𝘀 🧠🔍 Encourage critical thinking that questions biases and stereotypes. Talk openly about how prejudices can be harmful and explore ways to combat them. 𝟳. 𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗗𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀 🎉🎈 Celebrate differences instead of ignoring them. Recognizing and appreciating diversity strengthens inclusion and fosters a sense of community. Inclusion starts with small steps that each of us can take. Let's make inclusion a core value in our lives and businesses! 🌍💖 #inclusion #diversity #kidsinclusion #WeAreKids #kidsUE

Join us in celebrating adaptive tech, digital inclusivity, and the transformative impact technology has on diverse abilities. It's a journey of progress, independence, and boundless potential through the lens of inclusivity. Dive into the empowering world of inclusive technology on International Day of People with Disabilities (IDPWD) with our blog, 'Empowering Abilities: Bridging Gaps Through Technology.' Read on as Abrish N. builds a future for the differently abled with the help of technology. https://lnkd.in/dEGDDMxm #IDPWD

Unpopular question, is it really inclusive and promoting people with disabilities if it states anything as abstract as “merit based” and requires a degree ? 😐 Unpopular answer, nope, you can’t just say that and pretend you don’t know school is already where exclusion first happens in the first place, this just shows how you fail to promote and understand the exclusion issues and actually design the work environment as an ally. The lack of actual performance metric or assumed absence of it, which the “merit based” part is a disclaimer for, if not social proximity culture, just doesn’t help people to match their individual specificities with the work context you are offering, they just have to assume good faith and actual awareness and stay optimistic your are not just one of the other “merit based” flooding this ocean of tech bro fishes. You might not want that, but you are doing ally-washing, you should have first learn from it or assumed your world might not meet other people’s world cause that’s litteraly what can happen depending the people and you are making an obvious overstatement when you just “open the doors”. The most annoying is it feels like inclusion is not even the problem of excluded people anymore but one big chunk of of trendiness for the fishes to bite. I don’t know if it makes me a “woke” for the people who so dearly use this word, I am not saying all doors should be open, I am just saying you should not put an “open” label on closed door and you more likely inclusive if you first define what kind of person you are looking for and in what range of disabilities you are willing to offer an opportunity at all. Discrimination can also be a good tool for inclusion, it’s at least a better one than the open bar culture which demonstrates failures where the first one gives a ground for improvement metrics and empowering processes leading to actual social impact. I leave it here 🙃 #inclusion #work #ally

Here is an article on how we have been able to internally manage both "self-identified gender" and "registered gender" in a HR context and how our freee HR product allows companies everywhere to do the same. One example of a "highly sensitive but often not considered in operational rules" item is information on an employee's "self-identified gender". It is critical to manage personal information of transgender people whose gender identity deviates from that of their registered sex, especially if the person in charge leaves the company causing operational errors. We would like to share this to let all know that it is actually possible to implement a system to prevent operational errors without managing personal information in an impersonal manner. We truly hope that the society will become a better place to work for as many transgender people as possible. https://lnkd.in/gkuNHP2P

On today's International Day of People with Disabilities, we're reminded that #Inclusion isn't automatically part of everyday life – a reality at @thyssenkrupp as well. And by the way, most of the disabilities occur after growing up when as an adult. So everyone could be affected. But, we're making progress and working diligently with our representatives to help people with #disabilities (re)enter the workforce. Instead of focusing solely on limitations, it's essential to recognize and foster what individuals can do. This approach is key to cultivating a work environment where inclusion is not just a concept, but a lived experience. Discover more about thyssenkrupp's dedication to inclusion and some inspiring stories of successful integration: https:/https://lnkd.in/eN3XRRTK It highlights how #Diversity is at the heart of #GENERATIONTK