Shattering The Illusion Of Inclusion
avoid traffic and disempowering
b. Managing noise levels in the
workplace, for example in an open
plan office. Some people may find
loud noise distracting, so creating
quieter spaces or even a quiet
room might empower them to be
c. Allowing more time to answer
questions or learn new tasks.
People with intellectual disabilities
will be able to perform many tasks
very well, but it may just require
more time initially to learn or
perform new tasks proficiently.
5. Discover: Tap into the diversity
of thought and input of staff with
disabilities, which has been linked
to problem solving and creativity,
by utilizing them to help shape
new products or services that
have benefits beyond facilitating
customers with disabilities. In
addition, partner with other
disability-confident employers to
learn from each other. This could
be formal or informal, but most
organizations are willing to share
their experiences because of
greater recognition that diversity
and inclusion are critical to
It is now up to employers. They
need to be sustainable in a
modern and increasingly global
market where disabled people are
speedily more prevalent within the
labor market. Inevitably, policy,
process and system changes
will require some financial and
resource investment. Just as
they would invest in new IT
systems, or a more suitable office,
companies must invest in the
future of their working culture.
This investment will undoubtedly
unleash new talent, and it will end
the illusion of inclusion by creating
a more engaging, empowering
environment for all employees.
Progress has been made, but not
enough – this is your chance to
help it along.
118th Annual Global CEO Survey, PWC (2015),
2People with Learning Disabilities in England,
CeDR Research Report, Emerson and Hatton
3HSCIC (2015) Measures from the Adult
Social Care Outcomes Framework: England
2014-15, Final Release.
4Getting to Equal (2018): The Disability
Inclusion Advantage, Accenture, p.13
Ben Haack is a Special Olympics Athlete Leader from Australia. His roles in Special Olympics include
Co-Chair of the Asia Pacific Athlete Input Council and athlete representative on the Asia Pacific Region
Leadership Council and International Board of Directors.
Lauren Touré is a Senior Consultant for Frost Included, a consultancy dedicated to helping people
understand diversity and inclusion.
Denis Doolan is Chief of Organizational Excellence at Special Olympics International. As a member of
the Global Leadership Team, he oversees leadership development, strategic and annual planning, project
management and program development.
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