When it comes to hiring in the workplace, diversity is a rather easy area to measure. It’s not difficult to make goals and measure metrics to assure the Human Resources recruiters are hitting various targets.

On the other hand, measuring inclusion is far more difficult. In a sense, the only way to truly measure inclusion is by starting to have conversations with various teams at your company. From management down, ask questions and not only listen to answers, but create strategies to integrate new ideas for inclusionary practices into your company’s culture.

Asking these questions could include personal 1:1 meetings with teams and managers, managers sending out micro surveys to their teams, or by a companywide annual employee survey asking employees to share their opinions anonymously. Yes, you’ll have to ask the hard questions… so be ready to read what could be harsh responses. However, employee feedback is the only way to truly gauge if your company is doing its role to be part of the DEI solution, rather than adding to the problem.

Introducing the Gartner Inclusion Index

In an effort to provide executives with a roadmap for navigating various topics that make up the concept of inclusion, Gartner set up another study; this one tapped almost 10,000 employees working in companies around the world. They asked the respondents to rate 45 work related statements and whittled down the data to seven specific questions the company named the Gartner Inclusion Index.

The seven questions in the index relate to:

1. Who has the decision-making abilities
2. How differences are integrated in the workplace
3. Fair treatment
4. Issues of psychological safety
5. Sense of belonging
6. Trust
7. Perceptions about diversity

No company wants to find out their employees don’t view the workplace in the brightest of spotlights. But to get at the answers, you’ve got to ask the  difficult questions and be willing to hear the true answers so you can plan to do better.

Go Ahead: Ask the People!

Think about it this way. You’ve heard the old cliché, “one rotten apple can spoil the bunch,” right?

The only way to truly achieve a workplace where employees and managers both feel there is a positive focus on Diversity and Inclusion, is the company has to focus on both.

To obtain a level of honesty and facts about employee perception, the population at your company needs to be diverse. That is why diversity has to come first if a company is going to gain any useful information from using a tool like the Gartner Inclusion Index.

Consider this: If a company was not diverse and only hired, let’s say, women, for example, it would be difficult to find out whether the company is inclusive when it comes to the way it treats men. Everyone in the research pool wouldn’t have an honest opinion on the question at hand. The ugly truth here, the almost 800-pound gorilla in every room where diversity and inclusion are discussed goes much deeper than the issue of gender (though gender issues are certainly important).

When you bring race, religion, and age into the mix, you can be assured that the only way to get a real sense of people’s perception of inclusivity is when the room has fair representation of each category.

Gartner research shows that it’s very difficult to focus on one aspect of inclusion. In fact, only by taking a diverse population and getting input on the current level of inclusivity can an effective strategy be put into place to evoke real change. You might find out that the employee pool you are working with isn’t as diverse as you thought, or as it should be. But you can’t find out until you dig in and ask the questions.

And that final point is perhaps the most important. If you are intending on asking questions about inclusion and diversity in your workplace, and really want to make positive changes happen, you have to listen to all the voices and reply with action.

Take Action!

So, first things first, a company or organization needs to do the work and collect information that can be analyzed in helpful ways.

Remember, this isn’t a once and done activity. It’s going to take a long time to get everyone on the same page. It may even take several tries to get people to really speak up in the smaller focus groups. These aren’t easy conversations and, quite often, people don’t want to raise their hand to point out problems at work for fear of retribution.

If you think that could be a problem, then it really is a problem—not only on the surface but with inclusionary practices.

Once you gather the information, take action! Many people are used to “the same old way we’ve always done things.” If you are going to make positive changes, start small but initiate your new strategies quickly so people see changes. Only then will they feel that offering their opinions and perceptions on difficult topics can really enact change.

When You Think Diversity & Inclusion, Think Easterseals New Jersey

Easterseals NJ has been around for over 70 years, with various programs aimed at helping people with disabilities and special needs achieve their goals and thrive in their communities.  Easterseals NJ has various employment programs,  helping individuals  train and develop skills to achieve their career goals. . Can your company get involved? Absolutely! Contact us to learn more about partnering with Easterseals New Jersey.

The post How Do You Measure Inclusion in the Workplace? appeared first on Easterseals New Jersey Blog.

Sticks & Stones May Break Your Bones, But WORDS Matter Too

There’s no doubt about it, some people think before speaking; their mind-to-mouth edit filter is in full functioning order, and some who suffer terribly from “open mouth, insert foot” syndrome. When this happens, it’s usually the listener who bears the brunt of the faux pas.

