Yin Brown is a first generation immigrant of Chinese descent, and the Director of Inclusion, Diversity, Equity & Accessibility (IDEA) at the Abilities Centre in Ontario. She also happens to be blind. Her passion is employment for people with disabilities, and she has led many advocacy groups to fight for the cause. Join us today as she reveals the work that the Abilities Centre does to facilitate inclusivity both within their organization, and for others seeking to accommodate their employees. We touch on the role of managers in initiating the conversation about access needs, what you should always avoid as an employer, and how the HR department can accommodate inclusivity on all levels. We discuss what it means to shift the paradigm to reflect the necessity of inclusivity for everyone, and not just those whose access needs are not currently being met. Next, we talk about employee support, eligibility for government funding, setting goals for inclusion, and much more. Thanks for tuning in!

Key Points From This Episode:

• An introduction to today’s guest, Director of Inclusion, Diversity, Equity, and Accessibility at the Abilities Centre in Ontario.
• What made Yin passionate about advocating for the employment of people with disabilities.
• The work that the Abilities Centre does to facilitate inclusivity, with variations available.
• How the HR department accommodates inclusivity on all levels.
• Why people experience fear at disclosing their disability.
• The role of managers in initiating the conversation about access needs.
• What you should absolutely avoid as an employer: any and all assumptions.
• The Lead program facilitated by the Abilities Centre to support other organizations.
• Recommendations for supportive organizations in Montreal.
• How virtual meetings have contributed to accessibility in the workplace today.
• Presenting a business case that shows the benefits of inclusivity to win over senior management.
• Shifting the paradigm to show that inclusion affects everyone, and not only those with disabilities.
• Supporting employees by drawing on their past successes to create present-day solutions.
• Eligibility based on how your business impacts your sector and your community.
• Why inclusion is not totally dependent on government funding.
• Navigating employers who insist on returning to the office.
• Setting goals for inclusion and assuring employees of confidentiality with the option of not disclosing.
• Emphasizing what you can do during a job application.
• Initiating the conversation about the accommodations you need during the onboarding process.

Links Mentioned in Today’s Episode:

Yin Brown on LinkedIn
Yin Brown on Twitter
Abilities Centre
Disabled Women’s Network
Anne-Marie Pham on LinkedIn
Canadian Centre for Diversity and Inclusion