The Advanced Guide To Building Disability Smart Organisations [Interview with George Selvanera]

Today I’m speaking with George Selvanera. George is a Diversity & Inclusion Specialist with a particular focus on Ability/Disability within the workplace.

George provides strategic and consultant advice for organisations trying to become more inclusive, he’s worked in some fascinating international roles including work to influence legislation for the Central Government of Papua New Guinea and he was the Director of Policy, Services and Communications at Business Disability Forum

In todays show we discuss several things including

  • The common mistake made when managing people with disabilities in the workplace
  • The compelling reason why managing disabilities should be of interest to each and every one of us
  • The number one reason for the successful retention of people with disabilities within the workplace and much much more

Here’s some of what I share in the show:

Managing Disabilities in the workplace is an issue that affects more people than you think:

George explains that everyone has the potential to acquire a disability or a health condition, as they get older, making managing people with disabilities an issue that is likely to affect a large number of people:

“Ageing is a synonym for increased levels of disability and health conditions”

The Importance of Inclusive values for retaining talent in an organisation

George describes how inclusive values can lead to the successful retention of people with disabilities within an organisation:

“The number one reason or the number one aid if you like, to the successful retention of people with disabilities within the workplace was that actually the organisational values were inclusive ones”

Focus on what people can do, not what they can’t do

George explains how focusing on individual capabilities is important for creating an inclusive workplace for people with disabilities:

“If I give a blind person who reads braille, a book in braille, they’re not disabled”

If you want a quick snapshot of what the episode is about, I’ve created some slides that you may find interesting

Show Notes

George Selvanera, Director of Policy, Services and Communications at Business Disability Forum

Business Disability Forum

Click here to tell me the 3 things you want me to cover on this podcast

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences