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Intentional Conversations With Nika White Consulting And Co-Host Catarina Rivera | Ep. 11
We were honored to have Catarina Rivera as a guest on Intentional Conversations and wanted to share this important episode with you here.
Be sure to join us every Friday at 11am (EST) for the LIVE vodcast.
You can register here: https://bit.ly/3zLzfYQ
KEY TAKEAWAYS FROM CATARINA:
- Disability is not always visible; we often assume someone is not disabled if we don’t see identifying traits.
- 79% of disabled employees do not disclose their disabilities.
- The largest minority group in the workforce belongs to the people with disabilities.
- Disabled individuals are often over working because they’re expending energy to adapt to an environment that was not built for them.
- When we discuss equity, we need to ensure we look through it with an intersectional lens.
- ADA does not enforce inclusive workplace but standardizes the bare minimum. Just because an employee’s particular need is accommodated does not mean the work environment is automatically inclusive for the person with the disability.
- Organizations benefit to lean into cultivating a culture that supports disability conversations as the norm.
- Be conscious of the ableism around you and how it impacts those in the disabled community.
CONNECT WITH CATARINA:
Website
CONNECT WITH NIKA WHITE CONSULTING:
YouTube
View all episodes
By Nika White ConsultingWe were honored to have Catarina Rivera as a guest on Intentional Conversations and wanted to share this important episode with you here.
Be sure to join us every Friday at 11am (EST) for the LIVE vodcast.
You can register here: https://bit.ly/3zLzfYQ
KEY TAKEAWAYS FROM CATARINA:
- Disability is not always visible; we often assume someone is not disabled if we don’t see identifying traits.
- 79% of disabled employees do not disclose their disabilities.
- The largest minority group in the workforce belongs to the people with disabilities.
- Disabled individuals are often over working because they’re expending energy to adapt to an environment that was not built for them.
- When we discuss equity, we need to ensure we look through it with an intersectional lens.
- ADA does not enforce inclusive workplace but standardizes the bare minimum. Just because an employee’s particular need is accommodated does not mean the work environment is automatically inclusive for the person with the disability.
- Organizations benefit to lean into cultivating a culture that supports disability conversations as the norm.
- Be conscious of the ableism around you and how it impacts those in the disabled community.
CONNECT WITH CATARINA:
Website
CONNECT WITH NIKA WHITE CONSULTING:
YouTube