Your Employment, Business and Educaton Magazine for Today’s Diverse-Abled Community
Fall / Winter 2019 2019 National Disability Disability Friendly Employment Companies Awareness Month Grow Your Business
ALI STROKER Staging an Encore Why GSK ?
BECAUSE WE LIVE AND BREATHE OUR VALUES
What are you looking for? A company that sees what you can do, not who you are? An inclusive culture that welcomes different perspectives, experiences, and styles? A chance to add your ideas to a rich diversity of thinking? An opportunity to make a difference?
Wouldn’t it be great if a company could answer all those questions for you. And, ask you to answer some of the biggest questions around like, what’s the future of healthcare? What does a truly global business look like? And how do you help millions of people worldwide to do more, feel better and live longer?
www.gsk.com/careers
GSK is an Equal Opportunity/ Affrmative Action Employer/Female/Minority/Disability/Veteran
Fall/Winter 2019 Volume 4, Issue 2
84Ali Stroker: Staging an Encore
FEATURES 12 Best of the Best: Disability-Friendly Companies 16 Disability:IN 2019 Wrap Up 40 How to Create Better Employee Experiences 42 What is National Disability Employment Awareness Month? 56 Kodi Lee Wins America’s Got Talent! Season 14 58 How Do We Bridge the Gap Between Ability and Disability? 74 Cultivating Inclusion 96 News Briefs IMAGES MCBRIDE/WIREIMAGE/GETTY WALTER BY PHOTO PHOTO BY WALTER MCBRIDE/WIREIMAGE/GETTY IMAGES DEPARTMENTS
Diversity & Inclusion Careers B2B: DOBEs, DVBEs & 34 Verizon: Changing the Way People are 46 More Jobs Than Ever for People with Supplier Diversity Viewed Disabilities 60 Why WE Matter as Diverse Suppliers 36 One Company…One Culture…One 51 How to Tell Your Employer About a 66 Looking to Grow Your Business? World Disability 68 How to Build on Being a Disability- 38 Wells Fargo VP Pays it Forward 52 Don’t Assume the Visible Owned Business
Community Education Life Without Limits 70 Making Strides to Beneft the Blind 76 $17 Million Aids Special Education 88 A Slam Dunk for Everyone and Visually Impaired Teachers in Better Training 94 Creating Confdence for the Visually 78 How to Succeed in Higher Impaired Education 80 A Look into One of the World’s Most Signifcant Problems 82 College is Hard, But it’s Doable Too
Products, Technology & Advancements 102 TECH BYTES Adaptive Coat Saves Recess, Wearable Alert Device for People with Diabetes, Google Glass Helps Kids with Autism Read Facial Expressions, Assistive Technology Help Athletes Navigate Their Environment
Advocates for Change Service Disabled 110 Calendar 100 Fearless Amputee Encourages 104 Putting Life Through the Paces 112 Advertisers Index Others to Face Anything 108 A Flash of Lightning 109 War Veteran Says Thank You by Creating Dog Toy
An equal opportunity employer: d *It pays to know smart people
*Refer a friend, colleague or neighbor for the Leidos External Referral Bonus Program and you could receive a one-time referral payment of $2,000. The program is open to persons unaffiliated with our business to assist Leidos in attracting, hiring, and retaining the very best talent in the United States.
Through the inspired work of our diverse employees, we deliver innovative, scalable solutions for our customers. We do this with sustainability in mind, while caring for our employees and serving the communities where we live and work.
leidos.com/careers/erp
An equalAn equalopportunity opportunity employer: employer: disability/veteran disability/veteran From the Editor Stepping into the Limelight eeing people with disabilities on a TV series, the big screen or even in commercials hasn’t always been the norm. Actor portrayals have been Smore typical than an actual person with a disability playing a role. But no more. In honor of NDEAM (National Disability Employment Awareness Month), DIVERSEability Magazine is giving a standing ovation for those with a disability who are proudly stepping into the limelight so that more youngsters can point to a television or movie screen and say, ‘hey, they’re like me!’ Like Ali Stroker, our cover story on page 84, the very frst actress who uses a wheelchair to win a Tony Award. The 32-year-old, who won for Best Featured Actress in a Musical for her portrayal of Ado Annie in Oklahoma!, says it’s “really cool” to see herself represented. “It didn’t feel like, ‘Oh, you did something to overcome being in a chair,’” Stroker said. “It was actually, ‘We’re recognizing you for being at the highest level of your feld.’ That’s what I’ve always wanted.” And what about America’s Got Talent’s latest winner Kodi Lee? The singing phenom—who is both blind and autistic—stole the hearts and minds of millions who were cheering him on through Season 14, including AGT judge and actress Gabrielle Union, who declares, “Kodi has literally changed the world.” We here at DIVERSEability can think of nothing better. Because when people with disabilities are represented, it changes the way we think about disability and inclusion in all walks of life and business. The 2,000 attendees at Disability:IN this past July can defnitely testify to that. Read the jam-packed Wrap-Up on page 16, and you’ll see “life-changing” as an overriding theme. In addition to our Best of the Best list of disability-friendly companies, we’re seeing even more jobs for people with a disability (page 46). Also, take a look at ways to create better experiences for all your employees (page 40) as well as how to make your business even more successful (page 66). Finally, we are thrilled to see companies like Verizon shattering stereotypes by launching their new Disability Collection of images. The company says the new image library aims to shed light on how the world views the disability community. We challenge all companies to step into the spotlight and follow suit to create a more inclusive, visible and well represented workforce. Can you imagine a world where we can all say, ‘hey, they’re just like me!?’ We can.
Kat Castagnoli Editor, DIVERSEability Magazine
@DIVERSEabilityMagazine @DIVERSEabilityMagazine @DIVERSE_ability @DIVERSEability
8 | DIVERSEability Magazine | www.diverseabilitymagazine.com cyc1_NAVAIR_Ad_DiversAbility_v2.indd 1 8/21/19 3:52 PM Contributing Writers CAITLIN BISHOP Caitlin Bishop is a Public Relatons Manager at The O’Hara Project, where she uses her Fall/Winter 2019 diverse experience in communicatons and marketng to develop and implement strategic Volume 4, Issue 2 PR programs for agency clients. Caitlin has worked with several non-proft organizatons, including Adaptve Training Foundaton, to create integrated communicatons programs to PRESIDENT/PUBLISHER Mona Lisa Faris raise awareness of their important missions. Caitlin has a B.A. in Communicaton Studies from Bloomsburg University. MANAGING EDITOR Samar Khoury EDITOR Kat Castagnoli ART DIRECTOR Miriam Wiegel BEN COLLINS SUBMISSIONS EDITOR Maggie Misri My name is Ben Collins; I am the Operatons Specialist at the Special Olympics Interna- ASSOCIATE SUBMISSIONS EDITOR tonal ofce in Washington, D.C. I have been working for Special Olympics for 27 years. I Hiliary Innerbichler have been a Special Olympics Maryland athlete for 39 years and partcipate in two sports: bocce ball and powerlifing. I was the frst athlete to be hired at Special Olympics HQ with DIGITAL MANAGER Karin Sweet an intellectual disability. ADVERTISING SR. ACCOUNT EXECUTIVE Sheila Hill IRENE MBARI-KIRIKA SR. ACCOUNT EXECUTIVE Julie White Irene Mbari-Kirika, inABLE Founder and Executve Director, is a dynamic, global strategic ACCOUNT EXECUTIVE Katalina Villalba leader and an executve-level innovator who has created technology-powered special-ed- ucatonal environments to positvely impact the lives of marginalized populatons in Afri- DIRECTOR OF STRATEGIC PARTNERSHIPS ca. Irene is a recipient of the Order of the 2016 Grand Warrior of Kenya (OGW) award and Tonya Kinsey is a sought-afer speaker at various events, including the UNESCO, World Bank and Access Israel. She holds a Global Master of Arts (GMAP) degree in Internatonal Afairs from the PRODUCTION & DISTRIBUTION Fletcher School of Law and Diplomacy at Tufs University in Massachusets, USA. Deziree Josephs [email protected] META J. MEREDAY DIVERSEability Magazine is published Meta J. Mereday is an award-winning journalist with an extensive background in en- semi-annually by trepreneurship, diversity, marketng, healthcare, entertainment and community. Meta DiversityComm provided corporate communicatons support for many Fortune 500 Companies. Meta is a 9/11 frst responder and a sought-afer speaker. Meta’s board service includes Natonal DIVERSEability Magazine Associaton of Black Journalists (former board member) and Natonal Black Public Rela- 18 Technology Drive, Suite 170 tons Society, Inc. (founder). Also, Meta established organizatons focused on addressing Irvine, CA 92618 social inequites impactng veterans, senior citzens and diverse communites. SUBSCRIPTIONS JAESON “DOC” PARSONS Print Subscription: $18.00 for 2 years Doc joined the U.S. Army in June 2005 afer a successful career in the global derivatves Digital Issue: $11.99, Single Copy: $4.50 markets as a foreign exchange dealer, derivatve analyst and insttutonal broker. He [email protected] served as the platoon medic for Bravo Company, 3rd platoon in Ar Ramadi, Iraq. Doc diverseabilitymagazine.com earned a Combat Medical Badge for his actons in combat. Doc Parsons was honorably discharged (medical) in 2009 and, upon his discharge, enrolled in West Virginia University. Send submissions to In 2010, Doc created the Graft of War Project to help raise awareness for PTSD and TBI. [email protected] It has been featured on Maxim’s website, through IAVA’s Community of Veterans, as well as features in BusinessInsider.com, BoingBoing.com, Wired.com, Financial Times Germa- ny, Fox News and many others. Doc is a freelance correspondent for Force 12 Media and DIVERSEability Magazine is a diversity & inclusion SOFREP.com. magazine targeting all individuals with var- ied types of diverse abilities. More than just a CRAIG RADFORD magazine, it is raising awareness and providing educational, employment and business opportu- Craig Radford received bachelor’s degrees in English and business informaton systems nities. It’s a magazine celebrating advancements from Utah State University. He currently runs Connect Direct at Communicaton Service and achievements—a movement, showcasing the for the Deaf. positive images of all people with all types of As a published author of books and artcles, his goal as a writer is to spotlight communi- abilities. DIVERSEability Magazine is available at tes or topics that are ofen not fully understood. Having lost his hearing and being Deaf newsstands, book stores, colleges, and universi- himself, he is able to bring understanding and awareness on Deaf-related experiences ties and will be distributed to all members of our (technology, coaching Deaf Olympics, employment), as well as provide resources/solu- 10 partner organizations. In addition, issues are tons to the masses. available in braille and through TTY/TDD. DIVERSEability Magazine is a WBENC- and DOBE-certifed company. BRADY RHOADES Brady Rhoades is an award-winning writer and author who’s worked for the Los Angeles Times and Orange County Register. He’s writen stories on Gen. Colin Powell, Serena Williams, Alex Rodriguez, the crew of Shark Tank and others for DiversityComm, Inc.’s magazines. The publishers reserve the right to reject or edit SHELBY SMALLWOOD any copy, advertisement or editorial. The publish- er is not responsible for any unsolicited materials. Shelby Smallwood is a writer and blogger on a journey to learn how to be disabled in Published by DiversityComm, an able-bodied world. Afer sustaining an incomplete spinal cord injury in 2010, Shelby Copyright 2019 in the United States of America, gained frst-hand experience with the difcultes and indirect discriminaton faced by all rights reserved. people living with disabilites. In an efort to raise awareness and afect positve change, 949-398-5296 Shelby writes about disability, social psychology, culture, etquete, parentng and humor on her blog, thatzhowiroll.com. Copyright 2019 by DiversityComm www.diversitycomm.net Supporting well-being for everyone
At Walgreens Boots Alliance, our vision is to have diversity and inclusion at the center of everything we do.
©2018 Walgreen Co. All rights reserved. Top Disability-Friendly Companies 14
12 | DIVERSEability Magazine | www.diverseabilitymagazine.com e are pleased to announce George H.W. Bush wanted employers WDIVERSEability Magazine’s 2018 to know when he signed the American Top Disability-Friendly Companies, as Disabilities Act (ADA) into law in 1990: determined by the Disability Equality that employers hold the key to unlocking Index® (DEI) for Disability Inclusion. the great potential of the ADA. DIVERSEability Magazine polled More than 1,800 companies participated hundreds of Fortune 1000 companies for in the 2018 survey. There is no fee to its 2019 Best of the Best evaluations. The participate, and every company receives a DEI® offers businesses an opportunity to free report card assessing its performance receive a score from zero to 100 on their against all competitors. The survey, now in disability inclusion policies and practices. its 3rd year, leads to a detailed, empirically The survey is a joint initiative of the driven ranking. The free report card American Association of People with assesses performance based on four areas Disabilities and the Disability:IN that gives of diversity management: companies the opportunity to reevaluate Talent pipeline: workforce breakdown, policies and practices and determine where recruitment, diameter of existing talent, they stand among other organizations for structures disability inclusion practices. Eighty-three Equitable talent development: employee Fortune 1000-size companies completed resource groups, mentoring, philanthropy, the DEI, with 23 business segments movement, fairness represented. CEO/leadership commitment: THE The companies on the Top Disability- accountability for results, personal Friendly Companies list demonstrate communications, visibility exemplary hiring and employment Supplier diversity: spend with practices for people with disabilities. This companies owned by people from PROCESS public, annual recognition is designed underrepresented groups, accountability, to applaud those organizations that are support leading the way in disability hiring and For people with disabilities, work Best of the Best to encourage additional companies to fexibility can be as much a top priority as tap into the many benefts of hiring for other job seekers looking for the best Methodology talent with disabilities, including strong fexible work options. Companies that met consumer preference for companies that the initial threshold for inclusion on the employ individuals with disabilities and Best of the Best list were also evaluated “By sharing these unique responses, greater employee engagement across the using additional factors, including: workforce. How inviting a company’s website was we hope to not only increase quality “The companies on this list represent to customers, job applicants, and others candidates, but encourage other com- the very best in diversity and inclusion with disabilities of people with disabilities,” said Mona Whether a company’s recruiting panies to follow the lead and ultimate- Lisa Faris, president and publisher of process was inclusive of job seekers with DIVERSEability Magazine. “We hope disabilities ly create a more diverse workforce.” that by highlighting the successes of How and whether a company keeps —Mona Lisa Faris these cutting-edge organizations, we will track of employees with disabilities, President & Publisher encourage other companies to follow suit including new hires and drive forward the inclusiveness of Availability of fexible benefts like corporate America.” working from home and alternative career The 2018 Best of the Best winners are options companies that need no convincing that The disability community, from people with disabilities make outstanding grassroots advocates to powerful cross- contributions to the workplace. They disability organizations, devotes a lot of have seen the untapped potential of time and energy to proving the value of this particular talent pool and they are hiring disabled workers. Providing equal welcoming individuals with disabilities opportunity is providing equal rights, into their ranks. because it’s moral and ethical. “The organizations being recognized The companies on this list are leading this year understand that people with the way in promoting an inclusive disabilities have tremendous talents workplace, part of a community to offer, and people with disabilities of businesses that are proud of the make outstanding contributions to the advancements they have made in hiring workplace,” said Faris. workers with disabilities. The hope is that the companies “We are honored to celebrate the highlighted on this list will show other forward-thinking companies on this year’s organizations that people with disabilities list,” continues Faris, “and to shine a light are as easy to hire and retain as any other on the companies that are leading the way employees. And that is what President in including people with disabilities.”
www.diverseabilitymagazine.com | DIVERSEability Magazine | 13 Top Disability-Friendly Companies
3M Corning Lockheed Martin Southern Company Accenture CSX Transportation, Inc. L’Oreal USA Southwest Airlines Aetna CUNA Mutual Group Lowe’s Companies, Inc. Spaulding Rehabilitation Network Amazon CVS Health M&T Bank Sprint Corporation AMC Entertainment, Inc. Dell Technologies ManpowerGroup Starbucks Coffee Company Ameren Corporation Deloitte MassMutual State Street Corporation American Airlines Delta Air Lines, Inc. Mastercard Worldwide Steptoe & Johnson LLP American Electric Power Dow Inc. McKesson Corporation Synchrony American Water DTE Energy Medtronic TD Bank N.A. Anthem, Inc. Duke Energy Corporation Meijer TEKsystems Aramark DuPont Merck The Boeing Company AT&T Inc. DXC Technology MetLife, Inc. The Coca-Cola Company AXA Entergy Corporation Microsoft The Hartford Financial Services Group, Inc. BAE Systems, Inc. Express Scripts MITRE Bank of America EY Motorola Solutions The Travelers Companies, Inc. Bayer Facebook Nielsen The Walt Disney Company BD Fidelity Investments Norfolk Southern Corporation Thermo Fisher Scientifc Best Buy Co., Inc. First Data Northern Trust Corporation Thomson Reuters Biogen Ford Motor Company Northrop Grumman T-Mobile Blue Cross and Blue Shield of Franklin Templeton Northwestern Mutual Tufts Health Plan Massachusetts, Inc. Freddie Mac Oak Ridge Associated Universities U.S. Bank Blue Cross Blue Shield of Michigan Old National Bank Uber Technologies Inc. Blue Shield of California General Motors Company Ultimate Software BMO Harris Bank GlaxoSmithKline OppenheimerFunds, Inc. Unilever BNY Mellon Goldman Sachs & Co. Pacifc Gas and Electric United Airlines Boehringer Ingelheim Google LLC PNC Financial Services Group, Inc. United Technologies Corporation Booz Allen Hamilton Grant Thornton LLP PPL Corporation Unum Group Boston Scientifc Health Care Service Corporation Procter & Gamble UPS Bristol-Myers Squibb Company Hewlett Packard Enterprise Prudential Financial USAA Brown-Forman Corporation Highmark Health PwC Capital One Financial Corporation HP Inc. Qualcomm Verizon Cargill Huntington Bank Quest Diagnostics Viasat Centene Corporation Intel Corporation Raytheon Company Voya Financial Chevron JLL Royal Caribbean Cruises Ltd. W.W. Grainger, Inc. Children’s Hospital of Philadelphia Johnson & Johnson Rush University Medical Center Walgreens Choice Hotels JPMorgan Chase & Co. S&P Global Walmart Inc. Cigna Kaiser Permanente Salesforce Waste Management Cisco KPMG Sanof WellCare Health Plans, Inc. Citrix Land O’Lakes, Inc. SAP America, Inc. Wellmark BCBS Colgate-Palmolive Lincoln Financial Group Sodexo, USA Wells Fargo & Company Comcast NBCUniversal LinkedIn Southern California Edison Whirlpool Corporation
14 | DIVERSEability Magazine | www.diverseabilitymagazine.com Aetna is proud to be recognized as a “Best of the Best” company by DIVERSEability Magazine. Learn more at aetnacareers.com.
aetna.com @2019 Aetna, a CVS Health Company 2017282 FEATURE The Disability:IN 2019 Annual Conference & Expo Wrap Up
he leading nonproft resource for business disability inclusion worldwide, Disability:IN, #INforInclusion Annual Conference & Expo Twas held in July in Chicago, Illinois, and attracted more than 2,000 attendees. Disability:IN’s network of over 185 corporations expands opportunities for people with disabilities across enterprises. Their central offce and 30 affliates serve as the collective voice to affect change for people with disabilities in business. Next year’s Disability:IN Annual Conference & Expo will take place July 13 –16, 2020 at the Ritz Carlton and J.W. Marriott Grande Lakes in Orlando, Florida. Source: Disability:IN
“We are proud to host our annual conference in Chicago with “My goal is to numerous guest speakers and over 100 NextGen leaders. This year our get every single conference is the biggest yet— with company in the over 2,000 attendees and more than 100 NextGen leaders ready for hire. Fortune 1000 Representatives from 16 countries to participate attended, showing our eforts to advance inclusion is a global mission. in the Disability As always, we had dynamic plenary Equality Index.” sessions highlighting supplier diversity initiatives, talent acquisition Ted Kennedy Jr. opportunities and the latest in Mona Lisa Faris, President and Founder of DiversityComm, Jill technology and accessibility.” Houghton, President and CEO of Jill Houghton, President and CEO of Disability:IN and Ted Kennedy Jr. Disability:IN
16 | DIVERSEability Magazine | www.diverseabilitymagazine.com Holly Robinson and R.J. Peete Talk As of 2018, About His MLB Career % olly Robinson -Peete and Rodney Peete’s son R.J., at just 3 years old, was diagnosed of workers with a disability Hwith Autism. Doctors claimed he would never speak let alone be able to have a job. 31 While growing up, R.J. didn’t let Autism hold him back, and now he works for the Los were employed part- time, Angeles Dodgers as a clubhouse assistant. compared with Holly asks RJ: What do you think it has brought to you to work for the Dodgers? How does it make you feel? RJ: It makes me feel great. It changed my life, has kept me busier, and has made me % more active. I work in the clubhouse, help all the players get what they need and do their laundry. I want to be working for a long time; that’s what I like to do. for those17 with no disability.
Among persons ages 16 to 64, employment population ratios rose for both persons with a disability % 30.4and persons without a disability
BRIANMCCONKEYPHOTOGRAPHY BRIANMCCONKEYPHOTOGRAPHY % (L to R) Disability:IN Panelist, Holly Robinson Peete and RJ Peete 74as of 2018.
“If women veteran business The Veteran Roundtable owners can’t go to businesses or organizations and demand that they include you, then start your own. There’s a large group of veteran women business owners out there I think would be unstoppable if they started their own organization.” Lance Dorsey Jr., Senior Manager Supplier Diversity From Left: Timothy McClain, U.S. Initiatives Consultant, MetLife; Kevin Preston, at McKesson Colonel (Retired) U.S. Army, Diversity & Inclusion, the Walt Disney Company; David Wallace, Talent Acquisition Military Relations Project Manager, Lockheed Martin; Lance Dorsey Jr., Senior Manager Supplier Diversity, McKesson
www.diverseabilitymagazine.com | DIVERSEability Magazine | 17 FEATURE A Forum for Change forAmerican Airlines
American Airlines Team
merican Airlines (AA) was proud to be because every traveler has unique needs, the “Therefore, if the passenger informs us that Aa presenting sponsor at Disability:IN. more information, the better. they are blind, the fight attendant can have a Taking part in the premier disability “For instance, documenting in a passenger conversation about their individual needs. conference inspired the airline to continually For example, would they be more improve its focus on providing the best “Coming to this conference has comfortable reading the Safety Briefng experience for all of its passengers. Having been a life-altering experience Handbook in Braille or having the fight members from various business units attend attendant review it with them verbally?” Disability:IN allowed AA team members and has created a forum for Gina said AA would also like to see all to not only create a network of like -minded all attendees from AA to help onboard entertainment content available leaders in each of their working units but create change.” with closed captioning and plans on also to return with best practices that can Gina Emrich, Sr. Manager, continuing to work with various studios to be implemented to enhance both customer Customer Accessibility/Planning, American source more. experience and employee environment. Airlines “Coming to this conference has been a life - Gina Emrich, senior manager of customer altering experience and has created a forum accessibility and planning, says AA wants record that one of our travelers is blind for all attendees from AA to help create to provide the very best experience for is very helpful. However not every blind change,” Emrich said. passengers traveling with a disability. And passenger can read Braille,” Emrich says.
