Do you bring your “whole self” to work? Many people with disabilities don’t, especially those with invisible disabilities. Covid has exacerbated this with the increase of invisible mental health related issues such as anxiety and depression.

Disability BRGs can help with that, but they can also assist with a host of other aspects related to disability inclusion. Disability BRGs have the power to exert influence when it comes to Learning & Development, Etiquette, Self -ID &  Disclosure, Reasonable Accommodation Processes, Employment, Physical & Digital Accessibility, Branding, Product Development, and so much more.

The key to success is multifold and includes:

• An understanding who the BRG serves whether employees with disabilities, who are service-disabled, have age-related disabilities or who have children or other dependents with special needs.
• Alignment with business goals and objectives.
• A fully integrated Executive Sponsor.
• Avoidance of a support group mentality.
• An understanding of what the group can do directly versus influence.
• Agreement about roles and responsibilities and integration with someone’s full-time job.
• Understanding of legislative issues and practices.
• Appropriate measures of success.
• Understanding of the facts and related benefits of intersectionality.

Active participation by employees who have disabilities, who are impacted by disability in some other way, leaders, executives, and allies sends a clear message of company commitment to disability diversity, equity and inclusion.

Springboard’s annual Disability BRG Leadership Development Summit is open to disability BRG Leaders and their Executive Sponsors. Whether you are about to launch a disability BRG or have been leading one for many years, this Summit will encourage the development of new ideas and innovative practices that will successfully impact their groups effectiveness and sustainability.