Best Practices for People With Disabilities

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Best Practices for People With Disabilities

Luke Visconti Chief Executive Officer(973) [email protected]

mailto:[email protected]

© DiversityInc. Reproduction Prohibited.

Managing Diversity

• When someone joins my group, I don't want an attitude that says 'I am different and special - give me extra help to fit in' - I want an engineer that says 'how can I do my job the best and work with the team equally.'

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Ernst & Young Business Risk Report 2010

1. Regulation and compliance (2)4. Managing talent (7)5. Emerging markets (12)11. Inability to innovate13. Emerging technologies25. Shifting demographics

(2009 risk ranking)

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http://www.ey.com/Publication/vwLUAssets/Business_Risk_Report_2010_PDF/$FILE/BusinessRiskReport_2010.pdf


Stages of Diversity Management

Danger of raising expectations with no corresponding gains in perceived

opportunity

High-level and high-potential

regrettable loss

Increasing difficulty in recruiting

Firm diversity plan with actions,

objectives and milestones

Gains in workforce diversity

Structured ERGs and mentoring

Decrease in potential liabilities

Denial of opportunity to Stage

1 competitors

Cutting-edge diversity

management, accountability and

results

Utilization of resulting corporate cultural

competency to understand market

Increasing quality of revenue stream

Outpacing competitors

Leveraging internal and

external stakeholders to

innovate.

Thought leadership

Stage 1 Stage 3Stage 2 Stage 4

Workforce Focused

Marketplace Focused

Out-thinking Competition

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Innovation and Diversity

• University of Chicago professor Ron Burt (graph, left)

• James Surowiecki, FEI Speech, 2010:

• Innovations emerge best from communities rather than the mythical lone inventor.

• Random group may have lower average IQs than best-of-best group. But diversity gives random group higher collective intelligence.

• People *will* make mistakes in judgment. Key is to get crowd to make mistakes on different areas, not same way.

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Diversity In an Employee’s Relationships

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National Employment Gap for PWD

• 70% of corporations polled have diversity policies/programs in place

•2/3 of these include disability as a component

• Only 18% of companies offer an education program aimed at integrating PWD into the workplace

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Source: The 2010 Survey of Employment of Americans with Disabilities (sponsored by the Kessler Foundation and the National Organization on Disability)


DiversityInc Top 50 Bridging the Gap7


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People With Disabilities Resource Groups

Have a Resource Group For People With Disabilities


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Generational Employee-Resource Groups

Have a Generational ERG


Inclusive Practices10


Best Practices

• IBM – Accessibility & Disability Central – web-based application that helps identify accommodation needs (such as computer-screen readers and live captioning for teleconferences) and accommodation options and sources

• E&Y – disability-awareness training, which includes awareness quizzes; creates yearly poster to raise awareness for National Employment Awareness Month

• Aetna – onsite fitness center, physical therapy, a pharmacy, an employee-assistance program and massage services

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DiversityInc Top 10 Companies for People with Disabilities

1. IBM Corporation2. KPMG LLP3. Kaiser Permanente4. Aetna Inc.5. Ernst & Young, LLP.6. The Procter & Gamble

Company7. Merck8. Deloitte9. Sodexo10. Starwood Hotels &

Resorts Worldwide, Inc.

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Best Practices for People With Disabilities

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