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#CEO #ABILITY ROAD SHOW

 

The only formal and confidential guidance available to Corporate CEOs, providing direction on how to mobilize their executive teams on global #disability issues and practices in order to mitigate the risks associated with the legal implications surrounding this pool of candidates, employees and customers. 

Contact Nadine Vogel Today: nadine@consultspringboard.com 

This information should not be construed as “legal advice” for a particular set of facts or circumstances.  It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation. 

Federal Transit Administration moves on new guidelines

The Federal Transit Administration (#FTA) is moving forward with new guidelines for local transit agencies to ensure fair treatment of people with #disabilities.

The disability guidelines which go into effect in 30 days will apply to local transit agencies that receive federal grants from the FTA and are subject to its requirements.

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

A Reserve Officer Who has Down Syndrome

A Reserve Officer who has #DownSyndrome was sworn in as a volunteer Minneapolis Reserve Officer. Minneapolis reserve officers don't carry weapons. Their job is to assist the department at 115 special events around the city. Sam Hesla underwent 12 weeks of training and learned  everything from traffic direction, to radio communication, to CPR.

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

People with Disabilities spend more than ever on Travel

According to a recent ODO study, #disabilitytravel generates $17.3 Billion in annual spending also finding that in the past two years, more than 26 million adults with disabilities traveled for pleasure and/or business, taking 73 million trips.”  The $17.3 Billion represents an almost $4 Billion dollar increase from the same study in 2002. Although things have improved over the years, among adults with disabilities who have traveled by air, 72% said they encountered major obstacles with airlines and 65% with airports. For purposes of these findings, #disability is defined as having blindness, deafness or a condition that substantially limits one or more basic physical activities such as walking, climbing stairs, reaching, lifting, or carrying as well as those have cognitive disabilities.

This information should not be construed as “legal advice” for a particular set of facts or circumstances.  It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

Disability discrimination lawsuit settled with University of Michigan

The U.S. Justice Department has reached a settlement with the University of Michigan under the Americans with Disabilities Act (#ADA).  The agreement resolves allegations that the university violated the ADA by failing to #accommodate a maintenance employee with degenerative back disease.  Specifically, the Justice Department alleged that the university failed to offer the employee, and another employee with a #disability, reassignment to available vacant positions for which they were qualified; rather, the employees were required to compete for available positions along with all other applicants.  The complaint also alleges that the university engaged in a pattern or practice of disability discrimination by applying a policy that denies reassignment as a #reasonableaccommodation in violation of the ADA. 

The consent decree, which must be approved by the court, requires the university to pay the employees a total of approximately $215,000 for monetary and compensatory damages, revise the university’s policies on reassignments and transfers, provide training to university staff on Title I of the ADA and file periodic.


This information should not be construed as “legal advice” for a particular set of facts or circumstances.  It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation. 

Landmark Settlement with Cruise Company re Disability

The U.S. Justice Department has reached a landmark settlement agreement with Carnival Corp., one of the largest cruise companies in the world, over #ADA violations by Carnival Cruise Line, Holland America Line and Princess Cruises. This agreement specifically addresses #accessibility on 62 of the company’s ships and implements accessibility standards and policies to provide greater access on cruises that embark and disembark from U.S. waters or those of its territories.

The settlement agreement is the result of an investigation of complaints that included allegations that the company failed to: properly provide and reserve accessible cabins for individuals with mobility #disabilities; reasonably modify policies, practices and procedures to #accommodate individuals with disabilities; afford #individualswithdisabilities the same opportunities to participate in programs and services, including embarkation and disembarkation; and provide effective communication during muster and emergency drills.

