NEW ENGLAND businesses need to start thinking about tapping an underutilized work force. The Americans with Disabilities Act was enacted 14 years ago, but work-force participation by people with disabilities remains low. [p]Demographic trends indicate that New England companies will soon be experiencing shortages and looking for qualified workers. Consider some of the trends: [p]In seven years, the baby boomer generation will start retiring. Currently, there are 35 million people at retirement age in this country. By 2030, there will be twice that number. [p]In the main, no substantial growth in the labor force is expected in the next two decades; there will be significant growth of older workers only. As a result, the country is facing the prospect of having more jobs than there are workers to fill them. The National Association of Manufacturers forecasts a deficit of some 5.3 million workers by 2010 and 14 million by 2020. [p]The New England work force will be particularly affected. The region has the highest median age in the country, with the number of 45- to 64-year-olds on the rise and the total of 20- to 35-year-olds declining. [p]In the early years of the Americans with Disabilities Act, disabled people found work in separate environments under special supervision. [p]Today, there is a stronger awareness that people with disabilities can, in fact, work in typical jobs, but most people with disabilities still continue to enter segregated employment that earns low wages. [p]People with disabilities typically have trouble finding work even when interest in working is high. Nearly three-quarters of working-age people with disabilities are unemployed, and only a tiny fraction of those who receive Social Security Disability benefits end up with jobs. [p]A survey four years ago noted that two-thirds of those who were unemployed with disabilities in fact want to work. Further, the 2000 US Census found that nearly one if every five persons between the ages of 20 and 64 had some type of disability. [p]Clearly, this represents an untapped resource of potential workers. [p]The growing number of older workers has still another effect. As the population ages, disabilities increase. People near the retirement years account for nearly a third of all people with disabilities. As the boomer generation ages, with less support from Social Security, more of this population will be in the work force. These employees -- with age-related conditions -- can be successfully retained if companies know how. [p]The New England Council points to the recent passage of the federal Assistive Technology Act Reauthorization as a significant advance in this direction. The measure provides funds, improves access and establishes better systems for people with disabilities both at home and in the workplace. Assistive technology, designed to help a person with disabilities be more independent, includes modifications such as ergonomic attachments for computers, voice recognition software to reduce the need for typing, and devices that print in Braille. [p]Introduced by US Senators Judd Gregg, Republican of New Hampshire and Tom Harkin, Democrat of of Iowa, the bill was cosponsored by nine senators, among them several from New England, including Christopher Dodd of Connecticut, James Jeffords of Vermont, Edward Kennedy of Massachusetts, and Jack Reed of Rhode Island. [p]This bipartisan effort is an excellent example of the type of leadership needed on this issue and illustrates the recognition of the importance of this issue by Congress. [p]In addition, we must change expectations and think of employment for people with disabilities as the rule, not the exception. To improve worker preparation, we need to link training resources with industry needs. For example, community college and One-Stop Career Center training programs can play a strong role in preparing people with disabilities for high-growth industries. [p]Employment for all is tied to our economic growth. Every indicator shows that companies will have to expand their reach to identify and retain skilled employees. For the work force of the future, the time to focus is now. [p]James T. Brett is president and CEO of The New England Council. William E. Kiernan is director of the Institute for Community Inclusion at the University of Massachusetts-Boston.
