Sharing the stage with me were Paralympic triathlete and disability inclusion consultant Erin Brown, Disability:IN’s Global Disability Equality Index Director Dorothy Garcia, Sephora’s Vice President of Diversity and Inclusion, George-Axelle Broussillon Matschinga, Accessibility Manager – Distribution Centers Jessica Jolly, and my colleague Sarah Crump, Director, Diversity Best Practices at Seramount.

My Own Experiences

The speakers I invited to the event represented various dimensions of disability: there were those with non-apparent disabilities, those with physical disabilities, and allies. Personally, I was excited to moderate this event because of my lived experience as an autistic woman. I didn’t have this understanding of myself until I was an adult.

I opened the program by sharing how medical gender bias and the differences that exist for autistic girls and women have left us (plus people of color and nonbinary folks) under-diagnosed and subsequently under-supported. The recent uptick in people, especially women, being diagnosed as autistic and with ADHD has led some people to think that there are more neurodivergent people today than before or that people are being over-diagnosed. However, the reality is that we’ve always existed; the nuances of these experiences are just being more clearly understood now.

The Power of Storytelling

A prevalent theme was the connective power of sharing our own stories.

Bahamian Erin Brown shared her personal story of resilience as someone who acquired a disability when she had a leg amputated following a cancer diagnosis. She found “courage in her cancer” and had a shift in perspective in navigating the world with a lens on accessibility, becoming a Paralympic triathlete.

She faced rejection and other barriers to employment. When she couldn’t get a job, she created her own by starting her disability inclusion consulting firm, Erin Brown Connects, to support others on their disability inclusion journeys. She is now also the sole person managing disability compliance at the University of The Bahamas.

Erin personalized her story further by sharing how disability inclusion benefits not just the employment space but families too. She is able to provide for her own family, which in turn impacts the community. “Access is a human right,” she said, and “accessibility today is inclusion tomorrow.”

Dorothy Garcia also shared her lived experience and connection to disability. Her rheumatoid arthritis and osteoarthritis “have affected every single life decision I’ve made as an adult”—from where she lives to where she works to the timing of having children. Seventy-five percent of disabilities are, like hers, non-apparent ones. Growing up in the Philippines, she noticed how people with disabilities are often relegated to the background, and parents with disabled children are less likely to push their children to achieve life goals. She personally hid her disability in the workplace prior to working at Disability:IN, a nonprofit for business disability inclusion.

Disability Is Wide-Reaching and Intersectional

The rate of unemployment for people with disabilities in the United States is 10.1% compared to the unemployment rate among those without a disability, which is 5.1%. The number of unemployed autistic college grads is at approximately 80%, almost 20 times the national average. The consequences of not being understood and supported can be tragic. The rate of suicide for autistic folks is three times higher than for allistic folks.

Looking at disability more broadly, we highlighted how disability is intersectional and shifting: it cuts across every dimension of diversity, and anyone can become disabled at any time. One in four adults in the United States has a disability, 15–20% of the world’s population is neurodivergent, and almost half of adults over 60 have a disability.

Dorothy also shared just how prevalent disability is globally and how serious the barriers can be. At least one billion people, 15% of the world’s population, have a disability. Unemployment among persons with disabilities is as high as 80% in some countries.

How Companies Can Create Inclusive Environments for Employees with Disabilities

Disability allies from Sephora, a member of Disability:IN, shared their practical approach to disability inclusion. George-Axelle Broussillon Matschinga positioned disability inclusion as part of Sephora’s overall DEI strategy of being a DEI employer, retailer, and partner of choice.

Jessica Jolly launched their newest ERG, SephorAbility, and manages the All Abilities Hiring Initiative, a nine-week paid program leveraging local advocacy groups and educational institutions to train and recruit people with disabilities. Since launching in 2017, the program has provided jobs to 246 disabled candidates across four distribution centers. Overall, people with disabilities make up 3% of total Sephora employees and 9% in their distribution centers.

Their keys to a successful disability recruitment program include top-down commitment, buy-in from people leaders (with communication and hands-on trainings), ensuring the interview process is inclusive and the work environment is ADA-accessible, and providing reasonable accommodations and ongoing support. Sephora plans to expand this initiative into their stores and corporate offices soon.

