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Project on Workplace Environment and Its Impact on Employee Turnover

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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
Universal Design & The Inclusive
Workplace
 Purpose of this topical call:
   Introduce Universal Design and its’
    application in the Inclusive Workplace.

   Discuss Wisconsin’s UD initiative.

   Open Discussion about how MIGs begin
    getting involved in advancing concepts of
    an Inclusive Workplace in the states.
What do we mean by an
Inclusive Workplace?
 A Workplace that Maximizes ALL People’s
  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.
Inclusive Workplace
Universal 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.
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.”
 *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."


Quoted from Universal Design Education Online
   http://www.udeducation.org/learn/aboutud.asp
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."
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.
Inclusive Workplace:
Policies and Procedures
 Training
     Ergonomics
     Education
     Diversity
   Flexible work schedules
   Hiring practices
   Telecommute
   Disability management
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.
Wisconsin’s Universal Design Project
 Universal Design Symposium
  October, 2006
  Madison, Wisconsin
 Stakeholders involved
 Plan of Action for 2007
 How does the project tie into Wisconsin’s MIG?


For more information on this project contact:
Ellen Felix (608) 267-7206 felixes@dhfs.state.wi.us
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
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
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
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.
Other Benefits of an
Inclusive Workplace
 Everyone benefits – doesn’t 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
Creating an Inclusive Workplace ~
What Can MIG’s 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
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
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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