{"id":49839,"date":"2021-10-29T12:36:13","date_gmt":"2021-10-29T19:36:13","guid":{"rendered":"\/us\/en\/blog\/?p=49839"},"modified":"2025-03-13T06:39:19","modified_gmt":"2025-03-13T13:39:19","slug":"powered-by-inclusion","status":"publish","type":"post","link":"\/us\/en\/blog\/powered-by-inclusion\/","title":{"rendered":"Powered by Inclusion"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Highlights:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">The Americans With Disabilities Act allows for increased economic participation, and protects against discrimination in the workplace.\u00a0<\/span><\/i><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><i><span style=\"font-weight: 400;\">The theme of NDEAM 2021 is \u201cAmerica\u2019s Recovery: Powered by Inclusion.\u201d<\/span><\/i><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Americans with disabilities \u2014 particularly women and people of color \u2014 have faced long-standing gaps in employment, advancement, and income. \u00a0The COVID-19 pandemic has compounded these inequities, as people with disabilities have faced heightened risks. We met with disabled RingCentral employees to take a look at the challenges they face, and got some valuable input for the future.\u00a0\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Our participants included:<\/span><\/p>\n<p><b>Tasia Bromell <\/b><span style=\"font-weight: 400;\">&#8211; Associate Program Coordinator, Diversity, Equity &amp; Inclusion, Charlotte, NC<\/span><\/p>\n<p><b>Joel Dodson<\/b><span style=\"font-weight: 400;\"> &#8211; Engineering Manager, Telecommunications, Belmont, CA<\/span><\/p>\n<p>&nbsp;<\/p>\n<h3 class=\"heading h3\"><b>RC: What kind of issues do disabled employees face in terms of inclusion?\u00a0<\/b><\/h3>\n<p><b>Tasia Bromell (TB):<\/b><span style=\"font-weight: 400;\"> \u201cI call it the \u201cDiversity-and-Stir\u201d -mentality. Many companies believe that simply hiring disabled employees is enough. But they do this without providing the resources or organizational practices in place they actually need to help disabled individuals succeed. Beyond hiring, it is essential that organizations implement practices such as normalizing accommodations, disability-centric Employee Resource Groups (ERGs) and mentorships to generate awareness. Do this right and you get a virtuous cycle that\u00a0 not only attracts people with disabilities to your organization, but increases retention. When people truly feel included, it improves organizational performance.\u201d<\/span><\/p>\n<p><b>Joel Dodson (JD):<\/b><span style=\"font-weight: 400;\"> \u201cThere are preconceptions regarding disability that can hinder inclusion.\u00a0 These stem from lack of exposure to people with various disabilities, which could be addressed by having more people with disabilities within the company.\u00a0 It\u2019s kind of a chicken and egg I guess. Of course, there are also physical barriers.\u00a0 For example, if a person in a wheelchair can\u2019t <\/span><i><span style=\"font-weight: 400;\">get<\/span><\/i><span style=\"font-weight: 400;\"> to a meeting room, they might not be able to perform their job.\u201d<\/span><\/p>\n<h3 class=\"heading h3\"><b>RC: What about you, personally?\u00a0<\/b><\/h3>\n<p><b>JD:<\/b><span style=\"font-weight: 400;\"> &#8220;As a blind person, I use a screen reader on my laptop and mobile phone.\u00a0 If software tools (including websites) are not built to be accessible, I might not be able to do my job.\u00a0 It\u2019s not because I don\u2019t know <\/span><i><span style=\"font-weight: 400;\">how<\/span><\/i><span style=\"font-weight: 400;\"> to do my job, it\u2019s because the tools are insufficient.\u00a0 You can\u2019t give me the top half of a broken shovel and expect me to dig a hole.\u201d<\/span><\/p>\n<p><b>TB:<\/b><span style=\"font-weight: 400;\"> \u201cThroughout my career, I have struggled with the discrepancy between organizations saying they want to include people with disabilities, and actually doing something about it. In my life and in my field, it can be frustrating to encounter talk without action.\u201d\u00a0<\/span><\/p>\n<h3 class=\"heading h3\"><b>RC: What do you think RingCentral done\/not done to foster inclusion among disabled employees?\u00a0<\/b><\/h3>\n<p><b>TB:<\/b><span style=\"font-weight: 400;\"> \u201cI do think RingCentral\u2019s culture fosters inclusion among disabled employees. RingCentral has never made me feel ostracized because of my disability, but actually more welcomed. RingCentral has brought me to the table around topics of disability inclusion which is my passion. Furthermore, I believe we\u2019ve made improvements to our technology to foster inclusion among disabled employees, with product features like closed captions and transcripts.