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Disability Inclusion and The Workplace

Work Without Limits blogs feature staff and guest bloggers highlighting varying perspectives of disability inclusion in the workplace.

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Newest Blog Post

Published Monday, February 12, 2018
Kerry Boggis sitting in her room smiling

Author: Bonnie Rivers, Director of Employer Relations, Work Without Limits
I was three. She was new and seemed really small. In the early years we shared a room. For a while, she had a tent over her crib with cold, wet fog blowing into it. It hummed all night. I wasn’t supposed to touch her because it could make her sick, but sometimes mom let me go inside the tent anyway. I don’t know if that tent was there for days, weeks or even months, but I remember the tent.

Published Monday, February 5, 2018
Young man in collard shirt and vest standing against brick wall in sunglasses holding white cane

Author: Kathy Petkauskos, Director, Work Without Limits

Oftentimes when we are conducting disability etiquette and other similar training's for employers, the first question we get is: what do you mean when you say disability? It’s a very good question because disability is different for everyone; it varies from person to person, and can change over time. It’s important to understand this in order to better serve employees, clients, and others involved in your business. So, what do we mean when we say disability?

Published Monday, January 29, 2018
Raytheon recruiters taking application at career fair from interested applicant

Author: Bonnie Rivers, Director of Employer Relations, Work Without Limits
The Conference Board’s 2014 research report: Do Ask, Do Tell: Encouraging Employees with Disabilities to Self-Identify outlines what companies are doing and can do to build a disability-inclusive culture and encourage employees with disabilities to self-identify. Under the Office of Federal Contract Compliance Programs (OFCCP) Section 503 of the Rehabilitation Act, organizations with federal government contracts and their subcontractors are required to invite applicants (at pre-offer and post-offer) and employees (every five years) to self-identify as individuals with disabilities. Ernst & Young (EY), Harvard Pilgrim HealthCare (HPHC), and Raytheon are three such employers doing tremendous work in this area.

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