18 | DIVERSEability Magazine | www.diverseabilitymagazine.com Five Minutes With Carlos Cubia, VP of D&I and Global CDO forWalgreens
IVERSEability Magazine (DM) caught was preforming the way he was, we were able Dup with Carlos Cubia, Walgreens to work with organizations to get him the vice president of diversity & inclusion help he needed, so he could get the necessary and global chief diversity offcer, during accommodations. Now we’re watching the Disability:IN conference in Chicago. him fnish his frst year of college, and he We asked him more about Walgreens’ is thriving. We didn’t understand what he commitment to diversity and laser -focus on was going through, and I think in corporate creating opportunities for people disabilities, America a lot of organizations don’t both within and outside the pharmacy chain’s understand that demographic. They have corporate community. written them off as those people. Walgreens says they’re not those people; they’re our DM: How long have you been with people. When we open our doors every day, Walgreens? we do 8 million impressions a day. That’s how Cubia: I’m about to hit my two -year many people we touch, either online or in anniversary. our stores, and they’re from all walks of life. We’re a community- based and consumer - DM: I know Walgreens has several different based company, and we don’t succeed or exist disability initiatives; can you tell us more if we don’t open our doors to everybody. about them? Cubia: Walgreens is committed to creating DM: What’s your main goal here at opportunities for people with disabilities Disability:IN? and trying to equalize the workforce. We’ve Cubia: Education and awareness. To try been committed for at least a decade, if not and hire to fll a few jobs that we are actively more, to drive programs, education and recruiting for here on site. Last year when I awareness of the value of employing people was at the annual conference in Las Vegas, with disabilities. I was able to sit down with Jill (Houghton, CEO) and her team, and we decided then DM: How did this become a spotlight of that we’d come to the 2019 conference, and importance? committed to Jill to be one of the presenting Cubia: During my years at Walgreens, I sponsors. Not just for the press but because learned the founder, Charles Walgreens we want everyone to know we’re committed staff resources to help drive this change. I was very committed to driving diversity to this demographic, and we want to do what thank the company for that, and I also thank throughout the entire organization. He we can to help create awareness and drive my family for allowing me to spend as much was an early adopter of employing people change. That’s why we’re here, and our time on the road as I do, supporting this with disabilities and making opportunities commitment is to always be here in some work. available for everyone, and eventually it way, shape or form. grew into people with disabilities, veterans, DM: Do you have a motto or words you like women, and the underserved population. DM: Is there anything else you’d like to share to live by? I can’t tell you exactly when it started, but with us about yourself or the company? Cubia: Minds are like parachutes; they they’ve always been committed to giving Cubia: Well about the organization —when I don’t work unless you open them. We back to the community. pick a company to work for, I look to see what ask organizations and leaders to have an their values are, how they present themselves open mind as they think about creating DM: Can you tell us why Disability:IN is a and how they show up in the community. opportunities and what this demographic conference of choice for Walgreens? I’ve been very impressed with the Walgreens brings to the workforce. We always say, Cubia: It’s a two -part answer. For me Boots Alliance as a global organization inclusion drives innovation. If inclusion personally, my son has dyslexia, suffers with commitment to the community. We drives innovation, and innovation drives from depression and early on, people wrote are involved in so many things —whether success, we already know the formula to him off as being a troublemaker and not it’s disability, veterans, gender parity, pay win. Create an inclusive culture that will be committed to doing anything. When we got equity —we touch it all. At the end of the day, more innovative, and you will end up being him tested and learned the reasons why he the organization gives us the fnancial and successful.
www.diverseabilitymagazine.com | DIVERSEability Magazine | 19 FEATURE DOBE Mentorship: ‘A Definite Highlight’ The value of being a mentor is not lost on Darlene Fuller of Sodexo eing a part of initiatives like the Fuller said she was thrilled to work with BDisability:IN Mentorship Exchange is a Grand, who had been mentored the year defnite highlight for Darlene Fuller, senior prior by AARP. director of supplier diversity at Sodexo, “I got so much out of it,” she said. “Ray one of the world’s largest multinational is such a positive individual – not just for corporations providing facilities management himself but for the community. He’s always and food services to schools, universities, 110 percent present wherever he goes.” hospitals, senior living communities and Fuller said she’s been involved in other other vital industries. business mentoring programs but truly DIVERSEability Magazine sat down with enjoyed her experience with Disability:IN. Fuller to talk more about her experience as “I really appreciate this opportunity,” she a Disability:IN mentor and her best advice said. “I learned a lot and hopefully helped for DOBEs (Disability- Owned Business him (Ray) focus on where he wants to take his ask to be referred to the right person or Enterprises). business.” department. The more connections you Fuller, a long -time employee at Sodexo, When asked what three tips she would make, the better, according to Fuller. says Disability:IN is an important give to DOBEs as a mentor, Fuller cited the ● Ask those you do business with to intro- organization for their company. “We have following: duce you to others and/or advocate for people here from our employee resource ● It’s important for any diverse business you. “People may not take a chance on group, from diversity and inclusion, from to understand what they can bring to a business they don’t know, but if they human resources and supplier diversity,” she a corporation. “Make sure people un- know you do business with a big com - said. “We totally support Disability:IN and derstand exactly what it is you do,” said pany, they will,” said Fuller, adding she their mission.” Fuller, adding at Sodexo she meets with loves sharing her best supplier resources Fuller learned about the Mentorship individuals to see if they can do business with others. Exchange and was paired up with directly or if what they do is better suit- The six- month Disability:IN Mentorship Ray Grand, an inspirational speaker, ed for their supplier diversity program. Exchange career mentoring program brings DOBE and CEO of his own clothing ● Try to meet as many people and orga- together employers and college students company, Ray Grand Apparel, as well as nizations as you can. Especially those in a mutually benefcial way. For more HandprintEverything.com, an online screen specifc to your industry. If those you information, please visit DisabilityIN.org printing and embroidery store. meet aren’t a match for your business,
The employment- population ratio for persons with a disability “This is my fourth Disability:IN increased from conference and this one has me on the tip of my toes, and I’m on the edge of my seat % because I’m realizing this is 18.7in 2017 to not about just fnding 180 suppliers that you hope that you can fnd a place for. This is % about recognizing what those suppliers represent and as a as19.1 of 2018. company—do we really have our eyes open?”
Employed persons with a Brian Hall, Manager, Supplier disability were more likely Diversity & Outreach, Small Business Liaison Offcer with Shell to be self- employed than those with no disability.
20 | DIVERSEability Magazine | www.diverseabilitymagazine.com How Ray Grand Reaps the Benefits of Being DOBE Certified nspirational speaker and CEO Ray Grand business with who they want to do business Ihad dreams of playing in the NBA and with; and fourth, deliver on what I say I can owning his own company while growing deliver on —over promise and under deliver. up. At the age of 14, he contracted spinal I went to Oklahoma State University and meningitis and now uses a wheelchair. While received a degree in entrepreneurship. I’ve this completely changed his life, it did not been an entrepreneur since I was 12 before change his dreams or aspirations. He went on I was paralyzed. For me, it’s a way of life, to play basketball, become an inspirational providing value to people. speaker, mentor and CEO of his own When I was 12, I lived across the street from clothing apparel line, Ray Grand Apparel an elderly woman and a blind man. I often (raygrandstore.com) and screen printing/ helped them, always with a smile, always embroidery business (Handprinteverything. with a great attitude. They would say, “come com). back, come back, and pay me $20 each time.” Ray Grand with his previous mentor, Kimberly DIVERSEability Magazine had the chance to One time, the blind man, Stanley, asked me Marcus, director, supplier diversity, AARP. chat with Grand at Disability:IN. to shovel show and I said, “sure.” He paid me $100. I said to him, “Stanley, this isn’t $20, to get stronger. I’m accomplishing all of DIVERSEability Magazine: I understand it’s $100.” He said, “no that’s for you.” But these things on a consistent basis, and I’m you are DOBE certifed —how did you hear I had integrity and always put people frst. living my life and my dream. I may not have about that? Without people, there is no business. a billion in revenue coming in, but as far Grand: I was speaking at a conference called as relationships, I’m rich. I mentor newly Work Without Limits about seven years ago DM: I hear that mentoring is a good idea for injured individuals and if they see me doing and met a guy that had a video company. He DOBEs and that you had a great opportunity it, then they say, “hey, I can do it too.” said I should get certifed as a DOBE since to be mentored by someone special. Tell me I was a great speaker, entrepreneur and more about that. DM: When we were sitting together, you were trainer. It was a good way to connect with Grand: Darlene Fuller from Sodexo has been telling me some very interesting things about others. a great encourager. She provides a sense of yourself, some things you believe in. Would direction and I can ask her questions. If I you share that with me again? DM: Tell me about the DOBE certifcation have something for her to look over, she’ll Grand: Sure. One of my mottos is, “I own process? take a look and say, “I like that, I don’t like my wheelchair, but my wheelchair doesn’t Grand: The easy part was flling out the that.” She’s really blunt, and I like that —I’m own me.” Because whether you’re sitting in application form. Just that frst year, paying a really straightforward person. a wheelchair or a cubicle, sitting decreases the fee without seeing a return in investment, your lifespan and can increase diabetes, was a challenge. But I’m a forward thinker DM: Tell me one thing, aside from being heart attacks, etc…I do what I need to do to and did my research. That frst blunt, that helped you to have a decrease limitations so they don’t stop me. year attending the Disability:IN mentor? conference, I saw the value in Grand: Someone to call every DM: What is your goal? building relationships. month to keep me accountable Grand: My goal is to impact as many people and to motivate me to keep as possible with knowledge and inspire them DM: I recently heard some good going. It takes a lot of courage through my service. news, that you received a contract and tenacity to be a disabled with AARP. How did that come person and run a business. DM: One last question —what’s your favorite about? thing about this conference? Grand: For me, it’s frst, DM: Will you tell me more about Grand: There’s so many different layers. presentation; second, being that? So that people can I love there’s a platform for someone with CEO of your own take a peek into your a disability where they can engage and get company; third, world? involved. For instance, I read in your maga - understanding Grand: For zine about someone with a disability getting they don’t owe me, the a three -year Nike contract. I was completely me anything — challenges are blown away! Really, the sky’s the limit. people do opportunities
www.diverseabilitymagazine.com | DIVERSEability Magazine | 21 FEATURE 2019 Inclusion Award Winner: NextGen Alum of the Year The NextGen Alum of the Year recognizes an alumnus who has gone above and beyond after participating in Disability:IN’s NextGen Leader Initiatives. Bryan Stromer, product marketing manager for Microsoft and Disability:IN NextGen Leader 2017, has not only demonstrated corporate leadership but also paved the way forward for future NextGen Leaders. Source: Disability:IN Mentorship. Netwoking. Recruiting. NextGen
extGen Leaders are college stu- Ndents and recent graduates who have demonstrated talent and leader- ship in the STEM, fnance and business felds. NextGen Leaders collaborate with corporate partners to prepare for employment through mentorship, networking and recruiting opportuni- ties. Each year, these leaders recognize an alumnus who has gone above and beyond. Bryan Stromer, product mar- keting manager for Microsoft, not only demonstrated corporate leadership, but also paved the way forward for future leaders. Which is why he was named the 2019 Inclusion Award Winner and NextGen Alumni of the Year. Stromer believes that quality men - toring has a powerful effect on young people—personally, academically and professionally. Initiatives like the Disability:IN Mentorship Exchange and Talent Accelerator were created to further those opportunities. This six-month career mentoring program brings together employers and college students in a mutually benefcial way. By actively recruiting, retaining, and promoting individuals with disabilities, [corporations are] not only empowering the company with great new talent,” he says, “but also individuals with disabili - ties to use their unique perspective.” MICROSOFT For Stromer, that company is Mic - Microsoft’s Super Bowl ad called “We All Win” featuring their rosoft. He recently joined the company adaptive Xbox controller, was the most effective Super Bowl as a product marketing manager, and ad with 1.1 billion impressions, according to statistics from is excited to be working for a company Unruly.com. whose mission is to, “empower every person and every organization on the planet to achieve more.”
2 | DIVERSEability Magazine | www.diverseabilitymagazine.com “If you don’t know if it’s accessible it probably isn’t.”
Jenny Lay-Flurrie, Chief Accessibility Offcer of Microsoft and Disability:IN board chair GALLAUDET UNIVERSITY COMMUNICATIONS COMMUNICATIONS UNIVERSITY GALLAUDET He considers Microsoft’s partnership by the representative’s interest in not just with Disability:IN as a prime example of her skillset, but also who she is as a person; how the technology giant reinforces this not just someone with a disability. After mission. Stromer is hopeful that more that, Mickelson was convinced Boeing was companies will follow Microsoft’s lead, and the place for her, and was overjoyed when take an active role in the recruitment of the aerospace leader offered her a position candidates with disabilities. as an information designer. Taylor Mickelson was born Deaf, so Working for a company committed to when it came time to go to college, she se- increasing diversity and inclusion in the lected Gallaudet University in Washington, workplace allows Mickelson to be herself D.C., the world’s only university designed and request the accommodations she needs. “As a relatively new corporate for the deaf and hard-of-hearing. She grad- The company provides professional inter- partner of Disability:IN, uated Cum Laude with a bachelor’s degree preters at her request, and state-of-the-art Chevron continues to learn in Mathematics, and a minor in Chemistry. technology that allows her to communicate about disability inclusion and is effciently. They also educate their employ - Through the university’s career center, putting into practice what we are learning—in our facilities, in our hiring practices, and in “You will not regret participating!” our supply train. While we’ve —Taylor Mickelson says about Disability:IN’s NextGen programs made and continue to make great progress, we realize Mickelson learned about Disability:IN and ees on disability inclusion, which allows there’s much work to do and its career development programs. They for a friendlier and more educated work remain committed to a diverse provided her with the connections neces - environment. and inclusive culture where sary to land a job with her dream compa - Taylor hopes Boeing continues to set an everyone is able to contribute ny—Boeing. According to Mickelson, being example for others through its pledge to to their full capabilities.” interviewed at the conference by a Boeing create a more diverse and inclusive work - representative was “beyond [her] wildest place. For more information about how to Dave Feldman, Manager Local imagination.” get involved in NextGen programs, visit Content/Supplier Diversity, Chevron During the interview, she was surprised DisabilityIn.org.
www.diverseabilitymagazine.com | DIVERSEability Magazine | 23 FEATURE Putting Accessibility on the Fast Track with Self-Driving Car General Motors Kristy Rasbach talks more on autonomous vehicle technology eneral Motors is working to get us clos- But she says creating a truly autonomous Ger to a world where vehicles drive them - vehicle is still very much a learning process. selves. Autonomous vehicle technology will “We want people to recognize this is some - not only decrease human driver error and thing we want to do, but we’re just starting reduce vehicle emissions but also improve out and we want to do it right,” Rasbach said, access to mobility for those who currently adding that GM is partnering with different cannot drive due to disability. focus group to learn the needs of people with DIVERSEability Magazine got a chance to disabilities, what is important to them and sit down with Kristy Rasbach, chief engineer what they depend on in a vehicle.
for autonomous vehicles for General Motors, NIELSEN KARL CREDIT: PHOTO For her, the endeavor goes beyond the pro - who presented on a Disability:IN panel that year veteran of the automotive company. fessional. “As the daughter of a mom with a discussed building accessibility into this “Our goal in coming to Disability:IN is to disability (amputee later in life), having been emerging technology. learn. We’re very early in the journey to with her, working through some of those “GM is very aware of the needs of people autonomous vehicles, and we don’t have all challenges makes this personal to me,” says with disabilities,” said Rasbach, a 20 - the answers. Rasbach. “Having that insight and perspec - “But we’re trying to make sure we under - tive extends over into my work.” Kristy Rasbach stand what we need to do so accessibility is a When asked about when we might see the priority in our design,” she added. frst autonomous vehicle on the road, Ras - With her background in mechanical bach says safety is priority number one. engineering, Rasbach is not new to the realm “We frmly believe in our test methods but of electrical vehicles. She was responsible really, in terms of a timeline, we are dated by for the nationwide launch and engineering safety,” she said. “We won’t remove drivers execution of the second -generation Chevrolet until we can do so safely.” Volt. Leading the Volt engineering team is For more information on GM’s autono - what fueled her enthusiasm for electrifca - mous vehicle technology, please visit gm.com/ tion. our- stories/self-driving -cars.html
Inclusion Award Winners John D. Kemp Leadership
(SDV- DOBE™) supplier that has provided Award Russell Shaffer, director of culture, diversity ERG/BRG of the Year excellent service and serves as a role model Wells Fargo was honored at the Disability:IN and inclusion at Walmart, was honored with for disability business inclusion in the supply 2019 Annual Conference with the Employee/ the John D. Kemp chain. Business Resource Group of the Year that Leadership Award recognizes a corporate employee resource that recognizes group (ERG) or business resource group Top Corporation for an individual (BRG) as having exemplary programming Disability-Owned who has and practices for its employee group that developed or provides business value to the company and Businesses infuenced the professional growth for its members. Bristol -Myers Squibb was honored as the Top development Corporation for Disability- Owned Business, of signifcant Supplier of the Year recognizing a corporation that has demon - company strated outstanding inclusion of Disability:IN disability Strong Tower Consulting was honored as certifed disability- owned businesses (includ - employment the Supplier of the Year. The Supplier of the ing businesses owned by service -disabled programs and/or services that resulted in Year recognizes a certifed Disability- Owned veterans) and demonstrated commitment to measurable, tangible and positive outcomes Business Enterprises- DOBE®, Veter - disability business inclusion in their supply that dramatically improved disability an -Disability Owned Business Enterprise chain processes and corporate supplier diver - employment opportunities. (V- DOBE™) or a Service -Disabled Veter - sity programs. Source: Disability:IN an Disability- Owned Business Enterprise
24 | DIVERSEability Magazine | www.diverseabilitymagazine.com Disability:IN Highlight: Performance by America’s Got Talent Winner Kodi Lee Captivates Audience he celebrated singer Kodi Lee, Twho is both blind and autistic, performed for the enraptured attendees at this year’s 2019 Inclusion Awards Dinner. The 22-year-old savant, who can play more than six instruments and has been performing since he was three years old, is best known for the heartfelt standing ovation he earned for winning America’s Got Talent’s frst golden buzzer in the show’s season 14 kick off in Pasadena. “Through music and performing, he (Kodi) was able to withstand living in this world, because when you’re autistic, it’s really hard to do what everybody else does,” Tina Lee, Kodi’s mother, told the panel of Amer- ica’s Got Talent judges. “Playing music has actually saved his life.” Source: springfeldnewssun.com
SAV E the DAT E for the 2020 Disability:IN Annual Conference & Expo!
July 13th - 16th
Ritz Carlton & J.W. Marriott Grande Lakes in Orlando, Florida
conference.disabilityin.org
www.diverseabilitymagazine.com | DIVERSEability Magazine | 25 FEATURE BUDDY CRUISE: Friends…Family…A Lifetime of Memories!
uddy Cruise is a non -proft charity sea. It is often hard for families to fnd a Bserving individuals and families touched vacation scenario that meets all members’ by special needs. The charity was founded interests and needs. A Buddy Cruise does just in 2008 by two siblings who wanted to do that. There is something for all ages AND something “fun” to create awareness for abilities! It is a unique, life -changing event individuals —like their brother who has for individuals with special needs, as well as Down syndrome. They were tired of going their families and friends. We host a series on walks…too much walking…tired of of interactive workshops, events, dances and conferences…too much sitting, listening custom excursions. Families from around the to the same topics year after year. Instead, globe come together to network with others they combined their passion for cruising who share a common bond. With all the with their desire to advocate for those ship events in addition to the Buddy Cruise with disabilities, and Buddy Cruise was programming, there is never a dull moment! born. Its mission? To provide educational For examples, check out videos at: http:// opportunities, awareness, and advocacy www.buddycruise.com/More/Movies, or on for individuals with special needs and their YouTube direct: https://www.youtube.com/ families. user/BuddyCruise. You will see activities While Buddy Cruise has several programs, such as the Balmoral Visit of 2017, Tree Jamaica, 70s Dance Party, and one of our its main one is the annual conference at Planting at the Good Hope Great House in coolest events, Buddy Cruise News. We bring students and staff from Ringling College of Art & Design, located in Sarasota, FL, to work with Buddy Cruisers, teaching them how to use a camera, mic booms, conduct interviews and put together a news program for the closing ceremony. The News program highlights the week’s events. On a Buddy Cruise, you will get the opportunity to meet and talk with famous advocates, such as: Emily Perl -Kingsley, author of Kids Like These, Welcome to Holland and Sesame Street. Actor David Desanctis from the movie Where Hope Grows; Actor Ajani (AJ) Murray from movie Becoming Bulletproof and Dealt and the musical, My Hilarious Life. And no cruise is complete without the “Shut up Sisters” Patty and Gina with their “Movement of Imperfection,” as well as so many other great advocates.
26 | DIVERSEability Magazine | www.diverseabilitymagazine.com The Buddy Cruise reach goes far beyond onboard the ship or to ports of call. A great example —shortly after returning from the 2017 Buddy Cruise, one of our kiddos Etiquette 101 suddenly passed away. He was a great kid full of energy and life, and loved by all in the Buddy Cruise family. He touched so many General Do’s and Don’ts Individuals who are Deaf of us that more than 30 people few down to the Bahamas, where his family resided, to ● Relax and enjoy getting to know your or Hard of Hearing colleagues and guests as people and celebrate his life. During the 2018 Buddy Gain the person’s attention before starting a professionals. Cruise sail, we also set aside special moments conversation (e.g., tap the person gently on ● Ask before you provide assistance. to honor the young man. the shoulder or arm or by a hand signal). So many passengers who just “happen” ● Do not assume a person with an If the individual uses a sign language to be onboard tell us how uplifting it is to be apparent disability needs assistance; interpreter, speak directly to the person, among people so full of love and joy. Many offering assistance in broad terms such not the interpreter; keep your eyes on often reserve to be a part of the Buddy as, “let me know if you need anything” the individual and not on the interpreter, Cruise the following year; some will donate, opens the door without assumptions of especially when the interpreter is voicing for while others may sponsor a family. inability. the person who is deaf. After the cruise, a memory book”is compiled with photos from the week- long Individuals with Mobility Face the person, speak in normal tones, and journey. Families have the opportunity to avoid the instinct to shout, as it doesn’t help. purchase the book to keep their memories Disabilities alive until next year’s cruise. ● Do not touch a person’s mobility Cruising itself is an amazing experience — equipment. Individuals who have but when you add in hundreds of Buddy ● Be sensitive about physical contact in Speech Impairments Cruisers, it’s extraordinary! Our next Buddy consideration of possible pain, balance, ● If you do not understand what the Cruise will take place November 8 -15, 2020, or post-traumatic stress issues. person is saying, ask the person to and the only way to take part is to call 877- ● Always direct your conversation meant repeat what they said and then repeat it 239 -2789. For more information, you can for the person with a disability to them back to ensure you understood. always visit buddycruise.org or email Pamela and not to their personal assistant, ● Do not speak for the person or attempt Arnoldson, Buddy Cruise executive director, companion or colleague. to fnish their sentences. at [email protected]. ● If convenient and natural, put yourself ● If the conversation is not working, Hope to see YOU onboard! at the person’s eye level when engaging explain that and ask if you can try with in a conversation; do not kneel, but pull writing (e.g. electronic communication Pamela Arnoldson, Gina Gallagher, Amy up a chair. devices, paper and pencil, etc.). Nestor and Kevin Hilbrunner contributed to this article. Individuals who are Blind Individuals who NOTE: (c) All images are property of Buddy or Low Vision have Non-Apparent Cruise Inc. Images may not be used or copied ● Identify yourself when approaching Disabilities without written consent of Buddy Cruise Inc. the person or entering an ongoing If you sense the conversation or interaction conversation; announce when you leave is not going well, the following strategies the conversation or the room. may help to accommodate non-apparent ● When serving as a sighted guide, disabilities, such as mental health disabilities, offer your arm or shoulder rather than learning disabilities, autism spectrum, grabbing the person’s arm or pushing mild hearing loss, ADD/ADHD, and Post the person from the back. Traumatic Stress: ● Describe setting environment, obstacles ● Moving to a quiet area. when serving as a sighted guide. ● Rephrasing what you said. ● Resist the temptation to pet a guide or ● Changing the pace of the conversation. service animal; ask the person if there is a time when you can interact with the Source: Disability:IN service animal. ● Offer to read information if the occasion naturally arises, such as during a roundtable or a meal.
www.diverseabilitymagazine.com | DIVERSEability Magazine | 27 FEATURE OGRAPHY BRIANMCCONKEYPHOT OGRAPHY BRIANMCCONKEYPHOT OGRAPHY BRIANMCCONKEYPHOT OGRAPHY OGRAPHY BRIANMCCONKEYPHOT BRIANMCCONKEYPHOT
28 | DIVERSEability Magazine | www.diverseabilitymagazine.com Conference & Expo Gallery OGRAPHY BRIANMCCONKEYPHOT OGRAPHY OGRAPHY BRIANMCCONKEYPHOT BRIANMCCONKEYPHOT
www.diverseabilitymagazine.com | DIVERSEability Magazine | 29 2020 Annual Conference & Expo
SAVE THE DATE & REGISTER SOON AT: Conference.DisabilityIN.org July 13th – 16th, 2020 2020 Disability:IN Annual Conference & Expo Ritz Carlton and J.W. Marriott Grande Lakes in Orlando, Florida
2019 Track Chairs Past Notable Speakers Conference Chair Catherine P. Bessant Kodi Lee Catherine P. Bessant Chief Operations & Musician and America’s Chief Operations & Technology Offcer Technology Offcer Got Talent Golden Buzzer Bank of America Bank of America winner
DOBE Host Committee Chair Chris Capossela Craig Leen Director Betta Beasley Chief Marketing Offcer Founder & CEO and Executive Vice Offce of Federal Contract 2rb Consulting President, Marketing and Compliance Programs Consumer Business NextGen Talent Accelerator Chair Microsoft Marne Levine Carlos Cubia Vice President of Global Global Vice President & Chief Diversity Carlos Cubia Partnerships, Business and Offcer Global Vice President & Corporate Development Walgreens Boots Alliance Chief Diversity Offcer Facebook Technology Track Chair Walgreens Boots Alliance Rodney Martin Jenny Lay-Flurrie Amy Fuller Chairman and Chief Accessibility Offcer Chief Executive Offcer Chief Marketing & Microsoft Communications Offcer Voya Financial Supply Chain Track Chair Accenture Mike O’Grady Tim Ruddell President and Manager, Supplier Diversity Regina Heyward Chief Executive Offcer Sony Pictures Senior Vice President and Head of Supplier Diversity Northern Trust Global Track Chair Wells Fargo Arvind Prabhat Shankar Holly Robinson Peete Actress, author, talk Global Managing Director, Enterprise Ted Kennedy, Jr. show host, activist and Enablement Disability Rights Attorney philanthropistr Accenture and Board Chair HollyRod Foundation American Association of Workplace Track Chair People with Disabilities Celeste Warren V.P., Human Resources & Global Diversity and Inclusion Center of Excellence Merck TOP PARTICIPATING INDUSTRIES Financial 22.5% Services 13% Technology 11% Healthcare 10% Insurance 7.5% Energy and Utilities 7.5% Pharmaceuticals 7.5% Professional Services 6% Manufacturing 5% Aerospace and Defense 5% Consumer Products 5% Media
2,000+ 80 Educational Attendees Sessions
23 Disability:IN 59 State/Local Exhibitors Affliates NOW USPS® is a proud Equal Opportunity Employer HIRING
Find Your Career with USPS® At USPS®, we know talent comes in many forms. We also believe hard work and dedication have no limitations. Whatever your specialty, we offer positions that can help you grow your skills while contributing to one of the largest and most diverse organizations in the country.
