Ainslee HooperA manager is looking at a job candidate's file. The candidate has disclosed a disability. The manager wants to do right by them, so she starts guessing: quieter workspace, maybe. Flexible hours. A standing desk, if it comes up.
Ainslee HooperMost organisations would say their disability inclusion work is rights-based. Ask why they do it, and you'll get language about equity, dignity, and legal obligation. That's the frame on the label.
Ainslee HooperThis closes out the four-part series on FY 26-27 inclusion planning. If you've been following along, you don't need a recap.
Ainslee HooperA short apology first: this piece was meant to land the week after the Three Numbers piece. It didn't. Some weeks, the work in front of you wins over the writing about the work — this was one of them.