Research has found that the culture of organisations in which staff
with disabilities were working in a positive environment and making
a valued contribution were those where adjustments were regarded
as “no big deal”. These employers adopted the approach of making
regular adjustments for non-disabled staff on the basis of whether
they increase efficiency, make good business sense, and help to retain
valued employees. Any adjustments made for staff with disabilities
were no different in approach.
What all public bodies can do is to encourage, through training and
leadership role-modelling, a culture in which it is usual practice to
ask people if there is any way that their work routine, activities or
workspace can be made more efficient for them.
Its a wonderful Blog. Companies have been slicing and dicing their target audiences for years; distinguishing different groups with codes, and that leads to Ethnic Marketing.
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