By: Cait Bieker, Digital Marketing Manager at NorthPoint Development

“There is nothing more difficult to take in hand, more perilous to
conduct, or more uncertain in its success, than to take the lead in the
introduction of a new order of things.” —Niccolo Machiavelli

Companies are facing a new order. The digital age has connected the world through fine
and elaborate threads. It has brought with it an expectation of instant, revolving
connection in both personal and professional regards. In this new order, employees exist
in, and outside of, a traditional office and awareness for both society and personal needs
are at their peaks. In this world of blended physical and digital identities there is a place
for everyone and everything — business is no exemption.

For new and young businesses, the key to succeeding in this new way of things is
people. People bring life to a business that, without them, would only be a name on a
screen or an empty storefront. The current pandemic proved this more than ever before
as people and companies rearranged to accommodate CDC guidelines.

With new priorities and perspectives, people left companies that were toxic. Companies
with tightened budgets let go of employees that weren’t true assets to them. People
pushed and proved their work ethic when deemed “frontline” and “essential”, or being
asked to learn to work remotely for an indefinite amount of time after 20 years in an
office. The system cataclysmically shifted and, in its wake, left room for opportunity of a
new scale.

One of the most discussed topics of 2020 was mental health. Quarantine and lack of
social engagement pressed like weights on us all and the mental wellbeing of society
was made into a top priority.

For some, this experience was entirely new. For others, an unwelcome and often familiar
one.

As the world gained empathy towards mental health related issues, it was made aware
how many people live with these unseen illnesses. Illnesses that, to the surprise of quite
a few, are severe enough that they are amongst 300+ conditions considered to be
disabilities. This notion contradicts what many believe a “disability” to be (physically
obvious; needing mobility support with a specialized chair or similar device, etc.), but
74% of disabilities are, in fact, naked to the human eye.

So what do these statistics have to do with business?

Well, it circles back to the “people” aspect mentioned earlier. With 1 in 4 people in the
U.S having a disability, a significantly large portion of the population that are eligible
for work are being left unutilized. That’s an entire workforce that has been previously
left untapped. Businesses could be missing out on some of the top available talent
simply due to lack of preparedness to meet the needs of their employees.

What’s a company to do, then?

Make disability inclusion within company culture a priority.

“It is our job as an employer to create a psychologically safe environment so every
employee can bring their whole self to work every day.” – Kelly Bosak, Human Resources
Manager, NorthPoint Development

The first steps to creating such an environment include establishing a diversity group
that creates and maintains an agenda dedicated to inclusion. If uncertain of where to
begin, work with a company dedicated to helping companies build disability-focused
strategies such as Disability:In.

Disability:In, while a national organization, has an especially robust chapter located
here in Kansas City that companies like NorthPoint utilize to ensure disability inclusion
is a part of their overall company strategy.

Working alongside Disability:In means that a business receives customized training and
consultation based on their unique needs and serves as a central hub for a multitude of
growing resources. They assist companies in identifying and establishing inclusive
practices and policies that not only apply within the workplace, but will truly include
people with disabilities as a part of the community in which they live and work.

Disability:In also provides highly accessible features such as their online job board, Jobs
Ability. Businesses that work with Disability:In can, and frequently do, use this job
board as a part of their outreach.

“A partnership with Disability:In is invaluable! They supported us when we needed
information about interviewing someone with sight limitations. We knew what to
expect and that made us feel comfortable conducting the interview. Not to mention our
jobs are posted to the Disability:In community.” – Kelly Bosak, Human Resources Manager,
NorthPoint Development

The reasons for working with a company like Disability:In expands deeper, though.
Sometimes it’s not about needing people with disabilities, it’s about recognizing and
acknowledging that there’s a need within the company culture. As a contact at
Disability:In put it: “You have to get the house in order before guests arrive.”

Many companies have been working towards diversity, inclusion, and equity for some
time, but disability has often been the lesser focused on aspect. Now, as the world faces
life post-Covid, naivety can’t be claimed. The light has been shown on disabilities and
what businesses stand to lose out on if inclusion doesn’t exist within the company
culture.

Having the best people, the RIGHT people, is what will set a business apart from the
pack. Take the lead – inclusion is the new order.

Contributions by: Darla Wilkerson, Executive Director at Disability:In; Brenda Perkins,
Business Relations Consultant at Disability:In; Jill Webb, Assistant Director at Disability:In;
Kelly Bosak, Human Resources Manager at NorthPoint Development
Find more information about Disability:In here.