USPS® offers full and part-time opportunities with training and advancement at 31,000+ locations nationwide. AVAILABLE OPPORTUNITIES COMPETITIVE BENEFITS*
• Marketing & Sales • Retirement Plan • Information Technology • Health & Life Insurance • Communications • Dental, Vision & • Network Operations Long-Term Care Insurance • Mathematics & Statistics • 10 Paid Holidays • Human Resources • Annual & Sick Leave • Finance & Accounting • Flexible Spending Account • Engineering • Commuter Program • Supply Management • Veterans Benefts
Apply Today! usps.com/careers
*Benef ts listed are for full-time positions only. For a complete list of benef ts, visit usps.com/careers.
©2019 United States Postal Service®. All Rights Reserved. The Eagle Logo is among the many trademarks of the U.S. Postal Service®. Privacy Notice: For information regarding our privacy policies, visit usps.com/privacypolicy. The Postal Service is committed to providing equal employment opportunities for all applicants regardless of race, color, sex, national origin, religion, age, genetic information, disabilities or veteran’s status. DIVERSITY & INCLUSION
Verizon: Changing the Way People are Viewed By Jaeson “Doc” Parsons
erizon has created an employee re- someone with a disability, it would either be a tographers worldwide, resulting in set of truly source group (ERG) that utilizes di- pitiful image or a heroic image, neither of them accurate, diverse and dignifed images. Vverse perspectives to put out products really refecting reality,” said Larry Goldberg, “Getty Images, the National Disability Lead- that are critically needed in our world today and the senior director of media accessibility at ership Alliance and Verizon has put out this tomorrow. DIVERSEability Magazine recently Verizon. amazing collection of images. It has touched spoke with Verizon at the CSUN Conference Goldberg said he himself has a hearing loss everyone in disability leadership groups, but in Anaheim regarding one of the products cre- and his career started with closed captioning also inside Verizon,” Joffe said. “When we ated by their ERG that has already begun to on TV, “so this is my community. Currently, launched this project in D.C., the disability dramatically change the way the world sees the I am part of a great team at Verizon—a group community loved this, but what was really cool disability community. within Verizon called Verizon Media—which was that Verizon’s staff and executives fell in For years, the disability community has is all about content and apps and how to make love with the project too because it was tangi- been asking for a more realistic representation them accessible for people with disabilities,” ble and real.” The new Disability Collection is of images featuring individuals with disabili- he added. a culmination of the efforts of companies like ties. But now the wait is over. Verizon, in part- Margaux Joffee, Verizon’s associate director Verizon who are focused on portraying people nership with Getty Images and the National of accessibility, went to Getty Images, one of with disabilities by breaking through stereo- Disability Leadership Alliance, has created a the largest stock image libraries in the world, typical images, and providing a more realistic solution—Disability Collection. to jump start this solution. But frst, she ap- picture of this community. Over the years, Verizon puts out a tremen- proached the National Disability Leadership The development of this image library will dous amount of media, and when they tried to Alliance to ensure that people with disabilities continue to change how the world views the present people with disabilities using photos had a strong voice in how they are being repre- disability community, and will challenge other from stock image libraries, they had diffculty sented. This led to the joint creation of the frst companies to follow suit in the future. Learn fnding images and especially fnding images ever guidelines for photographers on how to more about the Disability Collection and how that portray individuals with disabilities accu- accurately represent people with disabilities in to view and download the images at Disabili- rately. photography. Those guidelines have now been tyCollection.com “Any time we tried to fnd an image of distributed to over 250,000 Getty Images pho-
34 | DIVERSEability Magazine | www.diverseabilitymagazine.com TO ALL VETERANS AND ACTIVE DUTY MILITARY, Thank You AMVETS is the most inclusive Congressionally- charteredcha veterans service organization in the country. Since 1944 we've help countless veterans nd jobs, le VA claims, and get access to the quality healthcare they've earned. All service members, whether active duty or honorably discharged, are eligible to join AMVETS. You served. Let us serve you. www.AMVETS.org DIVERSITY & INCLUSION One Company…One Culture…One World Moving beyond mere inclusion means everyone belongs on the same page
By Craig Radford
icture your last company meeting. circle. That inner circle, in turn, tends to think fantasy. But tools are emerging to make this Whether it was a small group working that in order to be more inclusive, they need one-world concept a reality. For example, let’s Pon resolving a problem or a collection to fnd ways to reach out to those whose cat- reframe the understanding. Let’s say that you of the whole company gathering to celebrate egories place them outside the group—throw and I are going to have a meeting. I commu- a successful year, you probably noticed some- them a lifeline, if you will. As we strive for nicate via American Sign Language (ASL). If thing immediately: There were all different total equality in the workplace, these are the you are not ASL-fuent, then we would hire an “kinds” of people present. I put the word unfortunate realities we must overcome. interpreter to make our communication pos- “kinds” in scare-quotes because, although most To do so, many corporate cultures pay heed sible. In a world where we think about inclu- people raised in a Western culture at least pay to words like ‘accommodate,’ ‘accessibility,’ sion as a lifeline thrown from the ‘haves’ to lip-service to the notion that everyone is the and ‘inclusion.’ When reaching out from the the ‘have-nots,’ then the assumption is that the same deep down, every human being has an majority that holds power, they like to mention interpreter is for me. But from my perspec- intrinsic drive to categorize the people around efforts to ‘bridge communication’ in a way that tive, the interpreter is for you. Shouldn’t the them. Whether driven by culture or instinct, we ‘connects the two worlds.’ The notion here is interpreter be for us both, though? We should almost always make surface assumptions about that the accepted majority is trying to be inclu- because that’s the truth. Neither of us would be people based on their appearance or what we sive. The rhetoric almost always likens to the able to communicate with the other if not for know about their backgrounds. act of throwing lifelines to the less advantaged. the interpreter. Therefore, the interpreter is for Don’t believe me? Then let’s think about This all sounds appropriate until you attempt both of us. the frst time you meet someone. On that frst to view it from the other side. I’m Deaf, which When I walk into a meeting with an inter- meeting, what do you notice frst? You likely according to some who would marginalize me preter, I tell the people in the room that the notice their age and physical appearance. based on the categories I listed in the para- interpreter is not for me; he/she is for all of Young, old, attractive, unattractive. These are graphs above, I’m disabled. For most compa- us. This is not a notion of ‘inclusion,’ it is one ways of categorizing people based on the way nies, the assumption would be that I need one that goes well beyond inclusion. It’s a call to they look and how that look compares to your of those lifelines, so that I might cross over and develop more appropriate skills to view each understanding of yourself. feel like I’m accepted by the main group. other on equal ground. It rejects lifelines in Next, no matter how you were raised, you But think of it this way: Why are they favor of showing people that there are ways are likely to notice the other person’s race. accommodating me? Why do they feel like to change their own preconceived views and Since we all learn these categorizations over they need to grant me access to their circle? work better with people whose backgrounds or the course of our lives in a complicated tangle Why must they make an effort to ‘include’ me ‘categories’ differ from their own. of social, cultural, and media infuences that in ‘their’ world? When viewed in this light— ASL customers support tools like Connect trigger conscious and subconscious prejudice, and make no mistake, most people targeted Direct represent a technological means to the race in question is liable to come with a by these well-intentioned efforts of inclusion achieve this same end. Connect Direct allows set of expectations on your part. You might not do view it in this light—it all sounds rather organizations to hire the Deaf and Hard of know this person individually just yet, but your condescending. Hearing who use ASL and expect them to con- observation of their race sets you up to make The crux of the issue at hand is that most tribute on a level playing feld. Organizations some (often incorrect) assumptions right out of corporate cultures say the right things about that work with Connect Direct understand that the gate. the notion of diversity, but few actually accept there is inherent value in hiring, training and Similar assumptions lead you to catego- the concept that inclusion means something managing talented Deaf professionals to pro- rize the people you meet based on their gen- much more than just tossing that lifeline. We vide customer care services to Deaf consum- der, social class, sexual orientation, religion, need to move beyond mere inclusion and ers. There are many reasons to create this kind nationality, and disability. You personally accept that, no matter what categories we fall of communication channel within your com- are likely to value a certain set of categories into, we all belong to one company, one cul- pany, such as revenue growth, positive brand over others, but what happens in any meeting ture, one world. Striving for equality means perception, loyalty, and retention. However, (or company, city, culture or country) is that breaking down these power structures in a way the larger reason is simply because the com- those in the majority categories tend to hold that gives equal footing to anyone, regardless pany gets it—they understand that embracing positions of power—or at least an enhanced of background. and celebrating human diversity is intrinsically sense of opportunity to hold those positions of Given everything I have already written valuable. power. The majority tends to reside in an inner about human nature, this may sound like a
36 | DIVERSEability Magazine | www.diverseabilitymagazine.com 1 9 N o r20© 19 Nor20© throp Grumman Corporation THE VALUE OFPERFORMANCE. makes theworld asafer place. communities we live andwork inand it reflects andstrengthens the innovation andcreativity. Ultimately, environment of inclusionand A diverse supplybasecreates an success isitsdiverse supplybase. A key componenttoNorthrop Grumman’s northropgrumman.com PARTNERSHIPS. THE VALUE OF
promotes
DIVERSITY & INCLUSION
Wells Fargo VP Pays it Forward By Brady Rhoades
athy Martinez, senior vice president sistant secretary of the Offce of Disability Em- vesting, managing credit lines and budgeting. and head of disability and accessibility ployment Policy. “People with disabilities want “Very often, people with disabilities don’t get Kstrategy at Wells Fargo, is on a mission to work, and Wells Fargo has targeted outreach that training because people assume we don’t to “help lead disability awareness throughout programs to help search for and source top tal- have money, we’re not working,” said Marti- our culture and our operations.” ent for the company in key segments, including nez, who is blind. In an interview with DIVERSEability Maga- people with disabilities.” In the past couple of years, Wells Fargo has zine at the Abilities Expo in Los Angeles, Mar- That means full accommodations and acces- launched the Enterprise Accessibility Program tinez said awareness leads to action, and Wells sibility for Wells Fargo employees and custom- Offce. Fargo has shifted to ffth gear. ers, including centralized accessibility services “This initiative allows us to take a more “We’re doing a full-court press on recruit- across physical and digital platforms. holistic approach to our accessibility goals,” ing veterans and people with disabilities,” said And it means training in fnancial literacy. Martinez said. Accessibility has been taken into Martinez, who formally served in the public Wells Fargo has committed to assisting in consideration when developing digital channels sector—under President Barack Obama—as as- training people with disabilities in saving, in- and experiences, including Wells Fargo’s mo-
38 | DIVERSEability Magazine | bile app and Control Tower, a new digital ex- As a child, Martinez learned to accept her As of 2018, persons with perience offering customers a comprehensive disability and, as she put it, “move on.” She a disability were more view of their Wells Fargo digital fnancial credits her parents and mentors—her father footprint. tasked her with mowing the lawn and accept- concentrated in service During her tenure at the federal govern- ed no excuses—with pushing her forward. In occupations than those with no ment, Martinez helped strengthen federal her 20s, she had a light bulb moment: The disability. contractors’ responsibilities to hire, retain and best way for people with disabilities to get advance qualifed people with disabilities, ahead is through employment and fnancial and played a critical role in former President stability and success. The unemployment rate for Obama’s 2010 executive order directing fed- Martinez and Wells Fargo are taking those persons with a disability was eral agencies to increase the representation of lessons and paying them forward. people with disabilities in the workforce. “We believe that accessibility is a uni- Before her time in government, Martinez versal right,” Martinez said. “Many of our % worked as the executive director of the Word customers are people with disabilities. We Institute on Disability. want to make sure people feel welcome and 8.0as of 2018, more than twice She has served on the National Council on represented. We’re always looking to im- the rate of those with no Disability, the board of the U.S. Institute of prove our customer service for people with disability Peace, and the State Department’s advisory disabilities.” committee on disability and foreign policy. 3.7% As of 2018, the unemployment rate for men with a disability % 7.9was about the same as the rate for women % 8.1 The unemployment rates for both men and women declined from 2017 to 2018. BLS.GOV 1
Kathy Martinez Billion+ (Center) with people with disabilities Wells Fargo worldwide volunteers at UN.ORG Abilities Expo in Los Angeles. FEATURE
How to Create Better Employee Experiences Companies that successfully attract and retain diverse talent have an edge
By Simon Dermer any studies have shown that it pays Policy, the workforce participation of people to have a varied workforce. For with disabilities is a mere 20.9 percent (in other Mexample, international management words, just one in fve people with disabilities consulting frm McKinsey & Co.’s January who are 16 and older are in the workforce). 2018 report, “Delivering Through Diversity,” Compare that to the 68.3 percent—over two which is based on a study of more than 1,000 thirds—of adults without disabilities who companies in 12 countries, concludes that the are employed. Companies aren’t providing most diverse companies are likely to have inclusive, accessible opportunities for above-average proftability. people with disabilities, despite the fact that Many companies claim to be making an workers with disabilities on average have effort to build diverse workforces, and while higher retention rates, less absenteeism and those initiatives are admirable, they often focus other advantages, according to a report from on gender, ethnic and racial background and CPRF, an organization that helps people with ignore people with disabilities. disabilities achieve employment goals. A 2013 study by the Centers for Disease By disregarding this group of potential Control and Prevention found 22.2 percent workers instead of providing the right tools to of U.S. adults have some kind of disability. attract and retain them, companies are missing Hiring people with disabilities results in the out on an opportunity to further enhance their same benefts to employers as hiring people diversity. from other target groups. Moreover, people
a 2014 Glassdoor survey, two-thirds of the respondents who were active or passive job “While companies increasingly recognize the benefts seekers said they agree “a diverse workforce is of building and retaining diverse workforces, disability an important factor when evaluating companies and job offers.” In the same survey, 57 percent as part of diversity has mostly been neglected both in of the respondents who were currently research and company inclusion practices.” employed said they think their companies should be doing more to increase the diversity —Jürgen Menze, disability inclusion offcer for the International Labour Organization of their staffs. But by focusing only on gender, ethnicity and nationality in conversations about with disabilities represent a potentially The Benefts of a Diverse diversity, we ignore another sizeable and very valuable market of customers. Research frm Workforce diverse pool of talent. Companies should be Return on Disability, in a report titled “The Teams of people with different backgrounds striving to create positive experiences for job Global Economics of Disability,” demonstrates and experiences tend to be more innovative. seekers and employees with disabilities, just as that engaging with the disability market as Diverse companies project a more inclusive they do for members of other diverse groups. customers can lead to both increased revenue image to their customers. They’re also better Let’s look at three key ways organizations and decreased costs. And you should have more able to connect with and meet the needs of can improve the experiences of candidates and success targeting that market if your workforce specifc market groups. employees with disabilities: itself includes people with disabilities. Diversity increases internal morale, and Yet according to the U.S. Department of employees prefer a diverse workplace. In Increased Accessibility in Recruit- Labor’s Offce of Disability Employment 1. ment. A survey of job seekers with
40 | DIVERSEability Magazine | www.diverseabilitymagazine.com disabilities conducted by PEAT (Partnership who need it sends a clear message: Your on Employment and Accessible Technology) organization values diversity and is actively uncovered some disturbing insights about the working to recruit individuals with disabilities. barriers these individuals face when applying Additionally, online application tools should for jobs. Close to half of them (46 percent) re- comply with digital accessibility standards 59% ported their most recent attempt to apply for a and regulations, while following the technical of accommodations job online was ‘diffcult to impossible.’ requirements of the Web Content Accessibility don’t cost anything They described some of the barriers Guidelines (WCAG). Source: JAN they encountered, including videos without captions, images without text alternatives, and Job Accommodations. Many (but not applications that could only be flled out using 2. all) people with disabilities require a mouse. These job seekers also frequently accommodations to reach their full potential found barriers in the pre-employment tests on the job and have a fulflling employee people with physical disabilities, tools, such they were required to complete, the social experience. Workplace accommodations as voice recognition, hands-free navigation media platforms where they tried to get more are adaptations, equipment or technologies and keyboard alternatives, can allow them to information about a posting, and even in the that enable employees to perform the duties control various functions without using their so-called “technical assistance” provided by of their jobs. Improved lighting, ergonomic hands. the employer. chairs and wheelchair ramps are all Companies that aren’t accustomed to Companies should ensure their job examples of accommodations. So is assistive providing accommodations may expect them application process is inclusive of candidates technology. Screen-reading software allows to be expensive, but typically they’re not. An with disabilities. Offering assistive technology people who are blind to have all the words ongoing study by The Job Accommodation on your website at no cost to candidates on a computer screen dictated to them. For Network (JAN), a consulting group on
www.diverseabilitymagazine.com | DIVERSEability Magazine | 41 FEATURE
disability employment issues, reports that 59 percent of accommodations don’t cost anything. (Adjusting work hours is an example What is National Disability Employment of a job accommodation that costs nothing.) Of Awareness Month those accommodations that do have a price tag Americans observe Natonal Disability Employment Awareness Month by paying tribute attached to them, it’s typically around $500. to the accomplishments of the men and women with disabilites whose work keeps the JAN’s research also reveals that employers naton’s economy strong, and by reafrming their commitment to ensure equal opportunity who provided workplace accommodations saw for all. This efort to educate the public about the issues related to disability and employ- better morale and higher productivity. ment began in 1945, when Congress enacted Public Law 176, declaring the frst week of October each year as Natonal Employ the Physically Handicapped Week. In 1962, the word An Inclusive Attitude. Even in 2018, ‘physically’ was removed to acknowledge the employment needs and contributons of indi- viduals with all types of disabilites. Some 25 years later, Congress expanded the week to a there are persistent negative attitudes 3. month and changed the name to Natonal Disability Employment Awareness Month. or stereotypes that can deprive people with disabilities of the opportunity to work. Employers may believe people with disabilities are somehow less capable, less qualifed or less productive, or that they’ll be costly to support inclusive and disability friendly. in the workplace. A company that conveys Featuring assistive technology communica- a non-inclusive attitude during recruitment tion supports in a prominent location on your Out of more than will certainly convince any applicants with organization’s home page and on other digi- disabilities that it isn’t the place for them. tal properties makes a bold statement of your 20 million working-age Companies should ensure their diversity commitment to getting on the path to accessi- people with disabilities, and inclusion policies specifcally mention bility. The evaluation and remediation process 7.5 million have jobs disabilities. Such policies should be easy for takes time, so giving people with physical dis- job seekers with disabilities to fnd on company abilities the tools they need to engage with you websites. There should be an employee is a great way to showcase your commitment Employment rate for resource group dedicated to supporting and to enhancing the digital customer experience people with disabilities advocating for workers with disabilities. If for all. necessary, employers can have employees Organizations looking to create digital has risen 37% undergo disability sensitivity training, or accessibility programs will need to consider work with disability-focused consulting frms conducting a combination of automated, that can support their efforts to create a more manual and functional tests to identify the 37% of U.S. civilians with inclusive atmosphere in the workplace. barriers faced by individuals who rely on disabilities ages 18–64 Remember, under federal regulations, large assistive technologies to navigate their websites living in the community companies that do government contract work and other digital properties. This can either be may be obligated to invite job applicants done in-house or with a qualifed third-party had a job, compared and employees to self-identify as having a frm that has testers with disabilities. PDF to 77.2% for people disability. People will only feel comfortable remediation, multimedia accessibility and without disabilities training are other essential components of such doing so in an environment that feels inclusive Source: disabled-world.com and welcoming and celebrates diversity—and a program. does not leave disability out of its diversity It’s also imperative to monitor your digital conversations. properties on an ongoing basis to ensure you Only of adults continue to meet your legal obligations, and 40% with disabilities in their Developing an Accessibility your digital content is usable by as many people Program as possible. This may include progression prime working years are Improving your company’s digital testing, which should be conducted at least employed (ages 25–54) accessibility is a sensible place to start if you every six months. want to improve the experiences of candidates When you make an effort to go beyond the and employees with disabilities—you can’t minimum requirements specifed in current Only 4 out of 10 fnd, interview and hire candidates with regulations and standards to create a better working-age adults with disabilities if your website prevents them experience for job applicants and employees from applying. The frst steps are to determine with disabilities, your company diversity disabilities are employed your current level of accessibility, and to craft becomes richer—and so, very often, does your Source: brookings.edu an accessibility statement that outlines your bottom line. commitment to making digital properties Source: cmswire.com
42 | DIVERSEability Magazine | www.diverseabilitymagazine.com With a ton of ways to increase your independence at Abilities Expo, your glass really is half full!
• Cutting-edge products and services • Get answers from the experts • Adaptive sports for better health • Informative workshops • Service animals open doors • Inclusive dance empowers • Daily living aids FREE • Therapeutic cannabis: Real facts ADMISSION • Life-changing activities for all ages
Serving the Community Since 1979
Register online today. It’s free!