As Dorothy pointed out, the wins for companies are clear: there’s huge market share and spending power of people with disabilities, disability is an asset to companies as opposed to a liability, accessibility is key for clients and customers, and companies have an opportunity to brand themselves as pioneers and drivers of inclusion.

Disability:IN’s Disability Equality Index (DEI) can also help companies on their disability inclusion journeys. It is a comprehensive benchmarking tool helping companies build a roadmap of measurable, tangible actions toward disability inclusion and equality. This year, there were 415 participants (most of whom are Fortune 1000 companies), whose work is measured in the areas of Culture and Leadership, Enterprise-Wide Access, Employment Practices, Community Engagement, Supplier Diversity, and Non-US Operations.

A few key takeaways from their pilot include these: company satellite locations need in-country, local leaders who have lived experience with disability and/or are strong allies for the disability community, and inclusive leadership needs to come from multiple levels, including from the C-suite, an active ERG, and an in-country leader who is an ally.

Attendees Ask Their Pressing Questions

Attendees had some tough questions for the presenters, who were prepared with practical answers. Some key takeaways included these:

• Folks with non-apparent disabilities may opt to not disclose unless accommodations are needed and then disclose solely to HR to ensure legal support is provided. Erin recommended potentially suggesting what accommodations would be most helpful. If folks are more comfortable, they may choose to stand in solidarity with others who can’t hide their disabilities and disclose more broadly to their colleagues.

• It’s important to have true commitment from senior leaders and have a DEI internal census, which anonymously collects data to share in an aggregated way with HR. ERGs also play a critical role in sharing those messages of inclusion.

• Erin reminded attendees of the importance of getting buy-in across the organization and working to address other gaps, including understanding the importance of universal design and employee retention.

The Business Case for Disability Inclusion

The NDEAM webinar exemplified why disability inclusion needs to be an essential component of every organization’s DEI strategy. It isn’t just the right thing to do—it’s also good for companies’ bottom line. Most companies report no additional (or very minimal) cost for accommodations, and companies with inclusive environments for disabled folks report 28% higher revenue. Autistic people alone can be up to 140% more productive than non-autistic people when working with jobs aligned with our skills. Disabled people broadly bring fresh perspective and innovation to the table and are reported to have higher retention rates too. Plus, 87% of US customers would prefer to support businesses employing disabled folks.

We have an opportunity with a new hybrid work model to continue our path to progress by listening to disabled folks, many of whom have been unsuccessfully advocating for remote/flexible work for many years. Remote work also is more inclusive for parents/caregivers with changing schedules as well as people of color who experience fewer microaggressions. Including disabled people in policies and programs for us is essential to meaningful change. Nothing About Us Without Us!

To provide more information, my colleagues Christian, Krista, and I have created a one-pager on supporting neurodivergent folks in the workplace, but these tips can be supportive of those who identify as neurotypical as well. When you design workplaces for the most marginalized, everyone benefits.

Each heritage month, Seramount hosts a celebratory webinar for all employees of our Diversity Best Practices’ member organizations to facilitate engagement, learning, conversation, and community. Interested in learning more about membership? Contact Us.

The post Lessons Learned from Our Powerful National Disability Employment Awareness Month Event appeared first on Seramount.

• Download or order the official 2022 NDEAM poster and create a display (or Slack channel!) to encourage employees to engage with the company’s commitment to an inclusive work environment and learn about people’s experiences.
• Review policies to ensure they demonstrate a commitment to an inclusive workplace culture.
• Launch an employees with disabilities employee resource group (ERG) to offer opportunities for employees to connect, engage, and learn about people with similar and different backgrounds. Ensure allies of people with disabilities can also join.
• Host refresher trainings with managers and employees to review relevant policies and learn through informal educational events, such as lunch and learns.
• Create an easily accessible resource bank that can facilitate activities to learn, such as disability etiquette materials and the “I Can” public service announcement.
• Offer time for employees to participate in Disability Mentoring Day, which promotes career development for youth with disabilities. This event is held on the third Wednesday of October, but companies have the option to host their own events on any day of the month (or throughout the year!).

Below, see what some Diversity Best Practices members are doing to support NDEAM this year:

Freddie Mac

Freddie Mac has a business resource group (BRG) dedicated to abilities that will host several activities throughout the month, including:

• Diversity consultant Dr. Betty Lovelace for a virtual event, “Hidden in Plain View: Beyond the Mask.” In addition, employees will participate in a forum on the importance of housing for individuals with special needs.
• Margaux Joffe, award-winning producer and founder of Kaleidoscope Society for Women with Attention Deficit Hyperactivity Disorder, will lead a discussion on “ADHD in the Workplace.”

