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

1. 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

2. 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.

3. What do we mean by an Inclusive Workplace? • A Workplace that Maximizes ALL People’s Abilities through: • Universal Design includesthe 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.

4. 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.

5. 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 Onlinehttp://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."

6. 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."

7. 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.

8. Inclusive Workplace:Policies and Procedures • Training • Ergonomics • Education • Diversity • Flexible work schedules • Hiring practices • Telecommute • Disability management

9. 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.

10. 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

11. 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

12. 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

13. 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

14. 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.

15. Other Benefits of anInclusive 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

16. 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

17. 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

18. 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.