OPM Director James states, "We welcome comments from prospective employees and stakeholders." [b]Washington, D.C. - Under the direction U.S. Office of Personnel Management (OPM) Director Kay Coles James, OPM recently issued proposed regulations for hiring people with disabilities. The proposed regulations will give agencies greater authority to quickly certify and appoint disabled individuals based solely on documentation submitted by the applicant. [p]"For the thousands of disabled Americans who are interested in serving their nation, President Bush has taken a strong step toward removing obstacles and streamlining their chances of gaining opportunity for Federal employment," stated James. "The President's ‘New Freedom Initiative' has provided agencies with greater access to assistive technology and these flexibilities hold the promise of increased flexibility." [p]"OPM's review of Schedule A appointing authorities identified hiring delays and barriers caused by a burdensome two-stage certification process generally used for appointing individuals with disabilities," James added. "These regulations will make a real difference by not only shortening the time to hire, but by making the Federal government more accessible to people with disabilities. I encourage potential employees and stakeholders to take full advantage of the public comment period on the proposed regulations." [p]OPM will place a special link on the USAJOBS website (www.usajobs.opm.gov) to offer valuable information for job seekers with disabilities and quick references for Schedule A regulations. All citizens may apply for vacancies posted by Federal agencies on USAJOBS when they qualify and are available. [p]These proposed regulations will make it easier for agencies to consider and hire people with disabilities more quickly by streamlining the process for certifying that a disabled applicant meets eligibility requirements and is "likely to succeed" in the job (www.opm.gov/disability/hrpro_3-06.asp). [p]Currently, disabled applicants are certified by the Department of Veterans Affairs or a state vocational/rehabilitation agency. Under the new proposed rules, agencies will be able to make these certifications based on determinations made by other Federal agencies (for example, the Social Security Administration) and/or medical documentation submitted by the applicant. Agencies also may use a short temporary appointment to ascertain whether the disabled applicant is "likely to succeed" before hiring the individual under a longer term appointment under "Schedule A." [p]OPM specialist briefed stakeholders on the new regulations. Stakeholders who attended the briefing: [p]National Down Syndrome Congress [p]United States Department of Health and Human Services [p]Atlanta Human Resources Center [p]Client Services Division [p]The Arc and UCP Public Policy Collaboration [p]Office of Civil Rights [p]U.S. Department of Commerce [p]Department of Health and & Human Services [p]Office of the Secretary [p]Office of Human Resources [p]National Institute of Health [p]Equal Employment Opportunity [p]NISH [p]Equal Employment Opportunity Commission [p]Center for Substance Abuse Treatment (CSAT) [b]Substance Abuse and Mental Health Services Administration (SAMHSA) [p]Food and Drug Administration [p]Office of Equal Employment Opportunity and Diversity Management [p]Highmark Blue Cross Blue Shield [p]Pittsburgh, PA [p]National Institutes of Health [p]Office of Equal Opportunity & Diversity Management [p]Easter Seals [p]American Foundation for the Blind [p]Bureau of Alcohol, Tobacco, Firearms and Explosives [p]Office of Equal Opportunity [p]Department of Justice [p]Drug Enforcement Administration [p]Centers for Medicare and Medicaid Services [p]Office of Equal Opportunity & Civil Rights [p]- end - [p]Our mission is to ensure the Federal Government has an effective civilian workforce. OPM supports U.S. agencies with personnel services and policy leadership including staffing tools, guidance on labor-management relations and programs to improve work force performance.
[b]An Important Message from W. Roy Grizzard, Jr., Ed.D. [p]Assistant Secretary for Disability Employment Policy, U. S. Department of Labor [p] [p]As we mark the 16th Anniversary of the Americans with Disabilities Act (ADA), it is important to reflect upon the accomplishments of this landmark legislation. The list is long, ranging from accessible buildings to accessible technology, from alternative formats to universal design, and from promising responses to thoughtful, proactive planning. Yet perhaps the most important accomplishment of the ADA is that it has enhanced the lives of all American citizens in ways that far exceed the original goals of its supporters, and President George H.W. Bush, who signed it