DISABILITY
Diversity and Disability: Strengthening America’s Economy and Ideals
by Kathleen Martinez, Assistant Secretary of Labor for Disability Employment Policy As 2010 draws to a close, business
owners are likely assessing their plans and priorities for the year ahead in light of lessons learned over the year past. And while 2010 was without doubt an- other challenging year for many busi- ness owners across America, for those who understand the value diversity adds to an organization, it was also a momentous one. To start, July 26 marked the 20th anniversary of a landmark event in our nation’s history—the signing of the Americans with Disabilities Act (ADA). Like other pieces of civil rights legislation, this law works to ensure a more inclusive America, one where ev- ery person has the right to participate in all sectors of society and be recog- nized for his or her accomplishments. Its passage paved the way for millions of Americans with disabilities to posi- tively contribute to their communities in a variety of ways, including employ- ment.
Reflecting this spirit, President
Obama marked the ADA anniversary by signing an Executive Order that will help transform the disability employ- ment landscape within the federal gov- ernment. This directive calls on federal departments and agencies to increase the recruitment, hiring and retention of people with disabilities in coming years, and the U.S. Department of La- bor (DOL) Office of Disability Employ- ment Policy (ODEP) is proud to have been charged to assist the U.S. Office of Personnel Management (OPM) in implementing it. But DOL is also taking positive
steps to increase workplace diversity through disability in the private sector. For example, DOL’s Office of Federal Contract Compliance Programs (OFC- CP) recently sought input from the
22 HISPANIC NETWORK MAGAZINE
public on ways to strengthen its regu- lations under Section 503 of the Reha- bilitation Act of 1973, which requires Federal contractors to take proactive steps to employ and advance qualified individuals with disabilities. Clearly, just as disability is part
of diversity, diversity is a part of dis- ability. That’s why ODEP recently an- nounced the availability of $2.3 mil- lion to fund pilot programs as part of a new initiative called Add Us In. Through effective local-level collabora- tive partnerships, Add Us In will assist minority-owned, operated and con- trolled businesses to add value and tal- ent to their organizations by employ- ing people with disabilities. Building such capacity is critical at this point in our nation’s history, given the rapidly increasing rate of business ownership among minorities. Business ownership among women
is also on the rise, due in part to the fun- damental shifts that have taken place in our nation’s work culture in recent years. As such, ODEP is collaborating with DOL’s Women’s Bureau on the is- sue of workplace flexibility, since flex- ible work arrangements can enhance employment opportunities for not only women, but also people with dis- abilities and other groups. As is often the case, a strategy pioneered by one group—in this case working women— turns out to have widespread applica- bility and benefit. Of course, savvy business owners—
whether federal contractor, minority- or women-owned or not—have long un- derstood the value of an inclusive and flexible work culture that considers the needs of all employees and potential employees, including those with dis- abilities. Such universal thinking not only helps recruit skilled employees,
Celebrating 19 Years of Diversity
but also enhances corporate continuity efforts by helping employers retain the talents of an aging workforce. When it comes to doing business,
being inclusive of people with dis- abilities can actually offer companies a competitive edge. Today more than ever, businesses need people with a demonstrated ability to adapt to differ- ent situations and circumstances. And perhaps more than any other group, people with disabilities possess pre- cisely these attributes. On a daily basis, people with disabilities must think cre- atively about how to solve problems and accomplish tasks. In the work- place, this resourcefulness translates into innovative thinking, fresh ideas and varied approaches to confronting business challenges and achieving suc- cess.
However, the benefits of a workplace
inclusive of people with disabilities ex- tend well beyond the bottom line to the very heart of the values upon which our nation was founded. Disability is part of the natural diversity of human life. It touches all of us, whether through our own individual experience or that of a family member, neighbor, friend or colleague. As such, everyone has a role in—and benefit to gain from—advanc- ing equality for people with disabilities in the workplace and all other aspects of community life. As with other diverse groups, ad-
vancing employment opportunities for people with disabilities strength- ens not only America’s economy, but also its ideals. It creates a more inclu- sive America, one where every per- son is rightly recognized for his or her contributions and accomplishments. spañol” webpage.
Source:
DiversityBusiness.com www.hnmagazine.com
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