Since July is Disability Pride Month, we thought now would be a great time to look at how people communicate when talking about disabilities. Most people could use a refresher course in inclusionary language.

Words Matter

Perhaps you have heard the old cliché: “It’s not what you say, but how you say it?” That’s not necessarily true when it comes to speaking about disabilities. Making the decision to mind your words in this arena is Inclusion 101.

Research on the topic has shown that more than 90%  of communication is not the actual words spoken, but everything else you convey. Your body language…the look on your face…hand gestures. It all matters.

While the actual words you say make up less than 10% of the information you are communicating, it’s that 10% people hear and remember.

So, words matter—a lot!

You’ll never find a 100% consensus when it comes to which words, descriptions, and phrases are acceptable or which are offensive. And there is a reason!

We are talking about people with varying opinions. There simply isn’t a one-size-fits-all standard on inclusionary language. However, there are some general do’s and don’ts.

Embrace Inclusionary Language

Times have changed. Every generation has their go-to words and euphemisms. When certain words are trending, they may be more accepted than when the time has passed. This is especially true when it comes to language surrounding inclusion.

For example, “handicapped” was a perfectly acceptable term when parking laws were put into place to make sure parking spaces were reserved for those with disabilities.

Today, people with disabilities, nor their allies, would say “handicapped.” It’s very easy to put a modern and appropriate positive spin on this by talking about accessibility instead of disability. For example, saying bathrooms and buildings are accessible for all.

It’s about the person, not the disability. Instead of referring to someone as a “blind woman” or a “deaf man,” focus on the individual when speaking. It is more appropriate to say: “woman who is blind” or “man who is deaf.” This is known as “person first” language as opposed to “identity first” language.

Another way to view this point is this: if you are referring to a person who has been diagnosed with diabetes, would you refer to them as “the diabetic” or “a person with diabetes?” Choose the latter.

Generalities don’t work well, regardless of who you are speaking about. This is especially true when it comes to euphemisms. You may be meaning well, but it might not come across as such. To be safe, avoid terms such as “differently-abled” and “handi-capable.”

Instead, use the specific disability. People who cannot see know they are blind. The only difference between a person who is deaf and one who isn’t is that the deaf person can’t hear. And they know it all too well.

At the end of the day, there is no reason to show discomfort around the topic of disabilities.

If there is no reason to point it out, don’t. When possible, use the person’s name instead of their disability.

Few people want to give others the power to define who they are. As such, if you avoid treating a disability as though it defines a person, you will always be on the side of saying the right thing.

This also refers to another trap some fall into when interacting with people with disabilities; they do not want to be treated as victims nor heroes.

The key word in the phrase, “people with disabilities” is the word PEOPLE. Therefore, if you follow the Golden Rule, you’ll be in good shape. Treat other people as you want to be treated.  It’s up to you to be respectful and think before you speak. And, if you speak out of turn, acknowledge it and learn from your mistake. Do the best you can. No one could ask you to do more.

Learn more about Easterseals New Jersey, our amazing programs and ways you can support our efforts to support people with all types of disabilities in the Garden State.

The post Help Make Inclusionary Language Accessible appeared first on Easterseals New Jersey Blog.

The COVID-19 pandemic hit the world hard. Life came to a screeching halt, and for almost two years everything we did, like how we work, our interactions, and even getting food and common household staples became challenges.

For the disability community, life became even harder and the world even narrower. Many with sensory conditions found themselves unable to wear masks and shop. People saw their services shuttered and their hard-won skill progression erode.

Even now, when we see glimmers of light at the end of the tunnel, people who are trying to live their best lives, despite a wide variety of disabilities, remain stuck at the back end of the march toward some kind of normalcy. Individuals who are immunocompromised find themselves in a world where restrictions have lifted, but their vulnerability has not.

Program participants and Easterseals New Jersey found an already broken system in collapse. Disability service providers had to close locations, lay off staff, and found themselves unable to be with participants. Still, we persevered. We provided virtual services, food drop offs, and enacted a wide variety of safety measures.

Now it is up to all of us to create a system where access, equity, and inclusion are part of the norm.

Easterseals charitable donations are decreasing, and public funding is drying up.

81% of Easterseals NJ’s revenue comes from some government source. You read that right.

When the government revenues fall short or other priorities take precedence, the disability community suffers.

