JUNE 2024 Disability Business Newsletter | |
During National Disability Employment Awareness Month, or NDEAM, we celebrate the value and talent workers with disabilities add to America’s workplaces and economy. NDEAM takes place annually each October, but its purpose is to confirm our commitment to ensuring disabled workers have access to good jobs, every month of every year. That’s the spirit behind this year’s official theme: “Access to Good Jobs for All.”
Read the NDEAM news release.
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News from the Board
Disability:IN DC Metro Welcomes
Jenn Gauvreau
Vice President of Diversity, Equity, and Inclusion, CGI US Federal to our Advisory Board
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Jenn Gauvreau
Vice President of Diversity, Equity, and Inclusion
CGI US Federal
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CGI's Statement on Diversity, Equity and Inclusion
Starting with a workplace where every voice is heard and respected, today we are responding to the call for diversity, inclusion and equity in the organizations and communities we serve
CGI’s commitment starts with strong corporate values and a workplace culture built on the foundations of respect and belonging. From employee resource groups and leadership goals, to community engagement and education, CGI is leading the IT industry as an organization where people from diverse backgrounds and perspectives can realize their full potential.
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During the month of June, we recognize several awareness events, including Juneteenth, Pride Month, PTSD Awareness Month, and Men's Health Month. | |
June marks the observance of PTSD (Post-Traumatic Stress Disorder) Awareness Month, a crucial time to raise awareness about this debilitating mental health condition. PTSD can affect anyone, regardless of age, gender, or background. The following aims to provide a comprehensive understanding of PTSD, highlight the different aspects of health that should be emphasized during this month, explore symptoms and care, discuss demographics most affected by PTSD, and conclude with MCR Health’s dedication to the observance of this month and overall mental health care. | |
Pride Month is in June every year. In 2024, it begins on Saturday, June 1 and ends on Sunday, June 30. It's celebrated to honor the 1969 Stonewall Uprising in Manhattan, New York City, which was a turning point for the Gay Liberation Movement in the United States. The Stonewall riots were a protest against police harassment and persecution of LGBT Americans. The first Pride march in New York City was held on June 28, 1970, the one-year anniversary of the Stonewall Uprising. Pride celebrations – including parades, festivals, parties and picnics – are held throughout the month across America. New York hosts the country's largest pride parades each year. | |
Disability:IN DC Metro JULY Event
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Ann Deschamps
Director of the Mid-Atlantic ADA Center
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Robin Jones
Director of the Great Lakes ADA Center
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Demystifying Disability Inclusion:
Celebrating the 34th Anniversary of the ADA
July 24, 2024
12:00 - 1:30 PM ET
REGISTER NOW
Disability:IN DC Metro members contact us for the Promo Code
July 26, 2024, marks the 34th anniversary of the Americans with Disabilities Act (ADA).
Since its enactment, the civil rights law has shaped the development of and conversations around disability rights. Join Disability:IN DC Metro, in collaboration with its affiliate partners Disability:IN Chicagoland; Disability:IN Minnesota; Disability:IN Wisconsin; and the Center for Disability Inclusion, for a celebration of the anniversary of the Americans with Disabilities Act. Ann Deschamps, Director of the Mid-Atlantic ADA Center, and Robin Jones, Director of the Great Lakes ADA Center, will lead a virtual conversation on the evolution of disability inclusion. Learn about the ADA’s impact on building inclusion within a culture that historically has never been inclusive. Discuss the changes in society’s perceptions of disability and its connection to other facets of identity. Understand common stumbling blocks to workplace inclusion. Bring your questions about disability inclusion to this interactive and engaging 90-minute conversation to celebrate the 34th Anniversary of the ADA.
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FALL Disability:IN DC Metro Virtual Events | |
- Authentic Leadership for Innovation in Accessibility Featuring Frances West, former IBM Chief Accessibility Officer
- Fall Disability ERG Leaders Forum
- Annual Accessibility Forum- Exploring AI
- Procurement and Disability Supplier Diversity
- Supporting Military Spouses and Caregivers
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Upcoming Events in the Capital Area Region
and Beyond
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nTIDE Lunch & Learn Season 9 - Episode 6
Friday, June 7, 2024 | 12:00 p.m. - 1:00 p.m. (ET) | Register Now |
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Guest speaker Ankita Patnaik, PhD, senior director of Research and Evaluation at Mathematica, highlighted several innovative programs and practices that have shown promise in supporting youth with autism in their employment search.
