DC Metro Business
Leadership Network

 

Monthly Newsletter: March 2016





















                          Celebrating Five Years 


Katherine McCary

Executive Director, CEO

In 2011, my firm, C5 Consulting, LLC, was selected to serve as staff to the DC Metro BLN, following my retirement from SunTrust Bank as its Chief Disability Officer. As the founding chair of the USBLN® and the VABLN, my passion for the unique benefits and experiences that the BLN organization provides to the business community has continued. Our firm, a USBLN Certified Disability Owned Business Enterprise, also staffs the Silicon Valley BLN and has helped in the growth and development of more than 10 BLN affiliates across the US.

While the number of organizations working in the disability inclusion space has grown significantly, and thankfully so, the BLN continues to be the only organization of its kind that is truly a B2B educational entity where an open dialog and collaborative networking occurs and flourishes as employers continue in their disability inclusion journey.

In 2011, there was no revised Section 503. The changes made by the OFCCP boosted the need of a larger business community to take inclusion seriously. Prior to 503 changes, the top disability inclusion private sector companies, largely recognized for their efforts by US DOL’s New Freedom Initiative Award, understood early on why disability inclusion was beneficial to the bottom line in terms of expanded market share, diverse supply chain and primarily to attracting and retaining talent that includes some of the best and brightest in our society.

C5 Consulting was founded in recognition of the need for leadership and 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. Today, in addition to our BLN clients, we provide consulting services across the globe to the Corporate Sector. We also work with the Community Non-Profit Sector, and serve as a subcontractor to the Federal Sector.  We have expanded our product line from webinars and presentations to Our Disability Inclusion IQ e-learning cloud based licensed modules with the focused goal of ensuring entire workforce education and engagement with the expected outcome of true culture change. 

As a person with a non-apparent disability, and as a parent and caregiver, along with my business partner, Martha Artiles, our perspective as members of the disability community while leveraging our corporate disability leadership experience makes C5 unique. This is a field we are passionate about and are very appreciative of the opportunity to serve the DC Metro BLN and its Board of Directors and Advisors- true business leaders who are sharing their vision and values across our region.

Katherine McCary, President, C5 Consulting, LLC

www.consultc5.com

C5 Consulting logo

Table of Contents



                  Disability@Work                                 FREE National Webinar Series Continues


"Supporting Caregiver Employees in the Workplace"

March 30, 2016                                                                                        11:30am – 1:00pm ET

REGISTER

Speaker: John Schall, CEO, Caregiver Action Network 

There are tens of millions of family caregivers in the U.S., most of whom are working. John Schall, CEO of the Caregiver Action Network, will discuss how caregiving employees are impacting the bottom line and what companies can do to help support their caregiving employees. His presentation will include data quantifying the problem as well as to provide an overview of CAN’s unique program – Assisting Caregiving Employees (ACE).

The ACE program was developed jointly by CAN and Partners on the Path to help employers address the needs of family caregivers in the workplace. The program helps major companies and organizations provide their caregiving employees the resources they need to help with their caregiving responsibilities so that they can remain productive and healthy employees.

Being unprepared for family caregiving puts a huge burden on both the employee and the employer. Data show that there are significant costs associated with caregiving employees including: productivity costs ($33 billion); higher employer-related health care costs for the caregiver ($13 billion); and the expense of recruiting and retraining new employees to replace caregiving employees ($6 billion). Being aware of resources, and having a manager who is aware, reduces disruptions at work and home and makes for better outcomes for all.

About the Speaker: 

John Schall is a public policy and communications professional with noted expertise in a wide range of policy fields, including healthcare, labor, education, economic development, taxation, and budget policy. He became Chief Executive Officer of the Caregiver Action Network (formerly the National Family Caregivers Association (NFCA)) in June 2012.  Prior to CAN, Mr. Schall was Deputy CEO of the Parkinson’s Action Network. John also brings to CAN a wealth of experience in senior federal government positions, including serving as former Sen. Bob Dole’s chief budget advisor; chief of staff of the U.S. Department of Labor in the early 1990s; and as deputy of the White House Domestic Policy Council under President George H.W. Bush. He earned a Master of Public Policy degree from Harvard University’s John F. Kennedy School of Government, and a B.A. with distinction and honors in political science from the University of Michigan.

