Engage ERG/BRG Members in Developing/Reviewing Policies & Practices that Impact Employees with Disabilities.Source the ERG/BRG for stories on successful ERG/BRG employees whose careers advanced after self-disclosure and participation in career advancement opportunities & use these stories to promote training and career advancement opportunities and programs (‘What’s In It for Me’).Feature images of ERG/BRG members in promotional materials for training sessions as well as in the training materials.Invite them to serve as trainers or presenters.Invite them to participate on the planning teams that develop training programs and materials and innovative career building opportunities.Engage ERG/BRG Members in planning, developing and executing training and career advancement opportunities and programs to ensure that individuals with disabilities are fully included and accessibility and inclusion requirements are addressed.Microsoft Hiring through Training Cohort Microsoft Inclusive Hiring Microsoft Wants Autistic Coders.Invite them to participate in interviews with applicants with disabilities to raise the comfort level of applicants around disclosure, requesting accommodations and model that employees with disabilities have the same opportunities for a productive career as employees without disabilities Invite them to participate in disability mentoring programs.Ask them to serve as mentors for interns with disabilities.Invite them to participate in disability training for company recruiters with emphasis on interviewing job candidates with disabilities that impact communication such as autism, certain psychiatric disabilities, deafness, and speech disabilities.Invite them to present at disability career fairs, college events, and community events.Engage Disability ERG/BRG Members in Talent Acquisition Reviewing all Recruiting Materials for AccessibilityĢ. EY ‘Looking for a Disabilities-Friendly Workplace’Įngaging BRG Members to Help Create and Review Recruiting & Outreach Materials for Disability Appropriate Statements and Language.Walmart “Real Associates: Charlie Parker.“Walmart Celebrates Associates of All Abilities”.Walmart’s ‘Seeing Through My Blindness to A Future’ article.Request them to review all recruiting materials for accessibilityīRG Members Sourced for Messaging Materials.Request them to engage in the development and the review of all recruiting materials to ensure disability appropriate statements and language.Ask them to provide positive quotes on disability inclusion and their own personal experiences during the recruiting process.Invite them to serve as models, recruit co-workers and provide resources for professional models with disabilities for photoshoots for illustrating print and web-based recruiting materials. ![]() Engage Disability ERG/BRG Members in Creating Recruiting Materials that Attract Qualified Job Applicants with Disabilities The Division of DEI has supported the Multicultural Network (MCN) in its many efforts to support student success.1. The Latino Faculty and Staff community at UWM seeks to identify, inform, and strengthen its membership by convening, building community and networking at least 3-4 times a year creating opportunities for collaboration, grant writing, sharing ideas and discussing challenges impacting students, faculty and staff informing and reporting on enrollment, retention best practices, and opportunities to further support the goal to become a Hispanic Serving Institution and supporting and socializing with each other. ADC’s mission is to promote and enhance a sense of community and equity on campus, develop professional and educational opportunities and provide forums for discussion of issues, ideas, and actions.ĪFSA seeks to advance the scholastic and civic interests of its members by providing opportunities to work collaboratively across disciplines to plan and conduct research promote partnerships with community-based organizations for research and evaluation activities serve as a consultant to the UWM community on academic, sociocultural, climate, and faculty/staff/student issues encourage and reward the scholastic achievement and community participation of UWM Asian and Asian American students and network and socialize. The African Diaspora Council at UWM is an employee resource group that acts as an informational hub for its diaspora faculty, staff, and students. The Division of DEI supports the following affinity groups committed to fostering an inclusive campus culture. They help to foster a greater sense of community and mutual support as well as represent the needs and concerns of group members. ![]() Instead, they are formed by employees based on a shared identity or common goal. They are not part of the formal governance structure. Affinity groups bring together employees with similar backgrounds or interests.
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