\u201d<\/span><\/p>\n<p><b>JD:<\/b><span style=\"font-weight: 400;\"> \u201cThe culture may be welcoming, but there is still a long way to go. The closed captioning feature, for example, was presented as a way for people who joined meetings late to know what had been discussed.\u00a0 A document was included with the announcement giving some info on how to configure captioning for your meeting.\u00a0 I responded to the announcement saying \u201cThis is great, our deaf employees\/customers will really appreciate this, but then I noticed the instructional document was mostly screen captures with little to no textual description. That\u2019s tough for a blind person to work with..\u201d\u00a0<\/span><\/p>\n<h3 class=\"heading h3\"><b>RC: Has the work-from-home trend affected disabled employees?\u00a0<\/b><\/h3>\n<p><b>JD: <\/b><span style=\"font-weight: 400;\">\u201cI suspect for the mobility-challenged, remote work has been overall very positive.\u00a0 I hesitate to speak for other disabilities. I know I appreciate not having to spend a small fortune on Uber\/Lyft to commute.\u00a0Overall though, it really depends on the individual and their disability. Deaf people might find it more difficult to be in group meetings remotely (unless there\u2019s captioning).\u00a0 I read an article describing a blind person who prefers in-person meetings because he can use his laptop with a braille display while in the meeting.\u00a0 When he had to work from home, he had to have one computer to be in the meeting, and a separate one, with his braille display, to read documents being discussed <\/span><i><span style=\"font-weight: 400;\">in<\/span><\/i><span style=\"font-weight: 400;\"> the meeting.\u201d\u00a0<\/span><\/p>\n<p><b>TB<\/b><span style=\"font-weight: 400;\">: \u201cWork-from-home has definitely positively affected employees with disabilities. As you\u2019d expect, WFH simply makes it easier for disabled employees to do the day-to-day tasks their disabilities themselves might require. But what I\u2019ve been thinking about is, WFH allows people with disabilities are able to work without feeling like the stigma of disability is at the front of the employer&#8217;s mind\u2014mainly because they don\u2019t have to disclose their disability.\u00a0People with \u201cinvisible\u201d disabilities (disabilities that can not be seen) often don\u2019t disclose anyway for exactly this reason &#8211; they feel like they\u2019d be categorized as someone who wouldn\u2019t perform as well as a non disabled individual. With WFH, people with physical disabilities (like me) don\u2019t have to disclose either. On a practical level, that\u2019s\u2026nice? On a broader level, I would love to see disabled people feel comfortable being up-front, and being treated equally, but that\u2019s a cultural issue every organization has to address. The way the world is now, disabled employees typically feel like they need to hide their disabilities to succeed and I have to say, working from home makes it easier.\u201d\u00a0<\/span><\/p>\n<h3 class=\"heading h3\"><b>Has the current labor shortage opened up more opportunities for disabled employees?<\/b><\/h3>\n<p><b>TB: <\/b><span style=\"font-weight: 400;\">\u201cI would imagine so. Employers are finding themselves forced to cast a wider net and open their recruitment process to more than just a certain type of individual.<\/span><\/p>\n<p><b>JD:<\/b><span style=\"font-weight: 400;\"> \u201cThat\u2019s so hard to know.\u00a0Labor shortages are most likely temporary and if they are beneficial to the disabled, I\u2019m not sure it\u2019s sustainable.\u00a0\u00a0<\/span><i><span style=\"font-weight: 400;\">Normalizing<\/span><\/i><span style=\"font-weight: 400;\"> disability is probably the only way to truly address employment issues.\u00a0 And probably the best way to normalize disability is to have more disabled people in the workplace.\u00a0 As more people realize how capable disabled people are, more disabled people might be hired.\u00a0 It\u2019s a chicken-and-the-egg issue.\u201d<\/span><\/p>\n<h3 class=\"heading h3\"><b>RC: What sorts of efforts should employers make to help disabled employees work from home?