About CAN

The Caregiver Action Network is the nation’s leading family caregiver organization working to improve the quality of life for the more than 90 million Americans who care for loved ones with chronic conditions, disabilities, disease, or the frailties of old age. CAN serves a broad spectrum of family caregivers ranging from the parents of children with special needs, to the families and friends of wounded soldiers; from a young couple dealing with a diagnosis of MS, to adult children caring for parents with Alzheimer’s disease. CAN (formerly the National Family Caregivers Association) is a non-profit organization providing education, peer support, and resources to family caregivers across the country free of charge.


2016 Programs

  APRIL 


“Missteps Matter: Strategies for Effectively Navigating the Interactive Process” 

Anne Hirsh, Co-Director, The Job Accommodation Network


April 28, 2016                                                                                                  8:30 am  - 12:00 pm


1919 North Lynn Street  Arlington, VA 22209

REGISTER

An actionable reasonable accommodation policy and robust interactive process are keys to creating an inclusive workplace and meeting the requirements of the ADA. Having an effective process increases response time for completing accommodation requests, reduces confidentiality breaches, and brings objectivity to request fulfillment. While there is not one perfect process, some strategies are more effective than others in instilling confidence in the process and achieving positive outcomes for everyone involved. During this session, Anne Hirsh, Co-Director at the Job Accommodation Network, will use video vignettes to analyze simulated interactive process missteps and demonstrate effective reasonable accommodation practices that drive inclusion, reduce risk, and improve compliance.


MAY - TWO PROGRAMS!


"Annual Assistive Technology and Accommodations Symposium"


May 5, 2016                                                                                                     8:30 am  - 12:00 pm

Sponsored By:



eSSENTIAL Accessibility logo

REGISTER

                                                   National Youth Transition Center

                                              2013 H Street NW, Washington, DC 20006




"Building the Talent Pipeline"


May 11, 2016                                                                                                   8:30 am  - 12:00 pm

Sponsored By:

The Arc Northern Virginia logo

REGISTER


                                                 4401 Ford Ave., Alexandria, VA


Where is the Talent? Who are the Employers? This constant dilemma challenges both the business and the community provider. This annual program will delve into success stories and provide a robust dialog to move the needle towards full employment. 



                                                                          JULY

 "5th Annual Wounded Warrior Symposium"

July 27, 2016                                                                                                  8:30 am  - 12:00 pm

REGISTER

Hosted By:


11955 Freedom Drive, Reston, VA 20190



AUGUST

"Barriers to Inclusion: Micro-inequities" 

August 17, 2016                                                                                          8:30 am  - 12:00 pm 

REGISTER
Hosted By:


Join or "Up" Your Membership Today

                        WHY BECOME A MEMBER OF THE DC METRO BLN

Even if you have never purposely hired a person with a disability, at the DC Metro BLN you can learn how to recruit this talent as productive workers and also retain employees in your workforce who either have non-apparent disabilities or will most likely develop a disability while employed at your company. All our events are open to the public.

Employers join BLNs because they want an opportunity to engage with like-minded businesses to learn how to progress in the journey toward inclusion of diverse talent who happen to have disabilities (including returning Veterans).

Membership is open to both private, non-profit and government sectors and gears its programs and resources to the needs of human resources professionals, diversity and inclusion officers and EEOC directors. The OFCCP changes to Section 503 of the Rehabilitation Act make membership in BLN an excellent opportunity to stay abreast of the latest information with monthly topical programming and the opportunity to network and learn from other members. Members receive a 50% discount for program registration and receive discounted registration for other events including webinars and career fairs.

Employers gain several branding advantages with logo and links to their websites from the DC Metro BLN site: attract retain a workforce that includes individuals with disabilities, disabled veterans and wounded warriors and their friends and family; attract the same population as customers; be recognized in the community in which they do business.

Join Today!