Under the agreement:

  • 42 existing ships, and 7 ships in various stages of design and construction, will be surveyed and remediated to comply with the ADA regulations.  Accessible cabins will be dispersed among the various classes of accommodations and will provide a range of accessible features, including features for guests with hearing impairments;
  • Three percent of the cabins on 49 ships will be accessible according to three levels of accessibility: fully #accessible cabins, fully accessible cabins with a single side approach to the bed, and ambulatory accessible cabins.  The remaining 13 ships will be subject to possible remediation if they continue to be in service in U.S. ports four years after the agreement is entered.
  • Carnival Corp. has created brand standards that address an array of accessibility issues and policies to implement them;
  • Carnival Corp. will provide specific #ADAtraining to employees and managers;
  • Reservations systems will allow individuals with disabilities to reserve accessible cabins and suites with specific available options and amenities, and to guarantee reservations for accessible cabins;
  • The accessibility of Carnival Corp. websites and mobile applications will comply with WCAG 2.0 Level A and AA;
  • Carnival Corp. will appoint an #ADAcompliance officer at the executive level, two ADA responsibility officers – one for Carnival Cruises and one for Holland America Group, which includes Holland America Line and Princess Cruises, and ADA shipboard officers for each ship who are responsible for resolving ADA-related issues that arise at sea; and
  • Carnival Corp. will pay a civil penalty of $55,000 to the United States and $350,000 in damages to individuals harmed by past #discrimination.

This settlement represents the first time the Department of Justice has required a cruise company to provide a minimum number of accessible cabins, to conduct a survey of its ships and to develop a remediation plan to comply with the ADA.  It is also the first time that an agreement under the ADA has specifically identified three types of accessible cabins on cruise ships – fully accessible cabins, fully accessible cabins-single side approach and ambulatory accessible cabins – that will be available to individuals with disabilities.

If you work for Carnival or any cruise line, #Springboard can help remedy these issues not only from a U.S. perspective but globally.  Contact #SpringboardConsulting to learn how, 973-813-7260 or info@consultspringboard.com


This information should not be construed as “legal advice” for a particular set of facts or circumstances.  It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

Camp or Company – Accommodations are Important

Although the following involves a camp and not a company, it still speaks to the issue of #accommodations.

The Justice Department signed a settlement agreement today with Camp Bravo, a day camp that operates in Towson, Maryland, just outside Baltimore. The settlement resolves allegations that Camp Bravo violated the Americans with Disabilities Act (ADA) by denying a child admission to the camp because she has epilepsy and requires administration of the emergency medication Diastat if she were to have a prolonged or acute repetitive seizure. Though Diastat is designed to be administered by trained laypersons and could save the child’s life, Camp Bravo would not permit non-medical staff to administer the medication and later refused to permit the camp nurse to accompany the child on field trips or bus rides. As a result, the child was not able to attend Camp Bravo for two consecutive summers. Under the agreement, Camp Bravo will admit the child for all future camp sessions for which she is eligible, and will pay $8,000 to the family to compensate them for Camp Bravo’s failure to admit the child in the past. The agreement also requires staff training and changes to the camp’s policies and procedures.

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

Australia’s New Disability Employment Framework

The Australian Government has just announced a series of national forums to discuss what is and is not working in current disability employment programs and what can be done to improve employment rates as part of a new Disability Employment Framework.  #Australia invests over $1 billion dollars in #disability employment support but less than 53% of people with disabilities, who are of working age are engaged in, or actively seeking work.  An Issues Paper has been released to encourage discussion about the current approach and the best ways to support people with disability to find long-term, meaningful employment. It calls for public discussion of nine specific topic areas including Workforce Participation of People with Disability, Principles for Changes to Disability Employment Services, #DisabilityEmployment Services and Support for Employers.

This information should not be construed as “legal advice” for a particular set of facts or circumstances.  It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

Are you aware of legislation that impacts your business from both a risk mitigation and profitability perspective?

My company, #Springboard has spent the better part of 10 years working with global corporations on #mainstreaming #disability, the largest and fastest growing minority in the world, in their workforces, workplaces and marketplaces. At a recent #WomenPresidentsOrganization (WPO) conference, I was shocked to learn that many of my #CEO peers, even those running half a billion dollar businesses were unaware of legislation that very much impacts their businesses from both a risk mitigation perspective and a profitability perspective.