Nasdaq

Nasdaq’s Accessibility Network, dedicated to the company’s differently-abled employees, caregivers to people with disabilities, and their allies, will be hosting several events for National Disability Employment Awareness Month, including:

• A discussion session on the documentary “The Reason I Jump,” a movie that follows non-speaking children with autism around the world.
• A giving campaign in which Nasdaq employees will be encouraged to donate to charities dedicated to people with disabilities; Nasdaq will match these donations.
• An interview with Eric LeGrand, former Rutgers defensive tackle who was paralyzed from the neck down. He is a motivational speaker, entrepreneur, ESPY winner, and community builder.

New York Life Insurance Company

New York Life’s ENABLE Employee Resource Group is hosting several exciting events to bring people together and to raise awareness throughout the company:

• A conversation about community and mental health with Charlten Henderson, a trained counselor and barber who was highlighted in New York Life’s Love Takes Action podcast. The discussion will cover how he created a place where community members feel comfortable sharing their personal challenges.
• During New York Life’s annual “Beyond Disability” panel, employees will share their personal stories while engaging in a conversation that highlights the differences—and similarities—of their experiences with disabilities.
• The company will host speaker Jill Griffin, who will discuss how her traumatic brain injury and her journey from silence to disclosure impacted her personally and professionally.
• New York Life’s Vice President of Benefits will provide a 2023 benefits review in preparation for open enrollment with consideration as to how the company’s workforce can promote health and wellness for people with disabilities.
• Throughout October, New York Life will hold a virtual walkathon and weekly “Cheers for Charity” events, where employees have the opportunity to catch up with colleagues in person and enjoy cocktails and hors d’oeuvres, with the entry fee supporting Achilles International, a global organization that transforms the lives of people with disabilities through athletic programs and social connection.

Sodexo

Here is how Sodexo is celebrating this month with their employees:

• Encouraging team members to identify as a person with a disability, if applicable, through a Self-ID Campaign.
• Creating a SOAR’s Toolkit and related Inclusion Spotlights which aim to uplift employees’ voices through submissions of personal quotes and headshots.
• Creating a “Mental Health & Wellbeing” virtual course for employees.
• Sodexo’s JUST_IN_TIME Toolkit – Includes tips, checklists, and resources to help managers lead a disability-inclusive workforce. Examples include:
  • Frontline Training: Disability Module
  • Requests for Accommodation: Don’t let talent slip away because you are unsure how you can make a reasonable accommodation.

The company will also be encouraging employees to attend a variety of external offerings, including:

• Seramount: NDEAM Member Webinar – This program will feature stories that amplify and uplift the efforts of individuals and employee resource groups working to support people with disabilities both at their organizations and in the communities they serve.
• Disability Voice: World Mental Health Day Webinar – Celebrating World Mental Health Day and learning about mental health and trends in disabilities across the globe as part of this year’s theme: Shaping an Inclusive Future.
• Disability:IN: Disability Mentoring Day – In celebration of Disability Mentoring Day (DMD), this webinar will focus on stories and takeaways from disability mentoring programs. Participants will hear from NextGen Leader Alumni, DOBEs, and Disability:IN Partners as they share the meaningful impact mentoring can have on a young person or a business owner with a disability. Participants will learn from direct experience how corporate mentoring programs can positively affect both culture within the workplace and business overall.
• Global Best Buddies: ACCESS 360 – Best Buddies will host a panel discussion with a focus on ACCESS in the workforce. They will feature a 360-viewpoint covering personal experiences and firsthand knowledge around accessibility and accommodations in the workplace.
• Retaining Valued Employees with Disabilities: The Importance of Performance Coaching and Management – Participants will learn about effective strategies managers can use to support and empower their employees with disabilities when engaging in coaching and performance dialogues. All employees, including those with disabilities, benefit from regular feedback on their performance. Effective performance management provides the employee with opportunities to grow existing skills and develop new ones.
• “Intersectionality Through the Lens of Disability” with Alycia Anderson,  a TEDx motivational speaker, disability advocate, corporate Diversity, Equity, Inclusion & Accessibility consultant, and the founder & CEO of The Alycia Anderson Company, LLC. Alycia’s authenticity and charisma draws others to her and naturally connects them to inspire, mentor, champion, and support. A tennis player, cyclist, identical twin, and wheelchair user since birth, Alycia shares her journey globally to help communities and companies understand the true benefits inherent to building a diverse, inclusive, and accessible workplace and society.