                                          TWO YEAR EXECUTIVE MEMBERSHIPS

NEW FOR 2016!! PLATINUM EXECUTIVE MEMBER $10,000

Premier Recognition as a Platinum Member on our Website, in all 12 Newsletters and at All Programs. Your business  will be prominently displayed in all our social media. As a Platinum Member, your employees attend all programs at no additional cost and your designee may join the DC Metro BLN Corporate Advisory Board.

DIAMOND EXECUTIVE MEMBER $5,000 

Recognition as a Lead Employer on our Website, in all 12 Newsletters and at All Programs. Your business  will be prominently displayed in all our social media. Five free passes per year to a monthly program!. As a Diamond Member, your designee may join the DC Metro BLN Corporate Advisory Board.

GOLD EXECUTIVE MEMBER  $3,000 

Recognition as a Lead Employer on our Website and for Six Newsletter Issues and six programs.

Each Executive Membership Level includes TWO full years of business membership (unlimited # of employees per organization). 

(Executive Membership is open to private sector corporate members only)

OTHER ANNUAL MEMBERSHIP LEVELS

  • Corporate/Organizational
  • Small Business
  • Non-Profit
  • Government
  • Individual

Need to Renew? 

Want to “Up” Your Membership Level or need an Invoice? Email us.

Thank you to Our Executive Members 

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IN THE NEWS
Articles of Interest


Huffington Post Blog: Sarah Blahove


         Why Hire Workers with Disabilities? 

4 Powerful (and Inclusive) Companies Answer

The disability community, from grassroots advocates to powerful cross-disability organizations, devotes a lot of time and energy to proving the value of hiring disabled workers. This is a common theme for our community, and extremely necessary, as there are a number of workforce-related challenges that workers with disabilities face. The unemployment rate for workers with disabilities is twice that of workers without disabilities. It is still legal for workers with disabilities to be paid well below the minimum wage based on a law that dates back to 1936, when the talents and potential of workers with disabilities were even more horribly misunderstood. And of course, while the Americans with Disabilities Act provides vital protections to the disabled workforce, it can't solve every issue in the disabled workforce, such as the systemic problem of fewer opportunities for advancement for workers with disabilities. 

One theme we commonly hear when discussing disability (or any minority) employment is that it is the right thing to do. Providing equal opportunity is providing equal rights; it's moral and ethical. However, from the perspective of businesses that perpetuate discrimination in their hiring and retention of workers with disabilities, this message doesn't seem to be enough. 

What if we looked at disability employment from a business perspective instead of from an advocacy perspective? There are many businesses that are leading the way in promoting an inclusive workplace, businesses that are proud of the advancements they have made in hiring workers with disabilities. Why are they so passionate about hiring disabled workers? 

With this question in mind, I reached out to companies that are not only some of the most successful businesses in the country, but are also recognized as being the most inclusive of disability in hiring, retention, and promotion. These businesses are all Fortune 1000 companies that scored 100 points on the US Business Leadership Network's (USBLN) Disability Equality Index (DEI). I asked them two questions: "How do recruiting, retaining, and promoting employees with disabilities make good business sense? How do they improve a business's productivity and profitability?"  Here's who they are and what they had to say:

1. If you are one of the many consumers of Starbucks' coffee, you are also supporting one of the most advanced employers of workers with disabilities. Starbucks states that "creating a culture of belonging is one of [their] core values." The company boasts thorough accommodations for workers with disabilities (such as interpretation services and accessible software), as well as for customers with disabilities. Additionally, in 2015 they participated in events celebrating the 25th Anniversary of the ADA, and their press room frequently publishes material and stories on their inclusive environment. 

Here's what they had to say:

"When we think about hiring for Starbucks, we think beyond labels. We challenge ourselves to look beyond traditional sources and typical profiles, to bring in people that share our values and our passion for service and community. There is no better example than our commitment to hiring people with disabilities. These talented professionals bring unique experiences that foster innovation and new ideas while contributing to a culture of warmth and true inclusion. We work across multiple business teams to collaborate and inspire partners (employees) to embrace accessibility as a global value of Starbucks, and we are continually inspired by the diversity and inclusion of our people."