  1. The #ADA, Americans with Disabilities Act impacts any business with 15 or more employees relative to equal rights in employment for both applicants and current employees. This EEOC regulation has been in place since 1990 and impacts issues such as hiring, physical access, on-boarding, reasonable accommodations, leave, etc.
  2. On March 26th of last year, the #OFCCP (Office of Federal Contract Compliance Programs) put new regulations in place impacting any U.S. Federal Contractor who receives $10,000 or more in revenue from the U.S. Federal Govt. The new regulation includes a utilization goal of 7% for employees with disabilities, required training for the folks who are doing the outreach and hiring, required language and forms for voluntary self-disclosure and more.

The legal implications of these regulations are important but the practical applications are critical and especially so for mid-size and smaller businesses.

If these rules impact your business and you would like additional information, contact Ivette Lopez at ivette@consultspringboard.com.  You may also want to visit the Springboard website at www.consultspringboard.com  We look forward to helping you.

This information should not be construed as “legal advice” for a particular set of facts or circumstances.  It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

Another Example of the very large issue of Inaccessible Websites

The Justice Department announced this week that it has moved to intervene in Aleeha Dudley v. Miami University, et al., 14-cv-038 (S.D. Ohio), a private lawsuit alleging #disability #discrimination by Miami University in Oxford, Ohio by violating Title II of the Americans with #Disabilities Act (#ADA) by requiring current and former students with disabilities to use #inaccessible websites and learning management system software, and by providing these students with inaccessible course materials.

As alleged in the filings, Miami University uses technologies that are inaccessible to current and former students who have vision, hearing or learning disabilities.  Miami University has failed to ensure that individuals with disabilities can interact with its websites and learning management systems and access course assignments, textbooks and graphical materials on an equal basis with students without disabilities.  Miami’s failures have deprived persons with disabilities of a full and equal opportunity to benefit from Miami University’s educational opportunities.

Although this lawsuit is with a University and not with a corporation, it’s just another example of the very large issue of inaccessible websites.  Keep in mind that #SpringboardConsulting has a team of experts who are able to assess your websites (public, intranet) for accessibility under the #WCAG 2.0 global guidelines.  Call #Springboard today, 973-813-7260 to inquire about our comprehensive website #accessibility #assessments so this does not happen to you.

This information should not be construed as “legal advice” for a particular set of facts or circumstances.  It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

When planning Business Meetings do you consider the accessibility of the space and/or activity?

Are you responsible for #planning #business #meetings or other group activities?  When doing so, do you take into consideration the #accessibility of the space and/or activity?  If not, you should.  Contact #Springboard to learn why and how to do so easily: https://consultspringboard.com/what-we-do/event-coordination-planning/

This information should not be construed as “legal advice” for a particular set of facts or circumstances.  It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

Is this considered #Bias?

On a recent transatlantic flight I was brought into a conversation about #bias.  One of the individuals stated that they did not think remaining silent when they saw or heard a colleague use inappropriate language or behavior toward another employee, should be considered bias, after all, they were not the ones doing or saying the wrong thing.  I totally disagree and I told him so.  The specific conversation was about a colleague referring to a manager’s decision as retarded and doing so in front of the other members of the team.  He told me that I was just being overly #sensitive.  So what do you think?  #Springboard wants to hear your thoughts.

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

Q&A: How to Use Your Company’s Intranet to Bolster Compliance with New Federal Requirements on Employing Workers with Disabilities | Bloomberg BNA

HR personnel have long relied on their employers’ intranet sites to streamline standard functions such as receiving requests from employees and notifying employees of policy changes, but such sites also can support a federal contractor’s affirmative action and nondiscrimination obligations toward individuals with disabilities.

Regs Set New Standards

Employers’ intranet sites are attracting renewed interest due to revised regulations issued by the U.S. Labor Department’s Office of Federal Contract Compliance Programs under Section 503 of the Rehabilitation Act.  Appendix A to Part 60-741 of the revised regulations, which went into effect March 24, 2014, encourages contractors to develop written reasonable accommodation procedures in order to satisfy their obligations under the revised rules.

The regulations require federal contractors to establish a nationwide goal of having individuals with disabilities make up 7 percent of their workforce in each job group. Establishments with fewer than 100 employees are required to set a 7 percent goal for their entire workforce.