Welcome to the National Trends in Disability Employment (or nTIDE) Lunch & Learn series. On the first Friday of every month, corresponding with the Bureau of Labor Statistics jobs report, we will be offering a live broadcast via Zoom Webinar to share the results of the latest nTIDE findings. In addition, we will provide news and updates from the field of Disability Employment, as well as host an invited panelist who will discuss current disability related findings and events.
- 12:00 pm: Introduction & Welcome
- Andrew Houtenville, University of New Hampshire
- 12:10 pm: Overview of National Trends in Disability Employment (nTIDE) Jobs Report
- Release John O’Neill, Kessler Foundation
- The Numbers Andrew Houtenville, University of New Hampshire
- 12:15 pm: Announcements from the field of Disability Employment
- Denise Rozell, Director of Policy Innovation, AUCD
- 12:30 pm: Guest Presenters
- 12:45 pm: Open Question & Answer period for attendees
Note. All webinars will be recorded and closed captioned and will be added to our website archives along with full transcripts following the live broadcast.
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The Intersection of Identity: Connections Between LGBTQ+ Identities, Disability, and Mental Health
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Thursday, June 13, 2024
1:00 – 2:00 PM (ET)
Register
In honor of Pride Month, Disability:IN Minnesota will partner with Land O’ Lakes, Inc. to host its June Member Meeting to discuss the connections between LGBTQ+ identities, disability, and mental health. This is a hybrid event, online and in-person at Land O’ Lakes Conference Center, 1150 County Road F West, Arden Hills, MN 55112.
LGBTQ+ Communities and Mental Health
Join a panel discussion presented by Land O’Lakes colleagues who live at the intersection of LGBTQ+ identity, mental health, and disability. This will be a valuable opportunity to gain insight and foster understanding of these intersecting identities. By participating, we can collectively learn and support one another within our community.
Accessibility: Live captioning will be provided for this event. If you need accommodations to participate, please register at least 5 days prior to the event. If you plan to attend the event in person, wearing a high-quality mask is encouraged to keep participants safe from COVID-19. Contact info@DI-MN.org with questions.
Register today and share with your networks!
Registration Fees
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ADA Legal Update Luncheon
Accommodating Invisible Disabilities in the Workplace
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Virginia Ability invites you to attend our annual in-person ADA Legal Update Luncheon:
Accommodating Invisible Disabilities in the Workplace
June 13
11:00 am to 1:00 pm
RESERVE YOUR SPOT
Don’t miss out on this business educational program hosted by Performance Food Group (PFG) with guest speaker Steve Brown, Isler Dare, who will discuss why organizations should be prepared to accommodate the invisible (non-apparent) disabilities of their employees.
This FREE in-person program will take place at the PFG Corporate Office located at 12500 West Creek Parkway. HR professionals can earn 1.0 hour of SHRM continuing education credits for their attendance. Lunch will be provided.
After attending this workshop, participants will be able to:
- Better understand HR and legal challenges around invisible disabilities, including what qualifies.
- Devise strategies to promote self-disclosure benefitting both the organization and the employee.
- Implement best practices to accommodate invisible disabilities in the workplace.
Event Schedule:
- Register and Networking: 11:00 am
- Luncheon: 11:30 am - 12:00 pm
- Session: 12:00 pm - 1:00 pm
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DC Premiere of THE RIDE AHEAD: Film Screening and Panel
New film festival in Washington, DC dedicated to promoting documentary as a leading art form.
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Saturday, June 15, 2024
3:15 PM
Landmark E-Street Cinema
The Ride Ahead comes from the Emmy Award winning team of My Disability Roadmap and Crip Camp's Jim LeBrecht and Sara Bolder. The film follows Samuel Habib as he navigates the path to adulthood with a disability, reaching out to disability activists like Judy Heumann, Lydia X.Z. Brown, Maysoon Zayid, Ali Stroker, Keith Jones, Bob Williams, and Andrew Peterson for wisdom. The Ride Ahead is made by a majority disabled team and aims to transform awareness, promote understanding of ableism, and produce lasting and meaningful cultural change for young adults with disabilities. Watch our trailer!
Tickets available now
Saturday, June 15 at 3:15 PM at Landmark E-Street Cinema
(wheelchair accessible)
The film will be shown with open captions and an audio description option. Post-film panel will feature co-directors Samuel Habib and Dan Habib, as well as film participant Bob Williams and advisory board members Elijah Armstrong and Anna Landre. The discussion will include ASL interpretation.
Contact sam@dcdoxfest.com for bulk discount tickets and additional accessibility questions.