-Scott Pitasky, Executive Vice President and Chief Partner Resources Officer, Starbucks

2. As one of the top contractors to the US government, Northrop Grumman not only supports the needs of the military, but also supports many of the millions of Americans with disabilities in the workforce who want meaningful employment. Beyond inclusive hiring for its own workforce, Northrop Grumman has a Global Supplier Diversity Program, which works to foster beneficial business relationships between the company and minority-owned businesses, including many businesses owned by persons with disabilities. 

In addition to these programs, Nothrop Grumman is also particularly committed to disabled service members. Northrop Grumman created the award-winning Operation IMPACT program in 2005, a wounded warrior program designed to support the most severely injured service members or their primary caregiver. They provide career readiness and placement assistance as well as post-transition support to all eligible candidates. In 2009, Northrop Grumman established the Operation IMPACT Network of Champions, a group of more than 110 companies and partners that share job candidates, best practices, and create wider opportunities for veterans with disabilities. 

Here's what they had to say:

"Northrop Grumman is committed to creating a work environment that values diversity and inclusion because it creates innovation, improves productivity and boosts profitability. People with disabilities are an important component of a diverse pool of talent and we are determined to draw from this valuable resource. We actively seek to hire disabled employees because of the tremendous value they bring to the workplace. In our continuing efforts to attract and retain employees with disabilities, we recently added new online accommodation tools for requests and case tracking; increased accessibility of our Internet website, including the Careers section; expanded accessibility at our locations; and we have adopted a more focused approach for posting job requisitions with disability-related job boards."

-Kymberlee Dwinell, Director, Global Diversity & Inclusion, Northrop Grumman Corporation

3. AT&T is not only one of the top telecommunications corporations in the world, but is also a model for programs that support the disabled workforce. They are particularly successful in their implementation of diversity programs, so that not only are they weaving accessibility and inclusion into the fabric of their business, but they also produce special opportunities for the disadvantaged disabled workforce to get ahead.

Here's what they had to say:

"AT&T is company where everyone's differences are authentically embraced, valued and vital to our business inside and out. People with disabilities are no exception. I've seen this personally, because it's part of my charge. Whether it is by ensuring an accessible environment so employees can win at work or offering the accessibility products and services to our customers, accessibility is our commitment to connect people to the world around them. In addition to our Corporate Accessibility Technology Office (CATO), our longstanding relationship with Career Opportunities for Students with Disabilities helps us find and hire college graduates with disabilities. Finally, our Employee Resource Group IDEAL (Individuals with Disabilities Enabling Advocacy Link) is 4,300 members strong and plays a big role in ensuring we continue to stay ahead of the issues that this community faces."

-Cynthia Marshall, SVP Human Resources and Chief Diversity Officer, AT&T

4. Ernst & Young, a global leader in professional services, is proud of their mission to "[embrace] all abilities." Built by a founder with a disability, Arthur Young, their commitment to disability inclusion ranges from signing on to the Business Taskforce On Accessibilities (BTAT) Charter to programs such as EY AccessAbilities and the Abilities Champion Network, which respectively give EY employees the resources they need to develop their skills and advocate for accessible policies and disability awareness in the workplace.

Here's what they had to say:

"Ernst & Young seeks the best talent- period. To find the specialized skills we need, we have to tap the broadest available talent pools, including people with a wide range of physical, cognitive and mental health abilities. We know that diverse teams produce better solutions, so there's a clear performance advantage to bringing together people with all kinds of differences - in gender, ethnicity, orientation, age, background, and abilities. Employees with disabilities have higher retention rates, so for many businesses, there can be a real cost savings through reduced turnover. Studies show that consumers prefer doing business with companies that employ people with disabilities, so there's brand value. Research has also found organizations employing people with disabilities have higher morale and employee engagement, which we know drives profitability. Finally, people with disabilities often have well-honed problem solving skills and a degree of adaptability that are especially valuable in today's fast changing business environment. At Ernst & Young, we learned this early in our history, as our co-founder, Arthur Young, was deaf and had low vision. Unable to successfully practice as a courtroom lawyer because of his disabilities, he turned to the emerging field of accounting, where he became an innovator and entrepreneur."