Still, the revised regulations continue to face a legal challenge by a national construction trade group that has asked the U.S. Supreme Court to review a ruling by the U.S. Court of Appeals for the District of Columbia Circuit. The lawsuit doesn’t put compliance on hold for covered contractors.

Demystify Self-Id Form

Under the regulations, contractors also must use the agency's Voluntary Self-Identification of Disability form to invite job applicants and employees to voluntarily self-identify as individuals with a disability.

“Employers shouldn't just e-mail the self-identification form to current employees without explaining in advance the reasons why the company is asking them to complete the self-identification form,” Nadine Vogel, president of Springboard Consulting, a New Jersey-based firm focusing on disability issues in the global workforce, workplace and marketplace, told participants at the Society for Human Resource Management's Employment Law and Legislative Conference in Washington, D.C., back in late March.

“The employer understands why the company is sending the form, but the employees may not fully understand why they are being asked to complete the form,” she said during the presentation. Companies will want to stress the anonymity associated with completing the form and explain how the form reinforces the company's branding, messaging and commitment to diversity.

Bloomberg BNA interviewed Vogel after her session.

Bloomberg BNA: During your session, you talked about how companies can use their intranet to centralize the reasonable accommodation request process. How would that work?

Vogel: There should be a visible and accessible section on a company’s intranet site that says if you need a reasonable accommodation click here. Of course, the intranet site should be accessible under the Web Content Accessibility Guidelines 2.0 (WCAG) so that it is accessible for individuals who may be blind, have a visual impairment, have limited or no use of a mouse or keyboard, experience navigational challenges.

When placing the form on the site, you will want to ensure it appears in a variety of sections where it can be easily found such as benefits, career and human resources self-services portals.

In creating such a process, you will want to establish criteria that is communicated so your employees know that no matter their specific job or level within the organization, their geography and type of disability, their accommodation request is going to be evaluated with the same set of criteria, guidance and anonymity, ensuring that it is a fair and equitable process.

Having this type of process also provides efficiency from both a budgetary and human resource standpoint by reducing duplication of efforts from researching software that may be needed to the actual licensing. Knowing your accommodation expenses also makes it easier to create a reasonable accommodations fund should that be desired.

Bloomberg BNA: Any practical advice about complying with the requirements related to the self-identification form to current employees?

Vogel: A number of companies are not only sending the form to employees via e-mail, but also posting the form on their intranet.

No matter how the form is delivered, it is critical that a communication strategy is developed and utilized that includes conveying the purpose of the form, how it may fit into a larger diversity-related initiative at the company. Making individuals feel comfortable about disclosing their disability status will likely result in a greater percentage of persons identifying as disabled.

In fact, during my session, we heard from a woman in the audience from the financial service sector say that this was the approach her bank had taken and as a result, the bank discovered that 18 percent of its workforce identified as disabled.

Lydell C. Bridgeford

Reporter - Editor of the Employment Law Reference Unit

http://www.bna.com/qa-companys-intranet-b17179925286/


This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

Springboard Consulting March Newsletter – The Wave

Attached is Springboard's March 2015 Newsletter

We are now closing the first quarter of 2015 and we here at Springboard look forward to seeing you at all of our wonderful, informative Disability Matters Events and ERG Summits!

Click on the newsletter image or the link below to access the entire newsletter

March 2015 Newsletter First Page

https://secureservercdn.net/198.71.233.87/jv5.034.myftpupload.com/wp-content/uploads/2013/07/March-2015-Newsletter-Final.pdf


ABOUT SPRINGBOARD®
Founded in 2005, Springboard is recognized as the expert in mainstreaming disability in the global workforce, workplace and marketplace. Serving corporations and organizations throughout the U.S., Canada, Europe and Asia, Springboard has become a trusted partner in relation to disability issues and initiatives across virtually every business category. Springboard annually honors exemplary organizational initiatives that promote the outreach, support & engagement of people with disabilities as employees and as consumers through the Disability Matters Awards.