Samuel Habib’s goals are pretty typical for a 21-year-old. Moving out of his family’s New Hampshire home. College. Establishing his career. Dating. Sex. Yet every rite of passage is fraught with challenges. Unexpected seizures and uncontrollable movements caused by his rare genetic disorder. Friends' homes that are inaccessible to his wheelchair. His labored speech and use of a communication device are barriers to a social life. He craves more independence and a family of his own one day.
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Driving Neuro-Inclusion: Learn from Rolls Royce and Coca Cola
June 18, 2024
8 AM
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Natasha Whitehurst
Rolls Royce
Natasha brings diverse HR experience spanning multiple industries, specializing in Diversity, Inclusion & Belonging over the past 5 years.
She leverages her personal journey with Endometriosis, ADHD, and Mental Health to guide leaders in fostering inclusive behaviors.
Currently, Natasha drives inclusion initiatives at Rolls-Royce, while co-hosting the podcast 'D&I Spy: Inclusion Uncovered' and earning recognition on the Global Diversity List 2020.
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Mo Koheeallee
Coca-Cola
Growing up in a wheelchair, Mo faced challenges head-on, ultimately thriving at Coca-Cola Europacific Partners (CCEP).
Starting as a Grocery Merchandiser, Mo defied expectations, achieving top availability and revenue growth.
Transitioning to an apprentice QESH Co-ordinator in 2022, Mo now proudly serves as a qualified health & safety officer, championing accessibility and diversity at CCEP GB.
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Reasons you won't want to miss this insightful session
- Join 18,101 trailblazing HR & DEI Leaders who have benefited from our webinars!
- Learn practical strategies from Rolls Royce and Coca-Cola for implementing neuro-inclusive practices.
- Discover the tangible benefits of workplace neurodiversity, boosting innovation, productivity, and employee satisfaction.
- Learn actionable steps to nurture and grow an inclusive culture where all employees can thrive, regardless of neurodiversity.
- SHRM PDC Approved! SHRM members qualify for PDC.
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Upcoming Events in July and 2024
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You're invited to join us for RespectAbility's third annual Disability Impact Awards ceremony, happening in the heart of our Nation's capital on
July 11th, 2024
This special event commemorates the remarkable advocacy achievements of leaders who've made significant strides in fighting stigmas and advancing opportunities for people with disabilities and will also include powerful remarks from our President and CEO, Ariel Simms.
This event will bring together disabled professionals and allies across various industries, including government, media, technology, financial services, and will feature opportunities to network among, recognize, and celebrate the outstanding achievements of leaders who've made significant strides in fighting stigmas and advancing opportunities for people with disabilities. This is an amazing opportunity to connect with and gain valuable insights into the work of some of the most knowledgeable disability advocates in the field.
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National hybrid conference in Kansas City + Virtual
September 26-27
Led by the Center for Disability Inclusion (CDI) in collaboration with the
KC Chamber, D&I Consortium, and the National Association of Asian-American Professionals (NAAAP-KC), 2023 Summit attendees spanned DEIAB/ HR/ Talent practitioners and business leaders from 142 companies, 24 states and 2 countries
Are you ready for bold learning, brave conversations, authentic connections and audacious dialogues
that foster a more inclusive work culture?
Why Attend
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MEET inclusion experts and influencers in-person
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Receive new TOOLS and bounce IDEAS off your peers
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LEARN from subject matter experts
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Feel the ENERGY of like-minded people and REGAIN your focus
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GAIN info on leading topics you can apply immediately at work
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NETWORK with peers and get to know others in your field
- HAVE FUN!
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NOD Welcomes Beth Sirull as CEO
NOD is excited to announce, effective today, that Beth Sirull has been appointed as the new Chief Executive Officer, succeeding our longtime leader, Carol Glazer. Sirull brings extensive experience from leading nonprofits such as the Jewish Community Foundation San Diego and Pacific Community Ventures, where she significantly expanded philanthropic impact.
Luke Visconti, NOD Chairman, commended Sirull's strategic skills and empathy, essential for leading a disability organization. Sirull aims to address employment barriers for people with disabilities, focusing on initiatives with businesses, educational institutions, strategic partners, and policymakers.
Carol Glazer transitions to President Emeritus, offering consulting expertise until December 2024. Governor Tom Ridge celebrated Glazer's legacy and welcomed Sirull’s leadership heralding NOD’s continued, critical role in advancing disability inclusion.
