Open Your Eyes to a Qualified Demographic
I have about a three-and-a-half-hour commute to work and back each day — which gives me plenty of time to be observant of my surroundings (particularly on the days I forget my iPod!).
I take public transportation, which allows me to run into my other regular traveling companions on a daily basis. Among them are a handful of individuals who are blind, yet are perfectly comfortable and require no assistance to accomplish everyday tasks, regardless of how seemingly complex they are.
Of course, my initial reaction was, “Wow, they are mighty brave to venture forth so boldly and independently,” and while I continue to maintain a deep admiration and respect for their willingness to face life head on, I do realize that they can be just as — if not more — capable of cultivating professional proficiencies and achieving success in a workplace setting.
In general, there’s wide acceptance among the American public of the capabilities of individuals who are blind and/or have any other significant disabilities, according to the results of a survey conducted not too long ago.
Do you catch yourself wondering if their professional abilities are on par with or better than their fellow employees without disabilities? Just think: If employers or hiring managers allowed their doubts and reservations to get the better of them, they could be missing out on tapping into a large, highly qualified applicant pool that could undoubtedly yield positive results for their bottom line.
How do you, as a diversity leader, help to create an inclusive environment for this demographic? What are some resources you would recommend providing to enable them to do their jobs more efficiently?
I take public transportation, which allows me to run into my other regular traveling companions on a daily basis. Among them are a handful of individuals who are blind, yet are perfectly comfortable and require no assistance to accomplish everyday tasks, regardless of how seemingly complex they are.
Of course, my initial reaction was, “Wow, they are mighty brave to venture forth so boldly and independently,” and while I continue to maintain a deep admiration and respect for their willingness to face life head on, I do realize that they can be just as — if not more — capable of cultivating professional proficiencies and achieving success in a workplace setting.
In general, there’s wide acceptance among the American public of the capabilities of individuals who are blind and/or have any other significant disabilities, according to the results of a survey conducted not too long ago.
Do you catch yourself wondering if their professional abilities are on par with or better than their fellow employees without disabilities? Just think: If employers or hiring managers allowed their doubts and reservations to get the better of them, they could be missing out on tapping into a large, highly qualified applicant pool that could undoubtedly yield positive results for their bottom line.
How do you, as a diversity leader, help to create an inclusive environment for this demographic? What are some resources you would recommend providing to enable them to do their jobs more efficiently?
Views: 1
Comment
Flickr
About
© 2012 Created by Certmag Admin.
You need to be a member of Diversity Executive Network to add comments!
Join Diversity Executive Network