Unfortunately, without a healthy budget, the disability community’s access to mental health programs, transportation services, employment and education options, and more may dry up completely.

Inflation is up. Gas prices are up. Food costs are rising.  Easterseals New Jersey is doing everything possible to keep doors open and access to programs up and running. However, as part of the organization’s efforts to shine a spotlight on much-needed advocacy, a harsh reality has set in.

This year, the disability community won some modest gains, but fell short of the cost-of-living increase in the state budget. We were relying on that increase to make sure expenditures meet these rising costs and our frontline workers are compensated fairly. Without it, this means more cuts to programs.

We can only make sure no one is left behind if you get involved. Elected officials tell us repeatedly that they need to hear from you, the passionate and effected.

Our Action Center’s webpage is your one stop shop for alerts, issues, events, and actions. In just a few clicks, you can contact your representatives and educate yourself on the latest news.

We aim to improve funding, accessibility, and opportunities for people of any ability.

Now It’s Your Turn!

1 in 4 New Jerseyans has a disability. Every one of our lives has been touched by it whether we focus on it or not.

Easterseals New Jersey is asking all citizens to write to their legislators asking them to support additional funding for important programs and assistance needed to empower those with disabilities to continue to be productive members of our communities.

Visit the Action Center’s Webpage and tell your legislators to support and VOTE to fund opportunities for all.

Most importantly, ask your elected officials to realize that while many are feeling inflation most at the gas pumps and supermarket checkout lines, New Jersey’s disability community relies on public health services programs to get by. Access to healthcare, transportation, employment, mental health services, etc., is at serious risk without increased funding.

We mean for this to be a community effort. You can always reach out to advocacy@nj.easterseals.com with your disability issues or to ask a question.

Be an advocate! Do your part! For more information about Easterseals New Jersey, its programs, and public policy agenda, as well as how you can get more involved, visit www.eastersealsnj.org/advocacy.

The post Advocate for the Disability Community in New Jersey: Your Voice Matters appeared first on Easterseals New Jersey Blog.

Wintertime can be challenging for many people, especially during this socially distant time. Due to the current COVID-19 pandemic, many family members were separated for the holidays and were not able to participate in their usual family traditions. It is so important to check in with your mental health and make extra efforts to connect with loved ones. Cold, snowy weather has even made outdoor dining and activities hard to find.

Connection is an essential component of mental health. This time of year can be lonely for many people, and those feelings may be heightened due to the conditions of this global event. Fortunately, the new year brings new opportunities and with COVID vaccines already being distributed, we may see an easing of lockdown restrictions in the latter half of 2021. Here are some simple ideas to help you connect with your community during this difficult time:

Organize a Virtual Event

Organizing a facetime game night can be a great way to spend time with family and friends. Virtual game nights allow you to interact with loved ones and have some fun while you’re at it! Some games that can easily translate to virtual include Charades and Pictionary, but this can also be a great opportunity to be creative! Find a game that the whole family will enjoy and adjust the rules to accommodate any challenges that may arise with video calls. There are also plenty of online games that accommodate multiple players – a quick Google search will show you all kinds of new options to explore.

A virtual cookie decorating night can also be a fun and interactive way to bond with friends and family. Everyone can be in charge of their own baking and decorating, but you can compare and share tips over a video chat. There is even the possibility of creating a bit of competition to encourage friends to step up their decorating skills. While it may not be quite the same as a cookie exchange, it can still be a great way to spread some joy and have a few laughs. Perhaps holidays or birthdays are coming up – try to use them as themes so that you and all of your loved ones can have a wonderful and memorable evening.

Create New Family Traditions

While there has been a lot of challenges over the past year, many of us have so much to be thankful for. Take some time to create some unique family traditions to help you and your loved ones feel closer, even though you may be far apart. That could be as simple as sharing some kind words over a phone call, having a virtual family dinner together, or organizing a Tuesday night facetime party. You could also start a virtual family talent show and livestream the performance for your friends.

While technology can be challenging in some instances, it can also create unique opportunities to connect with people we don’t usually get to, near and far. Everyone needs a little joy during isolation, so try to find some unique ways for your loved ones to share their cheer during these challenging times. If you have a tech-savvy family member, see if they’re willing to work with the less techno-capable members so they are able to fully enjoy the activities.