Read the full Press Release >
Hear from Beth
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A Bright Thread
Victoria shares of her story of living on the Autism Spectrum and finding place to thrive at Northrop Grumman
By Victoria O’Rear
When I was a kid, I hated recess with a passion.
It meant that I had to interact with other kids, and I would risk getting bullied and teased. Instead, I went to the library and shelved books.
My parents noticed that I was struggling socially, and, when I was nine, they did formal testing. I was diagnosed as being on the Autism Spectrum as well as having generalized anxiety disorder. The Autism spectrum is such a wide spectrum, from non-verbal to very high functioning like me. Every case is unique and being on the spectrum can impact a person’s social skills, communication, relationships and self-regulation.
I always get very nervous disclosing a disability to a new employer. It’s a double-edged sword: if you disclose, and it can feel like people think you’re weird or you get a label attached to you. If you don’t disclose, it can feel like people think you’re weird anyway. Once, when I disclosed my disability to a previous manager, he asked, “What are you doing to fix it?”
I tell people I feel like I hit the jackpot when I joined Northrop Grumman in July 2022. My husband is a Northrop Grumman engineer, and, seeing how happy he is at work, I thought, “I want in on that.”
My manager happens to be the co-chair of The VOICE, an employee resource group for persons with disabilities and employees who are caregivers. When I disclosed my disability to my manager, he wasn’t fazed by it; he just asked what he could do to help.
Neurodiverse candidates are a diverse talent pool who often get ignored. But companies that aren’t hiring people with disabilities are missing out on a wide variety of perspectives, perspectives you may not get from a neurotypical person.
In the time I’ve been with the company, I’ve seen how inclusive Northrop Grumman is, particularly when it comes to hiring people with disabilities. In fact, at a recent Disability:IN conference, Northrop Grumman extended the highest number of job offers of any company in attendance. I’ve shared my neurodiversity experience at work, helping to lead the expansion of Northrop Grumman’s neurodiversity internship program. This year, I was nominated for and accepted into the Disability: IN Early Career Talent Accelerator program, a first-of-its-kind program to empower professionals with disabilities. I’m the first employee from my company to be accepted into the 12-week program’s inaugural cohort.
One of my favorite quotes comes from psychologist and Autism educator Dr. Tony Attwood, who said he sees people with Autism as “a bright thread in the rich tapestry of life.” People on the spectrum have so many gifts, and I’d encourage everyone to celebrate those bright threads.
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Do you know someone who has dedicated their life to empowering people who are blind or have low vision to thrive in the classroom, the workplace, or their daily lives? These individuals deserve recognition, and that's where your valuable recommendations come in. We need your nominations to acknowledge their outstanding contributions!
The Migel Medal Award is the highest honor in the blindness field, given annually by the American Foundation for the Blind (AFB) to exceptionally deserving recipients whose dedication and achievements have significantly improved the lives of people who are blind or have low vision.
The Migel Medal Awards Committee, a group of esteemed professionals in the field of blindness, selects two honorees each year. Nominees should be those whose work affects services on a national level. The first Migel Medal is bestowed to a professional in the field of blindness whose contributions have significantly improved the lives of people who are blind or have low vision. Prospective candidates include individuals with training and expertise in education, orientation and mobility, vision rehabilitation therapy, technology, personnel preparation, health, administration, or a related field.
The second Migel Medal is reserved for an individual who works outside the traditional field of blindness but whose career accomplishments or innovations significantly improve the lives of people who are blind or have low vision. This could include, but is not limited to, technology manufacturers, Congressional leaders, disability rights advocates, and others.
To nominate someone for the Migel Medal, please e-mail your nomination to afblc@afb.org with "Migel Medal Nomination" in the subject line. Nominators should send a one-page description of the nominee and their accomplishments, along with two letters of recommendation from those familiar with their work. The deadline to submit nominations is June 21, 2024. The awards will be presented at AFB’s 2024 Leadership Conference.
Please take a moment to reflect and nominate a deserving friend or colleague. We look forward to receiving your nominations!
Please note – this survey discusses various resources that you may or may not know about. At the end of the survey, you will see a link to a resource page that will provide more information on all of the resources mentioned.
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Research In Focus: A Weekly Digest of New Research from the NIDILRR Community
It May Matter to People with Disabilities
"What DEI Statements in Job Announcements Say and Where They are Placed"
Download this article as a PDF.
A study funded by the National Institute on Disability, Independent Living, and Rehabilitation Research (NIDILRR).