San Mateo Dallas Los Angeles New York Metro October 25-27, 2019 December 13-15, 2019 February 21-23, 2020 May 1-3, 2020 Toronto Chicago Houston Boston May 29-31, 2020 June 12-14, 2020 July 31 -August 2, 2020 September 11-13, 2020 ORAU is no longer a secret in the Secret City
ak Ridge Associated Universities According to Culture Amp, a worldwide (ORAU) is no longer a secret in employee feedback and analytics platform, ORAU is an Equal Oak Ridge, Tenn. Nestled near companies with 500 employees but fewer than the foothills of the Great Smoky 1,000 employees can anticipate about a 70 Employment Mountains National Park, Oak Ridge percent employee participation rate in general Opportunity employer is nicknamed the Secret City after surveys. ORAU greatly exceeded that standard its role in the top-secret Manhattan with an overall participation rate of 85 percent. and aggressively 0Project that helped create the frst atomic bomb. To ensure a culture that maintains these seeks individuals with Established in 1946, ORAU’s purpose was incredible ratings, ORAU welcomes feedback to advance science and technology education from employees through surveys and information- disabilities, veterans, and research by providing member universities sharing teams, such as its Diversity Council females, minorities access to atomic energy research facilities. and Employee Relations Team, comprised of Holding true to the original purpose today, employees from across the organization. and all other diverse ORAU provides exceptional talent in innovative With an overall corporate favorability score differences that support scientifc and technical solutions to advance of 77 percent and with 73 percent of ORAU national priorities in science, education, security employees believing the corporate culture is an all-inclusive work and health. Through specialized teams of experts, favorable, it is no longer a secret that ORAU is a environment. unique laboratory capabilities and access to great place to work. a consortium of more than 120 major Ph.D.- For nine consecutive years, ORAU has been granting institutions, ORAU works with federal, recognized as a Best Diversity Company and state, local and commercial customers to advance is in competition for the current year. ORAU national priorities and serve the public interest. defnes diversity as all of the ways in which ORAU also manages the Oak Ridge Institute we differ and all of those differences are of Science and Education (ORISE) for the U. S. welcomed and respected in the workplace and Department of Energy (DOE), which is a DOE the community. asset dedicated to enabling critical scientifc, ORAU is an Equal Employment Opportunity research and health initiatives of the department employer and aggressively seeks veterans, and its laboratory system by providing individuals with disabilities, females, minorities world-class expertise in STEM workforce and all other diverse differences development, scientifc and technical reviews that support an all-inclusive work and the evaluation of radiation exposure and environment. environment contamination. For more information on ORAU While ORAU itself has been one of the best- and its employment opportunities, visit kept secrets in East Tennessee, its reputation www.orau.org. regarding the company’s culture and diversity practices is quickly spreading as seen in a recent employee survey. Completed earlier this year, the survey showed that 94 percent of the employees know what is expected of them in the workplace, 87 percent reported that they are proud to work at the company and 87 percent of all employees believe they are treated with dignity and respect.
For more information on ORAU and its employment opportunities, visit www.orau.org.
44 | DIVERSEability Magazine | www.diverseabilitymagazine.com
CAREERS More Jobs Than Ever for People with Disabilities By Philip Pauli
ew statistics show that Americans with disabilities are entering the Nworkforce in unprecedented num- bers. New data from the Institute on Disability at the University of New Hampshire reveals that 343,483 more people with disabilities joined the American workforce in 2016, com- pared to 87,201 the previous year. But even as Americans with disabilities are entering the workforce in greater numbers, serious gaps in employment still exist between different states. For example, 54 percent of working-age people with disabilities in North Dakota have jobs, while only 27.4 percent of people with disabilities in West Virginia are employed.
New Data on Disability and Employment According to a recent Annual Disability Statistics Compendium, only 35.9 percent of U.S. civilians with disabilities ages 18 to 64 had a job, compared to 76.9 percent for people without disabilities. However, this is an in- crease from the previous year, which was 34.9 percent. Out of almost 20 million working-age Best States for People with people with disabilities, only 7.4 million peo- Disabilities new ple with disabilities had a job in 2016. Comparing the number of working-age 343,483 A new poll released by RespectAbility people with disabilities reveals Floridians jobs for people with disabilities shows that millions of people with disabilities experienced the biggest jobs gains of any want to work. The companies driving suc- state in the nation, with 35,480 entering the Floridians with disabilities cessful inclusion include JP Morgan Chase, workforce. The second largest growth was in experience the biggest Pepsi, UPS, SAP, EY, IBM, Starbucks and the state of Georgia, where 28,000 work- jobs gains of any state, Walgreens. These companies see people with ing-age people with disabilities got jobs. with more than disabilities as resourceful employees who In terms of the largest states in the nation, improve businesses’ bottom lines. California added 19,398 working-age people However, looking at topline national statis- with disabilities to the workforce, while Texas 35,000 tics only tells part of the story. State-specifc people with disabilities added 17,736 with disabilities to their state entering the workforce. data compiled by the Rehabilitation Research workforce last year. and Training Center on Disability Statistics Alaska had the biggest percentage point and Demographics (StatsRRTC) shows mas- gain in disability employment rates, going Employers hire more people sive differences among states. In fact, there up 5.5 percentage points, followed by North with disabilities as they fnd are some states where people with disabilities Dakota’s 5.2 percentage point gain in jobs. that recruiting, hiring and are twice as likely to be employed as in other Idahoans with disabilities have also seen a retaining employees with states. big increase with their employment rate rising disabilities benefts their from 38.3 percent in to 43.3 percent. South bottom line.
46 | DIVERSEability Magazine | www.diverseabilitymagazine.com As a global technology leader, we believe we A culture that have a responsibility to create a culture where every employee has a voice. That’s why we’re proud of the fact that we are a top scorer on empowers. the Disability Equality Index. From Employee Resource Groups to unconscious bias training, we continue to foster an inclusive environment to ensure all our employees can get the power to go beyond.
Learn how you can join our team by visiting verizon.com/careers.
Verizon is an equal opportunity/disability/vet employer CAREERS
Carolina has also seen an increase in the num- RespectAbility. “Pennsylvania and Minnesota ber of people with disabilities working, with have also brought Employment First policies more than 23,000 getting jobs. and a collaborative approach around transi- tions, which has resulted in thousands of new Looking at Employment Gaps jobs for their constituents with disabilities.” Looking at the difference in employ- There are two models that are achiev- ment rates between people with and without ing extraordinary success with work-based disabilities can reveal how far behind they learning opportunities: Project SEARCH and are in a state’s economy. The smaller the Bridges from School to Work. SEARCH is a gap, the more inclusive a state’s economy unique, employer-driven transition program is, which translates into more opportunities that prepares students with disabilities for for people to earn an income and become employment success. Likewise, Bridges offers TOP 10 independent. The bigger the gap means fewer assessments, workshops and job match- jobs for people with disabilities compared to ing. SEARCH has grown to more than 300 their non-disabled peers. Alaska shows great programs in 46 states and served nearly 3,000 States success with only a 28.2 percentage point gap, youth. Among those young people, more than for Workers with the smallest gap of any state. According to the 78 percent found jobs. These are transforma- Disabilities new data, Rhode Island had a 48.6 percentage tive results for people with disabilities. (and percentage employed) point gap in employment. Linking Expectation and What Works? Education 1. North Dakota ...... 54% Looking beyond the data, two questions “Employment rates only tell part of the emerge—what works to expand employment story,” said Philip Kahn-Pauli, policy and 2. South Dakota ...... 51.6% opportunities for people with disabilities, and practices director at RespectAbility. “Educa- what can state leaders do to improve out- tional attainment is critical to the success of 3. Minnesota ...... 48% comes? youth with disabilities because the jobs of the “States including Wisconsin, South Caro- future require technical education and skill 4. Alaska ...... 47.9% lina, and Alaska show how a commitment to training.” school-to-work transitions can create brighter Despite progress made in recent years, stu- 5. Nebraska ...... 47.4% futures for young people with disabilities,” dents with disabilities are lagging signifcantly says Jennifer Laszlo Mizrahi, president of behind their nondisabled peers in educational 6. Wyoming ...... 47.2 7. Utah ...... 47% “At the end of the day, our nation was founded on the 8. Iowa ...... 45.9 principle that anyone who works hard should be able to get ahead in life. People with disabilities deserve the 9. Kansas ...... 44.7% opportunity to earn an income and achieve independence, 10. Montana ...... 43.9% just like anyone else.” — Jennifer Laszlo Mizrahi, president of RespectAbility
48 | DIVERSEability Magazine | www.diverseabilitymagazine.com WE MOVE THE CITY
PENNY SHEPPARD BRADLEY BUFORD Senior Accountant for Finance & Grants Coach Operator Penny is a fnancial expert that funds requests, tracks Bradley is commited to moving our 41,000 passengers revenue and expenditure and runs fnancial reporting daily to their workplace, school and more, safely and for all of TARC’s federal, state and local grants. She enjoyably. As an Ambussador, he is focused on building also supervises payroll for all TARC employees. community relationships, and ofering TARC as a viable option that benefts the environment.
THERE’S A SEAT FOR YOU AT TARC No matter your needs, TARC ensures a suitable, safe and enjoyable work environ- ment. We do our absolute best so that we attract the very best. That’s how “we move the city.”
www.ridetarc.org • 502.585.1234 • TTY.502.213.3240 CAREERS
attainment. Only 65 percent of students with disabili- ties complete high school, with less than sev- en percent completing college. For youth of color with disabilities and English Language Learners with disabilities, their outcomes are even less. Key barriers include low expecta- tions and the fact that many school systems either fail to diagnose early enough or address their issues at all. This often pushes children with disabilities into the school-to-prison pipeline. Appropriate early intervention, posi- tive supports, and basic training for educators, parents, and guardians are vital. Hispanics, and 40 percent of Asian Americans reports by the annual Disability Statistics with disabilities hold jobs in their communi- Compendium and monthly Trends in Disabil- Race, Disability and ties. ity Employment show signs for continuing Employment hope as more people with disabilities enter the Even as companies are driving inclusion Building on Success labor market. and states are fnding success, there are still Despite the still-present gaps, seeing a “At the end of the day, our nation was people left behind. “Just as looking at the state four-fold improvement in one year’s time is founded on the principle that anyone who level employment rates tells a more complex fantastic, said Mizrahi. “The Workforce Inno- works hard should be able to get ahead in story,” Kahn-Pauli said. “So too when you vation and Opportunity Act, strong actions by life,” Mizrahi said. “People with disabilities look at the employment rates among people many governors, and more positive portrayals deserve the opportunity to earn an income and with disabilities across racial lines.” Only 28.4 of people with disabilities on TV are starting achieve independence, just like anyone else.” percent of African Americans, 37.4 percent of to have a positive impact,” she said. Further Source: respectability.org
Our commitment to inclusion and collaboration. Trinity Health demonstrates a passion and commitment to diversity and inclusion, to our colleagues and to the communities we serve. Our dedication to diversity includes a unifed workforce, strengthened as a result of our focused education and training, recruitment and retention, consulting, diversity sourcing and community engagement efforts.
Trinity-Health.org
50 | DIVERSEability Magazine | www.diverseabilitymagazine.com How to TellYour EmployerAbout a Disability conversation with an employer about ty to do the job. Some people with non-visible your disability involves several deci- Being open and direct disabilities may choose not to disclose their A sions, as well as a certain amount of about your disability will disability at all. thought and planning. Many individuals with disabilities feel uncertain about disclosure. Ul- help put the interviewer What should I say? timately, you must decide the time, place, and at ease, which is a critical Share examples of the strategies you use to degree of information to share with others. factor in whether you do your work. For example, a candidate with receive a call for a second low vision might say: “In my previous work, I Are you required to tell was responsible for maintaining our inventory. an employer about your interview. I created a labeling system with a good color disability? contrast that I could see easily. It turns out that No. Disclosure of a disability is not required. want to anticipate the concerns of the employ- this was a beneft for others as well.” Job candidates should be aware that once dis- er. Consider taking charge during the frst inter- Let the interviewer know you would be closure of a disability or an accommodation view to talk about your disability and how you glad to answer any questions they might have request is made, employers may ask the em- would handle any impact on the job. You may about how you would do your work and the ployee about the limitations related to the job want to describe any accommodation you use, accommodations you use. Being open and and are permitted to make medical inquiries. how it helps your performance, or demonstrate direct about your disability will help put the how you would perform diffcult functions. interviewer at ease, which is a critical factor When is the best time to Many experts suggest disclosing before a in whether you receive a call for a second in- disclose a disability? job offer to communicate self-confdence and terview. If you have a visible disability, you may refocus the employer’s attention on your abili- Source: careeronestop.org
PROVIDING OPPORTUNITIES FOR SUCCESS IN OUR MISSION TO SERVE PATIENTS
Four years ago, when Mike Kneuer, an Amgen district sales manager, was diagnosed with Parkinson's disease, it felt like a blindside. After serving as an officer in the U.S. Navy and building a successful career in biopharmaceutical sales, the limitations he faced didn’t seem real. “It was only when I accepted it, that I really started to thrive,” reflects Mike who after his diagnosis twice won Chairman’s Circle, Amgen’s highest sales award, and was honored as Coach of the Year. “If anything, having this disease has shifted my focus to be even more cognizant of what I need to do in my job. I’m a better district sales manager.” During his career, Mike worked in a variety of roles that included training and mentoring sales managers. He describes the career trajectory at Amgen as “lattice” rather than “ladder” oriented, which benefits diverse skills and aspirations. “Amgen offers you a wealth of opportunities,” explains Mike. “In another organization you might be stuck in one department, but Amgen allows you to take on a variety of challenging roles. Here, it’s encouraged to cross pollinate.” Although Mike’s physical challenges require adaptation, he has been overwhelmed by the support he’s received not only from his director and sales team, but also from the executive leadership. “Whether or not you have a disability, at Amgen, the world is your oyster,” says Mike. “They’ve supported me in every endeavor, both before I was diagnosed and after. Amgen truly affords you every opportunity to be successful, and I’ve been the beneficiary of that.”
TRANSFORMING THE LANGUAGE OF LIFE INTO VITAL MEDICINES. For opportunities to join our team visit careers.amgen.com
www.diverseabilitymagazine.com | DIVERSEability Magazine | 51 CAREERS
Don’t Assume the Visible 5 ways to make your workplace inclusive for people with invisible disabilities
By Haleigh Duncan
hroughout the day, the majority of other people can’t tell they have just by have a disability—instead their disabilities are people are glued to screens—whether looking at them. For example, someone may ‘hidden,’ or invisible. Tit’s their work computer, their Facebook look young, healthy, and happy but experience Here are fve things you can do for people app, or their TV. From what celebrities are chronic pain, exhaustion, and inconvenience with invisible disabilities in the workplace: wearing to the newest battle scene from from living with Crohn’s Disease. An Game of Thrones, our culture is obsessed with equally able-bodied-looking person might Never assume someone is consuming information visually. That can be struggling to overcome anxiety and panic ‘able-bodied’—and defnitely be a real problem when it comes to invisible attacks that periodically prevent them from 1don’t insist that they are. disabilities. participating in public activities. Many of these It doesn’t matter how young or tall or What do we mean by that? An increasing people do not use wheelchairs or walking canes muscular someone looks – anyone may have number of people live with disabilities that that would visually ‘signal’ to us that they chronic pain, chronic fatigue, neurological
52 | DIVERSEability Magazine | www.diverseabilitymagazine.com Advance Discovery. Improve Lives.
At Bio-Rad, we are united behind this mission. We are a business of progress. We are a business of ideas. Success requires the talent, creativity and knowledge of a diverse group acting as one. Your contribution matters, and together, alongside our customers, we will make tomorrow better than today.
Visit us on online at: bio-rad.com/careers
EEO/AA Employer/Veterans/Disabled/Race/Ethnicity/Gender/Age
What you bring to the table matters to us. If you’re looking for a great place to BRINGwork, if you seek a diverse and inclusive culture, if you expect to be challenged IT! and rewarded, we should talk.
We are a service company. When it comes to health care and fnancial services, we are one of the largest employers in our state. We seek talent, experience and character. If these traits are part of your skill set, there’s a place for you here.
We are BlueCross BlueShield of South Carolina.
Our Business Is People. Go to www.SouthCarolinaBlues.com and click on Careers. CAREERS
divergence, or other inhibiting symptoms. Re- member that even if someone looks happy or calm at work, people with invisible disabilities strive to maintain a persona of ‘professional- ism’ even when they may be experiencing pain or discomfort. They do not usually cry, scream, or grimace because they have practiced pain management and pain tolerance – not because they don’t experience physical or mental dis- tress.
Understand that accommodations are a 2necessity, not a privilege. People with disabilities, invisible or other- wise, are protected under federal law. When someone with a disability requests accom- modation, some people may feel like the ac- commodated person has received an unearned advantage. Asking for and using accommoda- tions can be stressful, embarrassing, and ridden with guilt for many people with disabilities, who often avoid using them as much as they are able. It’s important to remember that peo- ple with invisible disabilities are at a disadvan- tage that is balanced by their accommodations.
Learn more. If your coworker was comfortable 3enough to trust you with their disability sta- tus, or if an employee disclosed theirs to you: read up. Becoming knowledgeable about what About 10% of Americans have a medical they’re going through can help you empathize condition, which could be considered an invisible with them, collaborate with them, and under- disability. stand that many people have similar experienc- es with their own disabilities. 96% of people with chronic medical conditions Allow people with invisible live with a condition that is invisible. disabilities to provide their 4own solutions. No matter what you’ve heard about a given disability in the past, the best expert on some- About 25% of them have some type of activity one’s disability is the person who lives with it. limitation, ranging from mild to severe. Your coworkers or employees will appreciate Source: disabled-world.com your understanding, and they will be much more productive and satisfed at work if they someone is disparaging or questioning anoth- Those living with invisible disabilities like can implement the strategies that they know er person’s invisible disability. If you have an PTSD, arthritis, epilepsy, HIV/AIDS, or an- work for them. Read more about typical job invisible disability yourself, examine how that other illness, would prefer to have complete accommodations. identity plays out in the workplace and how control over their lives than to disclose their your situation can be improved. If you’re com- ability and ask for accommodation. In the end, Advocate. Advocate. fortable, sharing your disability status can be a some don’t and some do. It’s important in these Advocate. powerful way to destigmatize invisible illness cases to be as supportive as possible and let our 5Take advantage of opportunities to educate and make your peers feel safe enough to be coworkers know that they are a valuable part of yourself whenever you can—and share your ‘out’ in the workplace. our workplace—each and every day. knowledge with your coworkers, especially if Source: CareerOneStop
54 | DIVERSEability Magazine | www.diverseabilitymagazine.com Diversity is Power
Some of the world’s most remarkable breakthroughs began with an idea that evolved from the mind of a scientst, engineer, and sofware specialist. ENSCO wants to work with you to create the next generaton of innovatve products and forward-thinking solutons for defense and commercial applicatons. ENSCO, Inc. and its wholly owned subsidiaries deliver innovatve engineering, science Years of Ideas to Reality® and advanced technology solutons for the natonal security, rail, avionics, and aerospace industries. www.ensco.com
An EO/AA employer commited to Diversity in the Workplace. All qualifed applicants including minorites, women, individuals with disabilites, and veterans are encouraged to apply. ENSCO, Inc. and its wholly owned U.S. subsidiaries are Equal Employment Opportunity/Afrmatve Acton employers and all qualifed applicants will receive consideraton for employment without regard to race, color, religion, sex, sexual orientaton, gender identty, natonal origin, disability or veteran status.
HYDRAULICS International Inc. We are a manufacturing and R&D company whose modernization has improved designs in the area of ground support equipment. Hydraulics International has substantially increased the reliability, maintainability and supportability of equipment required in all events of military programs.
At Hydraulics International, Inc., we have always been committed to the highest quality of products and services and without our team of dedicated employees we would not achieve our success. That is why we value the diverse www.txdot.gov/careers backgrounds of our people and work to create an open atmosphere of trust, honesty and respect.
We are committed to providing equal employment opportu- nities for all based on individual qualifcations and without regard to race, color, religion, gender, age, national origin, citizenship, mental or physical disabilities, sexual orientation, veteran status or any other similarly protected status.
For career opportunities please visit: http://www.hiigroup.com
www.diverseabilitymagazine.com | DIVERSEability Magazine | 55 CAREERS 10 Steps to Help Adults with Autism Find the Right Job n celebration of National trying. Then create a list of your your contact list. Check out Fill out several job applica- IDisability Employment strengths. Which ones match up? LinkedIn, Facebook, Google+, 9 tions! You can do this easily Awareness Month, Autism Write down the names of and CareerBuilder. on TheSpectrumCareers.com. Or Speaks shares 10 steps to help 3 businesses accessible to you Create/update your resume. you can go to the actual job site young adults and adults with via public transportation, walking 7 Include your name, address, to ask for an application—if so, autism fnd employment: distance, etc. telephone number, and e-mail wear clothes that are clean and Register Speak with a Vocational address. Then list your education, ironed. Be polite and bring a pen 1 on TheSpectrumCareers. 4 Rehabilitation counselor training experiences, work and a copy of your resume. com, a free website designed by about the support you can get, history and experience. Include Practice your inter- and for job seekers with autism including help with writing a any non-paid work experiences 10 viewing skills. Have a to connect with businesses resume, job development and job too, such as internships and friend or support person ask you looking to hire individuals on coaching. volunteer activities. Tools on practice questions and simulate the spectrum. Only answer a few Make a list of all your TheSpectrumCareers.com help introducing yourself, shaking questions about yourself, and you 5 contacts who could help you create a resume if you do not hands, making appropriate eye can begin searching for jobs right you get a job. Your personal have one. contact, and sitting down across away! “network” is an important Write a cover letter. Identify a desk from each other. Arrive Write a list describing what place to start—family, friends, 8 who you are and why you at the interview location 15 2 you see yourself doing in neighbors and others who know are applying for the job. You minutes before the appointment. the future. List your dream job, you well. also should invite the employer Focus on your abilities, not your but also write down other jobs Consider joining social to contact you for an interview. disabilities, and emphasize your you would be willing to do and 6 networking and job search Include a copy of your resume strengths, not your weaknesses! ones you may be interested in websites to help you expand with your cover letter. Source: autismspeaks.org
We Value Inclusion Every Day.
