KCDC Disability News Message

Here is today's Kansas Commission on Disability Concerns (KCDC) Disability News message.?

Starting Monday, July 31, I will be out of the office for about six weeks.? No list serve messages will be sent during that time.??

Martha K. Gabehart | Executive Director
Kansas Commission on Disability Concerns (KCDC)
Kansas Governor Laura Kelly
900 SW Jackson, Suite 100 | Topeka, Kansas 66612
(785) 296-6525 (direct) | (785) 260-4027 (cell)

The July edition of the JAN Newsletter features information about pregnancy and job accommodations and highlights a new federal law, the Pregnant Workers Fairness Act (PWFA). The PWFA requires covered employers to make reasonable accommodations for qualified applicants and employees unless they cause an undue hardship. It extends reasonable accommodation rights to workers with known limitations related to pregnancy, childbirth, or related medical conditions. The law also establishes clearer guidelines and accommodation obligations for employers. This helps ensure that workers are not treated unfairly or forced out of work due to pregnancy, childbirth, or related medical conditions.

If you have any questions or comments, or if there is a topic you would like us to cover, please contact us.

Business Sense
July 2023
Intersectionality: Leveraging Disability as Diversity, and Diversity within Disability

Today, more and more businesses understand that a diverse workforce is a stronger workforce?because it means more perspectives to draw on when solving complex problems and making important decisions. As employers, business leaders increasingly recognize that workforce diversity encompasses a wide range of backgrounds and experiences?including disability.

But, just like all people, disabled people may have many ways they identify themselves, including by their race, gender, sexual orientation and other ?social identities.? The intersection of these identities truly shape who they are. For people with disabilities from historically marginalized groups, such intersectionality also often means experience with bias, prejudice and discrimination based on more than one factor, sometimes referred to as multiple marginalization. Examples may include Black and Hispanic people with disabilities, disabled transgender people and immigrants with disabilities.

To foster a truly inclusive workplace, employers should ensure their policies and practices consider not only disability as a component of diversity, but also take account of the considerable diversity within the disability community. To help, the ODEP-funded Employer Assistance and Resource Network on Disability Inclusion (EARN) offers resources businesses can use to consider their diversity and inclusion efforts through an intersectional lens. These include:

? Disability and Diversity at Work, which provides an introduction to the concept of intersectionality in the workplace and tips for supporting employees with disabilities who are multiply marginalized.

? Intersectionality in the Workplace (attached below), which explores how factors such as race, gender, sexual orientation and others can impact an employee?s point of view and workplace experience and steps businesses can take to ensure all feel respected and welcomed.

Indeed, respect and a sense of belonging are at the heart of an inclusive workplace culture. By understanding that employees often have multiple, intersecting identities, businesses can help communicate a commitment to such a culture?and in turn benefit from a wider pool of knowledge, skills and talents.

U.S. Department of Labor
Office of Disability Employment Policy
DRIVING CHANGE ? CREATING OPPORTUNITY

This message is from the United States Department of Labor (USDOL).??

A U.S. Department of Labor ePolicyWorks National Online Dialogue

Share your ideas and experiences to help the U.S. Department of Labor (USDOL), in collaboration with partners across federal agencies, improve policies and practices that lead to a smooth transition to adulthood for disabled youth.

Visit OurFutureMatters.IdeaScale.com today to join the conversation!

Disabled youth face unique challenges that may complicate their educational trajectories as well as their plans for school, training and work. As a result, disabled youth may have poorer adult educational and employment outcomes than their peers without disabilities and may have difficulty achieving maximum independence.

Anyone with a personal or professional interest in supporting the aspirations of youth and young adults with disabilities to live, work and thrive in their communities is invited to participate in this virtual public engagement event.

Explore the online dialogue to submit an idea or experience, or comment and vote on submissions by others. Your valuable contributions will help federal agencies improve policies, practices and interagency strategic planning.

What changes need to happen to more effectively implement education services that successfully transition youth with disabilities to postsecondary or employment settings?

What changes need to happen to implement employment services more effectively for youth and young adults with disabilities?

What changes need to happen to implement health and human services more effectively, such as access to childcare, transportation and other types of supportive services that support employment for youth and young adults with disabilities?

What changes need to happen to make social security services more supportive of the employment options for youth and youth adults with disabilities?

Do you have any additional ideas about supporting the successful transition of youth and young adults with disabilities to adulthood that do not fit the other topic areas?

Please contact [email protected] if you have questions or need assistance.


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