Universal Design and the Inclusive Workplace: Maximizing Employment Opportunities for All

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Universal Design and the Inclusive Workplace
Maximizing Employment Opportunities for All
NCHSD

• National Consortium for Health Systems
  Development
• Presenters
• Joe Entwisle, NCHSD
• Ellen Felix, WI Pathways to Independence

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Universal Design The Inclusive Workplace

• Purpose of this topical call
• Introduce Universal Design and its application
  in the Inclusive Workplace.
• Discuss Wisconsins UD initiative.
• Open Discussion about how MIGs begin getting
  involved in advancing concepts of an Inclusive
  Workplace in the states.

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What do we mean by an Inclusive Workplace?

• A Workplace that Maximizes ALL Peoples Abilities
  through
• Universal Design includes the physical building,
  interiors, outdoor space, equipment, and
  communication equipment.
• Policies and Procedures provide the rules and
  infrastructure that support a workforce that is
  diverse and well trained with flexibility to
  maximize employee abilities.
• Company Values that support an organizational
  culture where behaviors, attitudes and programs
  support and sustain inclusivity.

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Inclusive WorkplaceUniversal Design

• Basic Definition The intent of universal design
  is to simplify life for everyone by making
  products, communications, and the built
  environment more usable by as many people as
  possible at little or no extra cost. Universal
  design benefits people of all ages and abilities.

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Who developed Universal Design Principles?

• The Principles of Universal Design and their
  guidelines were developed by a working group of
  architects, product designers, engineers, and
  environmental design researchers as part of a
  project coordinated by the Center for Universal
  Design at North Carolina State University.
• Quoted from Universal Design Education Online
  http//www.udeducation.org/learn/aboutud.asp

Bettye Rose Connell, Mike Jones, the late Ron
Mace, Jim Mueller, Abir Mullick, Elaine Ostroff,
Jon Sanford, Ed Steinfeld, Molly Story, Gregg
Vanderheiden. The citation for their use is
"Center for Universal Design, North Carolina
State University, Raleigh, NC, 1997."
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7 Principles of Universal Design

• 1. Equitable use
• 2. Flexibility in Use
• 3. Simple and Intuitive Use
• 4. Perceptible Information
• 5. Tolerance for Error
• 6. Low Physical Effort
• 7. Size and Space for Approach and Use
• The citation for the use of the use of the
  principles is from the "Center for Universal
  Design, North Carolina State University, Raleigh,
  NC, 1997."

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Universal Design Principle Caveats

• Not a checklist or how-to list
• Principles alone are not enough. Aesthetics are
  part of good design.
• Principles were developed to introduce standards
  for design.
• Universal Design principles cannot be used to
  describe all aspects of the Inclusive Workplace.
• Other terms are used by designers and academic
  inclusive design, design-for-all.

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Inclusive WorkplacePolicies and Procedures

• Training
• Ergonomics
• Education
• Diversity
• Flexible work schedules
• Hiring practices
• Telecommute
• Disability management

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Inclusive Workplace Values

• The company organizational culture supports and
  thrives with an inclusive and diverse workforce
• Management supports this vision and provides the
  leadership to ensure follow through to the whole
  workplace.

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Wisconsins Universal Design Project

• Universal Design Symposium
• October, 2006
• Madison, Wisconsin
• Stakeholders involved
• Plan of Action for 2007
• How does the project tie into Wisconsins MIG?
• For more information on this project contact
• Ellen Felix [phone] felixes_at_dhfs.state.wi.
  us

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Role of Business in the Inclusive Workplace

• Creating workplace environments where coworkers
  are able to interact independently
• Using AT (Assistive Technology) and IT
  (Information Technology) to advance the future
  workplace into an all inclusive environment
• The built environment needs to foster inclusion
• Create inclusive business models that utilize the
  talents of many
• Recruit and hire people of all abilities and
  socioeconomic background
• Provide training on diversity and inclusion

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Why businesses may be interested in ideas
building an Inclusive Workforce

• From 2007-2020 the generation of baby-boomers
  will retire
• Large brain drain
• Loss of institutional knowledge
• Not enough people to fill employment
• What can employers do right now?
• Start working on Inclusive Workplace

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Inclusive Workplace Benefits In Practice

• Studies show that accommodations for workers with
  disabilities also benefit non disabled workers
• Examples of Businesses utilizing concepts of an
  Inclusive Workplace
• Alan Bradley Ergonomic Assessment
• Quad Graphic In House Daycare
• Intel Cubes Without Walls
• Every Grocery Store Automatic Power Doors

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Potential Impact of an Inclusive Workplace

• Flexibility in scheduling and telecommuting can
  lead to reduced costs in office space and HR
  costs from staff turnover
• Flexibility in work hours combined with changes
  to the physical environment also accommodates
  older workers who would like to stay on the job.

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Other Benefits of anInclusive Workplace

• Everyone benefits doesnt segregate and
  stigmatize one population
• Changes targeted toward maximizing employability
• Satisfies a greater need for employers to
  maintain workers as labor market encounters
  challenges of an aging workforce
• Identifies additional options for improvement
• Opens opportunities for dialogue with employers

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Creating an Inclusive Workplace What Can MIGs
Do?

• Look at options to create an Inclusive Workplace
  within your own agency or organization
• Identify impact of the practice and analyze
  benefits
• Develop materials to share with other employers
• Share material with other MIG projects

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What Can MIGs do?

• Explore opportunities to share the concepts
  behind Inclusive Workplace with decision makers
  within the workforce delivery system
• Create an Inclusive Workplace lens when looking
  at systems change or program development
  evaluate the physical environment, the program
  rules, and the culture of systems impacted

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What Can MIGs do?

• Share promising practices around an inclusive
  workplace with businesses who express an interest
  in hiring people with disabilities
• Make the concepts of an inclusive workplace a
  part of the dialogue -- rather than focusing on
  how individuals may need reasonable
  accommodations, identify how modifications to the
  work place will benefit all employees.

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