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Rutgers, The State University of New Jersey Liberty Plaza, 335 George Street, New Brunswick, NJ 08901
rwjms.rutgers.edu/boggscenter p. 732-235-9300 f. 732-235-9330
Leslie Wilson, M.S. Director, Going for the Gold Program
US Business Leadership Network Alexandria, VA
The Disability Equality IndexSM: A Disability Inclusion Game Changer
October 12, 2017 DoubleTree Suites by Hilton, Mt. Laurel, NJ
The attached handouts are provided as part of The Boggs Center’s continuing education and dissemination activities. Please note that these items are reprinted by permission from the author. If you desire to reproduce them, please obtain permission from the originator.
10/6/2017
1
The Disability Equality Index:
A Disability Inclusion Game Changer
Presenter: Leslie Wilson, M.S., USBLN Director Going for the Gold
October 12, 2017
• The US Business Leadership Network® (USBLN®) is a national non-profit that helps business drive performance by leveraging disability inclusion in the workplace, supply chain, and marketplace.
• The USBLN® serves as the collective voice of nearly 50 Business Leadership Network affiliates across the United States, representing over 5,000 businesses.
• It is the nation's leading third party certification program for disability-owned businesses, including businesses owned by service-disabled veterans.
• The USBLN Conference is the premier event for business and provides the best and brightest in disability inclusion with cutting-edge educational sessions, enhanced networking, exciting interactive programming plus high-profile speakers. The USBLN conference in 2018 is July 9-12 at the Cosmopolitan, Las Vegas, Nevada. Conference website: http://conference.usbln.org/2018_conference/
10/6/2017
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GFG engages 17 corporations with the similar goal of increasing their inclusion of people with disabilities into their workforces and meeting federal compliance requirements.
The DEI is a collaborative partnership between the
American Association of People with Disabilities (AAPD) www.aapd.com
and the US Business Leadership Network
(USBLN) www.usbln.org
It is an annual benchmarking tool for disability inclusion within Fortune
1000 companies.
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The DEI is a non-punitive tool that builds a partnership between the
disability and business communities to ultimately lead to more
opportunities for people with disabilities as employees, customers and suppliers.
Companies scoring 80-100% on the DEI
are annually honored as DEI
Best Places to Work.Show DEI Video
The DEI educates the American business community on
disability inclusion best policies and practices and guides people
with disabilities in choosing businesses that are authentically
committed to providing a supportive work environment.
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Why should sourcing organizations and
government agencies know about and understand the
Disability Equality Index (DEI)?
In employment there are 2 equal
customers: Supply Side & Demand Side
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5
THE AIM OF MARKETING
is to know and understand
THE CUSTOMER
so well the product or service fits him and
sells itself.
- Peter Drucker
Community Engagement & Support Services
Culture & Leadership
Enterprise‐Wide Access
Employment Practices
10/6/2017
6
Why the DEI?
• Compelling Disability Statistics:
o Third largest market segment in the U.S. with 57 million people – 1 out of
5 Americans with disabilities (U.S. Census);
o More than 1 in 3 American households surveyed had at least one
member who identified as having a disability (Nielsen 2016);
o There are more than 1 billion individuals with disabilities in the world,
representing 15% of the world’s population (United Nations Enable);
o More than 9 out of 10 Americans view companies that hire people with
disabilities more preferably and 87% would prefer to give their business
to such companies (Journal of VR, “Survey of Consumer Attitudes”)
o Consumers with disabilities and their families/friends represent a $1
trillion U.S. market segment; globally individuals with disabilities and their
families/friends control over $8 trillion in annual disposable income (Fifth
Quadrant Analytics).
Why the DEI?Fortune 1000 companies realize environmental, social and
governance factors impact their management, culture, brand and
financial well-being. While many companies have identified
methods to advance their disability inclusion, companies
recognized current benchmarking tools were inadequate in
evaluating disability inclusion as part of their company’s diversity
and inclusion efforts. The DEI is unique in its comprehensiveness.