Proud to support National Disability Awareness
56 | DIVERSEability Magazine | www.diverseabilitymagazine.com FEATURE Kodi Lee Wins America’s Got Talent Season 14 AGT judge Gabrielle Union: “Kodi literally changed the world”
PHOTOS BY TRAE PATTON/NBC TRAE PATTON/NBC BY PHOTOS
fter weeks of competi- His mother Tina accompanied him fnale night, Lee performed “You tion, Kodi Lee has been on stage for the entire competition. Are the Reason” again, this time Acrowned champion of “I feel relieved I’m not the only alongside Leona Lewis. season 14 of America’s Got Talent. one who’s seen this extraordinary AGT judge Gabrielle Union was The singing star, who is blind and ability. He’s got a real talent, and so captivated by Lee’s audition that has autism, beat out fellow fnalists I’ve always known he’s this real she used the coveted Golden Buzz- opera singer Emanne Beasha, vio- talent,” Lee’s mom, Tina, recently er after he auditioned, sending him linist Tyler Butler-Figueroa, dance told PEOPLE. through to the live rounds earlier troupe Light Balance Kids, singer During the audition rounds, she this summer. Benicio Bryant and Ndlovu Youth explained how her son communi- “Kodi, literally changed the Choir. cates through music. “We found out world. For so many families who In addition to winning the AGT that he loved music really early on. fght day in and day out for resourc- title, Lee takes home $1 million and He listened and his eyes just went es and opportunities to give all of will headline shows from Nov. 7-10 huge, and he started singing, that’s our kids shots at winning in life,” at Paris Las Vegas Hotel & Casino when I was in tears,” she said. “I Union told E! News’ Justin Sylves- in Las Vegas. realized he’s an entertainer.” ter after the fnale. “He’s changed Along with his unforgettable In the semifnals, Lee brought everything.” vocal talents, Lee’s life story has many to tears with his rendition Lee says he’s going to buy grand made him a fan favorite. The Lake of Calum Scott’s “You Are the pianos—in every color—with his Elsinore, California, native was Reason.” For his fnal bow on the winnings. born with optic nerve hypoplasia show, he sang Freya Ridings’ “Lost Source: people.com, eonline.com, today.com and diagnosed with autism at age 4. Without You” in the fnals. On
www.diverseabilitymagazine.com | DIVERSEability Magazine | 57 FEATURE How Do We Bridge the Gap Between Ability and Disability? By Shelby Smallwood
58 | DIVERSEability Magazine | www.diverseabilitymagazine.com ears ago, I sustained an incomplete able-bodied world as a person who has diff- embarrassing. spinal cord injury and joined the larg- culty walking, just put on a pair of roller skates Oh, and get this: The hardest place to fnd Yest minority group in the world—peo- and go about your day. Take a shower. Go to a handicap parking spot? The doctor’s offce! ple with disabilities. Most days I use a rollator work. Go to the store. No matter what you do Or a hospital, physical therapy—basically to help me walk, and other than the fact that all day, imagine doing it on roller skates. anywhere visited by disabled people. It makes I’m a slow walker, I’m perfectly fne. Is it impossible? Of course not. But just wait sense, but I never really noticed that until I was I’ve discovered the importance of accessibil- until you’re walking down the street wearing one of those people circling the lot trying to ity—things like ramps and elevators, and that roller skates, and you realize all of those un- fnd a spot before a doctor’s appointment. there are no guarantees of accessibility any- even sidewalks are a challenge you never real- There are times when it’s too hard. You have where you go. Yes, we have an elevator, but it’s ized were there the whole time. Or how daunt- to focus so much energy on not falling down currently out of service. Yes, there are stairs, ing the stairs are if there are no handrails. and explaining to people why you’re wearing but just a few. That’s ok, right? I used to think Living a life on roller skates will make you roller skates, that it’s hard to relax and enjoy being physically disabled was a deterrent to go- wish for more elevators, curb cut-outs and yourself. It gets exhausting, and sometimes the ing out and doing things like I used to, but now ramps. You’ll feel self-conscious and awkward juice just isn’t worth the squeeze. I realize its inaccessibility, or a lack of univer- and think, “ok, ok, joke’s over. I need to get I pretty much need a guarantee that an out- sal design, that holds me back. these skates off because I have stuff to do.” The ing will be worth my time before I’ll do it. Ev- I spend a lot of my day feeling frustrated. Before I was injured, I was a fast-walker and by nature I’m fercely independent. Now, my body “If you want to know what doesn’t work the way it’s supposed to. Doesn’t it’s like to make your way in move as quickly as I want. It takes a lot of work this able-bodied world as to keep up in this able-bodied world. Some- thing as simple as going to lunch or attending a person who has diffculty a meeting should be no big deal, but for me it walking, just put on a pair of takes extra thought and planning. roller skates and go about Friends mean well, but sometimes they just your day. Take a shower. don’t get it. Go to work. Go to the Let’s face it: People with disabilities get store. No matter what you plenty of sympathy, myself included. Often times it’s unwanted, unneeded sympathy. Sym- do all day, imagine pathy means feeling sorry for someone. It’s the doing it on roller pity we feel for those facing adversity. With skates.” sympathy we must use our imagination to put ourselves in someone else’s shoes. Empathy is sympathy’s cousin. It’s easy to moment you want to take the skates off and get erywhere I go requires a look at Google Maps confuse sympathy and empathy, because both back to reality is your sneak peek into the frus- Street View or Yelp to see if there’s parking, feelings are sparked when we see someone tration of physical disability in an able-bodied stairs to deal with or any other surprises. I hate suffering. Empathy emerges when we’ve had world. wasting my time, so I’m reluctant to just wing a similar experience to the suffering person. it. We’re able to relate and feel like we’re on the Most Places Are Accessible Next time someone tells me how inclusive same team. The biggest difference between Nowadays, Right? their business is, or accessible a building is, empathy and sympathy is that empathy allows Yes and no. Most public places are acces- I’d like them to do a roller skate check. Walk humans to connect. sible in a technical sense, but after becoming around and ask yourself, “could I do this if I The lack real understanding is what makes disabled, I was shocked to realize how diffcult was wearing roller skates?” If the answer is sympathy so cringy for people with disabilities. it is to get around. no, make necessary changes until the answer Most able-bodied people have a desire to feel Let’s say for example you go to dinner at a is yes. empathy for their disabled friends, coworkers nice restaurant. You’ll probably be able to get As for me, I’ll continue doing my best with and family. But how can you feel empathy for in the front door thanks to the ADA’s accessi- the body I have. My hope is that using the roll- people with disabilities if you’re not disabled? bility laws, but once inside you’ll fnd a sea of er skate analogy will help shed some light on tables and chairs squished together, flled with what it’s like for those who live with physical The Roller Skate Challenge people enjoying their evening. To get by, you disabilities, so sympathy can evolve into empa- Just about everyone has worn roller skates need to make several attempts to get each per- thy. Because with empathy comes change, and at some point in their life. If you want to son’s attention to ask them to move, scooch in, hopefully the gap between ability and disability know what it’s like to make your way in this or get up so you can get to your table. Truly will get smaller over time.
www.diverseabilitymagazine.com | DIVERSEability Magazine | 59 BUSINESS 2 BUSINESS WhyWE Matter as Diverse Suppliers
ot to overstate the obvious, but we versary of the American with Disabilities Act also know that women- and minority-owned still have far too little emphasis on (ADA), we are making some progress. The business are some of the fastest growing small Ndisability inclusion in most organi- notion that we can meet our talent and labor business segments. I want to ensure that dis- zations today. I know this from 22+ years as needs by hiring people with disabilities fnal- ability-owned, veteran disability-owned and a broad-based diversity & inclusion (D&I) ly seems to be getting decent traction in some service disability-owned businesses are also practitioner myself and as the CEO of a global organizations. But there is another part of the part of this picture. D&I consulting frm that partners with some equation that I think we are just beginning to Entrepreneurship can become a path to not of the world’s biggest brand names. Many se- explore—that is people with disabilities as only independence but also to wealth building. nior-level executives, HR, D&I, learning, pro- ENTREPRENEURS. Yes, business owners, The entrepreneur’s accommodation requests curement and compliance leaders only have, at leaders, suppliers and innovators who can, and become much easier to process when you are best, a cursory understanding of the value and do, contribute in bold and meaningful ways to simply asking yourself for ‘approval.’ Further- positive impact the largest minority group in the economy. more, I hear all of our clients talking about the the country—and perhaps globe—can offer to We know that small business accounts for importance of innovation. While I’ve yet to their companies. roughly 44 percent of the overall U.S. economy fnd a research study that defnitively proves That said, as we approach the 30th anni- and creates over two-thirds net new jobs. We my hypothesis, I believe there is a direct cor-
60 | DIVERSEability Magazine | www.diverseabilitymagazine.com Why ATWe MERCK, WE AREInvent INVENTING FOR LIFE. We are taking on many of the world’s most challenging diseases because the world still needs cures for cancer, Alzheimer’s disease, HIV, and so many other causes of widespread suffering in people and animals.
We invent to help people go on, unburdened, to experience, create and live their best lives.
Copyright © 2017 Merck Sharp & Dohme Corp., a subsidiary of Merck & Co., Inc. All Rights Reserved. CORP-1064987-0052 08/17 BUSINESS 2 BUSINESS
relation between innovative ideas and people assist and are willing to help make connections merce) throughout the past eight-years. I be- with disabilities. For now, I’ll happily use my between certifed diverse suppliers and compa- lieve now it is my turn to be an ally to entrepre- own life experience and exposure to this dy- nies who wish to do business with them. neurs in the disability community and pay back namic and complex talent pool as confrmation. what I have been the benefciary of. I’ll ask you CONNECT diverse-owned businesses with to do the same. For me and our team at inQUEST, this boils your organization’s buyers, procurement or down to several key actions. A framework that supply chain teams. Encourage your organiza- we use called INVITE, CONNECT, CON- tion to add disability-owned businesses to your SIDER. diverse-supplier tracking. Recently, the Billion Dollar Roundtable added disability spend to INVITE entrepreneurial discussions with the list; so can your company. those in your network who may have a dis- ability. Encourage and support not only en- CONSIDER how you can be directly in- trepreneurship but also diverse supplier certi- volved in a disability-owned business formally fcation for people with disabilities. Starting a or informally—fnd ways you can be of value, small business is scary for anyone, and it can help with business plans, make connections Scott Hoesman is the CEO of inQUEST Con- be even more daunting for those of us not in and introductions. Be a mentor. sulting, a global diversity and inclusion con- the majority. Welcome those discussions and sulting frm who believes in ‘Doing D&I offer realistic feedback and encouragement— As an out, gay, cis-gender, able bodied, neu- Differently,’ and that includes ensuring that something we all need. Additionally, encour- ro-typical male entrepreneur, I am so deeply disability inclusion is at the forefront of their age certifcation. We need the numbers and appreciative of those ‘allies’ who have advo- work with clients. Hoesman is also board chair tracking to help raise the level of attention and cated for me personally and for gay rights more of the Chicago Sinfonietta, the nation’s most discussion—think about this like you would an holistically. I also know how much I’ve valued diverse orchestra, and holds board seats with internal self-ID campaign. Organizations like our diverse supplier certifcation through the Disability:IN at the national level and local Disability:IN have resources and processes to NGLCC (National LBGT Chamber of Com- Chicago affliate.
The The FDIC recognizes the importance of contributions made by diverse Federal Deposit communities in its workforce and business activities.
Insurance Corporation As a leader among government agencies, we are committed to is all in for diversity. diversity and inclusion and providing opportunities for employment, contracting, investments, and sharing our expertise in fnancial education. We continue to strengthen stability and public confdence in the nation’s fnancial system, leveraging the talents of our workforce and small-, minority-, women-, LGBT-, and veteran-owned businesses to create business value and achieve a work environment of involvement, respect, and connection.
Contact us: Offce of Minority and Women Inclusion (OMWI) [email protected] 1-877-ASK-FDIC (1-877-275-3342)
www.fdic.gov Each depositor insured to at least $250,000
62 | DIVERSEability Magazine | www.diverseabilitymagazine.com “It’s more than a passion. It’s a must. There’s a lot on the line.” ~ Kristin Malek
WE GET DIVERSITY.
Nine years ago, Kristin Malek gave birth to a daughter with Down syndrome. Her daughter, Katelynn, changed her life, her passion and strengthened her resolve to assist marginalized groups. When she joined CDW 18 months ago, her professional and personal roads merged, creating the passion with which Malek approaches CDW’s Supplier Diversity Program every day.
CDW is committed to embracing di˜erences and o˜ering everyone an equal share of voice, power and status. Join us in our mission to promote equality and create change.
CDW.com/diversity
© 2019 CDW®, CDW•G® and PEOPLE WHO GET IT® are registered trademarks of CDW LLC. MKT38068 On a quest to further relationships with disability-owned businesses How Wells Fargo deepened engagements with entrepreneurs with disabilities at the recent Disability:IN conference obert “Lewy” Lewis knows Disability:IN is a nonproft that go Asset Management, who led a meet our objectve of identfying how to run a business, grants disability-owned business segment on access to capital, and diverse suppliers who can work Rand also has mastered the enterprise (DOBE®) certfcatons how DOBEs can manage capital with Wells Fargo,” says Heyward. challenges that sometmes arise to businesses that are at least to grow their frms. About ten team members from when you’re running that busi- 51% owned and managed by a “This is in line with the new the Wells Fargo Talent Acquisiton ness while managing your disabil- person with a disability, as part of Wells Fargo Foundaton strategy Strategy & University Programs ity. Just months afer purchasing its eforts to promote an inclusive focus on small business growth team engaged in multple act- the Des Moines, Iowa-based con- global economy. Wells Fargo and vitality,” Heyward notes. “It vaton areas to atract, recruit, sumer intelligence and market has been a top sponsor of the allows us to demonstrate Wells network, and build a talent pipe- research frm, Quester, Lewis lost Disability:IN conference for the Fargo’s commitment to small line. According to Tina Wilson, the use of his hands, arms, and past fve years. business capacity building for from Talent Acquisiton Natonal half of one leg from post-surgical “This conference has been DOBEs.” Partnerships & Programs, multple meningits. growing every year,” says Regina Hoskins was recruited by Wells pre-scheduled on-site interviews Lewis, along with eighteen Heyward, head of Supplier Fargo to lead a session at the ac- and career conversatons took Wells Fargo team members, was Diversity and vice chair of the celerator training on the various place over three days of the con- among the 2,000 partcipants at Disability:IN board of directors. ways that DOBEs can harness AI ference, and multple ofers were the recent Disability:IN confer- “Our engagement shows that and leverage emerging technol- extended to candidates. ence in Chicago — one of the we are leaders not only within ogies. “The growth of Disability: IN largest conferences for people this community, but also in the “It was my frst tme atend- as a strategic talent acquisiton with disabilites in the U.S. He investments we are making for ing a Disability:IN conference,” alliance contnues to show val- says he is glad that companies the growth and sustainability of Hoskins says. “I’ve never atend- ue,” Wilson says. “We leveraged like Wells Fargo understand the DOBEs.” ed a conference where everyone meetng stellar talent, while challenges, as well as the op- Wells Fargo sponsored a was so open and collaboratve, competng among other fnancial portunites, for disability-owned frst-of-its-kind DOBE accelerator including atendees and corpo- services insttutons that were business enterprise (DOBEs), like training session, partcipated in rate partners.” recruitng for multple areas of Quester. employee recruitment sessions, Hoskins and Lewis also partc- fnance, technology, marketng, “Some people may be using presented seven $3,000 micro- ipated in the pitch competton, operatons, and more.” wheelchairs, but they are stll grants to fund DOBE programs which was sponsored, but not The four-day conference out there trying to change the across the U.S., and sponsored judged, by Wells Fargo. Co-spon- concluded with an Awards Gala, world,” says Lewis, whose frm a business pitch competton sors included American Airlines, where Wells Fargo’s Diverse Abil- consults Fortune 500 companies as part of its engagement at Disney, and UPS. Quester won ites Team Member Network was by leveraging their proprietary Disability:IN the competton with an idea to honored with the Employee Re- artfcial intelligence (AI) tech- More than twenty certfed evolve its AI capabilites by inte- source Group of the Year award, nology. “My disability does not DOBEs received business devel- gratng voice-operated technol- which credits the Team Member limit me from the standpoint of opment training from subject ogy. As the winner, Quester was Network for best practces, inno- doing business at all. I am doing mater experts, such as Stacey awarded $7,000 in seed money vaton, and leadership. It was one business in my head. You just Messer, a member of the Trans- to bring its idea to fruiton. of three corporate awards noted move forward.” formaton team within Wells Far- “The conference allowed us to during the closing gala.
BUSINESS 2 BUSINESS Looking to GrowYour Business? disability-owned business enterprise ● Do you make the day-to-day business deci- makers and contract bidding opportunities. (DOBE) is a for-proft business that sions for your company? Disability-Owned Business Enterprises Ais at least 51% owned, managed ● Are you willing to submit the required f- (DOBE®): A business that is 51 percent and controlled by a person with a disability nancial and business information to our owned, controlled, operated, and managed by regardless of whether or not that business organization for a confdential review and a person(s) with a disability. owner employs person(s) with a disability. We retention in a permanent, secure environ- Veteran Disability-Owned Business do not certify non-proft organizations. ment? Enterprises (V-DOBE®): A business that is ● Do you want to increase your access to 51 percent owned, controlled, operated, and Certifcation Benefts private sector corporations who want to managed by a veteran, but disability was not ● Nationally Recognized Certifcation do business with disability-owned and ser- incurred during their time of service. ● Exclusive Information and Resources vice-disabled veteran-owned businesses? Service-Disabled Veteran Disability- ● Networking & Business Matchmaking ● Are you already certifed as a wom- Owned Business Enterprises (SDV- Opportunities an-owned business by WBENC and/or a DOBE®): A business that is 51 percent ● Policy Advocacy LGBTQ-owned business by NGLCC? If owned, controlled, operated, and managed by yes, you are eligible for accelerated cer- a veteran, who sustained their disability during Are you ready for tifcation through a reciprocal agreement their time of service. Disability:IN certifcation? Disability:IN has with these organizations. Our certifcation is recognized by: ● Do you have a disability – a physical and/ ● Based outside of the United States? Regis- ● Pennsylvania or mental impairment that substantially ter in our Global DOBE registry to connect ● Massachusetts limits one or more major life activities? with U.S. Fortune 500-1000. ● Hoboken, New Jersey ● Do you own at least 51% of your business? Note: Certifcation is not a guarantee ● Jersey City, New Jersey If yes, is this clearly evident and verifable of business contracts. Certifcation by our ● Philadelphia, Pennsylvania on all supporting business and fnancial national organization provides third-party ● Billion Dollar Roundtable documents? assurance to private sector partners that a frm To learn more about these certifcations, ● Do you own an independent business en- meets the established conditions of ownership, please visit: https://disabilityin.org terprise that is not substantially reliant on management and control. It provides access another business to operate? to Fortune 500 and 1000 corporate decision
Innovaton in Aviaton
A FORUM ON CORPORATE VALUES From Day One is a conference series and media outlet focused on innovative ways for companies to foster Voted one of the DC region’s Top Workplaces in 2018 stronger relationships with their employees, customers, and communities. Businesses have increasingly seen the wisdom Headquartered in Arlington, VA, Crown is proud to be an Equal Opportunity of putting people frst. Our mission is to help companies fnd Employer commited to hiring and retaining a diverse workforce. the best ways to deliver on that promise, from day one.
We have upcoming events in Boston, Denver, Dallas, Los For more informaton about Crown and to apply Angeles, Seattle, Chicago, San Francisco, and Washington, D.C.
for positons, please visit www.crownci.com Visit www.fromdayone.co for more information!
Connect with us: We have opportunites in air trafc management, electronics, informaton [email protected] solutons, feld engineering, systems engineering, sofware development @FD1Conference and logistcs. Crown ofers a comprehensive compensaton package #FD1conference with opportunites for growth and professional development www.fromdayone.co with locatons all over the country.
66 | DIVERSEability Magazine | www.diverseabilitymagazine.com Helping people on their path to better health
Coming together with Aetna, we’re leading the change to create a new health care model that is easier to use, more affordable, and puts consumers at the center of their care.
And that leads to a healthier you.
Learn more at cvshealth.com/aetna BUSINESS 2 BUSINESS How to Build on Being a Disability- Owned Business By Andrew Houghton
hen I was 20 years old, I experi- enced a life altering motorcycle ac- “Being a DOBE Wcident, which resulted in paraplegia has created and the need to use a wheelchair for mobility. In the years that followed, I struggled with my opportunities for disability until being introduced to adaptive direct dialogue sports and recreation. Adaptive sports helped with corporations me to regain my self-confdence and created an interested in forming opportunity to “pay it forward.” diverse supply Motivating others via public speaking en- chains, resulting gagements became a daily endeavor. My ef- forts were featured in numerous newspaper and in some fantastic magazine articles and, as a result, I was invited professional to help produce a series of short video segments relationships.” on adaptive sports and lifestyle. This quickly blossomed into the start of a new venture, Dis- ability Inclusion Solutions, for clients seeking high quality, accessible multimedia production. Years later, to expand my opportunities and have access to greater resources, I became a certifed Disability-Owned Business Enterprise (DOBE) through Disability:IN, the leading national third-party certifer of disability- owned business enterprises. Being a DOBE has created opportunities for of 15-minute disability inclusion modules that lets and smartphones. It’s very gratifying to be direct dialogue with corporations interested we could license to customers. able to say that our partnership has already ben- in forming diverse supply chains, resulting in But after nearly three years of research and eftted nearly 2.5 million users across a variety some fantastic professional relationships. development, I realized we needed to expand of professional industries. But while DOBE certifcation may open the our capabilities to offer the highest quality The business case for employing people with door to supplier diversity channels, having core product to the broadest possible audience. Our disabilities has never been stronger, thanks in capabilities, scalability and established rela- ideal partner would have a strong brand with part to recent research by Accenture, in partner- tionships is what lands contracts. Being a small extensive reach across the corporate landscape ship with Disability:IN and the American As- business, I quickly realized the importance of and expertise in digital accessibility so our sociation of People with Disabilities (AAPD), collaborating with other small businesses, both product would meet prevailing accessibility that reaffrms the fact that companies beneft to enhance my capabilities and to develop in- standards. when they prioritize strategies that embrace novative services and products that meet the Fortunately, I knew another certifed disability inclusion. demands of prospective global customers. DOBE—longtime friend and colleague, Joyce I never imagined during the fragile aftermath For example, in 2013, I recognized an Bender, founder and CEO of Bender Consult- of my accident that I would one day embrace opportunity to expand our offerings and ing Services, Inc.—who became our partner. In my disability, have a family and be a small began the development of an enterprise- 2016, Disability Inclusion Solutions joined to- business owner. Building Disability Inclusion wide e-learning software solution to ensure gether with Bender Consulting Services to de- Solutions and partnering with other DOBEs employers at every level have the knowledge velop iDisability™, an enterprise-wide e-learn- allows me to advance disability inclusion, required to effectively communicate, interview, ing solution. iDisability™ provides 15-minute equality and belonging—all while growing the hire, accommodate, and engage with people fully accessible vignettes that can be viewed bottom line in my business. with disabilities. The goal was to create a series across multiple devices, including laptops, tab-
68 | DIVERSEability Magazine | www.diverseabilitymagazine.com Welcoming Together, Minority-Owned Businesses Making a to the Johnson & Johnson World of Family of Companies where: Our legacy and commitment to our diverse Difference. suppliers aligns with our Credo responsibility to the communities in which we live and work. We believe in the power of inclusion to deliver innovative products and services, that support our mission of caring for the world, one person at a time.
GLOBAL SUPPLIER DIVERSITY & INCLUSION COMMUNITY Making Strides to Benefit the Blind and Visually Impaired rom helping children learn Braille with customized LEGO® bricks to one man’s personal account on living and working with Fvisual impairment, these stories show how technology and experience are making the world a better place for the blind and visually impaired.
Lego® Braille Bricks Being Concept Tested Worldwide otivated by ideas from people around the Mworld, the LEGO Foundation and LEGO Group are piloting a grassroots innovation to help blind and visually impaired children learn Braille in a playful and engaging way using Braille customized LEGO® bricks. The concept behind LEGO Braille Bricks was frst proposed to the LEGO Foundation in 2011 by the Danish Association of the Blind and again in 2017 by the Brazilian-based Dorina Nowill Foundation for the Blind. It has since been further shaped in close collaboration among blind associations from Denmark, Bra- zil, UK, and Norway, and the frst prototypes are now in those same countries for concept testing. “With thousands of audiobooks and com- puter programs now available, fewer kids are learning to read Braille,” said Philippe Chazal, treasurer of the European Blind Union. “This is particularly critical when we know Braille us- LEGO ers are often more independent, have a higher “Experiencing reactions from both students Braille Bricks covering the full alphabet, num- level of education and better employment op- and teachers to the LEGO Braille Bricks has bers 0–9, select math symbols and inspiration portunities. We strongly believe LEGO Braille been hugely inspirational,” he said. “They re- for teaching and interactive games. Bricks can help boost the level of interest in mind me that the only limitations I will meet in The LEGO Group is continuing to make learning Braille.” life are those I create in my mind.” its play experience more accessible for those LEGO Braille Bricks will be molded with John Goodwin, CEO of the LEGO Founda- with vision impairment through its latest ini- the same number of studs used for individu- tion, added, “With this project, we are bringing tiative using AI technology: LEGO® Audio & al letters and numbers in the Braille alphabet, a playful and inclusive approach to learning Braille Building Instructions. The idea comes while remaining fully compatible with the Braille. I hope children, parents, caregivers, from Matthew Shifrin, who was born blind and LEGO system in play. Each brick will also fea- teachers and practitioners worldwide will be as began translating the visual instructions into ture a printed letter or character to ensure that excited as we are, and we can’t wait to see the Braille years ago. sighted teachers, students and family members positive impact.” Consumers can either choose to hear audio can interact on equal terms. The product is currently being tested in Dan- instructions using their screen reader or with LEGO Group Senior Art Director Morten ish, Norwegian, English and Portuguese, while audio provided by the LEGO Group, or alter- Bonde, who suffers from a genetic eye disorder German, Spanish and French will be tested lat- natively choose to read the instructions using a that is gradually turning him blind, worked as er this year. The fnal LEGO Braille Bricks kit Braille reader. Depending on consumer feed- an internal consultant on the project. will be distributed free of charge to select insti- back on the four pilot instructions, the inten- Morten currently has 4-degree sight left but tutions through participating partner networks tion is to launch more Braille & Audio instruc- is determined not to let his loss of sight limit in the markets where testing is being carried tions frst half of 2020.” him. out. It will contain approximately 250 LEGO Source: LEGO
70 | DIVERSEability Magazine | www.diverseabilitymagazine.com inABLE.org Brings Computer Literacy Inclusion to Kenyan Schools for the Blind
t was a group of engaging blind students at Ia small rural library opening in Kenya who sparked the inABLE (www.inABLE.org) mis- sion to empower blind and visually impaired students in Africa through computer assistive technology. In 2009, I discovered that blind students had very limited educational resources, and this disparity led me to create inABLE.org— a 501(c)(3) non-proft organization based in
the United States and Kenya. To achieve our JAMBO mission, inABLE establishes computer labs within special primary and high schools for the blind in Kenya and provides computer assis- EMMANUEL tive-technology training to students with dis- abilities. To better appreciate inABLE’s mission, it’s important to understand that the blind and vi- sually impaired are a neglected group in Af- rica, especially children. Educational oppor- tunities are scarce, and where they exist, they are chronically under developed and under re- sourced. For decades, Kenyan schools for the blind have graduated students with Braille-only reading and writing abilities. At many schools for the blind, four or more blind students share a single Braille textbook. Without technolog- ical literacy, these blind or visually impaired graduates are excluded from smartphone and JAMBO Internet resources and are completely depen- dent on others.
