A wise Chief Diversity Officer once said that when it comes to recruiting and hiring qualified people with disabilities, “intention isn’t sufficient.” There are abundant ways in which companies can show genuine resourcefulness in employing more people with disabilities. Tried-and-true practices include targeted recruiting outreach, holding senior management accountable, and clearly communicating a company’s commitment to…
DetailsGREATER GOOD A new study reveals that hiring people with intellectual and developmental disabilities doesn’t just improve culture—it improves the bottom line. What kind of employers hire people with intellectual and developmental disabilities (IDD)? You might imagine that they’re like George Bailey in It’s a Wonderful Life—big-hearted souls that sacrifice their business’s profits to improve…
DetailsIf new research suggests that cutting the hours of older workers could boost productivity—and a company’s bottom line—should employers take heed? While the prospect may sound outlandish, consider that Ford Motor Company founder Henry Ford was viewed as a radical—and was even called “crazy”—when in 1914 he doubled employees’ pay and reduced their work time…
DetailsIn Afghanistan, U.S. Army General Stanley McChrystal was focused on one thing: devising the best plan of attack. But he knew he couldn’t do it alone. So like any good leader, he assembled a core team of trustworthy people who believed in his vision and relied on them heavily to get the job done. “Even…
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