• Benefits:
o Recognitiono Industry Data and Analysiso Benchmarking Insighto Network Connectionso Customized DEI Consulting Services
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Culture & Leadership:
•Culture: Formal statements, Employee Resource Groups, Hiring Goals
•Leadership: Internal Advocacy and Support, Executive Sponsorship, Public Statement and Performance Metrics
Enterprise–Wide Access:
•Emergency Procedures, Physical Accessibility, Electronic Accessibility, Off-site Meeting Accessibility, Training and Support for Accessibility Requests
Employment Practices
• Benefits: Counseling services, Short and Long-Term Disability Benefits
• Recruitment: Outward Statements, Recruitment Accommodations, Proactive Efforts
• Employment, Education, Retention & Advancement: Awareness & Supervisory Training, Self-
Identification Processes
• Accommodations: Formal policies, Communication Practices, & Funding
Community Engagement & Support
• Community Engagement: Supplier Diversity, Philanthropy, & Public Impact
• Internal/External Support Services: Communication Support Systems, Accessible Formal
Training, Online Communication Accessibility, Feedback Programs
To view all of the DEI Questions: https://www.disabilityequalityindex.org/DEI_survey_intro
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The DEI scores each company on a scale from zero to 100,
with 100 representing the most disability inclusive.
Companies scoring 80-100 are announced as
“DEI Best Places to Work.”• In 2017, 110 corporations participated in the DEI.
• A record 68 earned 100, with an additional 28 scoring between 80-
90.
• The participating corporations had a total U.S. workforce of roughly
7.2 million workers and $6 trillion in market value, a significant
influence on American and global economies.
• The industries most frequently represented in 2017 were: Financial
Services (15%); Technology (10%), Healthcare (9%) & Insurance
(9%).
3M Company
Accenture LLP
Aetna Inc
Ameren Corporation
American Airlines Inc
American Electric Power Company, Inc.
American Multi-Cinema INC.
Anthem Inc.
Aramark Corporation
AT&T
AXA
BAE Systems, Inc.
Bank of America
Biogen, Inc.
Blue Cross Blue Shield of Michigan
BMO Financial Corp.
Boehringer Ingelheim Pharmaceuticals Inc.
Booz Allen Hamilton
Boston Scientific Corporation
Brown-Forman Corporation
Capital One Financial Corporation
Cargill, Inc.
Centene Corporation
Cigna
Cisco Systems, Inc
Comcast NBCUniversal
CVS Health
Deloitte
Delta Air Lines, Inc.
DTE Energy
DXC Technology (Formerly CSC)
E. I. du Pont de Nemours and Company
Entergy Corporation
Ernst & Young
Express Scripts
Financial Industry Regulatory
Authority
Florida Blue
Freddie Mac
General Motors
GlaxoSmithKline plc
Goldman Sachs & Co
Health Care Service Corporation
Hewlett Packard Enterprise
HP Inc.
Huntington Bancshares Incorporated
Link to the 2017 DEI Best Places to Work: https://www.disabilityequalityindex.org/top_companies
10/6/2017
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Intel Corporation
JPMorgan Chase & Co
Kaiser Permanente
KPMG, LLP
Lincoln Financial Group
Lockheed Martin Corporation
M&T Bank Corporation
Manpower Group
MassMutual Financial Group
Mastercard International
Mayo Clinic
McKesson Corporation
Meijer
Merck & Co., Inc.
MetLife
Microsoft
Nielsen (Corporation)
Northern Trust
Northrop Grumman Corporation
Oracle Corporation
Pacific Gas and Electric Company
PNC Financial Services Group
PricewaterhouseCoopers LLP
Procter & Gamble
Prudential Financial, Inc.
Qualcomm
Raytheon Company
Royal Caribbean Cruises Ltd.
Sodexo, Inc.
Southern California Edison
Southern Company
Southwest Airlines Co.
Spaulding Rehabilitation Network
Sprint Corporation
Starbucks Coffee Company
Synchrony Financial
TD Bank N.A.
The Boeing Company
The Dow Chemical Company
The Hartford
Thomson Reuters Corporation
T-Mobile
United Airlines, Inc.
United Technologies Corporation
UPS
USAA
Verizon
W.W. Grainger, Inc.
Walgreen Co.
Wal-Mart Stores, Inc.
Wells Fargo & Company
Whirlpool Corporation
Link to the 2017 DEI Best Places to Work: https://www.disabilityequalityindex.org/top_companies
95%
98%
98%
90%
Have external recruitment efforts
specifically geared to hiring individuals
with disabilities.
Have Employee Assistance Programs
available to full and part-time employees.
Provide financial support for external
disability related events or organizations.
Have formal programs in place to
understand how to address the needs of
the disability community.