More settlements involving online #career-portals not being accessible and including disability-related questions

Just last week the Justice department reached settlements with four U.S. cities to: Dakalb, Illinois, Vero Beach, Florida, Fallon, Nevada and Isle of Palms, SC

  • Remove #disability-related questions from each city’s online job applications, and
  • Ensure #web #accessibility of each city’s online employment opportunities website  to ensure job applications were fully #accessible to people with disabilities, such as those who are blind or have low vision, are deaf or hard of hearing, or have physical disabilities affecting manual dexterity

In recent months, the department reached similar settlement agreements with the city of Hubbard, Oregon, and Florida State University. 

What have you done to:

  • Train employees who make hiring or personnel decisions on the requirements of the ADA?
  • Ensure your careers portal conforms with the Web Content Accessibility Guidelines (#WCAG) 2.0?

#Springboard can help you avoid such settlements and complaints. 

Call Springboard 973-813-7260 to learn how.

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

Another suit related to Bullying and Harassment of PwD

I often talk about #bullying and #harassment being prevalent in the #disability community, especially and including in the #workplace.  Just last month the #EEOC charged The Cleaning Authority of Plainfield, Chicago, to pay $15,000 to a former employee as part of a three-year consent decree for harassing an employee with an atypical gait, referring to the employee as “a cripple”, mockingly imitated the way she walks, and told her that she was being a "hysterical basket case" when she objected, creating an abusive working environment.

In addition to monetary relief for the former employee, the decree requires that the company provide #training to its managers and other employees about the ADA, and imposes record-keeping and reporting requirements for the duration of the decree, among other measures.

Unfortunately, this type of harassment and bullying occurs way too often and in organizations that have very clear policies against it.  Springboard’s Disability Etiquette and Awareness Training can and will help.

Contact #Springboard Consulting today to find out how to bring this very important knowledge to your organization.  Call Today! 973-813-7260

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

The Imitation Game

"Sometimes it’s the people no one imagines anything of who do the things no one can imagine,” this quote comes from the movie The Imitation Game and certainly applies to many if not most people with disabilities.

#PwD #imagination #theimitationgame #alanturing

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

“Shouldn’t the Police know the Rules they are hired to Enforce?”

Blog Picture

Just two months after a city hall vehicle was photographed parked illegally in an accessible parking spot, a photo was taken of a London police car parked illegally in an accessible parking spot. Supposedly the police chief has ordered an investigation but aren’t the police supposed to know the rules that they are hired to enforce?

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

Bank of America to Pay $110,000 to a former temporary worker to Resolve an EEOC Disability Discrimination Suit 

The #EEOC alleged that Bank of America failed to #accommodate a visually impaired data entry worker and instead terminated his temporary assignment at one of the bank's branches in downtown Chicago after one day on the job.  In addition to paying the $110,000, the decree includes an injunction requiring the bank provide #reasonable #accommodations to temporary and contingent workers at its branches throughout Illinois, provide for training about the #ADA's #requirements and impose record keeping and reporting requirements for the duration of the decree.

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

Sony to Pay $85,000 under Decree Resolving EEOC Disability Discrimination Suit

#Sony to Pay $85,000 under Decree Resolving #EEOC Disability Discrimination Suit for Allegedly Engineering the Firing of an Employee Because of Her Prosthetic Leg

The employee had been sent by Staffmark Investment LLC, a staffing agency, to inspect Sony televisions on a temporary basis at a facility located in Romeoville, Ill. According to the EEOC, on the employee's second day on the job, a Staffmark employee approached and removed the employee from the worksite, explaining that there were concerns she would be bumped into or knocked down.  Although the employee's removal was executed by Staffmark employees, it was actually prompted by a request from Sony's management which made Sony complicit in the discrimination."  This decree is the second in this case. The first was against Staffmark  which resulted in Staffmark paying $100,000 to the employee.

In addition to paying $85,000 the decree also requires Sony to report all employee complaints of disability discrimination to the EEOC for the next two years, train certain of its managerial and supervisory employees on the laws pertaining to employment discrimination, including the ADA and lastly, provides that Sony cannot require the employee to keep the facts underlying the case confidential, waive her rights to file charges of discrimination with a government agency, or refrain from applying for work with Sony or any of its clients.