into law in 1990. [p] [p]Our children, with and without disabilities, have never known a world without automatic doors at a grocery store or curb cuts on the sidewalk. Because of the ADA, when these same young people enter the workforce, they will be able to work from anywhere and use cutting-edge technology, such as voice-activated phones and computers. Because of the ADA, employers can employ and retain thousands of talented, productive workers with disabilities who were untapped or underutilized by previous generations of employers. Because of the ADA, older workers are staying in the workforce, benefiting our economy and society as a whole. [p] [p]The U. S. Department of Labor Office of Disability Employment Policy (ODEP) is a major catalyst for putting the ADA’s goals into action. With the leadership of Labor Secretary Elaine L. Chao, and the Administration’s New Freedom Initiative as a road map, ODEP is developing and implementing policies and practices that directly affect the numbers of people with disabilities in the workforce. ODEP also works to develop and disseminate key written and online resources for businesses that want to attract and retain top talent, and individuals who want to work, advance in their careers and start their own businesses. [p] [p]These resources include a recently redesigned Web site at http://www.dol.gov/odep and new resources from the Job Accommodation Network (JAN), a free information and referral service on job accommodations, return-to-work strategies, and the ADA. ODEP also manages DisabilityInfo.gov , a Web site for people with disabilities, employers, and others, offering a comprehensive range of information on federal, state and local disability-related resources, programs and policies. With 21 Federal agencies collaborating on this initiative, DisabilityInfo.gov is the Federal government’s online gateway to the resources that help all of us realize the promise of the ADA. [p] [p]Passing the ADA was a testament to America’s commitment to equality for all Americans, including people with disabilities. History has shown that a commitment to equality for all results in economic and social benefits for all, building a stronger, more vibrant America. [p]To view more visit www.abilitymagazine.com/news_July26_ADA_comments.html [b]
Mr. Sanford Lupovitz, RI Bureau of Investigation and Protection, was awarded the Small Employer of the Year Award from the Disabled American Veterans on April 28, 2006. He was recognized because of his company's policy to recruit veterans for security officer positions through RI's Department of Labor and Training netWORKri Career Centers. Mr. Lupovitz reported that the training, experience, and excellent work ethic instilled by military service make an important contribution to the security services provided by RIBI. The award was presented by Joseph DesRoches, Veterans Advocate, RIDLT during the 71st Annual RI Convention of the Disabled Americans Veterans and Auxiliary. A veteran and founding member of the RI Business Leadership Network, Lupovitz has a long history of recruiting and hiring veterans and people with disabilities. To learn more about the benefits of employing people with disabilities contact Mr. Lupovitz at slupovitz@ribisecurity.com or 401-421-0900.
Readers of CAREERS & the disABLED magazine were asked to name the employers, [b]both in the private and public sectors, for whom they would most like to [b]work or that they believe would provide a progressive environment for people [b]with disabilities. The employers, listed according to the frequency they [b]were noted by respondents, are: [p]Top Companies [p]1. Microsoft [b]2. IBM [b]3. Verizon [b]4. Ford Motor Company [b]5. Procter & Gamble [b]6. Enterprise Rent-A-Car [b]7. Pitney Bowes [b]8. Toyota [b]9. Motorola [b]10. Eli Lilly [b]11. General Electric [b]12. Sprint [b]13. Cablevision [b]14. PepsiCo [b]15. Lockheed Martin [b]16. Monsanto [b]17. Northrop Grumman [b]18. General Motors [b]19. Intel [b]20. Amgen [b]21. Compuware [b]22. Boeing [b]23. Raytheon [b]24. DaimlerChrysler [b]25. John Deere [b]26. Haliburton [b]27. Medtronic [b]28. Hewlett-Packard [b]29. Home Depot [b]30. Wal-Mart Stores [b]31. Guidant [b]32. Xerox [b]33. Merrill Lynch [b]34. JPMorgan Chase [b]35. Marriott [b]36. AstraZeneca [b]37. Hilton Hotels [b]38. America Online [b]39. Allstate [b]40. Schering-Plough [b]41. Pfizer [b]42. Lucent Technologies [b]43. McGraw-Hill Companies [b]44. HSBC Bank [b]45. New York Life Insurance [b]46. Prudential Financial [b]47. Weyerhaeuser [b]48. United Parcel Service [b]49. UnumProvident [b]50. JCPenney [p]Top 20 Government Agencies [p]1. Federal Bureau of Investigation (FBI) [b]2. Social Security Administration (SSA) [b]3. Defense Logistics Agency (DLA) [b]4. Food & Drug Administration (FDA) [b]5. Central Intelligence Agency (CIA) [b]6. U.S. Navy [b]7. Department of Veterans Affairs (VA) [b]8. Department of Energy (DoE) [b]9. Department of Defense (DoD) [b]10. National Aeronautics & Space Administration (NASA) [b]11. National Security Agency (NSA) [b]12. Internal Revenue Service (IRS) [b]13. Department of Transportation (DoT) [b]14. U.S. Census Bureau [b]15. U.S.Nuclear Regulatory Commission (NRC) [b]16. Department of State [b]17. U.S. Postal Service [b]18. National Geospatial Intelligence Agency (NGIA) [b]19. U.S. Coast Guard [b]20. U.S. Department of Labor(DOL)
