Concepts Communications Presents Three Steps for Private Companies to Model the New Federal Executive Order in their Workplaces

WASHINGTON, Dec. 21, 2021 /PRNewswire-PRWeb/ -- This summer, ahead of the 31st Anniversary of the Americans With Disabilities Act (ADA), the White House released the Executive Order on Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce. The order reinforced a longstanding commitment by the federal government to model workforce values of diversity, equity, inclusion and accessibility. While the executive order (EO) is only a formal requirement for the federal government workforce, all businesses can use the EO as an opportunity to incorporate these ideals into their own workplaces. This is especially true for businesses with federal contracts, like Concepts Communications.

Concepts Communications values diversity, equity, inclusion and accessibility within its workforce and developed three model practices that private companies can emulate within their workplaces:

1. Diversify Your Workforce with Telework

Federal recruitment policy states that federal hiring should "endeavor to achieve a workforce from all segments of society". This includes underserved populations, like communities of color, the LGBTQ+ community, and people with disabilities. A successful approach in recruiting, hiring, retaining, and advancing members of these communities include offering permanent telework, both full-time and hybrid. Even if your local region lacks significant diversity, telework allows companies another strategy to recruit the best candidate for the job regardless of geographic location. Telework is also a best practice strategy for people with disabilities, as it allows the flexibility to avoid complicated commutes and to treat health conditions. Learn more about how to establish a telework policy.

2. Ensure Your Interview Processes are Accessible

One goal of the EO is to "assess whether agency recruitment, hiring, promotion, retention, professional development, performance evaluations, pay and compensation policies, reasonable accommodations access, and training policies and practices are equitable." A critical facet of beginning this process is ensuring that your company's interviewing processes are accessible to people with disabilities. In developing an accessible interview process, providing clear and robust training to hiring managers is critical including an explanation of what questions can and cannot be asked of a person with a disability during an interview. Another vital component is assuring accessibility of the company's website, especially if is being utilized as a part of the talent recruitment process. Similarly important, is ensuring the physical accessibility of the business and asking prospective candidates if they have any accommodation needs to successfully participate in the interview. The Employer Assistance and Resource Network on Disability Inclusion (EARN) offers a wealth of resources regarding enhancing the accessibility of interview processes. EARN provides a checklist you can follow to ensure interview accessibility.

3. Provide Health Insurance that Covers Mental Health

The EO states that barriers to equity should be identified and eliminated, including ones that pertain to health benefits. Ensuring that the health benefits offered by your company cover mental health conditions are critical. Mental health conditions are not only a disability, but are more likely to impact LGBTQ+ people and multi-racial people. By ensuring that mental health is covered by company health insurance, you will be able to provide well-rounded care for your employees which will have a long-term positive impact on the workplace. In fact, 80 percent of employees treated for mental illness report improved levels of work efficacy and satisfaction.

The federal government sets an example as a model employer for the private sector. As a federal contractor, Concepts Communications has seen great value in following the federal government's policy lead. Being a workplace that incorporates diversity, equity, inclusion and accessibility into its practices and policies are not only simple but essential in a competitive market. Such workplace values are likely to produce additional benefits for employers such as tapping into largely underutilized labor pools, providing a strong solution for workforce shortages.

About Concepts Communications
Concepts Communications is a disability- and woman-owned small communications firm in Bethesda, Maryland that specializes in public awareness and outreach on disability inclusion as well as workforce development, communications access and small business. In fact, Concepts has been the creative force behind some of the most recognizable public awareness campaigns on these issues. Known for a unique combination of strategic communications savvy and in-depth knowledge of several interrelated policy, Concepts has successfully managed a variety of initiatives on behalf of federal government agencies, nonprofit organizations and private companies.

Media Contact

Kara Moore, Concepts Communications, 210-859-9118, [email protected]

SOURCE Concepts Communications