Yvonne, who is a class six inABLE com- EMMANUEL puter-for-the-blind student, has enjoyed time- ceeds 7,700 students, with over 35,000 training board. I can also read Kindle books, and I have saving benefts since beginning her computer hours. mastered all the keys on the keyboard. I can skills lessons. Before the inABLE program, Over the years, the program has developed operate an iPad!” she and other students went to the library to an entire curriculum to instruct visually im- In a 2015 nationwide survey of blind and do research in the company of their teacher. In paired students (ages 6–21) on all aspects of low-vision students at schools across Kenya, some instances, another class of students were computer use, including email, web browsing, completed as part of the Mwangaza Project already using the library space, and her entire productivity software and HTML web page (an international collaboration to improve ed- lesson time was wasted waiting. As a result of design. ucation for Kenyan learners with vision loss), this program, Yvonne can now do online Inter- Blind student Devoter Awino describes his we observed that students in the inABLE pro- net research on areas covered by the teacher as iPad learning experience: “I am totally blind gram had a positive outlook about themselves well as other topics. Additionally, students can and a Braille user. For me to read all subjects with higher self-confdence when compared to access unlimited online books and communi- was not easy because they are up to six vol- students in schools, which did not have the in- cate with others. umes. When the iPad was introduced in our ABLE program. Currently, inABLE operates eight assistive school in October 2014, I didn’t know what an To promote digital accessibility in Africa, technology labs in six special primary and high iPad was and was even afraid of it. At frst, the inABLE is planning to host the Inclusive Af- schools for the blind in four Kenya counties instructors struggled to help me understand, rica Conference (www.inclusiveafrica.org) on (Kiambu, Meru, Siaya and Mombasa) and how to use this technology. March 29–31, 2020 in Nairobi, Kenya. has hired 15 instructors. Enrollment now ex- “Today, I can type using both touch and key- Contributed by Irene Mbari-Kirika
www.diverseabilitymagazine.com | DIVERSEability Magazine | 71 COMMUNITY
Welcome to My World!: A Personal Account on Living and Working Without Sight
y name is Ben Collins, and here is my Mstory. I have been working at Special Olympics International in Washington, D.C., for 27 years, and I work in the marketing and development department as an Operations Spe- cialist. My responsibilities are sorting and de- livering mail, conducting donor calls, and lead- ing interviews and offce tours, to name a few. When I was nine years old, I was diagnosed with Retinitis Pigmentosa, or RP. I have tun- nel vision and night blindness. I can only see shadows and shapes, and I have to listen very closely to people when they are talking to me. Growing up, I had a vision and a mobility teacher in school. After school, my frst job was working at a button factory, called A Ma- jor Production. It started out as a temporary position but led to full time, and I was there for two and a half years. At Special Olympics, I use three special needs technologies on my desk every day. The frst is the visual tech, which helps me do the mail every day at my desk. The next tech I use is the computer called the JAWS system. The last tech on my desk is a Braille typewriter. It has six keys, and I make Braille nametags for everyone in the offce. It helps me fnd their desks, especially when I am giving tours to new employees. Using public transportation and commuting to work can be diffcult for people who are vi- sually impaired. First, I ride the bus to Rock- ville Metro Station. Then I take the metro to Farragut North Station. Everything on the train and the bus is voice-activated, so I can listen to where I’m going. After, I have a ten-minute walk from the station to work. The hardest part of my commute is when I have to cross streets. When I cross the street, I listen to traffc or ask a person when it’s safe to cross. I have to lis- ten carefully to the sounds of the traffc. Be- cause crossing the streets are so dangerous for me, I wrote an email to the D.C. Department of Transportation using my voice to try to get crosswalk-warning systems installed on my route to work. The department responded to my email right away and promised to install a crosswalk-warning system, which they did. My commute is now much easier, and I feel
72 | DIVERSEability Magazine | www.diverseabilitymagazine.com safer when I cross the street and go to work. I have been a Special Olympics Maryland athlete for 39 years and participate in two sports: bocce ball and powerlifting. I was the frst athlete with an intellectual disability to be hired at Special Olympics HQ. In 2018, I went to the Special Olympics USA National Games for the frst time in Seattle, Washington. I par- ticipated in the sport of bocce for Team Mary- land and won two silvers and a bronze medal. For me, I have to listen to the voices of the offcials to tell me the location of the polina, the little ball that is thrown down the play- ing feld to start the game. The offcial stands over the polina, and they ask, “Can you hear me?” If I can’t hear them, I ask them to repeat themselves. Then I roll the ball; usually, I stra- I wish that people could close their eyes for al impairments to let them know that life’s tegically roll the bocce ball against the wall fve minutes every day and try to walk outside an obstacle course, but you can get around it. because it is a good strategy. Bocce is a game to see what it’s like for somebody like me. If I Sometimes I get frustrated because it is hard where players need to see where the polina is. didn’t have my folding cane, I would run into when you can’t see anything, but I have a good I have to picture the feld of play in my mind tables, chairs, trees, walls, or anything on the full life, and you can do anything when you put and use the sound of the offcial to help guide ground. your mind to it. me when I throw bocce balls. I also compete in I also wish that I could talk to everyone Don’t underestimate me! powerlifting as well. who just learned they have RP or other visu- Contributed by Ben Collins
Working Works. Ensuring workers can stay on the job or return to work following an injury or illness is essential to America’s economy.
Learn how your organization can help advance the employment of Americans with disabilities and access resources to assist in recruiting and retaining skilled, qualifed employees.
WhatCanYouDoCampaign.org
OFFICE OF DISABILITY EMPLOYMENT POLICY UNITED STATES DEPARTMENT OF LABOR THE CAMPAIGN FOR DISABILITY EMPLOYMENT
www.diverseabilitymagazine.com | DIVERSEability Magazine | 73 FEATURE Cultivating Inclusion On the road with Hearts of Glass, a new documentary about an audacious social venture in Wyoming that combines high-tech local food production and meaningful employment for people with disabilities
By Jennifer Tennican
f you’d told me that one of the highlights of startup and the people involved with it shows my year would be Skyping with a 14-year- that innovation and inclusion can go hand-in- Iold from a hotel room, I wouldn’t have be- hand, benefting citizens with disabilities and lieved you. The virtual conversation was with the community at large. I wanted to share a big a young viewer from New Jersey who had just inspirational concept coming from my small watched Hearts of Glass at the Princeton Envi- town in rural Wyoming. ronmental Film Festival. I was a coast away at the Ashland Independent Film Festival getting VH is a “for-proft with a non-proft soul,” ready for our Oregon premiere. This passion- according to co-founder and architect Nona ate teen was moved by the sense of community Yehia. The business fulflls two critical com- that permeates the story. She also loved getting munity needs: year-round produce for a moun- timely interests ranging from social entrepre- to know the many characters of all abilities be- tain town with a four-month growing season neurship and sustainable local food production hind Vertical Harvest of Jackson Hole (VH), and meaningful, competitively paid employ- to innovation and inclusion. the innovative hydroponic greenhouse at the ment for people with disabilities. We’ve also had the opportunity to do key- heart of the flm. notes at infuential national conferences fo- I had a smile as wide as the Teton Mountain Who is responding? cused on disability advocacy and employment. Range on my face for the rest of the day. Our festival run started in early January and Our presentations at annual gatherings for it has been an amazing ride. We’ve screened at TASH, the National Association of Councils Why I made it disability-focused festivals like ReelAbilities, on Developmental Disabilities, the Ameri- Hearts of Glass represents a once-in-a-life- conservation and social justice focused ones can Network of Community Options and Re- time opportunity to share a story of possibili- like Wild & Scenic, and those with a general sources and the National Association of State ties unfolding in my own backyard. The jour- focus like Ashland. It’s exciting to see how our Directors of Developmental Disability Service ney of this unique and ambitious agricultural flm resonates with people with diverse and engaged a variety of stakeholders, including KAPHAN JEFFREY
74 | DIVERSEability Magazine | www.diverseabilitymagazine.com self-advocates, family members, employers and service providers.
What is powerful I believe in the power of storytelling to transport and transcend. This is as close to be- ing part of a high-tech agricultural startup and social experiment as many of us will ever get. It’s exciting and nerve-wracking. It’s set in a jaw-dropping location with extreme weather and intense seasonal demand. The flm expos- es viewers to nuanced portraits of people with disabilities. It is challenging and broadening people’s perceptions of abilities, the benefts of meaningful employment and the power of inclusion. By the end of the flm, you may have new ideas about how food can be grown, where and when it can be grown, and who can grow it. Hearts of Glass is proving to be an engag- ing and effective tool for raising awareness about the capabilities of people with disabil- ities and highlighting a universal desire to be part of and contribute to a community. Broad- ly, the flm encourages creative approaches to addressing social and environmental issues. Specifcally, it is serving as a catalyst for crit- ical conversations about supported employ- ment, inclusion and best practices.
How to see it Over the course of 2019 and into 2020, the flm will be the centerpiece of a national grassroots screening campaign engaging families, advocates, support providers and leaders in supported employment and community inclusion. In 2020, Hearts of Glass will also reach a broad audience through national PBS broadcast. You can watch a special preview of Hearts of Glass and learn how you can bring the flm to your community by visiting www.Heart- sOfGlassFilm.com/DIVERSEability
Jennifer Tennican began her documentary career in the late 1990s working on NOVA science programs for WGBH with independent producers in the Boston area. Since moving to Wyoming in 2002, she has focused on local projects and storytelling. Her flms explore identity, inclusion and community, and although they are rooted in Jackson Hole, they resonate far beyond the mountain west. Tennican’s work has been seen nationally on PBS. COURTESY OF THE ASHLAND INDEPENDENT FILM FESTIVAL FILM FESTIVAL ASHLAND INDEPENDENT THE OF COURTESY www.diverseabilitymagazine.com | DIVERSEability Magazine | 75 EDUCATION $17 Million Aids Special Education Teachers in BetterTraining he United States Department of Spe- cial Education and Rehabilitative Ser- Tvices (OSERS) is offering $17 million to better prepare educators, school counselors and psychologists to serve the unique needs of students with disabilities. “Addressing the needs of all learners is at the heart of teacher preparation and major reforms in California,” says Marquita Grenot-Scheyer, assistant vice chancellor for educator prepara- tion. The funding will be used to advance collab- oration among general and special education teachers, school counselors and psychologists, ensuring students with special needs and their families receive comprehensive support in and out of the classroom. Several other projects are also aimed at supporting dual-language learn- ers with special needs and their families. The new funding also helps educators and administrators provide evidence-based assess- ment and instructional practices to improve outcomes for students with disabilities, in- cluding supporting the social, emotional and behavioral development of young children with disabilities and the use of technology to enhance development and learning.
Campus Projects Support Diverse Students port dual-language learners with special needs ect CREST (Culturally Responsive Transition California is home to more than 2.6 million include: Support in School Counseling and Special P–12 students who speak a language other than A San Diego State project called Project Education) that will teach evidence-based English at home—comprising roughly 42 per- PUEDE! (Partnering to Unify Education Ser- practices that emphasize culturally congruent cent of the state’s public school enrollment. vices for Dual Language and English Learn- support for special needs students with a focus California State University (CSU) colleges ers), which prepares bilingual school psy- on postsecondary opportunities including em- and schools of education—which prepare more chologists and speech language pathologists ployment and education.
Addressing California’s The teacher shortage will increase by 2030 as the demand Degree Shortage Of the nearly 8,000 new teachers produced for qualified educators will increase by 5 percent. by the CSU each year, more than 1,500 are new special education teachers. Teacher prepa- Source: The Public Policy Institute of California (PPIC) ration is key to the CSU’s Graduation Initiative 2025, which will enable universities to produce than half the state’s educators—play a critical uniquely skilled at interdisciplinary collabora- its share of the 1.1 million college graduates role in addressing the needs of this growing tion in assessment, interventions and consul- California needs to address its looming degree population. tation for dual language and English-learner gap while improving student achievement and The campus projects receiving funding students with high intensity needs. eliminating equity gaps. from OSERS in this round of awards that sup- A Cal State Long Beach project called Proj- Source: California State University
76 | DIVERSEability Magazine | www.diverseabilitymagazine.com morgan.edu
College of Liberal Arts • School of Architecture & Planning • School of Business & Management • School of Community Health & Policy • School of Computer, Mathematical & Natural Sciences • School of Education & Urban Studies • School of Engineering • School of Global Journalism & Communication • School of Graduate Studies • School of Social Work
Untitled-1.indd 2 8/23/18 5:23 PM EDUCATION How to Succeed in Higher Education leven percent of college undergraduates Visual Impairment report living with a disability, accord- Braille is just one of the many tools provid- Eing to the U.S. Department of Educa- ed by colleges and universities. Transcribed tion’s National Center for Education Statistics. note-taking devices, speech-outputting com- Schools around the country—public re- puters, 3D models, CCTV magnifcation sys- search universities and small private liberal tems, enlarged calculators and magnifers are arts colleges alike—have noted the numbers just some of the tools that can be made avail- and made substantial strides toward creating able to students. accessible, welcoming and inclusive campus- es. Chronic Illness Below is information on how to succeed A wide range of conditions is included under with disabilities in higher education: the scope of chronic illness disabilities, from multiple sclerosis and hemophilia to cystic Hearing Impairment fbrosis and diabetes. Chronic illness presents The lecture hall is an iconic image of col- innumerable hurdles for young students and lege life, but for students who are deaf or hard requires a school to offer an array of special- of hearing, lectures present a huge challenge. ized accommodations, including a substantial However, many college and universities offer a student health care plan. number of aides, including note takers, speech- to-text tools, AT listening devices, captioned Physical Disability audiovisual tools and sign language interpret- ADA standards require that colleges and ers.
Finding the Right College or University forYou QUESTIONS TO ASK • Who should you notfy of your disability email, computers When researching colleges and universites, and who will already be notfed? • Homework: reading, computer use, library there are crucial questons to ask yourself, • What is the relatonship between faculty access and especially, an admissions counselor or a and the student with a disability? Disability Resource Center representatve. • What kind of tutoring is ofered? Similarly, ADAPTIVE AND ASSISTIVE Below are some examples of what to ask and what kind of adaptve sofware will you TECHNOLOGY where to begin: have access to? • What are the percentages and ranges of For obvious reasons, it’s important that disabilites on the campus? CONTEXTS a college or university make adaptve • Does the campus provide a specifc space From social to academic, a college campus is and assistve technology (AT) available that serves students with disabilites? made up of many contexts. It’s important to and accessible, but there are stll many • Which papers and documents do you need visualize yourself in each, asking the above details to consider before determining to show as record of your disability? questons but also considering the varying whether your needs will be wholly met. • How many accessible dorm rooms are elements that defne the context. For example, AT tools should be avail- available? • In the classroom: lectures, labs, desk set- able 24 hours a day and on weekends. • Are all the buildings and classrooms ups Training for those tools, as well as accessible? • Outside the classroom: mobility around manuals or online tutorials, are also im- • Are there support groups and student-led campus, transportaton, navigaton clubs for students with disabilites? • Residence hall: roommates, climate con- portant. Look into how many AT labs and • What should you do to apply for trol, food sensitvites how much equipment a school ofer, and accommodatons ahead of tme? And • Extra-curriculars: clubs, athletcs, student how ofen that equipment is maintained which accommodatons are commonly groups, support groups and updated. If you don’t see a specifc ofered? • Campus communicaton: using phones, AT tool you need, inquire whether the
78 | DIVERSEability Magazine | www.diverseabilitymagazine.com universities create wheelchair-friendly campuses with accessible buildings, classrooms, and residence halls. Those schools that go above and beyond ADA standards do so by offering free trans- portation to classes, note-takers, specially designed keyboards, allowing oral over written exams and much more.
Cognitive or Intellectual Disability Accelerate your career with Cognitive or Intellectual Disabilities are defned by the ADA and AAIDD (the American Association on Intellectual and De- a job in higher education. velopmental Disabilities) as those impairments in intellectual and behavioral functioning that radically affect one’s social ex- perience. Despite the inherent challenges, nearly 58 percent of Colleges and universities are great places to advance your career. In higher ed, you’ll fnd work-life satisfaction, students with intellectual disabilities go on to attend college or opportunities for mentoring and advancement, and university. meaningful work. At www.hercjobs.org, you can: Learning Disability Search 35,000+ faculty, staff, and executive positions, Defnitions vary, but the term ‘learning disability’ tends to in- including business, fnance, marketing, IT, and clude conditions that inhibit students from academic achievement health care because of diffculties with attention, time management, organi- Never miss an opportunity with daily job alerts zation, reading, and memory function. These students, though Find employers committed to diversity and inclusion struggling with ADD, ADHD, dyslexia, dysgraphia, or dyscalcu- lia, are often highly intelligent. Utilize dual career resources, including a search for two jobs within a commutable distance for you and Mental, Psychological, or Emotional your partner/spouse Disability Access free, expert advice Bipolar disorder, depression, anxiety and panic disorders, on higher ed careers schizophrenia, PTSD, and OCD among others, can hugely impact a student’s ability to perform academically. Any of these can be www.hercjobs.org qualifed as a disability under ADA if it’s chronic and substantial- ly limiting major life activities. Source: collegechoice.net
• Who should faculty members talk to about utlizing AT in the classroom? • Do you need to sign up to use AT equip- ment? If so, how far in advance? • Will you be able to utlize AT devices during exams? • Is there AT equipment in the library? How about in classrooms and computer labs? • Will the college make texts available in various formats, including electronic, audio, or large print? • Is the college’s web platorm (including course registraton sofware, library cat- alogs, class discussion boards, etc.) com- patble with screen-reading sofware? Be sure to Reach out to the college and university’s Disability Resource Centers to ask about AT and the school’s implemen- taton of it. The questons provided here are merely suggestve, but everyone has school will order and pay for what you • What kind of AT equipment is avail- diferent needs and requirements. Think require. able to you? about what you’ll need to have a nourish- • Will the Disability Resource Center ing academic experience, and ask for it. More questons to ask yourself and an admis- make the AT arrangements on your Source: collegechoice.net sions counselor: behalf?
www.diverseabilitymagazine.com | DIVERSEability Magazine | 79 EDUCATION
A Look into One of the World’s Most Significant Problems Ahmad Omar named Schmidt Science Fellow for his hydrogel research hmad Omar, a chemical engineering “I’ve always been interested in research that graduate student, has been selected as has potential applications for human health and Aa 2019 Schmidt Science Fellow. The disease while also being technically rigorous and fellowship, created by former Google chairman challenging,” Omar says. “I’ve been pretty fortu- Eric Schmidt and his wife, Wendy Schmidt, nate while I’ve been here at Caltech to have the provides stipends to researchers who “tackle opportunity to work on such problems.” the world’s most signifcant problems,” in areas Omar said he was honored to fnd out he had such as health, environment, clean energy, com- been nominated for the fellowship by Wang, who puter science, and smart materials, according to serves as Omar’s academic adviser. a statement issued by the organization. “I have a deep admiration for Zhen-Gang,”
Omar works in the group of Zhen-Gang Wang, Omar says. “That he thought highly enough of Caltech’s professor of chemical engineering, me to nominate me was very humbling.” CALTECH where he conducts research into hydrogels— Omar says he hopes to pursue postdoctoral jelly-like polymers that can absorb large amounts of water while main- studies at UC Berkeley and that the fexibility provided by the fellowship taining their structural integrity. Hydrogels have applications in many he is receiving will give him the “autonomy to keep pursuing curiosi- felds, including drug delivery and wound healing. Omar’s research ty-driven research.” focuses on using theoretical and computational tools to understand the Omar is one of 20 researchers who was inducted into the 2019 class molecular origins of many of the appealing mechanical properties of hy- of Schmidt Fellows. drogels. Source: Caltech
The NET Services to Business Talent Acquisition Portal ® Features ✓ Pre-Employment ✓ Job Posting and Metrics ✓ Recruitment and Retention ✓ Geographic Specific Resume Searches ✓ Disability Awareness Training ✓ Candidate Availability ✓ Employment Law Education ✓ Recruiter Access and Saved Searches ✓ Consultation and Support ✓ Compliance and Application Reports ✓ Financial Advisement ✓ Hiring Data ✓ Employee Assistance ✓ Interview Capability with Transcripts ✓ Access to VR support at all levels ✓ Direct Access to VR Agencies
*TAP is Supported by the NET Get Started Today! Contact: Kathy West-Evans [email protected]
80 | DIVERSEability Magazine | www.diverseabilitymagazine.com 35TH ANNUAL ------CSU N ------Ass1s11vE TECHNOLOGY CONFERENCE March 9 - March 13, 2020 Anaheim Marriott, California
The Premiere AT Conference
• Inclusive setting to share knowledge and best practices in the field of assistive technology • Showcasing cutting edge technology and practical solutions • More than 300 educational sessions covering a broad array of assistive technology topics • Over 120 exhibitors presenting the latest and greatest AT • Exhibit Hall FREE and open to the public
Exhibition Days Wednesday, March 11 • 12:00 pm - 7:00 pm Thursday, March 12 • 9:30 am - 5:30 pm Friday, March 13 • 9:30 am - 5:30 pm
CENTER ON CSUN DISABILITIES CSUN.AT/conference EDUCATION enough during those periods when I’m in a wheelchair. It has enough elevators and alter- nate routes to places so I can go anywhere I need to in a wheelchair. It’s got a great Chris- tian atmosphere—very nurturing and loving for all types of people. When I get tired wheel- ing myself, there’s always someone ready to help me get to class. It’s also right across the street from the Children’s Hospital of Wiscon- sin, which just so happens to be where my spe- cialists are. WLC also has a great history and English program, both of which are my majors. My main takeaway from the college deci- sion process is to know your strengths but also know your weaknesses. Don’t feel left out just because you use a wheelchair or a walker, or because you need extra time to take tests. Col- lege is hard, but it’s doable too. The rewards you receive while at a physical college are too great to pass up. I’ve made incredible friends, most of whom are nursing majors, funny enough. I’m an offcer on two different campus organizations, and I work as a Spanish tutor— all opportunities I would’ve missed had I not attended WLC. A real college experience awaits you! Just make sure you take your time and research all of your options frst. Meet with a disabil- ity coordinator early on in the process—they are there to help you succeed. And if you don’t College is Hard, feel comfortable with a college for whatever reason, don’t go. Keep looking. I promise you, if it is meant to be, the right college will fnd you and it may be where you weren’t looking. But it’s Doable Too I did not think I wanted to come to WLC, but Lacey Pfalz shares her tips in finding the college as soon as I toured it, I knew. I’ve been lucky to have only one fracture that’s right for you during these last three years at WLC; one that By Lacey Pfalz put me in a wheelchair for three weeks during the February of my freshman year. I’m not going to lie to you—that really sucked. It was oing to college can be a challenge tions to ask, and I tested my wheelchair out on hard being so independent at frst—it was like I for everyone. It’s especially hard for each campus. could forget about my disease and pretend that Gsomeone with a physical disability to We made a list of some of the things we I was just a normal young woman having the fnd a college that checks off not only academ- deemed necessary for me to be able to go to time of her life—and then had to take a few ics, affordability and location from their list college. It had to have a good disabilities co- steps backward again. But I did all right. I had but also accommodations for their disability. ordinator, someone willing to go above and friends help push me through the winter weath- My experience as someone with osteogen- beyond to make college possible for me. Since er to most of my classes, and when I couldn’t esis imperfecta, or brittle bones, has been an I’m frequently in and out of a wheelchair, ac- fnd friends, WLC’s amazing disabilities coor- interesting one. In high school, I had no idea of cessible housing and campus in general were dinator pushed me to class herself! where I wanted to go, let alone what I wanted musts. It had to be somewhat close to home in I’ve had a very rare opportunity to attend an to study in college. My mother was insistent case of an emergency, and it also had to have a incredible college, study what I love and grow that we start looking for accessible colleges good program for my feld of interest. as an optimistic young woman with a physical sooner rather than later. I started researching I found everything I wanted at Wisconsin disability—all in an environment that is ac- colleges sophomore year, and then we started Lutheran College. It’s small enough so that I cessible for me. I think everyone deserves that going on tours. My mom knew the right ques- can easily walk around campus and get around opportunity.