TD Bank

Leo Salom, TD Bank President & CEO, is kicking off NDEAM and introducing keynote speaker Spencer West. The company will host its annual Disability Summit on November 17.

Learn more about Seramount’s Diversity Best Practices Membership.

The post DBP Members Celebrate National Disability Employment Awareness Month 2022 appeared first on Seramount.

About 15% of the world’s population, experience some form of disability and 26 percent of adults or 1 in 4 adults in the United States have some type of disability.

Below we share some of the organizations that are not only serving that population, but that also support organizations to recruit, retain and advance people with disabilities and build truly inclusive workplaces for all employees.

ADARA: Professionals Networking for Excellence in Service Delivery with Individuals who are Deaf or Hard of Hearing

ADARA promotes and participates in quality human service delivery to people who are deaf and hard of hearing through agencies and individuals. ADARA is a partnership of national organizations, local affiliates, professional sections, and individual members working together to support social services and rehabilitation delivery for people who are deaf and hard of hearing.

American Association of People with Disabilities (AAPD)

The American Association of People with Disabilities (AAPD) is a convener, connector, and catalyst for change, increasing the political and economic power of people with disabilities.

American Council of the Blind

The American Council of the Blind (ACB) is comprised of approximately 70 state chapters and special-interest affiliates representing a diverse range of groups within the blind community, including students, families, teachers, attorneys, governmental employees, entrepreneurs, vending stand operators and the LGBTQ community.

The Arc

The Arc is the largest national community-based organization advocating for and serving people with intellectual and developmental disabilities and their families.

Council of State Administrators of Vocational Rehabilitation (CSAVR)

The Council of State Administrators of Vocational Rehabilitation is composed of the chief administrators of the public rehabilitation agencies serving individuals with physical and mental disabilities in the States, District of Columbia, and the territories.

Deaf Initiative in Information Technology (DIIT)

The Deaf Initiative in Information Technology (DIIT) is a project of the Applied Computer Technology Department (ACT), of the National Technical Institute for the Deaf at the Rochester Institute of Technology and provides retraining workshops to deaf and hard-of-hearing adults already in the national workforce or preparing for employment in the information technology field.

Disability:IN

Disability:IN (formerly USBLN) empowers business to achieve disability inclusion and equality. Disability: IN administers the annuel Disability Equality Index (DEI), a free benchmarking tool that provides a confidential opportunity to receive an objective score on disability inclusion policies and practices.

Employer Assistance and Resource Network on Disability Inclusion (EARN)

EARN supports organizations in their efforts to recruit, hire, retain and advance qualified individuals with disabilities. EARN educates public- and private-sector organizations on ways to build inclusive workplace cultures.

Job Accommodation Network – JAN

JAN offers free consulting on the Americans with Disabilities Act (ADA), job accommodations, and the employability of people with disabilities.

National Association of the Deaf

The National Association of the Deaf (NAD) is the nation’s premier civil rights organization of, by and for deaf and hard of hearing individuals in the United States of America.

National Organization on Disability (NOD)

The National Organization on Disability focuses on increasing employment opportunities for the 80-percent of working-age Americans with disabilities who are not employed. NOD works with leading employers and partners with educational and philanthropic institutions to pilot innovative approaches to disability inclusion, then scales these up into initiatives with even broader impact.

TASH

TASH advocates for human rights and inclusion for people with significant disabilities and support needs. TASH works to advance inclusive communities through advocacy, research, professional development, policy, and information and resources for parents, families and self-advocates.

HONORABLE MENTION: Invisible Disabilities Association

The IDA is passionate about providing awareness that invisible illness, pain and disabilities are very real. The frequently invisible nature of illness and pain may lead to disbelief about that illness or pain by those surrounding the person who lives daily with invisible disabilities. Their mission is to encourage, educate and connect people and organizations touched by illness, pain and disability around the globe.

The post 12 Organizations for People with Disabilities You Should Know appeared first on Seramount.