The majority of people with disabilities (PWD) are effectively managing disabilities that are nonapparent in most environments and that do not require obvious physical aids such as wheelchairs, scooters, or white canes.
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A Key Driver of PWD Employee Engagement In part due to regulation, there is...
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Perceived Attitudes of Colleagues Determine Openness Consistent across Return on Disability Group (RoDG) studies...
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Preferences for Digital Experience A significant shift in retail, amplified by the Covid-19 Pandemic,...
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Executive Summary At the request of Employment and Social Development Canada (ESDC), The Return...
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[ Changes to Disability Demographics[1] Disability “Rates” are Increasing On December 1, 2023, Statistics...
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In the past decade there have increased attempts to deliberately hire People with Disabilities (PWD) as part of public and private workforces.
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Over the past 15 years, PWD have consistently told RoDG analysts that the single greatest determinant of their consumer experience is not physical accessibility solutions such as automated doors, but routine interactions with store or branch staff.
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There is perhaps no better-known set of accessibility features than the automated door and the ramp – both intended to ease the passage of especially those who mobility devices into a store, bank, or other retail location.
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As a market, disability consists of two elements: self-identity and functionality.
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Disability is amplified human functionality. How people experience products and services is materially affected by the way they interact with people and objects.
Read More The majority of people with disabilities (PWD) are effectively managing disabilities that are nonapparent in most environments and that do not require obvious physical aids such as wheelchairs, scooters, or white canes.
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