82 | DIVERSEability Magazine | www.diverseabilitymagazine.com Here are my tips for fnding disability-acces- sible colleges: Start your search early in high school. This 1 will give you time to think about what is necessary for you to attend a college. Visit colleges near you. Some people with 2 physical disabilities need to be close to specifc hospitals or areas close to where their family lives. Use colleges in your area for your frst choices. Besides researching things like fnancial 3 aid and academic programs, also research their campus. Is every building ADA accessi- ble? What about the size of the campus? Meet with the college’s disabilities coordinator to talk over living situations, and ask questions. Get in touch with other people with phys- 4 ical disabilities who may have gone to the colleges you’re thinking about. What do they say about accessibility, both on-campus and off-campus? Finally, go with your gut decision. If you 5 fall in love with a college that has almost everything on your list, and the disabilities co- ordinator is willing to work with you so you it’s OK to take a step back and look at other cate. That’s what college is meant to do—to can have a successful experience, then defnite- possible alternatives. help you fnd your own voice. Use it wisely, ly go for it. However, if you don’t feel sure, Finally, don’t forget to be your own advo- and don’t be afraid to speak out.
Innovate Collaborate Investigate Belonging MD/PhD (Medical Scientist Training Program) Duke’s collective success depends on the robust exchange of ideas – an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourish. It is essential all members of the community feel secure and welcome; the contributions of all individuals are respected, and all voices are heard.
Within the School of Medicine, the Medical Scientist Training Program (MSTP) is committed to attracting, recruiting, and retaining a talented and diverse community of learners. We provide inclusive opportunities for our students to be creative, productive and successful.
mstp.duke.edu – [email protected] Learn More Today!
www.diverseabilitymagazine.com | DIVERSEability Magazine | 83 cover story Staging an Encore Actress Alyson Stroker shows the world, ‘Hey, that could be me’
By Brady Rhoades
on’t be surprised if one day But it should be stressed that Stroker earned you see Tony Award-winning the Tony for Best Featured Actress in a Musical actress and singer Alyson for just one reason: she’s really, really good. “Ali” Stroker on the Big “It didn’t feel like, ‘Oh, you did something Screen, and don’t think twice to overcome being in a chair,’” she said. “It Dif you’re smiling. was actually, ‘We’re recognizing you for being “I want to create content that makes people at the highest level of your feld.’ That’s what feel good,” Stroker, who won a historic Tony I’ve always wanted.” for portraying Ado Annie in Oklahoma!, told Stroker was born with a passion for the DIVERSEability Magazine. “There’s a lot stage, but it took hold—with the strength of stress and anxiety in the world, and we as of a farmer—when she was 7, in a backyard artists have the ability to change that.” production of Annie. Stroker is the frst actress in a wheelchair to “When I got on stage, it was the frst time win a Tony. It happened on June 9 of this year. that I felt powerful,” Stroker said. “I was used Hearts futtered, heartbeats quickened, tears to people staring at me, but they were staring at fowed and... me because I was in a wheelchair. And when I “It’s been unbelievable,” said the 32-year- was on stage, they were staring at me because old native of New Jersey. “For the disabled I was the star… I particularly feel that I can’t community it’s really cool to see yourself hide on stage, and that’s a gift.” represented in this arena.” It’s ftting that, 25 years later, she’s wowing Stroker, paralyzed from the chest down in a crowds on Broadway as Ado Annie, who is car accident when she was 2, is a role model for so unwilling be anything but herself that her disabled people. While she avoids sermonizing, catch-line is, “How can I be what I ain’t?” she doesn’t hesitate to talk about the virtues of “She doesn’t ever apologize for who she work, perseverance and independence. is,” Stroker said. “She doesn’t have any shame “Putting your destiny in someone else’s hands about who she is. Her wants, her desires, are is never going to make you feel powerful,” she so clear.” said. “I’m more inclined to tell disabled people Alyson Mackenzie Stroker was born in to create communities of people you trust and Ridgewood, New Jersey. She studied at New then create your own work. It’s better to do that York University’s Tisch School of the Arts and than to talk.” earned a bachelor of fne arts. She was the frst And for all young artists, she has a question. actress in a wheelchair to earn a degree from “What do you want to create?” NYU’s Tisch School of the Arts. That’s a core challenge for Stroker. It’s at After graduation, she auditioned for The the heart of being an artist. It’s what she asked Glee Project at a casting call in New York City. herself as a child (“I sang all day, every day”) Stroker is a Mezzo-Soprano but because she is and what she asks herself as an adult, and as paralyzed, she cannot engage her diaphragm,
a star. so she created her own singing techniques “to CONGLETON/NBC NATHAN
84 | DIVERSEability Magazine | www.diverseabilitymagazine.com “This award is for every kid who has a disability, has a limitation or a challenge, who has been waiting to see themselves represented in this arena.” — Alyson Stroker during her Tony Award acceptance speech
www.diverseabilitymagazine.com | DIVERSEability Magazine | 85 cover story
develop resonance so my voice would carry.” Stroker guest-starred on Season 4 of Glee, then her agent sent her to audition for a Deaf West Theatre production of Spring Awakening. In 2015, Stroker won the role of Anna. When Spring Awakening opened on Broadway, Stroker became the frst actress in a wheelchair to appear on a Broadway stage. The show was a smash. So was Stroker. She has had several stage, TV and flm parts, and she will have many more, but to date she is best known for Rodgers and Hammerstein’s Oklahoma! But there’s more to her than her craft. Did you know she’s a strong swimmer and is learning to surf? Did you know she’s co-chair of Women Who Care, which supports United Cerebral Palsy of New York City? And she’s a founding member of Be More Heroic, an anti- bullying campaign, which tours the country connecting with thousands of students each year. She’s also gone to South Africa with ARTS InsideOut, where she has held theater classes and workshops for women and children affected by HIV and AIDS. She credits a strong support system for her success. That support system includes her par- ents and boyfriend. “I’m so glad to have a part- ner who gets it,” she said. “He encourages me when I’m scared to go after the things I want.” When Stroker won her Tony Award at Radio City Music Hall, she did not emerge from the crowd. She was backstage. Like many old build- ings, the Music Hall, which opened in 1932, was not wheelchair accessible from the audience. Stroker said the Music Hall did the best it could but was limited by its infrastructure. It’s not a problem unique to the Music Hall, but it is emblematic. For the disabled community, access is a profound word. Access to stages. To roles. To higher education. To jobs. To Stroker and thousands upon thousands of others, access is opportunity. “As a society, we have to work on improving access,” Stroker said. “I’ve found that theaters being built now are doing that.” William Shakespeare famously said all the world’s a stage, and all the men and women merely players. If that’s true, then Stroker is a player in the limelight, staging her encore. As she stated in a recent interview with The New York Times, JOHN P. FILO/CBS ©2019 CBS BROADCASTING INC. ALL RIGHTS RESERVED. RIGHTS RESERVED. ALL FILO/CBS ©2019 CBS BROADCASTING INC. JOHN P. “I know in many ways that this is what I was Ali Stroker, winner of Best Performance by an Actress in a Featured Role in a Musical for born to do…it’s so clear I was meant to be in Rodgers and Hammerstein’s Oklahoma! at the 73rd Annual Tony Awards, broadcast live from this seat.” Radio City Music Hall in New York, Sunday, June 9 on the CBS Television Network.
86 | DIVERSEability Magazine | www.diverseabilitymagazine.com JILLIAN SMITH LITTLE FANG PHOTO PHOTO LITTLE FANG While Sydney was in complete awe watching Ali receive her Tony Award, her mom, Jillian Ali Stroker, as Ado Annie, and Will Brill, as Ali Hakim, Smith, tweeted her reaction, “@ALISTROKER !! “She’s talking to ME, Mommy!” Yes, performing in Rodgers and Hammerstein’s Oklahoma! at baby. She is. #TonyAwards2019.” Broadway’s Circle in the Square Theatre in New York. NATHAN CONGLETON/NBC CONGLETON/NBC NATHAN Ali Stroker and Henry on Wednesday, June 12, 2019
www.diverseabilitymagazine.com | DIVERSEability Magazine | 87 LIFE WITHOUT LIMITS A Slam Dunk for Everyone By Meta J. Mereday
here is a direct correlation between sports involvement and higher self-con- Tfdence, which is the mission behind Angel City Sports. Established in 2013, Angel City Sports aims to bring high caliber Paralym- pic sports to California, according to Clayton Frech, disability rights and inclusion advocate. Frech said he also created the organization to provide major adaptive sports competition closer to his own hometown for his son, Ezra, who was born with a partially formed left hand and left leg. “My son experienced a number of surger- ies over his young lifetime, but otherwise he was a happy and healthy kid with an early love of sports,” Frech said. “It was his birth and journey that began the vision for Angel Sports Games.” Ezra’s condition—a very rare genetic con- dition known as Femur-Fibula-Ulna Syndrome (FFU)—required an above the knee ampu- tation and hand transplantation. Despite the
88 | DIVERSEability Magazine | www.diverseabilitymagazine.com “This is about being truly inclusive, whether young or old, elite or novice, with a disability or not. We focus on the whole athlete and everyone plays a part.”
www.diverseabilitymagazine.com | DIVERSEability Magazine | 89 LIFE WITHOUT LIMITS
many challenges Ezra faced, sports was always an important part of his life. “Ezra was mainstreamed in sports for most of his life and was quite good, but I knew it wouldn’t last forever,” Frech stated. “When we attended the Endeavor Games in Oklahoma, we were the only family from California. “I wanted Ezra to know about adaptive sports, and he did very well—considering it was his frst time in a Paralympics style com- petition,” Frech added. “Then it came to me— we could be doing this in Southern California!” With the help of a committed team of sup- porters, sponsors and athletes, the frst Angel City Games was launched in 2015 with 150 athletes taking part. “Our volunteers are the true foundation of our success, and it’s hard to believe we’re now in our ffth year,” said Frech. The Games have since grown to become the premier adaptive sports festival in the Western United States, with 300 athletes attending the week-long event with “family friendly” activ- ities expanded to include children, adults and military veterans. Los Angeles, as the host for the Angel City Games, has become the gathering place where participants from all over the world come to connect, compete and interact with others. “We got to know the disability communi- ty and learned a great deal,” Frech said. “We
An estimated 48.9 million people have a disability 24.1 million have a severe disability 34.2 million have a functional limitation 85% of people with disabilities are not active Source: SportPlanningGuide.com
90 | DIVERSEability Magazine | www.diverseabilitymagazine.com BLEED
Join #ThriveWorldwide in 2019 BLEED BLEED
BLEED LIFE WITHOUT LIMITS
identifed many gaps for athletes in adaptive sports who often have a hard time getting men- tors, trainers and seeing their own talent. We saw the need to expand our role beyond the games themselves.” Angel City Sports now provides a year- round program that will ultimately grow the organization into one of the largest Paralym- pics-style competitions in the country. “We are more interested in building coa- litions that will optimize our athletes. We want to reach out to all, especially those who are inactive or do not have the resources,” Frech says. “We are working on initiatives to fll those gaps.” Many new features were added to An- gel City Games, including celebrity wheel- chair basketball and networking activities with round table discussions for athletes to talk about their future goals. “We want everyone to feel that this is a place where you can belong and contribute,” Frech concluded.
92 | DIVERSEability Magazine | www.diverseabilitymagazine.com
JANJob Accommodation Network Practical Solutions • Workplace Success
WORKPLACE ACCOMMODATION TOOLKIT AskJAN.org/toolkit
Building Your Inclusive Workplace A free, comprehensive resource for employers seeking to move beyond basic compliance with the Americans with Disabilities Act (ADA) in order to create more disability-inclusive workplaces.
• Best and emerging practices for creating Includes specifc tools for: a disability-inclusive workplace across all • Recruiters and Hiring Managers phases of the employment life cycle • Supervisors and Managers • Actionable accommodation policies and
processes from leading businesses • Reasonable Accommodation Subject Matter Experts • Accommodation forms, training
presentations, and role-play videos • Technology Professionals • Employees with Disabilities and Allies
JAN provides free, confdential technical assistance about job accommodations and the ADA. Ask JAN! We can help.
800.526.7234 877.781.9403 304.216.8189 janconsultants LIFE WITHOUT LIMITS
Creating Confidence for the Visually Impaired By Jaeson “Doc” Parsons
magine waking up one day at college only Following his achievements in Cameroon, to fnd out that soon, you will lose your Samuel came back to the states to obtain his Isight. MBA at George Washington University. De- That is exactly what happened to John Sam- spite being able to fnally connect and open up uel, head of LCI Tech. DIVERSEability Maga- about his vision with friends in grad school, zine had the pleasure of speaking to him about he continued to struggle with telling potential his inspiring journey. employers. In his frst year of college, Samuel was di- “I feared them looking at me as a liabil- agnosed with RP, or Retinitis Pigmentosa—a ity. Not judging me for my work but worry- rare and degenerative eye disease that causes ing about accommodating someone like me,” severe vision impairment. Samuel said. “I struggled with fnding out that I was go- In March of 2017, he read about some new ing to be losing my vision,” he said. “I didn’t software being developed to help those who think there was any hope for someone that was are visually impaired. The software developer, going blind.” Ed Summers, had a few things in common with While working in the U.S., Samuel was of- Samuel—he was from his hometown in North fered an opportunity to start up operations for Carolina, and more importantly, he had also a company wanting to enter the telecom sector been diagnosed with RP. in Africa. “I tried for more than two months to get in “When I heard about this opportunity, I touch with Ed,” said Samuel, who had begun
“There are a large number of people who are underestimated and need to be uplifted. I am learning to be an evangelist and to advocate confidence for this community.” — John Samuel
jumped at it,” he said. “I took a $20,000 in- searching for houses online in Cary, North Car- vestment and moved out to Cameroon. In the olina. frst 14 months, we generated $12 million in After fnding one, he asked his parents go revenue, $2.4 million in proft and employed look at the house for him. Samuel said that 27 locals, bringing internet to millions.” while on the phone with his dad, he heard him Though Samuel experienced great career yelling at someone. He asked what was going LCI success in Cameroon, his vision continued to on, and Samuel’s father said there was a blind worsen. man in the road, and mentioned that perhaps he Hawting. LCI, a national provider of manu- “I wasn’t discussing it, but my friends knew was the same man Samuel was trying to con- facturing, distribution, wholesale, retail and that I was struggling with my vision. We had nect with. technology consulting solutions—and one of this well-orchestrated scenario to get around. And to his amazement, it was. the largest employers of Americans who are I would go to the same restaurants; order the Samuel spent the next couple of months blind or visually impaired—had been wanting same thing, and my team members would hold being mentored by Ed. During that time, he to move into the technology services feld, so the chairs for me,” Samuel added. was introduced to the president of LCI, Jeffrey Hawting offered Samuel the position to head
94 | DIVERSEability Magazine | www.diverseabilitymagazine.com John Samuel up this new division. fdence of others. Embracing diversity is important for employ- Because he understands the unique chal- “There are a large number of people who ers such as LCI, as Samuel’s story has shown. lenges facing those who are visually impaired, are underestimated and need to be uplifted,” he There are many hidden talents possessed by Samuel’s main goal is to raise awareness and said. “I am learning to be an evangelist and to employees who might be too fearful to share, create employment opportunities for the visu- advocate confdence for this community. LCI but mentors like Samuel are focused on helping ally impaired community. He strives to work has done that for me, and I just want to pay it others embrace their struggles, so companies together with companies to bring out the con- forward,” added Samuel. can develop key diversity resources.
www.diverseabilitymagazine.com | DIVERSEability Magazine | 95 News Briefs
CLUB HOPPIN’ CLUB1111 in Baltimore is Maryland’s frst and only adult nightclub for people with disabilities. The club, sponsored by the League for People with Disabilities, is scheduled the second Satur- day of every month from 6–10p.m. for people that are over the age of 18. Source: leagueforpeople.org
Janne Kouri NEXTSTEP FOUNDER OF NEXTSTEP’S 3,000-MILE “RIDE FOR PARALYSIS” NextStep founder Janne Kouri embarked on the journey of a L-R Director lifetime when he rode his power Michael Schwartz, wheelchair from Los Angeles Actor Zack to Washington, D.C. to raise Gottsagen and awareness and funds for the 6 Director Tyler million individuals and wounded Nilson service members living with
NILSON NICHOLAS HUNT/GETTY IMAGES FOR THE 2019 NANTUCKET FILM FESTIVAL FILM FESTIVAL THE 2019 NANTUCKET IMAGES FOR NILSON NICHOLAS HUNT/GETTY paralysis in the United States. His journey, which was said to THE PEANUT BUTTER FALCON PREMIERS have concluded in May, sent him The Peanut Butter Falcon, a feelgood adventure about a man with Down syndrome who runs to 14 cities in two months. away from his residential home to become a pro wrestler, premiered last August. The premise of Source: rideforparalysis.pelicon.com the movie, starring Shia LaBeouf, Dakota Johnson and Zack Gottsagen, came about after writer/ directors Tyler Nilson and Michael Shwartz met Gottsagen, who has Down syndrome, at a camp for disabled actors. Source: Deadline.com
96 | DIVERSEability Magazine | www.diverseabilitymagazine.com TONY BARSON/FILMMAGIC/GETTY IMAGES BARSON/FILMMAGIC/GETTY TONY SELMA BLAIR MAKES APPEARANCE AT VANITY FAIR OSCARS PARTY Selma Blair made her frst public appearance since being diagnosed with multiple sclero- sis (MS) at the 2019 Vanity Fair Oscars Party sporting a monogramed cane. The 46-year- old shared her MS diagnosis on Instagram in August 2018. “I have #multiplesclerosis,” she wrote on her post. “I am disabled. I fall sometimes. I drop things. My memory is foggy. And my left side is asking for directions from a broken GPS. But we are doing it. And I laugh and I don’t know exactly what I will do precisely, but I will do my best.” Source: womenshealthmag.com TARGET TARGET TARGET NINE-YEAR- LAUNCHES OLD MAKES ADAPTIVE HISTORY HALLOWEEN DURING NY COSTUMES FASHION ONLINE WEEK Unicorns, pirates and princesses, oh Nine-year-old model Dai- my! Target has just debuted its Hyde sy-May Demetre made history & EEK! Boutique adaptive costumes when she debuted at New designed with all kids in mind. “Every York Fashion week during the child deserves to bask in the fun of a Lulu et Gigi show this past special moment,” says Julie Guggemos, September. Daisy-May, who senior vice president of Target’s owned was born with a rare condition brand management and product design. that required both her legs to “We hope these creations will spark be amputated, became the frst some huge smiles—and bring a little child double amputee to walk extra joy to our guests’ everyday lives.” in New York Fashion Week. “I Target shoppers are already loving the am Daisy. I am Fearless. Doing online-only pieces—several items sold her own thing on the run- out within days. However, Guggemos way,” was written in a caption says Target is moving fast to restock alongside a video posted on her before Halloween. Instagram. Source: Target.com Source: abcnews.go.com, cbsnews.com ARUN NEVADER/GETTY IMAGES FOR ART HEARTS FASHION FASHION HEARTS ART IMAGES FOR ARUN NEVADER/GETTY
www.diverseabilitymagazine.com | DIVERSEability Magazine | 97 News Briefs continued
Rob Mendez MELISSA RAWLINS / ESPN IMAGES RAWLINS MELISSA
ESPN JIMMY V AWARD Sara Hinesley FOR PERSEVERANCE ROB CARR/GETTY IMAGES ROB CARR/GETTY AWARDED TO HIGH 10-YEAR-OLD SCHOOL FOOTBALL THROWS FIRST PITCH COACH AT ORIOLES GAME High school football coach Rob Mendez was honored Sara Hinesley, who was born with no hands, with the Jimmy V Award for Perseverance at the 2019 threw out the ceremonial frst pitch before the ESPYS presented by Capital One. The award is given start of the Baltimore Orioles and Cleveland to a deserving member of the sporting world who has Indians game at Oriole Park last June. Sara, overcome great obstacles through perseverance and according to Orioles on MASN’s twitter, won the determination. Mendez was born with tetra-amelia Zaner-Bloser National Handwriting Contest for syndrome, a rare disorder that caused him to be born her excellence in writing cursive. without arms or legs. Source: baltimoresun.com Source: espnpressroom.com CBS ENTERTAINMENT PLEDGES TO DIVERSIFY CASTING In June, CBS Entertainment pledged to improve disability inclusion following the request from disability advocacy organization Ruderman Family Foundation to audition more actors with disabilities for each new production. “We take pride in our commitment to cast and hire peo- ple with disabilities in our productions,” stated Tiffany Smith-Anoa’i, executive vice president of diversity, inclusion and communications for CBS Entertainment, according to the The Hollywood Reporter. “We salute the Ruderman Family Foundation for advocating for this very achievable and important goal.” Source: hollywoodreporter.com
98 | DIVERSEability Magazine | www.diverseabilitymagazine.com IPHONES WILL HAVE EMOJIS FOR INDIVIDUALS WITH DISABILITIES Following Apple’s proposal to the Unicode Consortium to introduce more disability-themed emojis last Disability year, a new guide dog, an ear with a hearing aid, wheelchairs, a prosthet- Employment: ic arm and a prosthetic leg will be available in the emoji keyboard this TAILORED JUST FOR YOU! fall. Celebrating diversity in all its many forms is integral to Apple’s Are you: values, and these new options help fll a signifcant gap in the emoji keyboard. A company trying to hire someone with a disability but don’t know where to start? Source: Apple.com Someone with a disability trying to fnd a job?
