We at Disclo have been closely following the recent changes in your Diversity, Equity, and Inclusion (DEI) framework, now referred to as Inclusion & Diversity (I&D). While we understand the intention behind focusing on inclusion, we are deeply concerned about the removal of "equity" from this vital framework. Equity is not just a buzzword; it is a cornerstone of true inclusivity, especially for individuals with disabilities.
Equity is more than just a component of DEI; it is the mechanism that ensures fair treatment, access, and opportunities for all employees, particularly those with disabilities. To illustrate this, let’s break down the traditional DEI components in the context of disability:
The U.S. Department of Labor defines a reasonable accommodation as “a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process. These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities.” However, this process often requires the individual to disclose their disability, navigate a lengthy legal procedure, and advocate for their own needs. This can be daunting and may discourage many from seeking the accommodations they are entitled to.
Instead, imagine a workplace where equity is embedded in the culture and policies from the start, making accommodations a natural part of the work environment. Here are some practical examples:
Removing equity from the DEI equation risks sending a message that systemic barriers faced by individuals with disabilities are not being adequately addressed. Here are key reasons why equity must remain integral:
The removal of equity from your framework could have far-reaching negative effects:
We urge SHRM to reconsider and reintegrate "equity" into the DEI framework. It is essential to acknowledge that true inclusion cannot be achieved without ensuring equitable treatment and opportunities for all employees. At Disclo, we remain committed to advocating for comprehensive DEI practices that encompass diversity, inclusion, and equity.
Engaging in dialogue with SHRM and other stakeholders is crucial. We must collectively work towards frameworks that recognize and address the systemic barriers faced by individuals with disabilities. By maintaining a focus on equity, we can create workplaces where all employees, regardless of their abilities, have the opportunity to thrive.
For people leaders seeking to find community and continue their commitment to DEI, including equity, we recommend connecting with these organizations:
SHRM has played a critical role in the HR community for many years, consistently voicing critical perspectives. We've seen firsthand the remarkable impact of their initiatives, which inspires confidence that even greater achievements are well within SHRM's reach.
In conclusion, equity is not just a word; it is the foundation of disability inclusion. We hope that SHRM will recognize its importance and ensure that the DEI framework fully supports all employees, particularly those with disabilities.
Sincerely,
Team Disclo
TLDR: Equity is crucial for true disability inclusion, ensuring fair treatment and opportunities through necessary accommodations. SHRM should reintegrate equity into its DEI framework to fully support employees with disabilities.
We at Disclo have been closely following the recent changes in your Diversity, Equity, and Inclusion (DEI) framework, now referred to as Inclusion & Diversity (I&D). While we understand the intention behind focusing on inclusion, we are deeply concerned about the removal of "equity" from this vital framework. Equity is not just a buzzword; it is a cornerstone of true inclusivity, especially for individuals with disabilities.
Equity is more than just a component of DEI; it is the mechanism that ensures fair treatment, access, and opportunities for all employees, particularly those with disabilities. To illustrate this, let’s break down the traditional DEI components in the context of disability:
The U.S. Department of Labor defines a reasonable accommodation as “a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process. These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities.” However, this process often requires the individual to disclose their disability, navigate a lengthy legal procedure, and advocate for their own needs. This can be daunting and may discourage many from seeking the accommodations they are entitled to.
Instead, imagine a workplace where equity is embedded in the culture and policies from the start, making accommodations a natural part of the work environment. Here are some practical examples:
Removing equity from the DEI equation risks sending a message that systemic barriers faced by individuals with disabilities are not being adequately addressed. Here are key reasons why equity must remain integral:
The removal of equity from your framework could have far-reaching negative effects:
We urge SHRM to reconsider and reintegrate "equity" into the DEI framework. It is essential to acknowledge that true inclusion cannot be achieved without ensuring equitable treatment and opportunities for all employees. At Disclo, we remain committed to advocating for comprehensive DEI practices that encompass diversity, inclusion, and equity.
Engaging in dialogue with SHRM and other stakeholders is crucial. We must collectively work towards frameworks that recognize and address the systemic barriers faced by individuals with disabilities. By maintaining a focus on equity, we can create workplaces where all employees, regardless of their abilities, have the opportunity to thrive.
For people leaders seeking to find community and continue their commitment to DEI, including equity, we recommend connecting with these organizations:
SHRM has played a critical role in the HR community for many years, consistently voicing critical perspectives. We've seen firsthand the remarkable impact of their initiatives, which inspires confidence that even greater achievements are well within SHRM's reach.
In conclusion, equity is not just a word; it is the foundation of disability inclusion. We hope that SHRM will recognize its importance and ensure that the DEI framework fully supports all employees, particularly those with disabilities.
Sincerely,
Team Disclo
We at Disclo have been closely following the recent changes in your Diversity, Equity, and Inclusion (DEI) framework, now referred to as Inclusion & Diversity (I&D). While we understand the intention behind focusing on inclusion, we are deeply concerned about the removal of "equity" from this vital framework. Equity is not just a buzzword; it is a cornerstone of true inclusivity, especially for individuals with disabilities.
Equity is more than just a component of DEI; it is the mechanism that ensures fair treatment, access, and opportunities for all employees, particularly those with disabilities. To illustrate this, let’s break down the traditional DEI components in the context of disability:
The U.S. Department of Labor defines a reasonable accommodation as “a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process. These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities.” However, this process often requires the individual to disclose their disability, navigate a lengthy legal procedure, and advocate for their own needs. This can be daunting and may discourage many from seeking the accommodations they are entitled to.
Instead, imagine a workplace where equity is embedded in the culture and policies from the start, making accommodations a natural part of the work environment. Here are some practical examples:
Removing equity from the DEI equation risks sending a message that systemic barriers faced by individuals with disabilities are not being adequately addressed. Here are key reasons why equity must remain integral:
The removal of equity from your framework could have far-reaching negative effects:
We urge SHRM to reconsider and reintegrate "equity" into the DEI framework. It is essential to acknowledge that true inclusion cannot be achieved without ensuring equitable treatment and opportunities for all employees. At Disclo, we remain committed to advocating for comprehensive DEI practices that encompass diversity, inclusion, and equity.
Engaging in dialogue with SHRM and other stakeholders is crucial. We must collectively work towards frameworks that recognize and address the systemic barriers faced by individuals with disabilities. By maintaining a focus on equity, we can create workplaces where all employees, regardless of their abilities, have the opportunity to thrive.
For people leaders seeking to find community and continue their commitment to DEI, including equity, we recommend connecting with these organizations:
SHRM has played a critical role in the HR community for many years, consistently voicing critical perspectives. We've seen firsthand the remarkable impact of their initiatives, which inspires confidence that even greater achievements are well within SHRM's reach.
In conclusion, equity is not just a word; it is the foundation of disability inclusion. We hope that SHRM will recognize its importance and ensure that the DEI framework fully supports all employees, particularly those with disabilities.
Sincerely,
Team Disclo