Studies have shown that having a job can significantly improve the lives of people with disabilities, and yet people with disabilities have lower rates of employment than the general population. They may face barriers in searching and applying for jobs and may have concerns about disclosing their disability during the hiring process. While many companies aim to increase diversity, equity, and inclusion (DEI) in their workplace and may implement DEI hiring practices such as using inclusive language in their job advertisements, there is not much information on how effective this language may be in encouraging candidates with disabilities to apply and disclose their accommodation needs.
In a recent NIDILRR-funded study, researchers examined the effect of DEI statements in job advertisements on people with disabilities’ perception of a company, their intent to apply for a job, and their willingness to disclose their need for accommodations. Specifically, researchers looked at how the location and language (formal or informal) of DEI statements impacted the impression of a company’s trustworthiness and commitment to DEI practices. In addition, researchers explored whether inviting applicants to disclose their disability and accommodation needs during the application process would impact perceptions or willingness to disclose.
Researchers at the Disability Employer Practices Rehabilitation Research and Training Center (RRTC)(link is external) collected data from 812 participants who were 18 years or older and lived with long-term health conditions or disabilities. The researchers showed the participants different versions of a fake job advertisement for a customer service associate position that varied in three areas: where the DEI statement appeared, whether it used legal or heartfelt language, and whether it included an option for applicants to select if they would like to disclose their disability and discuss any accommodations before the interview. Participants then answered whether they would consider applying, believed others (including people with disabilities) would apply, and whether they would be willing to disclose their disability and request accommodations. They rated how positively they felt about the company, whether they perceived the company to be supportive, trustworthy, and reliable, and how valued they would feel if they worked there. Finally, participants answered an open-ended question on whether they believed the DEI statement would predict their experience as an employee of that company.
Results showed that the location and language of the DEI statements had an impact on how the company was perceived:
- DEI language placed at the top of the job advertisement was associated with a greater willingness to disclose, trust in the company, and a positive impression that the DEI statement predicted work life at the company.
- DEI language that was heartfelt and less formal was more positively received than formal legal language. Participants had a greater intent to apply, were more willing to disclose their disability, and were more likely to perceive the company as supportive and trustworthy if they used heartfelt DEI language.
- Whether or not advertisements included an invitation to disclose disability or accommodation needs did not have an impact on participants’ perceptions, intent to apply, or willingness to disclose.
Through open-ended questions, participants expressed that placing the DEI language at the top of the advertisement showed that the company was serious about the topic. However, bias was still a concern, and participants wanted to see companies back up their statements with action. Participants also expressed how the statements with formal legal language read like standard statements found in most companies to deter employees from suing them for discrimination. In contrast, participants found the heartfelt language to be more sincere and potentially predictive of their experiences as an employee at the company.
The authors noted that people with disabilities have different opinions and reasons about whether to disclose their disability to an employer. Therefore, having the option to disclose did not impact their perceptions about the company. However, the authors suggested that people value a company’s authenticity, which explains why participants preferred DEI language to be written in an informal but heartfelt manner and be placed at the top of a job advertisement. The authors recommended that future studies look at what companies can put in place to convey genuine care and sincerity. Since participants had concerns that words might not be reflected in actions, the authors suggested that employers include company statistics or testimonials. Companies may wish to share how they are committed to promoting DEI in their workplace and how employees with disabilities specifically are being supported.
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EEOC Appoints Sivaram Ghorakavi as Deputy Chief Information Officer and Chief Artificial Intelligence Officer
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Sivaram Ghorakavi has been appointed as the new Deputy Chief Information Officer for the U.S. Equal Employment Opportunity Commission (EEOC), effective today. The position is a key Senior Executive Service (SES) managerial position at the agency. Mr. Ghorakavi will also serve as the EEOC’s Chief Artificial Intelligence Officer.
Ghorakavi will manage daily information technology operations and provide professional direction and leadership for technology projects and partnerships. His focus will lead agency innovations in technology and implement technology-focused partnerships that will benefit the EEOC’s mission and strategic goals.
“Siva’s appointment reflects our confidence in his demonstrated abilities and experience to help lead our agency in both digital transformation and adapting to emerging technologies, both for internal processes and in our law enforcement efforts,” said EEOC Chair Charlotte A. Burrows.
“I see the Deputy Chief Information Officer as a leader who values creation and drives digital transformation and automation aligned to the EEOC’s critical mission of ensuring equal employment opportunity,” Ghorakavi said. “The success of this role depends on helping people understand both the benefits and risks of using technology, including AI, to ensure it is used in the right places at the right time and in the right amounts to enhance EEOC’s ability operate effectively and to enforce key workplace protections.”