U.S. Department of Labor Forms Alliance with SHRM to Promote Employment of Workers with Disabilities [b]WASHINGTON — The Office of Disability Employment Policy (ODEP) of the U.S. Department of Labor and the Society for Human Resource Management (SHRM) recently established an alliance to encourage and promote the employment of people with disabilities. [p]The formal alliance, a first for ODEP with a major organization, will ensure that SHRM and ODEP stakeholders collaborate in this national effort by providing information, guidance, and access to resources. [p]"This alliance formalizes the relationship we have had with SHRM, benefiting SHRM as it serves its membership with the resources ODEP brings to the table and offering ODEP the opportunity for broader contact with human resource professionals," said Roy Grizzard, assistant secretary of labor for disability employment policy. [p]The new relationship between SHRM and ODEP will target areas in training and education, outreach and communication and technical assistance, and it will promote a national dialogue on the employment of persons with disabilities — a human resource that is underutilized. The partnership will also provide recruitment, hiring, and advancement information through educational, access and research activities. [p]SHRM is the world's largest association devoted to human resource management. Representing more than 205,000 individual members, the society's mission is to serve the needs of HR professionals by providing the most essential and comprehensive resources available. Founded in 1948, SHRM currently has more than 550 affiliated chapters and members in more than 100 countries. [p]The Office of Disability Employment Policy (ODEP) was authorized by Congress in the Department of Labor's FY 2001 appropriation. Recognizing the need for a national policy to ensure that people with disabilities are fully integrated into the 21st century workforce, Secretary of Labor Elaine L. Chao delegated authority and assigned responsibility to the assistant secretary for disability employment policy. ODEP is a policy agency in the Department of Labor. [p]For more information, visit ODEP online at www.dol.gov/odep under Circle of Champions. [p]_________________________________ [p]U.S. Department of Labor, Office of Disability Employment Policy (ODEP), 200 Constitution Avenue, NW, Washington, D.C. 20210, (202) 693-7880, (202) 693-7881 (TTY), (202) 693-7888 (FAX). www.dol.gov/odep [p] [b]
WASHINGTON — The Office of Disability Employment Policy (ODEP) of the U.S. Department of Labor and the Society for Human Resource Management (SHRM) recently established an alliance to encourage and promote the employment of people with disabilities. [p]The formal alliance, a first for ODEP with a major organization, will ensure that SHRM and ODEP stakeholders collaborate in this national effort by providing information, guidance, and access to resources. [p]"This alliance formalizes the relationship we have had with SHRM, benefiting SHRM as it serves its membership with the resources ODEP brings to the table and offering ODEP the opportunity for broader contact with human resource professionals," said Roy Grizzard, assistant secretary of labor for disability employment policy. [p]The new relationship between SHRM and ODEP will target areas in training and education, outreach and communication and technical assistance, and it will promote a national dialogue on the employment of persons with disabilities — a human resource that is underutilized. The partnership will also provide recruitment, hiring, and advancement information through educational, access and research activities. [p]SHRM is the world's largest association devoted to human resource management. Representing more than 205,000 individual members, the society's mission is to serve the needs of HR professionals by providing the most essential and comprehensive resources available. Founded in 1948, SHRM currently has more than 550 affiliated chapters and members in more than 100 countries. [p]The Office of Disability Employment Policy (ODEP) was authorized by Congress in the Department of Labor's FY 2001 appropriation. Recognizing the need for a national policy to ensure that people with disabilities are fully integrated into the 21st century workforce, Secretary of Labor Elaine L. Chao delegated authority and assigned responsibility to the assistant secretary for disability employment policy. ODEP is a policy agency in the Department of Labor. [p]For more information, visit ODEP online at www.dol.gov/odep under Circle of Champions. [p]_________________________________ [p]U.S. Department of Labor, Office of Disability Employment Policy (ODEP), 200 Constitution Avenue, NW, Washington, D.C. 20210, (202) 693-7880, (202) 693-7881 (TTY), (202) 693-7888 (FAX). www.dol.gov/odep [p] [b]