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76%
88%
37%
More than three-quarters of the DEI
companies have an internal and external
Online Chat Function for people with
disabilities.
Nearly 9 out of 10 DEI companies have
Disability-Focused Employee Resource
Groups (ERGS); up from 66% in 2015.
Over one-third of the DEI companies
have Employee Engagement Surveys
that specifically record engagement
information for employees with
disabilities; up from 28% in 2015.
2017 Areas of
Marked
Improvement
51%
29%39%
26%8%
Half of the companies have disability
included in their 2017 Supplier Diversity
Programs.
Fewer than one-third have Retention &
Advancement Policies that specifically
include/mention disability.
Fewer than 4 out of 10 make all candidates
aware of the option to request an
Accommodation for the Interview.
2017
Opportunities
for
Improvement
Just over one-quarter have Internal
Website Auditing, while 57% of the 2017
DEI respondents audit external (public-
facing) website accessibility.
Fewer than one in 10 2017 DEI
companies cover Personal Assistance
Services (PAS) in their benefits
packages.
10/6/2017
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A Sample of
2017 DEI
Best Practices
• A Dedicated Requisitions Program that allows hiring
managers to set aside job openings sourced via
disability-focused organizations.
• Company-wide accessibility center that provides
resources for design, development, testing & education
with a focus on accessibility for people with disabilities in
each phase of program or product’s life cycle.
• Self-nominated ambassadors who share their personal
stories of being a person with a disability or an ally to
raise disability awareness, deliver presentations and spur
conversations.
• Center that focuses exclusively on workplace
accommodations for all employees.
A Sample of
2017 DEI
Best Practices
• A disability employment outreach program that strives to
“level the playing field” and improve access to
competitively paid, guest-facing, benefits-eligible
positions by identifying & eliminating barriers.
• Regional Talent Acquisition disability champions reach
out to sourcing organizations and advocate for the
employment of individuals with disabilities.
• Cross-functional team meets regularly to tackle policy
and procedural issues related to serving customers with
disabilities from the first point of contact to final
interaction.
10/6/2017
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Section 503 of the Rehabilitation Act for Federal Contractors • Goal of 7% across job groups for the employment of individuals
with disabilities• Self-Id of applicants pre and post-offer, within 1-year & then 5-
year intervals for current employees• Pre-offer: invitation provided to each applicant when they apply or are considered
for employment. Invite may be included with the application materials but must beseparate from the application.
• Post-Offer: any time after the offer, but before the applicant begins their jobduties, invite applicant to inform the contractor whether they believe they have adisability.
• Extensive Outreach & Recruitment• Training:
• All personnel involved in the recruitment, screening, selection, promotion,disciplinary, and related processes shall be trained to ensure that thecommitments in the contractor's affirmative action program are implemented.Show Unconscious Bias Video: https://vimeo.com/235977773
https://www.dol.gov/ofccp/regs/compliance/section503.htm
Section 503 of the Rehabilitation Act for Federal Self-ID Form Contractors
10/6/2017
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"Outreach is more than just marketing your organization through diverse job boards – the OFCCP is now looking for the relationship you have built with each recruitment source to allow each of them to understand the specific
and unique qualification requirements of your available jobs.
OFCCP believes that these personal and more engaged relationships make you more effective in your search to
hire qualified protected veterans and individuals with disabilities."
OFCCP Statement on Outreach & Recruitment
RESOURCES
• USBLN Website: www.usbln.org
• Job Accommodation Network: http://prod.askjan.org/toolkit/
• Poses Family Foundation DIY Guide:
http://workplaceinitiative.org/wp-content/uploads/2017/01/08-
Disability-Employment-Inclusion-Guide-Additional-
Resources.pdf
• Professional Safety: Journal of the American Society of Safety Engineers, “Creating an Inclusive Workplace,
Engaging the Strengths of the Special Needs Community” ;
J. Kaletta, D. Binks, and R. Robinson. June 2012, page 62.
www.asse.org
• Association of People Supporting Employment First:
www.apse.org
• Mental Health Works, American Psychiatric Association
Foundation, Partnership for Workplace Mental Health:
www.workplacementalhealth.org;
http://www.workplacementalhealth.org/Case-Studies#list
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Presenter: Leslie Wilson
USBLN Vice President
ofWorkplace Initiatives
Email: [email protected]