John Hendrickson, the EEOC's regional attorney in Chicago, said, "The ADA provides robust employee protections, even for short-term temporary workers hired through staffing agencies. Smart employers will learn from this case that they cannot insulate themselves from liability for discrimination by acting through employment and staffing agencies. That's axiomatic under the civil rights laws we enforce-if you can't do it directly, you can't do it through someone else."

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

The Minister for Disability Issues’ Annual Progress Report

The Minister for Disability Issues' 2014 annual progress report on implementation of the New Zealand (NZ) Disability Strategy was just released with three of the 13 stated priorities impacting the employment of individuals with disabilities.

They are as follows: 

  • Priority 2: Increase the number of disabled people who transition from school and from tertiary education into employment.
  • Priority 3: Increase the number of disabled people, including long-term unemployed disabled people, in paid employment and self-employment on an equal basis with others.
  • Priority 4: Increase the number of employers who are confident in employing disabled people, with the public sector taking a lead.

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

A Groundbreaking Victory for Special Needs Parents & People with Disabilities

The U.S. Senate has just passed the Achieving a Better Life Experience Act (#ABLE) -- a groundbreaking victory for parents who have children with special needs and individuals with disabilities and people with disabilities. The ABLE Act allows for savings accounts for individuals with disabilities for certain expenses, like education, housing, and transportation, without jeopardizing certain important federal benefits such as #SSI and #Medicaid. The funds saved in these accounts, if managed correctly, can be another tool in planning for the #lifetime #support needs of an #individual with #disabilities. Up to $14,000 a year can be put in an ABLE account, with a cap of $100,000.  In many ways, it’s similar to the 529 account used for college savings.  The bill must now be signed by the President to become law.

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

Workplace Mental Health

The following is an excerpt from this month’s DCA newsletter…

Diversity Council Australia (#DCA) has found that mental health issues are prevalent in the workplace and that stigma is still a major issue, despite many employers actively responding to the problem.

In a survey of more than 100 employers from a range of sectors, DCA found 86% of organisations reported mental health issues were common or very common in the workplace. Nearly three quarters of organisations felt that there was still stigma perceived about mental health issues.

This is despite the fact that 86% of organisations had carried out initiatives to address mental health in their workplace and 77% say mental health is a priority for their business.

Key results of organisations surveyed:

  • 86% said that mental health issues were common or very common in their organisation.
  • 77% said that mental health in the workplace is a priority or high priority for their business.
  • 62% have developed a business case around mental health in their organisation or are in the process of developing one.
  • 74% said stigma is commonly or very commonly attached to mental health issues and 49% of those reporting stigma were undertaking strategies to address it.
  • The top mental health initiative reported was preventing bullying in the workplace (97%) and the second top (91%) was providing access to psychological support services e.g. Employee Assistance Programs. The third most popular initiative was promoting work life balance (91%).
  • The least popular initiatives were improving job design to maximise mental health (25%) and improving employment access to people with mental health issues (30%).

“In any one year, around 1 million Australian adults have depression, and more than 2 million have anxiety. Untreated mental health conditions cost Australian employers $10.9 billion every year through absenteeism, reduced productivity and compensation claims. Clearly this is not something workplaces can ignore. They must focus not only on building resilience but on actively supporting the range of mental health issues that people may be experiencing at work,” she said.

This information should not be construed as “legal advice” for a particular set of facts or circumstances. It is intended only to be a practical guide for participants familiar with this subject. Users should seek appropriate legal advice tailored to address their specific situation.

Come Be a Part of 2015 Disability Matters North America!

2015DMNA Sponsor Release Final

 

We are Disability Matters 2014 Honorees. Will you join us in 2015?

2015DMNA We Are the Honorees- 102114

 


ABOUT SPRINGBOARD®
Founded in 2005, Springboard is recognized as the expert in mainstreaming disability in the global workforce, workplace and marketplace. Serving corporations and organizations throughout the U.S., Canada, Europe and Asia, Springboard has become a trusted partner in relation to disability issues and initiatives across virtually every business category. Springboard annually honors exemplary organizational initiatives that promote the outreach, support & engagement of people with disabilities as employees and as consumers through the Disability Matters Awards.





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