The Inclusion Imperative

Support equality in the workplace such that no person is denied the terms, benefits and privileges of employment for reasons unrelated to ability. [...] An organization’s EEO policy should further consider including a provision that allows for the nullification of any policy or practice that is found to be discriminatory in impact, design, or effect; or ineffective in accomplishing stated objectives.16 Complaint Resolution Processes and Procedures a. [...] Accessibility data to measure the universal design conformity of an organization’s physical spaces, digital platforms, and services. a. [...] Establish rules to regulate the use, collection, and dissemination of data (data standards). 4. [...] Provide merit-based increases in pay to motivate employees to perform at the best of their competencies and abilities. 3. [...] Pay Transparency Refers to the organizational practice of disclosing pay compensation information to employees and candidates for employment. [...] To develop a pay grade schedule that identifies all job families within an organization’s hierarchy—from the highest weighted to the least weighted in terms of seniority and pay. 2. [...] Organizations should consider requiring human resource personnel and management to continuously review the equitable nature of an employee’s compensation. [...] Recognizing precarious employment as a significant barrier to the socio- economic inclusion and advancement of equity-denied persons and groups. 3. [...] In setting forth a policy brief or statement of purpose specific to flexible work, organizations should consider identifying the equity as well as talent attraction and retention benefits of such arrangements. c.