His appointment to Chief Artificial Intelligence Officer is in accordance with the President’s Executive Order on the Safe, Secure, and Trustworthy Development and Use of Artificial Intelligence (AI) which requires all federal agencies to establish an officer for the use of artificial intelligence. In that role he will he coordinate intra-departmental and cross-agency efforts on AI and adjacent issues. The EEOC has made employment discrimination through the use of technology a priority in its AI and Algorithmic Fairness initiative and strategic enforcement plan.
Ghorakavi spent the last 15 years of his career with the federal government in information technology. Immediately prior to joining the EEOC, Ghorakavi worked with the National Labor and Relations Board as chief architect and chief data strategist. He also served as an information technology portfolio manager at the U.S. Patent and Trademark Office.
The EEOC advances opportunity in the workplace by enforcing federal laws prohibiting employment discrimination. More information is available at www.eeoc.gov. Stay connected with the latest EEOC news by subscribing to our email updates.
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People with disabilities are poised to see big improvements when traveling by air thanks to a host of changes tucked inside a massive reauthorization of federal aviation programs. Read More
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Robert De Niro, left, Bobby Cannavale and William A. Fitzgerald star in the new movie "Ezra," which will be in theaters later this month. (Bleecker Street)
An actor with autism is starring alongside Robert De Niro and other big names in a movie that’s set for a nationwide release.
The drama “Ezra” follows a struggling father who runs off on a cross-country road trip with his 11-year-old son with autism in an effort to forge a deeper connection. All the while, the boy’s mother, grandfather and the FBI are hot on their tail.
The script was written by Tony Spiridakis and is based on his personal experience as a father learning to accept that he didn’t need to “fix” his son’s autism.
Read More about the movie
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Disability:IN DC Metro signs Memorandum of Understanding with Standard Accessibility Reporting, Inc. | |
DC Metro and SAR share the goal of Advancing Accessibility
for the benefit of People with disabilities. We are happy to build a strong relationship that will benefit our membership.
About SAR
Consumers demand accessibility.
We’re creating the standards to rate the accessibility of everyday products.
For consumers with disabilities, it’s difficult to know in advance if a product will work given their needs.
The reason?
Few manufacturers report the level of accessibility of their products. What little reporting we have isn’t standardized.
We’re creating a rating score that’s easy to understand and lets a consumer know the accessibility of a product to help them decide to try, buy, or use. A scale from one to five, or a star rating… where you‘d expect to find consumer product reviews, or ratings for accessibility — like a simple label or a scorecard.
Learn more about SAR
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nTIDE May 2024 Deeper Dive: Youth with Disabilities Show Gradual Employment Growth Spanning Years Since Pandemic
From 2009 through 2024, youth and young adults with disabilities have experienced considerable fluctuations in employment, particularly during major economic downturns such as the Great Recession and the COVID-19 pandemic. But notably, the 25–34 age group has demonstrated significant post-COVID recovery, outpacing other age groups. In contrast, individuals aged 16–24 experienced a slower recovery, only recently surpassing their pre-COVID peak, according to the latest findings from the National Trends in Disability Employment (nTIDE) Deeper Dive.
Read more!
| Become An Information Access Champion | The Virginia Board for People with Disabilities (VBPD) launched a new initiative asking individuals and businesses to TAKE THE PLEDGE and become an information access champion. | |
What Inequities Do Disabled People Face? Share Your Thoughts
We encourage everyone in the disability community to respond to a request for information, or RFI, from the White House Office of Science and Technology Policy (OSTP). OSTP is asking the public for feedback to understand the full scope of inequities faced by disabled people and to identify gaps in our current knowledge. This information will steer the development of the Federal Evidence Agenda on Disability Equity, which will ultimately support the government in making data-informed policy decisions to advance equity in all areas—including health, employment, education and others—for people with disabilities. You may submit comments until July 15, 2024.
Learn more and submit your comments
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Advocate Aurora Health: Securing Talent through Inclusive Interviews
Find out how Advocate Aurora Health’s skills based hiring initiative has created a pipeline for hiring disabled people.
Sometimes, traditional interview methods may inadvertently screen out job candidates with disabilities. To prevent this problem, leadership at Advocate Aurora Health (AAH), one of the country’s leading not-for-profit health systems, worked with their Talent Sourcing and Acquisition team to create a more inclusive, skills-based approach to interviewing. As one of the largest private employers in Wisconsin and Illinois, AAH employs more than 75,000 people across 27 hospitals and 500 other sites, with a mission to “Help People Live Well.” Their employees provide care to more than three million patients a year, and the company is committed to ensuring its workforce reflects the diversity of the communities they serve. AAH’s leadership believes that an inclusive workforce and strong community partnerships allow them to deliver equitable care for all.