Interested in receiving consulting on how to make your workplace more diverse, inclusive, PRESIDENT and productive? APPROVES $1.8 BILLION AUTISM FUNDING BILL President Donald Trump signed the Autism Collaboration, Accountability, Research, Education and Support Act (CARES) into law, which allocates $1.8 billion in funding over the next fve years to help people with autism The Arc@Work can help! spectrum disorder and their families. “The problem of ‘aging out’ of services We help both jobseekers and is a real hurdle every parent or care- companies through: taker of a child with autism inevitably Disability awareness and management training faces,” Rep. Chris Smith, R-N.J., who sponsored the bill, said in a statement. Accessibility and compliance consultation services The bill authorizes funding for Recruiting qualifed job candidates with disabilities programs at the National Institutes of Onboarding and continual support for new hires Health, Centers for Disease Control, to ensure success and the Health Resources and Services Administration over the next fve years. Source: ABC News Learn more at thearc.org/employment.
www.diverseabilitymagazine.com | DIVERSEability Magazine | 99 ADVOCATES FOR CHANGE
Fearless Amputee Encourages Others to Face Anything By Hiliary Innerbichler
ama Cax, born Cacsmy Brutus, was given only three weeks to live when she was diagnosed with bone (osteosarcoma) Mand lung cancer at 14 years old. Now in her late 20s—and after having her right leg amputated due to an unsuccessful hip replace- ment following chemotherapy—the Haitian-American is an advocate who utilizes social media as a platform to talk about body positivity and to dismantle the image of what people with disabilities should look like. “When I frst started blogging, a lot of women amputees were mes- saging me about how they’d never seen an amputee on social media or anywhere showing their prosthetics,” she said in an interview with Teen Vogue. “I think it’s so important to show people who have physical dis- abilities because there are people out there who buy products and never see themselves represented in any way, shape, or form.” In 2016, the blogger, advocate, motivational speaker and model was invited to the White House to walk in the frst ever White House Fash- ion Show to celebrate inclusive design, assistive technology, and pros- thetics. Soon after, Cax was made one of the faces of Tommy Hilfger’s adaptive line, and since then has made her debut walking the runway at New York Fashion week in designer Becca McCharen-Tran’s Spring 2019 show. Mama Cax has now partnered with Olay in their new cam- paign #FaceAnything to encourage women to live fearlessly and to have the confdence to be unapologetically bold and true to themselves, ac- cording to health.com. Source: Vogue.com, boredpanda.com, mamacax.com, health.com
100 | DIVERSEability Magazine | www.diverseabilitymagazine.com “I feel like I’m in a position to make a diference and one day be an advocate for people with disabilities.” THE SHOWS IMAGES FOR NYFW: IMAGES FOR NYFW:
Mama Cax FRAZER HARRISON/GETTY O BY PHOT
www.diverseabilitymagazine.com | DIVERSEability Magazine | 101 PRODUCTS TECH & ADVANCEMENTS TECH BYTES Adaptive Coat Saves Recess By Hiliary Innerbichler
oey Harrison from Ithaca, Michigan, Zalmost gave up on recess a couple years ago. The 10-year-old, who has cerebral palsy and a temperature intolerance, was having trouble bundling up with her wheelchair to go out and play with her friends at school in the winter. Going out to play for recess is an everyday activity for most kids, but it was a struggle for Zoey. “She would come home and say, ‘My blanket fell off in recess and it got caught in my wheel, and by the time I’m done getting ready, I get outside and the bell rings,” Zoey’s mom, Jennifer Harrison, told Good Morning America. After Zoey told her mom about her troubles, Harrison got to work. She went out and purchased two purple coats and sewed them together—creating what’s now known as the popular Bodycoat. “She cried and hugged me. She wore it all day! She wanted to wear it to bed,” Harrison told PEOPLE, “She came home and was in such a good mood. She was able to go out for the entire recess, and she was so happy.” Thanks to the Bodycoat, Zoey was fnally able to enjoy recess. When Harrison posted an instructional video on Facebook of the Bodycoat prototype for Zoey’s caregivers, the video went viral, surpassing 11 million views. Now everyone can purchase the Bodycoat on the X-Ability website at xabilitystore.com. Sources: people.com, abcnews.go.com, xabilitystore.com LYNZEE HARRISON PHOTOGRAPHY/CHASING FLIES KIDS BOUTIQUE HARRISON PHOTOGRAPHY/CHASING LYNZEE
102 | DIVERSEability Magazine | www.diverseabilitymagazine.com Google Glass Helps Kids with Autism Read Facial Expressions Children with autism were able to improve their social skills by using a smartphone app paired with Google Glass to help them understand the emotions conveyed in people’s facial expressions, according to a pilot study
AERBETIC by researchers at the Alex Stanford University School STEVE FISCH Wearable of Medicine. Prior to participating in the study, Alex, found it overwhelming to Alert Device look people in the eye. Using Google Glass transformed how Alex felt about for People looking at faces, according to his mother, Donji Cullenbine. “It was a game with Diabetes environment in which he wanted to win—he wanted to guess right.” Using a non-invasive, Source: med.stanford.edu always-on-alert system, AerBetic is offering a higher quality of life for the more than 460 million people worldwide diagnosed with diabetes. AerBetic sensors—initially designed as wearable bracelets and pendants— detect target gases, indicative of blood glucose levels, at parts-per- billion levels. The device connects to smart phones and smart home devices Justin Bishop NOT IMPOSSIBLE LABS NOT via Bluetooth and/or Wi- Fi. A mobile app displays Assistive Technology Help Athletes Navigate alert notifcations based Their Environment on sensor readings and Not Impossible Labs announced product availability for the Sonic Localizer—a sound sends periodic reminders bar array developed to help those with visual impairments navigate environments, such to check blood glucose as skate or terrain parks. This technology was developed in collaboration with Zappos levels. and Justin Bishop, a visually impaired skateboarder from Las Vegas. The Sonic Localizer Source: AerBetic was unveiled at the Dew Tour, and now Not Impossible is on a mission to make this technology available to all visually impaired or other individuals in need at no cost to the user. Source: Not Impossible Labs
www.diverseabilitymagazine.com | DIVERSEability Magazine | 103 SERVICE DISABLED Putting Life Through the Paces The Adaptive Training Foundation has put Lee Kuxhaus back on track By Caitlin Bishop FOUNDA ADAPTIVE TRAINING TION ee Kuxhaus spent years in medical Force fight doctor specializing in radiology. Base, Kuxhaus became gravely ill, seemingly school on an Air Force scholarship Kuxhaus served two deployments where she out of nowhere. Lwith dreams of becoming a doctor. In was responsible for the medical treatment of “I was getting ready for work and not feeling 2000, the 34-year-old Green Bay, Wisconsin, fiers, fight mechanics and chiefs. well but brushed it off as dehydration,” the native made her dreams a reality when she In July 2011, while still on active duty and mother of four recalls. “My husband remembers graduated and enlisted as an active duty Air stationed in Alaska at Elmendorf Air Force me lying on the foor to put on my uniform, but
104 | DIVERSEability Magazine | www.diverseabilitymagazine.com ENSURING SAFE TRAVELS Discover Your Career With TSA
Make a world of difference to the traveling public and protect our Nation’s transportation infrastructure. Join our team and help TSA secure freedom of movement. You’ll receive competitive compensation and federal benefts, including a variety of health insurance options, retirement and savings plans, full-time and part-time opportunities, transportation subsidies and more.
LEARN MORE: tsajobs.tsa.dhs.gov Text: “DIV” to 95495 Call: 877-872-7990
@TSA #TSAJobs U.S. citizenship required. Equal opportunity employer. Standard messaging and data rates apply. Careers Ensuring Safe Travels SERVICE DISABLED ADAPTIVE TRAINING FOUNDATION ADAPTIVE TRAINING FOUNDATION since we were undermanned at work, I went in attempted limb salvage as she experienced with the Adaptive Training Foundation (ATF), for my shift anyway.” residual effects of blood loss to her extremities, a non-proft organization that helps those When she attempted to read an X-ray specifcally her feet and right hand. Her surgeon with physical disabilities transform their lives that morning and couldn’t focus, she knew recommended amputation in stages beginning through exercise and community. something was seriously wrong and went to with the toes, then forefoot and ultimately a It was there where she decided to focus her the emergency room. below-the-knee amputation in 2013. efforts on regaining strength in her legs and Tests showed Kuxhaus was in multi- For most people, a planned, below-the- training to run again. system organ failure. She was immediately knee amputation requires a four-day hospital “I went into ATF thinking I was fne and admitted, administered a breathing tube and stay. For Kuxhaus, four days turned into eight was holding it together pretty well, but in was quickly losing feeling in her extremities weeks after getting an infection near the bone. reality, myself and many others were holding as her blood was going directly to her failing With the many issues she dealt with, re- it together only by strings,” Kuxhaus said. organs. Doctors determined Group A Strep, a learning to walk using a prosthetic was not “ATF’s training not only pushes our limits bacterium that normally causes strep throat, easy. After years of attempts—becoming physically but also mentally. Their mind, body, was the cause of her worsening condition. In mentally frustrated that all her focus in rehab spirit approach gave me the tools I needed to a rare circumstance, the bacterium resulted in was on walking—she took a year off from accomplish my goal.” sepsis and necrotizing fasciitis—a fesh-eating using a prosthetic and decided to just have fun, Since working with ATF, Kuxhaus has disease. even if that meant using a wheelchair. completed several 5K and 10K races and In the coming weeks, Kuxhaus underwent “For four years during my grueling recovery, attempted a half marathon. She is now a Para dialysis, platelet infusion and surgical I never had fun, and it took a toll on my mental Skeleton athlete. Kuxhaus’ sights are set on “washouts” to prevent infections. state,” recalls Kuxhaus. “I wanted to live jogging next, but above all she just wants to “My condition was critical and at one point, again.” be in the best shape possible to hike or run doctors told my husband they thought they In her year off, she tried out adaptive sports anywhere she wishes. might lose me within hours,” she recounts. with a friend, including hand cycling and “Despite my struggles, I’m proud I was To make matters worse, she also experienced swimming to a wheelchair triathlon. able to keep a positive attitude throughout it serious complications—one with a 75 percent “It gave me a sense of normalcy and all,” she said. “I taught my family and children mortality rate. drastically improved my mindset, which I that it’s possible to overcome the most diffcult However, by mid-August 2011 after a two- badly needed,” said Kuxhaus, adding that after situations, embraced my new normal and came month hospital stay, Kuxhaus was released, but her year off she gave walking another shot and out on the other side a changed person, but a her recovery was far from over. For two years succeeded. much better me.” afterward, she continued outpatient rehab and In April 2018, Kuxhaus was put in touch
106 | DIVERSEability Magazine | www.diverseabilitymagazine.com Differences make a difference
Credit unions are not-for-proft cooperatves that exist to improve the fnancial well-being of their members. That’s the credit union diference. NCUA’s job is to ensure the safety and soundness of credit unions. We ofer an environment where you can bring your whole self to work, contributng your diverse skills, talents and perspectve to drive innovaton. NCUA is a federal agency that values diversity and is commited to building an inclusive workplace where you can thrive. Apply today. Natonal Credit Union Administraton www.ncua.gov/careers SERVICE DISABLED
A FLASH OF Sgt. Jonathan Weasner prepares for the 100 meter wheelchair race at LIGHTNING Stout Track, Fort Bliss, Texas. ANNETTE P. GOMES ANNETTE P. Sgt. Jonathan Weasner finishes strong on the track and in life
By Annette P. Gomes, Warrior Care and Transition
atching Sgt. Jonathan Weasner a spot on Team Army during the 2018 and soon after stumbled across information navigate on a track is like trying Army Trials at Fort Bliss, Texas. Selected about the DoD Warrior Games. Wto catch lightning in a bottle. athletes participated in the 2018 Department “I started researching and began asking “The funny thing is that this was really my of Defense Warrior Games in June in about Army Trials. I almost didn’t make the frst time in that wheelchair, so it felt really Colorado Springs, Colorado, where they deadline to get my packet in, but the powers good. It was incredible,” Weasner said. competed in 10 adaptive sports, including that be pushed my packet through and the The former track coach is used to challenging archery, cycling, shooting, sitting volleyball, rest, as they say, is history,” Weasner said. himself and others. He says he always swimming, track, feld, and wheelchair “I’m not a book of quotes, but I can encouraged his athletes to push themselves to basketball, rowing, and powerlifting. tell you that I refuse to give up. It’s the limit and keep looking forward. Weasner was selected and competed for the about pushing through. I have incredible “The only time you should look back is to Army team in cycling, feld, power lifting, motivators, like Sgt. Chris Montes and Spc. see how far you’ve come. You should always shooting, and track. Brent Garlic, who are also participating at look forward,” he said. After suffering hip and back injuries Army Trials. We all motivate each other. I Now, Weasner is taking his own advice. due to years of training exercises, Weasner wasn’t about to sit on a couch and eat chips, In March, he joined 74 other wounded, recovered at the Warrior Transition Battalion that’s a no go. You’ve got to get up and run ill, and injured active duty Soldiers and at Fort Campbell, Kentucky. During his time the race on a track or in life.” Army veteran athletes who worked to earn there, he developed a love for adaptive sports Source: army.mil
108 | DIVERSEability Magazine | www.diverseabilitymagazine.com War Veteran Says Thank You by Creating Dog Toy The Barrett Ball is James Hayes’ way of giving back ar veteran James Hayes Wloves his 85lb German Shepherd, Barrett, but what he did not love is how the balls they’d play with would get torn apart. In his quest to fnd a ball Bar- rett could enjoy but not destroy, Hayes—who suffers from PTSD after serving multiple combat tours in Iraq and Afghanistan— came up with an idea that not only helps other dog owners, but agreed to help him manufacture veterans like himself. and sell The Barrett Ball while Hayes created the Barrett Ball, donating 100 percent of the a solid 2-pound ball offered in residual profts to Dogs4Warriors different sizes that’s basically – a non-proft organization that indestructible, at least for dogs. provides service dogs at no cost The Barrett Ball is made of solid to combat veterans of all eras natural rubber and is great for suffering from PTSD, TBI, and chewing, training and playing other combat-related injuries. fetch. Hayes says Barrett has helped A Bloomfeld, N.J.-based him so much that he created company called Ethical Pet the ball to give back to his best found out about the product and friend as well as to Dogs4War- was deeply impressed by Hayes’ riors, who gifted Barrett to service, sacrifce and innova- James. For more information, tion. The pet product company visit thebarrettball.com PRNEWSFOTO/ETHICAL PRODUCTS INC. PRNEWSFOTO/ETHICAL James Hayes and his service dog, Barrett, playing with his indestructible chew-toy invention, The Barrett Ball
www.diverseabilitymagazine.com | DIVERSEability Magazine | 109 calendar
CSAVR Fall 2019 Conference OCTOBER October 26–30 City Career Fair November Jacksonville, FL TechExpo Multiple Events csavr.org/events Multiple Events See Calendar See Calendar citycareerfair.com 3rd Annual VIB Network National techexpousa.com Conference Hire G.I. October 28–29 Battle Beyond the Battlefeld Multiple Events San Diego, CA Conference See Calendar vibnetwork.org November 6–9 hiregi.com Arlington, TX Commercial UAV Expo Americas bbbc19.com TechExpo October 28–30 Multiple Events Las Vegas, NV Wonder Women Tech See Calendar expouav.com November 7–9 techexpousa.com Long Beach, CA HBCU Career Development Market- wonderwomentech.com NACAC place Multiple Events October 29–31 SWE WE19 See Calendar Baltimore, MD November 7–9 nacacnet.org hbcucareermarket.org Anaheim, CA we19.swe.org The Small Business Expo Prospanica Conference and Career Multiple Events Expo Honoring Our Heroes Gala See Calendar October 30–November 1 November 10 thesmallbusinessexpo.com Orlando, FL Los Angeles, CA prospanicaconference.org ndvets.org/event/heroes-2019 Women Who Count National Confer- ence SHPE National Convention The Conference Board—Diversity & October 21–23 October 30–November 3 Inclusion Conference Orlando, FL Phoenix, AZ November 12–13 womenwhocount.com SHPE2019.org San Francisco, CA conference-board.org WITI Career Fair SACNAS The National Diversity in October 22 STEM Conference The Small Business Expo Dallas, TX October 31–November 2 November 14 witi.com/careerfairs Honolulu, HI Atlanta, GA 2019sacnas.org thesmallbusinessexpo.com MWC Los Angeles 2019 October 22–24 UnidosUS Workforce Development Los Angeles, CA Forum mwclosangeles.com November 19–20 Los Angeles, CA Abilities Expo wfdforum.unidosus.org October 25–27 San Mateo, CA abilities.com/expos
110 | DIVERSEability Magazine | www.diverseabilitymagazine.com LA County’s 10th Annual Women’s UAV Franchise Expo South ASHHRA Health Care HR Week Leadership Conference February 20–22 March 15–21 November 21 Miami, FL Location to be updated Pasadena, CA franchiseexposouth.com ashhra.org/learning/healthcarehrweek. dpw.lacounty.gov/general/ shtml leadershipconference Abilities Expo February 21–23 NSBE Annual Convention December Los Angeles, CA March 25–29 MFV Franchise Expo abilities.com/expos/ San Antonia, TX December 5–7 convention.nsbe.org Long Beach, CA NVTSI Annual Muster mfvexpo.com/expos/franchise-expo-west/ February 22 NAVUB 42nd Annual Conference San Diego, CA March 29–April 3 Hire G.I. Awards Gala Link TBA Tucson, AZ December 7 navub.org Atlanta, GA hiregi.com/awards-gala March The Small Business Expo April Multiple Events th Abilities Expo 30 Annual Government Procurement See Calendar December 13–15 Conference thesmallbusinessexpo.com Dallas, TX April 8 abilities.com/expos/ Washington, D.C. Veteran Edge Conference Link TBA March 5–8 January Dallas, TX NFBA Convention SVA Warrior Scholar Leader NatCon ivmf.syracuse.edu/veteranedge April 15–19 January 3–5 Austin, TX Los Angeles, CA CCME Professional Development Link TBA studentveterans.org Symposium March 9–12 Lesbians Who Tech Philadelphia, PA April 23–25 February ccmeonline.org/annualsymposium The Small Business Expo San Francisco, CA Multiple Events lesbianswhotech.org/sanfrancis- CSUN Assistive Technology Conference See Calendar co2020rsvp/ March 9–13 thesmallbusinessexpo.com Anaheim, CA USA Science & Engineering Festival csun.edu/cod/conference BEYA STEM Conference April 25–26 February 13–15 Washington, D.C. Washington, DC usasciencefestival.org beya.org
For the complete conference calendar, visit diverseabilitymagazine.com. Send your conference announcements to [email protected].
www.diverseabilitymagazine.com | DIVERSEability Magazine | 111 Advertisers Index
Abilities Expo ...... 43 Johnson & Johnson ...... 69 AbleThrive ...... 91 JP Morgan Chase & Co...... 114 Accenture LLP ...... 3 Leidos ...... 7 Aetna Health Plan...... 15 Merck & Company Inc...... 61 Air Force Research Laboratory ...... 5 Morgan State University ...... 77 Amgen ...... 51 NAVAIR ...... 9 AMVETS ...... 35 NCUA - National Credit Union Administration...... 107 Bio Rad Laboratories, Inc...... 53 Northrop Grumman...... 37 BlueCross BlueShield of South Carolina ...... 53 Novartis ...... 115 CDW ...... 63 Coastal Alabama Community College ...... 112 Nuclear Regulatory Commission ...... 109 Crown Consulting, Inc...... 66 Oak Ridge Associated Universities...... 44/45 CSAVR - Council of State Administrators of Vocational Olin Corporation ...... 112 Rehabilitation ...... 80 Texas Department of Transportation - TXDOT ...... 55 CSUN Assistive Technology Conference ...... 81 The Arc - For People with Intellectual & Developmental CVS Health ...... 67 Disabilities ...... 99 Disability:IN...... 25, 30/31 Transit Authority of River City (TARC) ...... 49 Duke University - School of Medicine ...... 83 Trinity Health ...... 50 E. & J. Gallo Winery ...... 50 TSA - Transportation Security Administration ...... 105 ENSCO, Inc...... 55 Tufts Health Plan ...... 56 FDIC - Federal Deposit Insurance Corporation ...... 62 United States Postal Service ...... 32/33 Federal Home Loan Bank of Des Moines...... 116 Verizon Wireless ...... 47 From Day One ...... 66 GlaxoSmithKline ...... 2 Wake County Public School System ...... 56 Higher Education Recruitment Consortium ...... 79 Walgreens ...... 11 Hydraulics International, Inc...... 55 Wells Fargo ...... 64/65 JAN - Job Accommodation Network ...... 93 What Can You Do? Campaign for Disability Employment ...... 73
1-800-381-3722 Bay Minette | Atmore | Brewton Fairhope | Gilbertown | Gulf Shores Jackson | Thomasville | Monroeville | Online Alabama Aviation Center at Brookley Field
It is the official policy of the Alabama Community College System and Coastal Alabama Community College that no person shall be discriminated against on the basis of any impermissible criterion or characteristic including, without limitation, race, color, national origin, religion, marital status, disability, sex, age or any other protected class as defined by federal and state law.
112 | DIVERSEability Magazine | www.diverseabilitymagazine.com READ IT. CLICK IT. GET IT. Your dream opportunity is one touch away!
science | |arts tech & |design engineering | math
2019 HOT
JOBS
THE EMPLOYMENT & ENTREPRENEUR MAGAZINE SUMMER/FALL 2019 Engineering
Success EOE EOE ournal J 2020 Through Certification HOT lack TIPS BFall / Winter 2019 JOBS for Hiring & Retaining TO GET Women HOW AN INTO HBCU SCHOOL GRAD Hustling COMMON = Good Common Name, Uncommon Path Business
Union
Your Employment, Business and Educaton Magazine National for Today’s Diverse-Abled Community Disability GabriePromoting Diversity, lle Inclusion, and Self-Love
Fall / Winter 2019 Employment AwarenessMonth
2019 Disability Grow Your Friendly Business Companies
FALL 2019
2019 BEST OF THE BEST Hire a Vet, Increase Profits Staging an Encore Guide to Pursuing an ALI STROKER MBA
Veterans & Franchising: A Good Match
FALL 2019
John THE VALUEOF AN MBA
DaymondTURNING HEROES INTO CEOs MAKE YOUR 2019 BUSINESS A SUCCESS
BESTOF THE RECRUITING BEST SECRETS
2019
BEST OF THE FALL 2019 BEST
WONDER LA LA WOMEN IN THE BOARDROOM ANTHONYPower Through Philanthropy
Z ADY JENNIFERLOPE#BOSSL Visit www.DiversityComm.net to begin enjoying your digital issue today
Join the Conversation! © 2018 JPMorgan Chase & Co. Chase & Co. © 2018 JPMorgan
Commitment to Access and Inclusion
JPMorgan Chase values the unique insights that people of all abilities bring to our workforce, our supply chain and our diverse communities. Together we are making inclusion and accessibility cornerstones of how we do business around the globe.
For more information please visit jpmorganchase.com/supplierdiversity Novartis Pharmaceuticals Corporation
Opportunity. Inclusion. Good Business. Commitment.
Novartis Pharmaceuticals Corporation researches, develops, manufactures and markets innovative medicines aimed at improving patients’ lives. We offer a broad range of medicines for cancer, cardiovascular disease, endocrine disease, inflammatory disease, infectious disease, neurological disease, organ transplantation, psychiatric disease, respiratory disease and skin conditions. Our mission is to discover new ways to improve and extend people’s lives.
We are committed to embracing and leveraging diverse backgrounds, cultures and talents to create an inclusive, high-performing culture, to address the evolving needs of patients and customers, to support diverse suppliers, and to enrich the communities we serve.
Please visit our website at: www.pharma.us.novartis.com For more information about our supplier diversity efforts, visit: www.supplierdiversity.novartis.com
Novartis Pharmaceuticals Corporation Sandoz Supplier Diversity 100 College Road West One Health Plaza Princeton, NJ 08540-6604 East Hanover, NJ 07936 Attn: Supplier Diversity
728153D-0119 At FHLB Des Moines, we rely on our supplier network
In order to provide exceptional services and products to more than 1,350 fnancial institutions across our district, we rely on a network of diverse small businesses that can help us strengthen our business and impact the communities and economies where we live, work and do business.
That’s why we’re looking to partner with qualifed suppliers who can support our organization’s key business needs. Let’s see what we can accomplish together.
Visit fhlbdm.com/supplier or email [email protected] for more information about becoming a supplier with FHLB Des Moines.