Disability Inclusion: A Competitive Advantage
National Organization on Disability President Carol Glazer addressed disability inclusion at the DiversityInc Fall 2018 Event.
Black Man Suffering from Mental Health Illness Dies After Police Use Taser and Tackle Him in the Street
His sister, who said she left the U.S. to protect her Black son, never thought her brother would be the victim.
Chinedu Valentine Okobi, 36, a Black man, father, Morehouse College graduate, uncle and brother died of cardiac arrest after San Mateo County police tackled and repeatedly used a Taser on him in Millibrae, south of San Francisco, Calif.
Okobi was struggling with mental illness and had been weaving in and out of traffic downtown on the busy street, El Camino Real.
At DiversityInc's Fall 2018 event, executives discussed how implementing unconscious bias programs works domestically and abroad.
Company culture and the journey executives must be on to make it more inclusive and fair-minded was discussed at length with leaders of Fortune 500 companies.
DiversityInc held the 2018 Fall Event: The Pros and Cons of Unconscious Bias Training on September 18, 2018 at the Newark Liberty International Airport Marriott.
Attendees heard from corporate executives from top Fortune 500 companies as well as academics who discussed how unconscious bias training has evolved within their organizations. Speakers also shared personal anecdotes and experiences with workplace bias and micro aggressions, key takeaways and tangible ways companies can disrupt bias as it occurs.
Valerie Purdie-Greenaway, Ph.D., Associate Professor, Department of Psychology, Columbia University, lead an interactive discussion about advances in and limitations of trainings in corporate America that address unconscious bias, including the aftermath of the infamous Starbucks racial profiling incident in Philadelphia and the company's one-day diversity training.
National Organization on Disability President Carol Glazer delivered an honest conversation about how biases, including "inspiration porn," steer many to look at individuals with disabilities as unequal peers. She also discussed the competitive advantage companies have when they focus on disability inclusion.
Additionally, panels delved into bias in the recruitment process, experiences of unconscious bias on an individual, company, and global scale, and other initiatives, policies, and procedures used to build on trainings to achieve a shift in company culture.
See the event slideshow and panel videos below.
Executives from Bayer U.S. and New York Life shared strategies during DiversityInc's Fall 2018 event.
Damion Jones, Global Director, Inclusion & Diversity, Bayer U.S., coined the term "interrupting bias" on our Career Advice on Handling Unconscious Bias webinar.
At the DiversityInc 2018 Fall Event, Jones provided examples of interrupting bias in the recruitment process.
New York Life's Tammy Mata, Corporate Vice President, Human Resources, discussed strategies to disrupt unconscious bias and to embed inclusion into the recruitment, interview and onboarding processes.
Executives from Kaiser Permanente, PwC and Ameren discuss how training coupled with other initiatives on an ongoing basis will help shift culture.
During this panel session at DiversityInc's 2018 fall event, Armond Kinsey, Chief Equity, Inclusion & Diversity Officer, Kaiser Permanente, Mid-Atlantic States, Kaiser Permanente; Sharon Harvey Davis, Vice President, Chief Diversity & Inclusion Officer, Ameren; Elena Richards, Managing Director, Office of Diversity, PwC discuss that after unconscious bias awareness training, policies, procedures and programs are needed to eliminate bias in the workplace and create a culture of inclusion.
Sheltered workshops are vestiges of the past and should be reformed or abolished.
By Carol Glazer, President of the National Organization on Disability
Consider this: Businesses in regions with the lowest unemployment rates employ disproportionate numbers of workers with disabilities .
The implication? People with disabilities are more than capable, they're just not companies' first, second, or even third choice. But when employers need talent, they give new people a chance. And when given the chance, people with disabilities succeed.
"While the Americans with Disabilities Act has helped close many gaps, employment is not one of them."
By Carol Glazer, President of the National Organization on Disability and Jesse Fryburg, Program Manager, National Organization on Disability
On July 26, 1990, the president of the United States looked into a television camera on the South Lawn of the White House and proclaimed that the signing of the Americans with Disabilities Act (ADA) "signals the end to the unjustified segregation and exclusion of persons with disabilities from the mainstream of American life." Twenty-eight years later, it has not.
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Invisible Disabilities the Subject of National Organization on Disability Corporate Leadership Council Meeting
Discussions about how employers can support their team members to bring their whole selves to work.
Last week, National Organization on Disability's (NOD) Corporate Leadership Council hosted the "Bringing Our Whole Selves to Work: Harnessing the Power of Difference by Uncovering Invisible Diversity Traits" event that brought together executives, managers, and employees from various corporations challenged the attendees to think about how people tend to leave a part of themselves at home when they come to work, and how difficult it might be for employees with 'invisible disabilities' to" come out" at work.