Although AAH has a long history of employing disabled people, the organization had not taken a specific proactive approach to recruit disabled and neurodivergent candidates until 2017. AAH’s skills-based interview process, which is tailored to each candidate and the position for which they apply, is an important part of AAH’s disability hiring initiative.
The creation and implementation of the skills-based interview process required close collaboration between the Talent Sourcing and Acquisition team and other departments, including Human Resources and Operational Leadership. To ensure the initiative would be successful and sustainable, AAH also formed strong partnerships with service providers who work with neurodivergent job seekers, such as Project SEARCH, Easterseals, and other community organizations.
The Talent Sourcing and Acquisition team, along with a community partner, collaborate with hiring managers to create temporary work experiences that serve as inclusive interviews. This allows the candidate to demonstrate, rather than just explain, their skills, knowledge, and abilities on the job, alongside potential future coworkers. For example, a candidate for a lab tech position would work in the lab for a specified time known as a “probationary hire period.” The candidate would do the same work as others and be provided with any reasonable accommodations, which in turn allows hiring managers to better assess a candidate’s ability to complete job requirements.
Read the article about Advocate Aurora Health (AAH) https://askearn.org/employerprofile/advocate-aurora-health-inclusive-interviews
Visit Advocate Aurora Health website.
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JAN Report Indicates Accommodations are Low Cost and Positively Impact the Workplace
An ongoing survey conducted by JAN continues to indicate that workplace accommodations are not only typically low in cost, but also positively impact the workplace in many ways. JAN's "Low Cost, High Impact" report, updated in April 2024, includes information from JAN follow-up surveys completed up until December 31, 2023. Data shows that more than half (56%) of the 1,000+ employers who provided information related to the cost of accommodations reported the accommodations they made cost absolutely nothing to implement ($0). Of those accommodations that did have a one-time cost, the median one-time expenditure as reported was $300. The majority (67%) of employers also reported the accommodations made were either very effective or extremely effective at helping workers with disabilities perform their job duties. What is the bottom line? Workplace accommodations typically result in modifications that have a low cost and a high, positive impact.
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Thank You to Our Sponsor Partners! | |
Disability:IN DC Metro is Committed to Inclusive Hiring.
Contact us to post an vacancy in our newsletter.
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View Conference Agenda
Conference Registration
Unable to attend in person but still want to Join IN
Register to attend as a virtual attendee! While not all conference content is included for virtual attendees, the virtual conference agenda includes all Plenary sessions, select breakout sessions, and access to conference app.
The conference agenda will be continuously updated and all agenda items are subject to change.
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NILG 2024 National Conference
July 29-August 1, 2024
Orlando, Fl
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2024 Mental Health America Conference
“Disrupt, Reform, Transform”
Capital Hilton Washington, DC
September 19-21, 2024
Register Today
Attend the Mental Health America Conference and join peers, providers, government officials, media, and advocates to ignite a collective spark, share invaluable knowledge, and foster the next wave of advocacy for mental health.
At this year's conference, we will explore ways to DISRUPT systemic barriers, REFORM harmful practices that prevent progress, and TRANSFORM the current landscape, ensuring everyone has equitable opportunity for optimal mental health and well-being.
Topics include:
- Community Responses to Disaster and Humanitarian Crises: Responding to climate issues, acts of violence, and other threats to the safety of local communities.
- Local Solutions to Equity Needs: Identifying, responding to, and understanding the health equity needs of local communities and the impact on mental health.
- Innovation: Exploring emerging trends in mental health treatment and well-being promotion, including digital mental health support, alternative therapies, spirituality, and more.
- Substance Use and Mental Health: Exploring the connection between substance use and mental health and innovations in the treatment of dual diagnoses.
- Advocacy and Policy: Innovative ways communities are advocating and implementing policy changes to support equitable access to mental health care and services.
- Youth and Young Adults: Sharing youth-driven solutions co-created or led by young people.
Nonprofit, standard, and young adult registration rates are available for in-person attendance. We expect to offer CEUs through NASW-VA. All registrants will be able to access session recordings for 30 days after the event.
For questions or details on sponsorship opportunities, please contact events@mhanational.org.
See you in September!