-Lori B. Golden, Abilities Strategy Leader, Ernst & Young, LLP

To summarize, these companies are not only extremely successful leaders in their fields but are also powerful models of disability inclusion that make compelling arguments for greater disability workforce inclusion. They not only reject the outdated ideas that disabled workers are liabilities to business, but actively promote the perspective that workers of all abilities bring different strengths to the companies' missions. There are clear capitalist benefits to inclusive hiring. As stated by Shawna Berger, Director of Marketing and Communications at the US Business Leadership Network:

"Businesses that embrace disability inclusion have found there is a positive correlation between their profitability, employee morale and engagement. These businesses report lower turnover, better safety records, innovation and higher productivity among their employees with disabilities. For customer-facing companies, there is the side benefit of customer loyalty from America's largest minority group, numbering 56.7 million Americans."

Follow Sarah Blahovec on Twitter: www.twitter.com/Sblahov

Annual DISability Statistics Compendium

Annual Compendium of Disability Statistics

The latest release of the Annual Disability Statistics Compendium and Disability Annual Report are now available for download and online use! 

On February 4, 2016 we rolled out the latest data in Washington, DC with a great list of guest presenters. View the event here

Disability Statistics Show Little Improvement in Many Measures for People with Disabilities
The Annual Disability Statistics compendium is an excellent resource for tracking how people with disabilities are doing compared to people without disabilities on a variety of measures and how the programs and services for people with disabilities we have in place are helping to improve those outcomes.

LEAD Center  News

Section 188 of the Workforce Innovation and Opportunity Act: Summary Review of the DOL Notice of Proposed Rulemaking, from a Disability Perspective 

On January 26, 2016, the U.S. Department of Labor (DOL) published a Notice of Proposed Rulemaking (NPRM) in the Federal Register implementing the nondiscrimination and equal opportunity provisions of Section 188 of the Workforce Innovation and Opportunity Act (WIOA). Signed by President Obama on July 22, 2014, WIOA supersedes the Workforce Investment Act of 1998 (WIA) as the Department’s primary mechanism for providing financial assistance for a comprehensive system of job training and placement services for adults and eligible youth. Section 188 of WIOA prohibits discrimination under Title I because of race, color, religion, sex, national origin, age, disability, political affiliation or belief.

Most of the provisions of WIOA, including Section 188, took effect on July 1, 2015. WIOA contains the identical provisions of Section 188 as appeared in WIA. To ensure no regulatory gap while this proposed rulemaking progresses toward a final rule, the Department issued an “interim” final rule implementing Section 188 of WIOA [29 CFR part 38], which applies until issuance of the final rule based on this NPRM. The final rule issued separately in July 2015 retains the provisions in 29 CFR part 37 (WIA), but substitutes all references to WIA with references to WIOA to reflect the proper statutory authority.

The purpose of this policy brief is to provide a summary of the NPRM implementing the nondiscrimination and equal opportunity provisions of Section 188 of the Workforce Innovation and Opportunity Act (WIOA) from a disability perspective.

Download Section 188 of the Workforce Innovation and Opportunity Act: Summary Review of the DOL Notice of Proposed Rulemaking, from a Disability Perspective 

       Maryland PROMISE

The Maryland PROMISE initiative recently announced they reached their recruitment goal of 2,000 enrolled youth in Maryland.  Youth enrolled in Maryland PROMISE are participating in a federal study aimed at improving long term employment outcomes for young people who are currently at risk for continued dependence on public benefit programs. Approximately half of the enrolled youth receive enhanced services as part of the research study intervention group.  Maryland PROMISE is the first of the six grantees to achieve their recruitment goal. 

The PROMISE initiative is intended to demonstrate that early employment exposure, among other interventions, can improve later employability and outcomes for youth on Supplemental Security Income (SSI) post high school.  These outcomes include graduating from high school ready for college and a career; completing post-secondary education and job training; and obtaining competitive employment. Support provided by dedicated Family Employment Specialists and Community Case Managers are two of the services received by youth and their families assigned to the intervention group.  Through paid work-based experiences at local businesses, the youth are also given the opportunity to learn to be successful and contributing employees. To date, 318 youth representing every region in Maryland participated in summer employment experiences.  Maryland PROMISE is looking for additional employers across the state in order to expand these offerings in the summer of 2016.

