Susan Scott-Parker Goes Live
Join Susan Scott-Parker OBE, an internationally recognised pioneer in the field of ‘disability confidence,’ (which she just happens to have invented) as she ignites the conversations that businesses – and the disability community - worldwide need to hear. Known for her no-nonsense approach, Susan brings sharp insights, practical solutions, and a deep understanding of the challenges and opportunities businesses face in creating workplaces where everyone can thrive.
In this podcast, Susan is joined by global influencers, allies, and innovative social changemakers. Together, they share compelling stories, professional breakthroughs, and, of course, plenty of humour, as they work towards building a world where no one is left behind — and yes, that truly means no one.
Expect hard-hitting discussions on the latest issues, including Susan’s early warnings about the dangers posed by AI-powered HR technologies for over 1.3 billion people with disabilities. Whether you’re a leader, innovator, or advocate, tune in for fresh perspectives and actionable advice on shaping a better future.
Susan Scott-Parker Goes Live
Episode Four - An Interview with Susan Scott-Parker
This programme is called ‘Scott Parker goes live’ – which prompted my latest challenging conversation with Anel asking: So what is top of your mind- what is ‘live?’ - as you continue to tackle what you describe as the ‘global disability equality crisis’?
Her questions just kept coming:
- Why does the world still so strongly resist the message that disability is a human rights and equality imperative-as evidenced by your ongoing struggle to get disability into the global ethical and responsible AI debate?
- Why are disabled employees never described as ‘entitled’ to reasonable adjustments –as women are ‘entitled’ to maternity leave’?
- Why does the phrase: ‘inclusion is a choice’ trigger your instant reply: “Well I guess ‘not robbing a bank’ is also a choice.’’
- Does focusing on the ‘bright side’ of incremental progress really get better results- or does failure to dig deep into disability specific obstacles, such as the state of HR training worldwide, or the ideology of equity and inclusion - make progress less likely?
Do join us for what we hope you agree is a thought provoking conversation.
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