Corporate benefits disabled work in the company

1. UNIT 3
CORPORATE BENEFITS DISABLED WORK IN THE COMPANY

2. Welcome to Unit 3!
The unit will analyse the company’s benefits in hiring a disabled
worker, eliminating the idea that disability means impediment for
the company.

3. KEY CONCEPTS
• DIVERSITY MANAGEMENT
• INCLUSION
• STRATEGIES FOR EMPLOYERS

4. Vocational Rehabilitation Counselors
Companies that hire people with disabilities are committed
to facilitating the personal, social and economic
independence of their disabled workers.

5. Defining diversity and inclusion
• DIVERSITY is the mix of people in an organisation.
• INCLUSION is getting this mix into work.
Source: Diversity Council of Australia - Work Index 2017–2018

6. Source: urly.it/3dsyt

7. Why does inclusion at work matter?
• It’s good for business and employees
• It’s what employees want
• Even a little bit helps
• It benefits everyone
Picture: man and woman sitting at table
Source: Diversity Council of Australia - Suncorp Inclusion@Work Index 2017–2018.

8. 8
How inclusive and accessible is your
workplace?
Does your workplace reflect the
community it serves?

9. 9
What steps can you take towards an
inclusive and accessible workplace?
What support is available?

10. People with disability CAN and DO work
A collection of photographs of different people in their workplaces

11. What stops us?
FEAR
• Getting it wrong
• The unknown
• Moving out of our comfort zone
• Doing something a little different
• Challenging our beliefs
Picture: man and woman sitting at table

12. What’s stopping your workplace?
Diagram: listing misconceptions regarding disability employment

13. Will your next employee be…
Diagram: listing statistics under the headings productive, safe, reliable and affordable

14. JobAccess: we’re here to help
Diagram: a list of services under images of a computer, dollar sign, two heads, a handshake and binoculars

15. Free workplace
assessments
Modifications,
support and training
Picture: Woman sitting at desk with an assistance dog

16. A dedicated Employer Engagement team
• A free disability recruitment advisor to
employers
• 12 month partnerships available
• Focus on building confidence and
capability
Picture: Two women sitting at a table

17. Driving disability employment
Diagram: listing feedback received from employers

18. Proven strategies for employers
Diagram: listing different recruitment strategies for employers

19. What are the advantages of Diversity
Management?
• Access to new groups of potential workers.
Overcoming the shortage of workers and having greater access to a wider pool of people with different backgrounds are the primary reasons why
companies implement Diversity Management policies.
• Greater motivation and efficiency.
If the needs and expectations of each individual are recognized and their potential is enhanced, the worker will be more motivated to give their best and
will be more involved in business processes, with a consequent increase in efficiency and productivity.
• Attracting the best resources.
The company that claims to be open to any kind of useful contribution and to enhance the uniqueness of its collaborators certainly has a better chance of
attracting and retaining the best talents.
• Cost reduction.
A satisfied and well integrated workforce allows to reduce company costs linked to high rates of absenteeism and turnover.

20. What are the advantages of Diversity
Management?
• Increase in creativity and innovation.
The presence of people from different backgrounds enriches the organization with new and original contributions, which feed the development of
creativity and innovation, imperative for the survival of the company in the current context.
• Greater flexibility and better aptitude for problem solving.
An approach to Diversity Management improves the company's flexibility in dealing with changes in the internal and external environment more quickly.
In addition, different points of view contribute to improving problem solving skills.
• Better reputation and corporate image.
All the benefits listed above have a direct effect on the organization's reputation. That is to say the widespread and established opinion over time that the
various interlocutors give to the various aspects of the company.

21. Be people aware, not disability aware…
• Focus on what needs to be achieved, not on
how it’s done
• See past disability (and
gender/age/ethnicity) and explore skills
• Simple adjustments can make a big
difference
• Getting it right on disability gets it right for
most groups
Picture: Two women talking and looking at a laptop
Open for business: the benefits of an inclusive and accessible workplace

22. Disability management: ADVANTAGES
• Enhancement of self-esteem in workers with disabilities and
productivity above average
• Possibility of improving work processes for the benefit of all
workers
• Possibility of improving the communication and relational aspects
between employees in working groups
• Unified management and clear operating model in any problems
emerging (greater efficiency)
• Increase in reputation

24. Further reading
Angeloni S., L’aziendabilità. Il valore delle risorse disabili per l’azienda e il valore dell’azienda per le persone disabili, Franco
Angeli, Milano, 2010 • Bombelli M.C., Finzi E., Oltre il collocamento obbligatorio. Valorizzazione professionale delle persone con
disabilità e produttività nel mondo del lavoro, Guerini e Associati, Milano, 2008
Briante G., Negri L. (2010),Psicologia delle organizzazioni. Diversity management,RCE, Milano
Chadsey-Rusch J. (1990), “Teaching social skill on the job”, in F.R. Rusch (Ed.), Supported employment: models, method and issues
(pp. 161-180), Sycamore, IL: Sycamore Publishing Co.
Donatello M., Michielin P. (2003), Lavoro e oltre, McGraw-Hill, Milano • Goffman E., Stigma, Notes on the management of spoiled
identity, Simon & Schuster, 1963 (trad. it.: Stigma, Ombre Corte, Verona, 2003)
Klimoski R., Donahue L, HR strategies for integrating individuals with disabilites into the work place, in Human Resource
Management Review, n. 1, 1997
Lepri C., Viaggiatori inattesi. Appunti sull’integrazione sociale delle persone disabili, Franco Angeli, Milano, 2011
Metallo G., Ricci P., Migliaccio G. (a cura di), La risorsa umana diversamente abile nell’economia dell’azienda, Giappichelli editore,
Torino, 2009 • Palmer S., Dryden W. (1991), “A multimodal approach to stress management. Stress news”, in Journal of the
International stress ManagementAssociation, UK, 3, 1, 2-10
Roncallo C., Sbolci M. (2011), Disability manager. Gestire la disabilità sul luogo di lavoro, Ferrari Sinibaldi, Milano