Both the families and youth also receive benefits counseling and financial education as part of the breadth of services provided.  Currently, 652 family plans have been completed and 93 family members have directly received support services from PROMISE staff.  As a result of this holistic approach, the youth experience an environment conducive to success and a greater potential to gain skills necessary for competitive employment.

Pamela Corkran employed two PROMISE participants at her consignment shop, Too Good To Be Thru, in Baltimore last summer and noted she learned as much as the youth.  Ms. Corkran indicated that while her teenage employees required guidance, they caught on quickly, were eager to learn, and brought a great deal of creativity to their positions at the store.  She is hopeful the skills learned last summer will benefit them as they join the adult workforce.

"The Maryland PROMISE team had a vision for the initiative which relied on the Recruiters, Case Managers, and Family Employment Specialists having first-hand knowledge of the areas they serve--including the youth who live there and the businesses who are successful in those regions." says Maryland Department of Disabilities Secretary Carol Beatty.  "It is an immense credit to this team that they were able to achieve such lofty goals given them by the research project while still providing personal and attentive supports to the participants.  We look forward to the outcomes of the study and the bright futures of the youth who utilize these services."

Maryland PROMISE is currently recruiting employers willing to provide summer workplace learning experiences to enrolled youth.  The youth receive ongoing support from their Family Employment Specialists so they enter the experience ready to learn.  If you are an employer interested in participating in the Maryland PROMISE initiative, please contact the Maryland Department of Disabilities at 410.767.3660 or info.mdod@maryland.gov.  More information on Maryland PROMISE can be found at www.mdpromise.org.

Maryland PROMISE is a joint initiative between the Maryland Department of Disabilities, the Maryland State Department of Education's Division of Early Education and Special Education, the Division of Rehabilitation Services, the Department of Human Resources, the Department of Licensing and Labor Regulation, the Department of Juvenile Services, the Department of Health and Mental Hygiene, Way Station, Inc., and TransCen, Inc.

 The project is funded by the US Department of Education CFDA 84.418



We are happy to publish newsworthy articles that address the business perspective of disability issues.

Share your news via email kmccary@dcmetrobln.org for the

April 2016 Newsletter no later than March 25, 2016

Upcoming Events in the DC Metro Area & Beyond

 Accessibility Showcase  

By Freedom Scientific and American Foundation for the Blind


Wednesday, March 2, 2016 

Crystal City Gateway Marriott

You are invited to the Accessibility Showcase hosted by Freedom Scientific and American Foundation for the Blind.  Learn about new solutions in accessibility to support the enterprise.  Hear from leaders in accessibility from Freedom Scientific, American Foundation for the Blind, IBM, Microsoft and others.  Registration is free and is required.  Register by following this link.  

Agenda 

  • Registration/Networking: 9:30 – 10:00 am
  • Training Solutions to Minimize Your Organizations Risk: 10:00 – 10:40 am
  • Accessibility Assurance Program from AFB: 10:45 – 11:25 am
  • Mobile Accessibility Checker from IBM: 11:30 – 12:00 pm
  • Lunch: 12:00 – 1:00 pm
  • What's New in JAWS 17?: 1:00 – 1:40 pm
  • Google Docs and JAWS: 1:45 – 2:25 pm
  • Creating Accessible Documents with Microsoft Word: 2:30 – 3:10 pm

Note: Lunch will be provided for free to all participants.  

Register Here 

Matt Ater

Vice President, Services

Freedom Scientific

Mobile: 703-944-7317

mater@freedomscientific.com

 

 Career Development Webinar 


March 10- The Journey of a Job Seeker with a Disability: Part 3

Webinars

In the final part of our 3 part series, we identify the most inclusive companies today and what measures they are taking to actively build a diverse workforce and inclusive workplace. Also, find out how GettingHired partners with employers actively seeking to hire more individuals with disabilities, and how we connect them to job seekers with disabilities.


 AAPD Leadership Awards Gala

March 23, 2016


The AAPD Leadership Awards Gala provides a unique opportunity for our partners, supporters, and colleagues to show their support of Americans with all types of disabilities while bringing together the national cross-disability community with business and government leadership for one night each year. The 2016 Leadership Awards Gala will be held on March 23, 2016 at the Walter E. Washington Convention Center in Washington, DC.

