By adopting a “shift left” approach to design and beginning with accessibility first, organizations can create digital experiences and professional processes that are both accessible to and inclusive of everybody, regardless of disability status.
By providing captioning, asking employees for accommodations they need, offering assistive technology, and speaking up for d/Deaf and hard-of-hearing employees, you can make your workplace much more accessible and inclusive.
Salesforce’s “FY23 Stakeholder Impact Report” demonstrates how its equality initiatives are transforming its ecosystem and work with clients, customers, and team members.
ACCESS 2023 is a free virtual conference focusing on digital accessibility and inclusion advocacy, innovations, best practices, and more—connecting thought leaders, experts, and professionals for networking, learning, and collaboration.
Neurodivergent professionals engage in masking as a coping mechanism used to conceal aspects of their neurodivergent traits and fit in with workplace norms.
In this episode of our Founding Partner Series, Morey Creative’s Jeffrey Howard talks accessibility, inclusion, community, and much more with Catherine Nichols, Vice President of the Office of Accessibility at Salesforce.
To authentically advocate for greater diversity, equity, & inclusion (DEI) in your workplace, enlarge your social circles, request honest feedback, and find an accountability buddy you trust to help manifest your goals.
Salesforce Certified Administrator at the Blind Institute of Technology Alan Reuss shares how critical training changed his life after experiencing vision loss.
To ensure all employees have access to the tools and accommodations they need to succeed in the workplace, it is crucial organizations encourage them to advocate for their needs and foster a culture of allyship.
Creating psychological safety on your team can help neurodiverse professionals embrace their strengths and better navigate the workplace.
A Salesforce admin for the nonprofit Benetech, Kathi Duffy utilizes the Trailhead program to enlarge her skillset and blaze a trail for other professionals that are d/Deaf or hard of hearing.
Implementing “access checks,” offering flexible video and audio options, limiting chat feature use, and investing in real-time captioning are just a few things you can do to make your virtual meetings more accessible and inclusive for professionals with disabilities.
Catherine Nichols, Vice President of the Office of Accessibility at Salesforce, recorded a wide-ranging interview with the decorated actor Troy Kotsur, an advocate for the d/Deaf community and the first Deaf man to win an Academy Award for acting for his role in the Oscar-winning film “CODA.”
Blind Institute of Technology honors Sarah Mark, Sr. Program Manager of Workforce Development for People with Disabilities at Salesforce.
Despite continued stigmatization and detrimental biases in work culture, neurodivergent professionals bring novel insights and problem-solving skills to teams and organizations that prioritize inclusion and accessibility.
InclusionHub founding partner Salesforce will host an accessibility track at Dreamforce 2022, the largest software conference in the world.
There’s a massive employment gap between disabled professionals and their non-disabled peers. Increasing disability representation in leadership demonstrates an organization’s commitment to accessibility and inclusion, ensures disabled viewpoints are included, and fosters a work culture of belonging.
The unemployment rate for working-age persons with disabilities is at least twice that of those without disabilities. Let’s fix that.
For the fourth consecutive year, Salesforce has been recognized among the “Best Places to Work for Disability Inclusion.”
Since the rise of the American disability movement in the 1960s, significant progress has been made to remove accessibility barriers and discriminatory practices in the workplace—yet much, much more must be done to bridge the associated unemployment gap.
Making your websites more accessible, hiring processes more inclusive, and remote work options more plentiful are just a few straightforward ways you can create an inclusive and belonging work culture.
