Disability as a Diversity Talent & Compliance Strategy

1. Disability as a Diversity Talent & Compliance Strategy Martha Artiles & Katherine McCary, C5 Consulting, LLC Howard Green, NOD

2. Agenda • Opening Remarks & Introductions • The Business and Compliance Case Dispelling Common Myths • Best Practices & Global Trends Perspectives and Common Themes • Appropriate Language and Disability Etiquette • OFCCP Proposed Changes to Section 503 • Closing Conversation • Resources • Contact Information

3. The Business Case marketplace workforce community Collaboration for Diversity & Business Success Workforce mirrors marketplace & community

4. The Business Case • Business recognizes the value of diversity and will benefit by expanding diversity to include people with disabilities • People with disabilities, including wounded warriors, want to work • Individuals with disabilities are the largest minority population more than 60 million Americans, 23 million of working age • 82% of all disabilities are acquired with age, illness or accidents which therefore tells us it will continue to grow at a rapid pace because of the aging workforce • As customers they have an annual buying power of $3 trillion and aggregate income of $220 billion • 88% of Americans prefer to give their business to employers who hire people with disabilities • Talent shortage is real

5. The Compliance Case ADA 1990 Discrimination Law ADAAA 2011 Broadened the Disability Definition Section 503 of the Rehabilitation Act Proposed OFCCP Rule Recent Court Rulings

6. Dispelling Common Myths& Addressing Concerns • Individuals with disabilities don’t have the skills/experience to work here • Accommodations are expensive • Productivity and attendance will be negatively affected • Performance standards will have to be lowered • Co-workers/members will be uncomfortable • Not able to terminate

7. Best Practices & Global Trends

8. Common Themes • Leadership commitment to diversity • Strategicinclusion (recruitment, employment, retention, ERG, supplier diversity, technology, market share) • Volunteerismas an emerging best practices that touches marketplace, workforce and community • Accommodations as productivity tools & universal design • Employee Business (Resource) Groups -PWD & cross pollinating • Employee engagement-disability touches everyone • Disability awareness & etiquette training

9. Appropriate Language • Person with a disability, not handicapped • Survivors, not victims • Has a diagnosis of, not suffers from • Special needs are for children • Intellectual disability, not MR • Psychiatric impairment, not crazy • Wheelchair user, not “-bound”or “confined to” • RELAY System (audio and video) replaces TTY • Autism spectrum and Asperger’s • Invisible disability • ASL is person’s primary language (not English) • Person of small stature

10. Etiquette Basics • Person First Language • Interactions • Individual who is deaf or hard of hearing • Interpreter etiquette, write notes, speak slowly in good light • Individual who is blind or vision impaired • Verbal cues, face of a clock, back of chair • Individual with a service animal • Don’t talk to, pet or feed • Individual with prosthetic hand or arm • Shake hands, right or left • Individual with a mobility impairment • Wheelchair user • Crutches, cane, walker

11. OPEN DIALOG What are your thoughts on the OFCCP Proposed Rules?

12. Resources • National Organization on Disability www.nod.org • US Department of Labor Office of Disability Employment Policy Usdol.gov/odep • Job Accommodations Network (JAN) Askjan.org • DC Metro Business Leadership Network Dcmetrobln.org • USBLN® Usbln.org

13. ABOUT US C5 Consulting, LLC C5 Consulting, LLC was formed by two former senior business executives steeped in global diversity and disability leadership who saw the huge need for collaboration of all those engaged in inclusion strategies to move the employment opportunities forward for individuals with disabilities and gain return on investment for talent and shareholder value. Their combined expertise of more than 65 years in Corporate America means that clients can rely upon their business acumen to help promote diversity for business success. To change the landscape of diversity, disability must be included as a strategy. C5 takes a collaborative approach to moving the needle to full inclusion, benefiting business through innovation, access to talent, increased market share and supplier diversity, therefore improving our economy. www.consultc5.com

14. ABOUT US National Organization on Disability The National Organization on Disability (NOD) is a private, non-profit organization that promotes the full participation of America’s 54 million people with disabilities in all aspects of life. In 2006 we narrowed our focus to increasing employment opportunities for the 79 percent of working-age Americans with disabilities who are not employed. NOD’s aim is to increase the employment prospects of working-age people with disabilities by acting as a disability employment resource to the field and to employers. We carry out our work through four main areas of activity: Innovation Consulting and Technical Assistance Program Design Research The data and lessons we gather will provide a deepening resource for other disability organizations, funders, employers, and policymakers. Through this work, we strive to foster a community in which people with disabilities not only occupy an equal place, but make an indispensable and increasingly valued contribution. www.nod.org