Announcing the 2016 AAPD Paul G. Hearne Leadership Award Recipients

These awards recognize two outstanding emerging leaders with disabilities who exemplify leadership, advocacy, and dedication to the broader cross-disability community. Each recipient receives a monetary award in recognition of their contributions as well as to support a new or existing initiative to further the political and economic power of people with disabilities. The award recipients will be honored at AAPD's Leadership Awards Gala in March. 

 To learn more and get tickets, go to: http://power.aapd.com/site/Calendar?id=100381&view=Detail. 

                    " Disclosing Your Disability" Webinar                                

March 24, 2016  12:00PM

How do you decide whether or not to disclose your disability to others?  Being able to confidently talk about your disability and what support or accommodations you need in in different settings, is crucial to achieve your best in any field. In this 45 minute webinar, the National Collaborative on Workforce and Disability for Youth (NCWD/Youth) will discuss the what you need to consider when deciding whether or not to disclose your disability. Get your questions answered on:

  • How should you disclose to others?
  • When is it right to disclose when applying for a job?  (in the application/ interview/ post job offer?)
  • How much detail should you give about your disability?
  • What are employers allowed to ask you?
  • Will disclosing to an employer put you at a disadvantage to the other applicants?
  • What accommodations can you ask for?

Register Now

                    PEAT Webinar: e-Recruiter Tools           

April 21, 2016  2:00PM



Please join our PEAT Talk on Thursday, April 21 at 2pm ET. We are pleased to welcome Denis Boudreau, senior web accessibility consultant for Simply Accessible.Denis will be talking about why accessible eRecruiting tools make sense and the simple steps that web developers and designers can take to ensure that job seekers with disabilities are not excluded from employment opportunities.
Register

PEAT Talks is a monthly virtual speaker series to showcase organizations and individuals whose work is advancing accessible technology in the workplace. Held the third Thursday of every month at 2pm ET, these events are designed to be energetic and interactive discussions highlighting a spectrum of exciting work. Featured speakers will deliver a 10- to 15- minute talk and then field questions from attendees. To see upcoming events in this series, please visit our calendar.

            Mid-Atlantic ADA Center           

ADA IN Focus Webinar Series


Accommodating Employees with Allergies: 

Situations and Solutions

Wednesday, March 2, 2016

2:00 - 3:30 PM ET

Teresa Goddard, Lead Consultant with the Job Accommodation Network, will share case study examples exploring a range of workplace accommodation options for individuals with allergies.  Through case study discussion, participants will explore workplace accommodation examples and strategies for service providers to optimize involvement in the ADA interactive process. Participants will also examine accommodation approaches such as strategies for reducing the risk of exposure to allergens and development of action plans in case of reaction at work.

There is no charge for this session

This session requires pre-registration.  

    For more information and to register visit: 

    Accommodating Employees with Allergies: Situations and Solutions

    Wednesday, April 6, 2016

    Building a Digital Accessibility Program Registration Open!
    Presented by Beth Crutchfield, VP of Policy & Program Services, SSB BART Group

    Wednesday, April 20, 2016

    The Digital Accessibility Maturity Model: Enabling Accessibility Operations Registration Open!
    Presented by Bill Curtis-Davidson, Senior Director of Policy & Program Services, SSB BART Group

    Wednesday, May 4, 2016

    Frequently Asked Questions about the ADA and Alternate Modes of Transportation Registration Open!
    Presented by Julie Dupree, Training and Technical Assistance Specialist, Ken Thompson, ADA Technical Assistance Coordinator, and Donna Smith, Senior Director, Easter Seals Project Action


    SAVE THE DATE!

    ADA In Focus Virginia

    Tuesday, May 10, 2016

    Hilton Richmond Hotel & Spa - Short Pump

    12042 West Broad Street Richmond, VA 23233

    A one-day conference on the Americans with Disabilities Act (ADA) presented by the Mid-Atlantic ADA Center. Morning plenary panel session featuring speakers from Federal Agencies:

    U.S. Department of Justice
    U.S. Access Board
    Equal Employment Opportunity Commission
    U.S. Department of Transportation - Federal Transit Administration

    Afternoon breakout session topics including:

    Employment - Title I
    Access and Design
    State and Local Government - Tille II
    Transportation

    Pre-Conference Session: ADA Overview on Monday afternoon, May 9: No Additional Cost

    Registration will be available in early March.