Seek Support Within Your Community

The COVID-19 pandemic has been life-changing for many members of our community, so it is more important than ever that we reach out to those in need. If you are able, seek out organizations that are supporting communities in need this holiday season. Likewise, ask for help if you are struggling. Overwhelming feelings of stress or anxiety can be difficult to manage on your own. Talk to those around you about how you are feeling, and do not be afraid to ask for support. The only way to get through this difficult time is if we all move forward together. Seek out support within your community and be generous with your support of others if you feel capable to do so.

It is so important to try to keep connected in any way that you feel possible, but it does start with YOU. While it may feel easier to admit defeat and just try again next year, there has never been a greater need to stay connected, than right now. Not many people like taking the first steps to set up a virtual gathering, but all it takes to get it started is one phone call, email, or text. Adjusting to the challenges of this pandemic can help you and your loved ones start to feel some sense of normalcy. With some simple adjustments, you can find a sense of connection even if you are physically far away from the people and places you call home. This winter season is unlike any other before it and we know that Seasonal Affective Disorder (AKA the winter blues) is a real issue. So be gentle with yourself and try to find opportunities to share joy with the people around you.

The post Creative Ways to Keep Connected This Winter appeared first on Easterseals New Jersey Blog.

You may drive by a hospital or see a sign on someone’s lawn that proudly exclaims, “Heroes work here!” or “Thank you to our healthcare workers!” These are wonderful sentiments and ones we certainly echo and appreciate. This is why we need to ask ourselves, “Who will care for the caregivers?”

Being the person who cares for others, who explains and mitigate risks, manages supply needs, and provides the emotional support during this pandemic for others, all while managing our pre-pandemic tasks can sure take a toll. As a result, caregivers, by choice or profession, are facing a higher likelihood of experiencing symptoms of trauma and burnout during the global pandemic.

Experiencing such increased stress over an extended period of time will have a remarkable short-term and long-term impact on the caregiver community. It can affect us both professionally and personally at a time when we need to be on the top of our game as we attempt to keep the pandemic at bay.

“Burnout” is defined by World Health Organization as:

• Feelings of energy depletion or exhaustion
• Increased mental distance from one’s job, or feelings of negativism or cynicism related to one’s job
• Reduced professional efficacy

Honestly, it is fair to guess you or frontline staff you know are experiencing some of the above. The question is, are these feelings impacting our daily lives and is burnout morphing into something more like trauma?

Which May Look More Like:

• Difficulty sleeping
• Increase anxiety
• Hypervigilance
• Psychical symptoms

Being able to take preventative measures as well as recognize the symptoms and respond can help us all feel our best.

Many of us have built a little COVID-19 toolkit we tote around to help keep us safe, a mask and some hand sanitizer perhaps. Maybe it is swimming around the bottom of your purse or neatly tucked away in your glove box – but have you prepared a toolkit for your emotional health during the pandemic?

Here are some quick ideas to help you fill up that toolbox and prepare for the tough times to come:

• Take care of your basic needs – eat well, hydrate, and sleep – we all know how a healthy body facilitates a healthy mind. You may be busy, but you can’t do your job unless you take time to fuel up for the task ahead.
• Laugh – share some memes with your friends, read a good “dad joke,” or just laugh at nothing at all if you’ve got the time.
• Safely stay engaged with friends – we know we’re socially distant, but don’t be socially negligent – reach out, call someone on facetime, play an online game together
• Seek support from supervisors and peers alike – sometimes all we need is to speak candidly with someone who knows what we’re going through. Shared empathy is a wonderful virtue that helps ease stress.
• Use time off wisely, really unwind and disconnect – Turn off notifications, shut down your computer, drive to your local park and leave your phone at home – anything to take some time for yourself.
• Find a few moments each day to de-stress – This one might seem the most impossible, but you need to find a way. Take out some headphones and listen to your favorite song, download an app for five-minute meditation, or just go for a walk around the neighborhood. These small breaks add up to a lot of positive vibes.
• Get professional help – if you are overwhelmed reach out to a professional – there is no shame in this. You may be a hero, but you are not a SUPER hero. We’re all still vulnerable to the effects of stress.

And don’t forget to take care of your colleagues. Keep an eye out for the signs of burnout or trauma as listed above in this article. If you see someone you are close to experiencing these symptoms, don’t be afraid to reach out.

Resources:

(Facing Burnout As A Healthcare Worker, 2020)

(How To Build Your Emotional Personal Protective Equipment, 2020)

(Burn-out an “occupational phenomenon”, 2019)

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