<\/b><\/h3>\n<p><b>TB:<\/b><span style=\"font-weight: 400;\"> \u201cEmployers should ensure technology is suitable for ALL people with disabilities. It really requires thinking things through in a new way, and having disabled employees be a part of that discussion. Furthermore, companies need to make sure that \u201cout of office\u201d doesn\u2019t equate to out of mind. Consider people with disabilities in your organization\u2019s strategic goals.\u201d\u00a0<\/span><\/p>\n<p><b>JD: <\/b><span style=\"font-weight: 400;\">\u201cWorking from home has its benefits and drawbacks for everyone, and you\u2019ll always find different issues for different people of differing abilities.\u00a0 How I benefit or suffer from working remotely might be completely different from another blind person.\u00a0 I don\u2019t read braille so those issues don\u2019t apply to me, but other issues might.\u00a0 For me personally, if I can work from the office, I can work from home.\u00a0 That might not be true for others. Whatever the issue, it all comes down to accessibility, and I agree with Tasia, that has to be thought through on a strategic level.\u201d<\/span><\/p>\n<h3 class=\"heading h3\"><b>RC: What could RingCentral, specifically, do better?\u00a0<\/b><\/h3>\n<p><b>JD:<\/b><span style=\"font-weight: 400;\"> \u201cAs a corporation, there is definitely work to do. The intentions are good, but the actions have to reflect them. But I do want to say, on a personal level, the company is <\/span><i><span style=\"font-weight: 400;\">very<\/span><\/i><span style=\"font-weight: 400;\"> welcoming and I have not encountered anyone who has made me feel as if I am not capable.\u201d\u00a0<\/span><\/p>\n<p><b>TB:<\/b><span style=\"font-weight: 400;\"> \u201cWorking specifically in HR and DEI I do see the efforts. But like at any organization there are always improvements to be made. We can always better generate conversations around disability inclusion specifically which I haven\u2019t seen as much. I would love an ERG group for disabled employees. I would love better awareness around accommodations and how to request them.\u201d<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><span style=\"font-weight: 400;\">It is our shared responsibility to tear down the barriers that remain for people with disabilities and to ensure that everyone has the chance to contribute. We know we have work to do as a company &#8211; culturally, technically and organizationally. We also know we\u2019re a company that\u2019s perfectly positioned &#8211; culturally, technically and organizationally &#8211; to do that work, and do it well.\u00a0 #HellotoInclusion<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">Want to get involved with organizations that promote disability issues in the workforce? RingCentral currently works with <\/span><\/i><a href=\"https:\/\/www.easterseals.com\/\"><i><span style=\"font-weight: 400;\">Easter Seals<\/span><\/i><\/a><i><span style=\"font-weight: 400;\">, <\/span><\/i><a href=\"https:\/\/www.enableamerica.org\/\"><i><span style=\"font-weight: 400;\">EnableAmerica<\/span><\/i><\/a><i><span style=\"font-weight: 400;\">, <\/span><\/i><a href=\"https:\/\/www.respectability.org\/about-us\/\"><i><span style=\"font-weight: 400;\">RespectAbility<\/span><\/i><\/a><i><span style=\"font-weight: 400;\">, and <\/span><\/i><a href=\"https:\/\/weexceed.org\/\"><i><span style=\"font-weight: 400;\">WeExceed<\/span><\/i><\/a><i><span style=\"font-weight: 400;\">, among others.<\/span><\/i><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Highlights: The Americans With Disabilities Act allows for increased economic participation, and protects against discrimination in the workplace.\u00a0 The theme of NDEAM 2021 is \u201cAmerica\u2019s Recovery: Powered by Inclusion.\u201d Americans with disabilities \u2014 particularly women and people of color \u2014 have faced long-standing gaps in employment, advancement, and income. \u00a0The COVID-19 pandemic has compounded these &#8230;<\/p>\n","protected":false},"author":29,"featured_media":49840,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[18885],"tags":[],"class_list":["post-49839","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ringcentral-newsdesk"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v19.3 (Yoast SEO v27.2) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Powered by Inclusion | RingCentral Blog<\/title>\n<meta name=\"description\" content=\"It\u2019s National Disability Employment Awareness Month, and we\u2019re taking a look at what it really takes to address the issues disabled 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