    To receive notice of registration availability, send a message to: ADATraining@transcen.org.

    Mid-Atlantic ADA Update  

    23rd Annual Mid-Atlantic ADA Update

    Wednesday, September 14 and Thursday, September 15, 2016

    New Location This Year:

    Hilton Baltimore

    401 West Pratt Street, Baltimore, Maryland 21201

    The Mid-Atlantic ADA Update is the region's leading conference on the  Americans with Disabilities Act (ADA).  This year's conference features:

    Federal Agency Panel with representatives from:
    • U.S. Equal Employment Opportunity Commission  
    • U.S. Department of Justice
    • United States Access Board    
    • Federal Transit Administration   
    20 Breakout Sessions on a variety of topics
      Keynote Speaker on September 14
      Chris Kuczynski, Assistant Legal Counsel, ADA/GINA Policy Division, U.S. Equal Employment Opportunity Commission
        Pre-Conference Session "ADA Overview" - Tuesday, September 13- No additional charge!

          To receive notice of registration availability, emailADATraining@transcen.org.




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          National ILG Conference  


          Save the Date! August 2-5, 2016

           "First in Flight: Soaring to New Heights in Compliance"

          Announcing two of our exciting Keynote Speakers: Randy Lewis, Founder of the NOGWOG Disability Initiative and retired Walgreens Senior Vice President of Supply Chain & Logistics and Susan Taylor, Founder & CEO, National CARES Mentoring Movement & Editor Emerita of Essence Magazine.

              Randy Lewis 

          Randy Lewis is the Founder of NOGWOG Disability read more
                  susan taylor 

          Susan Taylor is the Founder & CEO of National CARES Mentoring Movement read more


          Register today to confirm your attendance  at one of the most prestigious events for EEO/AA professionals! 
           

          National Industry Liaison Group is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM.

          This program will be submitted to the HR Certification Institute for review. Application for CLE of this program is currently pending.

          USBLN 19th Annual National Conference 

          September 19-22, 2016 



          If you attended the 2015 Conference in Austin, you know how amazing this conference is! For those of you who tried to register late, you know the conference sold out TWO weeks in advance. Mark your calendar now. Once registration is open, we will send out an announcement so you won't miss the 2016 conference!



          About Us

          The DC Metro Business Leadership Network is an employer led non-profit that uses a business-to business model offering education, training programs and resources to change attitudes and address concerns of businesses so that they learn how to proactively include people with disabilities in the workforce, marketplace and supplier diversity.

          Myra Wilder, Chair

          Marriott International

          Andrea Hall, Vice Chair

          CSC

          Mirelle King, Secretary

          Lockheed Martin

          Ellen de Bremond, Treasurer

          The Choice, Inc.

          Directors

          • Michelle Crabtree, Hyatt 
          • Donnielle DeMesme, Golden Key Group
          • Dan Ellerman, Northrop Grumman
          • Denyse Gordon, CACI
          • Anna Irani, EY
          • Patricia Jackson, Booz Allen Hamilton
          • Eduardo Meza-Etienne, eSSENTIAL Accessibility
          • Jacqui Winters, Deloitte & Touche

          Advisory Board

          • Tara Dunlap, General Dynamics
          • Ron Drach, Drach Consulting, LLC (Chair, Wounded Warrior Committee)
          • Charlesiah McLean, Leidos
          • Dan Sullivan, KPMG
          • Jenn Sharp, KPMG
          • Sue Werber, C5 Consulting, LLC (Chair, Youth Committee)
          • Ann Rader, Former NCD
          • Kia Silver Hodge, Lockheed Martin
          • Dinah Cohen, Dinah Cohen Consulting, LLC (CAP Director, retired)
          • Rich Luecking, TransCen (retired)

          CEO, Executive Director: The Honorable Katherine O. McCary, C5 Consulting, LLC



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          Contact email: {Organization_Contact_Email}
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