Inclusion in the Stacks

Tiffany Yu takes readers on a revelatory examination of disability -- how to unpack biases and build an inclusive and accessible world. As the Asian American daughter of immigrants, living with PTSD, and sustaining a permanent arm injury at age nine, Tiffany Yu is well aware of the intersections of identity that affect us all. She navigated the male-dominated world of corporate finance as an investment banker at Goldman Sachs before founding Diversability, an award-winning community business run by disabled people building disability pride, power, and leadership, and creating the viral Anti-Ableism series on TikTok. Organized from personal to professional, domestic to political, Me to We to Us, The Anti-Ableist Manifesto frames context for conversations, breaks down the language of ableism, identifies microagressions, and offers actions that lead to authentic allyship. How do we remove ableist language from our daily vocabulary? How do we create inclusive events? What are the advantages of hiring disabled employees, and what market opportunities are we missing out on when we don't consider disabled consumers?

Nearly one in five people report some form of disability, and they are only half as likely to be employed as those without disabilities. With the aging workforce and returning military veterans both contributing to increasing number of disabilities in the workplace, there is an urgent need for better ways to address continuing employment disparities for people with disabilities. Examining employer behaviors is critical to changing this trend. It is essential to understand the factors that motivate employers to engage this workforce and which specific practices are most effective.Disability and Employer Practicesfeatures research-based documentation of workplace policies and practices that result in the successful recruitment, retention, advancement, and inclusion of individuals with disabilities. The Cornell team whose work is featured in this book drew from multiple disciplines, data sources, and methodologies to learn where employment disparities for people with disabilities occur and to identify workplace policies and practices that might remediate them.

Providing several new contributions to both the disabilities literature and research on special populations and international perspectives on Generation A, this book explores ways that researchers can help facilitate finding and maintaining employment for individuals with Autism Spectrum Disorder (ASD).

Drawing upon empirical research from global multinational corporations comes a two-part reference book on how to develop resilient HR initiatives for building inclusive and accessible workplaces. Including a user-friendly training manual, this book equips you with a practical resource grounded in theory. The first part systematically reviews the existing literature to identify the gaps in current practices and discusses the results of the empirical research. Building on this, the second part reveals the training manual for guiding business leaders, academicians, practitioners, and students. By positioning business practices alongside cases, you can see the benefits and drawbacks of current HR initiatives. From race and religion, to LGBTQ, gender diversity and disability, the research covers a broad spectrum of issues facing modern workplaces and provides a fresh perspective on how to improve existing HR practices. Based on research from South Asia, this work provides hypothetical cases, action-oriented role plays, and creative exercises to reflect upon how we might address the global challenges of inclusion and accessibility.

Every person has the potential to contribute to an organization as long as they have access to the right opportunities and connections, yet it sometimes is all too obvious that the stigma associated with a person's disability can have a negative impact on their ability to develop healthy work relationships with peers and supervisors. This situation can only be remedied through effective change management, a systematic approach to designing, implementing, and measuring progress on unique culture-change goals. Here Camelia Fawzy and Brenda Shore draw upon more than 40 years of research and practical business experience to support leaders and managers' efforts in transforming organizations and providing inclusive work opportunities for people with disAbilities (PwDs). What Fawzy and Shore offer is The Inclusive Management™ Strategy (IMS), an innovative approach to evaluating culture-change needs and to designing and implementing change solutions that address unique needs in order to create authentically inclusive social work-environments for PwDs. They address stigmatized differences associated with disabilities that lead to reducing fear, resentment, and anxiety in the organizational climate, ultimately arguing that culture change can only be achieved when most of our employees are engaged in a mind-change process, a conscious effort to change stigmatizing views associated with differences that need to be accommodated.

This is a guidebook to support practitioners who prepare young adults with ASD for competitive employment. Anchored in best practices, this teacher-friendly resource provides detailed "how-to's" on supporting individuals with ASD from their initial employment exploration through navigating the challenges of the first job.