Early Bird Pricing: April 1 - June 14, 2024
General public: $650
Non-profit: $600
MHA affiliate: $525
Young adult: $300
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Save the Date for the 2024 AFBLC
Mark your calendars! We are excited to announce that the 2024 American Foundation for the Blind Leadership Conference will be held at the Hyatt Regency in Minneapolis, Minnesota, from September 23rd - 25th, 2024. Learn more about the AFB Leadership Conference.
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Save the Date! BroadFutures 2024 Fall Gala:
Voices for Change
October 19, 2024
5:30 pm - 8:00 pm ET
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MEET OUR COLLABORATIVE PARTNERS | |
Learn More About DC Metro
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Are YOU interested in serving as a Board Advisor?
We are currently recruiting for corporate partner members who wish to make a difference in disability inclusion!
Contact Katherine McCary
for requirements and responsibilities.
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Disability:IN DC Metro
“Think Globally, Act Locally”
Patrick Geedes
Join Today!
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Promoting Inclusion
Expanding Disability Education and Awareness
Our focus is on Culture Change!
Founded in 2006
Twice honored as Disability:IN Affiliate of the Year
Led by The Hon. Katherine McCary
Founding Chair of Disability:IN National and
CEO, Executive Director of Disability:IN DC Metro
Disability:IN DC Metro (DC Metro) is an employer-led membership-based business association that creates business to business connections, dialogue, and learning within our geographic region of Washington, DC, Virginia, and Maryland, an area known as the National Capital Region. Our offerings, however, are not limited to geographic location. All DC Metro corporate member employees enjoy member benefits regardless of their physical geography. You don't have to live in the National Capital Region to engage and enjoy DC Metro's Professional Development Courses and topical Hybrid Programming!
What is the Value of Affiliate Membership?
Going Above and Beyond the Disability:IN Global Conference
Disability:IN DC Metro is an affiliate of Disability: IN, serving the National Capital Region. Affiliate membership is separate from Disability:IN National membership. So why does a global organization need to be engaged at the affiliate level? Here's why:
Disability:IN DC Metro (DC Metro) is an employer-led membership-based business association that creates business to business connections, dialogue, and learning within our geographic region of Washington, DC, Virginia, and Maryland, an area known as the National Capital Region. Our offerings, however, are not limited to geographic location. All DC Metro corporate member employees enjoy member benefits regardless of their physical geography.
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Our Members and Guests have access to resources, programs and partners to strengthen the disability inclusion efforts and outcomes.
- Thought leadership
- Professional Development courses
- Business to business networking
- Introductions to community partners
- Access to talent
- Hot topic programming led by Subject Matter Experts
- Webinars
Join our
LinkedIn Page
Follow us on
Facebook
Twitter
YouTube
Our Board
Board Members:
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Jennifer Bassett, Immediate Past Chair, JBG SMITH Companies
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Meghan Cadigan, Vice Chair and Secretary, KPMG
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Tashi Carper, Leidos
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Ellen de Bremond, Treasurer
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Anjali Desai-Margolin, Gallaudet University
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Tom Downs, Booz Allen Hamilton
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Andrea Hall, General Dynamics Mission Systems and Chief Strategy Officer
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Susan Morgan, General Dynamics IT
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Eduardo Meza-Etienne, Level Access and DC Metro Chief Accessibility Officer
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Kelly Cutlip, Northrop Grumman
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Ryan Walters, Chair, Deloitte
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Myra Wilder, BAE Systems
Advisory Board Members:
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Jessica Lee Aiello, iYellow Group
- Josh Basile, Jack H. Olender & Associates
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Michelle Crabtree, Town of Vienna
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Crosby Cromwell, Cephable
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Lori Daly, Diversifi Consulting Group and Chair, Community Outreach Working Group
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Ron Drach, Drach Consulting, LLC and Chair, Veterans Working Group
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Jenn Gauvreau, CGI Federal
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Diane Monnig, The Arc of Northern VA
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Melody Goodspeed, The American Foundation for the Blind
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Karen Herson, Concepts, Inc.
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Carolyn Jeppsen, BroadFutures
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Craig Leen, K&L Gates, Former OFCCP Director
- Carrie Martin
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Rick Rodgers, The Resource Network and Chair, Disability Supplier Diversity Working Group
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Kia SIlver-Hodge, FINRA
The Hon. Katherine McCary, CEO, Disability:IN DC Metro
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Our Vision
“Cultivate workforces and workplaces where talent with disabilities are recruited, included, promoted, retained and valued as both internal talent and innovative vendors.”
Follow Us on LinkedIN and YouTube
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