![]() “People with disabilities are the world’s largest minority group, yet the opportunity to increase the representation of people with disabilities throughout marketing and communications is enormous. If anything, brand marketers need experience and disability confidence to put their best foot forward and shared learning and collaboration towards a common goal should be a useful mechanism for helping to achieve this. ![]() It simply replaces poor or inconsistent messaging with invisibility. However, this helps the cause not one bit. This may explain why many organizations opt to play it safe in relation to disability-inclusive comms and keep their heads below the parapet. If companies get things wrong, through cliched depictions, for example, it’s out there for all to see. It is perhaps in recognition of this public-facing role that trepidation around disability inclusion can occur. Marketing and comms are how companies set their stall out to face the world and create a template to be replicated throughout the business. ![]() What is unique about corporate communications and marketing is its intrinsic capacity to bring both internal and external facets of a business together and mold them into a cohesive whole. Meanwhile, though disability-inclusive boardrooms may galvanize best practice, such boardrooms more commonly signify the start or end point for a larger process but not necessarily the important details of the process itself. ![]() In the case of the former, though clearly a vital component, inadequate attention may be being paid towards core brand values and identity. For example, workplace disability inclusion is most commonly discussed in the context of HR and recruitment as well as boardroom representation. ![]()
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