An inclusive culture involves the full and successful integration of diverse people into a workplace or industry. While an inclusive culture certainly encompasses a commitment to workplace diversity, it is not limited simply too basic representation; it indicates a climate in which respect, equity and positive
recognition of differences are all cultivated and the social and institutional response to disability poses no barrier to a positive employment experience.
Additionally, inclusive cultures extend beyond the basic or token presence of workers who have disabilities. They encompass both formal and informal policies and practices, and involve several core values:
- Representation: The presence of people with disabilities across a range
of employee roles, and leadership positions
- Receptivity: Respect for differences in working styles, and flexibility in tailoring positions to the strengths and abilities of employees
- Fairness: Equitable access to all resources, opportunities, networks, and decision-making processes
When workers with disabilities experience the benefits of an inclusive culture, they are likely to be more satisfied with the job and often correspondingly more loyal and invested in the work product and performance. In addition, a disability-inclusive culture often will provide positive results for overall employee
satisfaction and productivity among workers with and without disabilities. This occurs because when an organization commits to equity, flexibility, and professional development for workers with disabilities, it frequently will generate more employer responsiveness to the individual capacities, health needs or
varying work preferences of employees who may not identify as people with disabilities. In other words, inclusive cultures promote healthy and functional organizational environments.
In this brief, we review three elements of an inclusive culture: Read the entire article by clicking on the following link: An Inclusive Culture