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SHRM board member David Windley discusses how unconscious bias can derail workplace diversity efforts.
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This research was commissioned by and conducted in collaboration with Cornell University’s ILR School Employment and Disability Institute. These findings are the third and final part series on organizational practices and policies related to the employment for people with disabilities. More than three out of four (81%) organizations have a return-to-work or disability management program for employees who are ill/injured or become disabled. Over one-half (59%) of organizations encourage flexible work arrangements for all employees (e.g., flextime, part-time, telecommuting). Over one-half (54%) of organizations indicate that disability-focused employee networks (e.g., employee resource groups or affinity groups) were a very effective practice related to the retention and advancement of employees with disabilities.
Download a copy of this report. (PPT)
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