WASHINGTON — The Office of Disability Employment Policy (ODEP) of the U.S. Department of Labor and the Society for Human Resource Management (SHRM) recently established an alliance to encourage and promote the employment of people with disabilities. [p]The formal alliance, a first for ODEP with a major organization, will ensure that SHRM and ODEP stakeholders collaborate in this national effort by providing information, guidance, and access to resources. [p]"This alliance formalizes the relationship we have had with SHRM, benefiting SHRM as it serves its membership with the resources ODEP brings to the table and offering ODEP the opportunity for broader contact with human resource professionals," said Roy Grizzard, assistant secretary of labor for disability employment policy. [p]The new relationship between SHRM and ODEP will target areas in training and education, outreach and communication and technical assistance, and it will promote a national dialogue on the employment of persons with disabilities — a human resource that is underutilized. The partnership will also provide recruitment, hiring, and advancement information through educational, access and research activities. [p]SHRM is the world's largest association devoted to human resource management. Representing more than 205,000 individual members, the society's mission is to serve the needs of HR professionals by providing the most essential and comprehensive resources available. Founded in 1948, SHRM currently has more than 550 affiliated chapters and members in more than 100 countries. [p]The Office of Disability Employment Policy (ODEP) was authorized by Congress in the Department of Labor's FY 2001 appropriation. Recognizing the need for a national policy to ensure that people with disabilities are fully integrated into the 21st century workforce, Secretary of Labor Elaine L. Chao delegated authority and assigned responsibility to the assistant secretary for disability employment policy. ODEP is a policy agency in the Department of Labor. [p]For more information, visit ODEP online at www.dol.gov/odep under Circle of Champions. [p]_________________________________ [p]U.S. Department of Labor, Office of Disability Employment Policy (ODEP), 200 Constitution Avenue, NW, Washington, D.C. 20210, (202) 693-7880, (202) 693-7881 (TTY), (202) 693-7888 (FAX). www.dol.gov/odep [p] [b]
By Jimmy Tobias January 30, 2007 [b]Source: Copyright 2007 The Daily Pennsylvanian [p]As Fortune 500 companies continue to diversify their offices with [b]different types of top-tier students, candidates with disabilities [b]may prove to be the next target audience. [p]Last week, PepsiCo - the parent company of Pepsi, Frito-Lay and [b]Tropicana - visited the University specifically to recruit [b]students with disabilities, both physical and mental, for [b]employment positions. [p]The recruitment effort, which included a dinner and formal [b]presentation, was facilitated by Morris Street Partners, a New [b]York-based organization that currently has projects with PepsiCo [b]and Merrill Lynch and aims to increase the number of disabled [b]persons in the corporate workplace. [p]To help companies draw in students with disabilities, Morris [b]Street Partners hosts events that are just like standard on-campus [b]recruitment ones but are exclusive - and tailored - to disabled [b]students. [p]Last week's initiative was PepsiCo's first disability-focused [b]recruitment project with Morris Street Partners, said PepsiCo [b]Director of Executive Staffing John Delpino, who heard about [b]Morris Street Partners through a disabled executive at PepsiCo. [p]After deciding to "get [their] tail wet," Delpino said, PepsiCo [b]officials deemed the disabled a "very important population" and [b]decided to go after it. [p]And those students taking advantage of Morris Street Partners' [b]services are singing the company's praises. [p]"The idea behind the company is inspiring," said College freshman [b]Julie Gutowksi, who does marketing for the company on campus. [p]"Hopefully, [it] will take hold on college campuses, as well as in [b]the business world," she said. [p]Gutowksi began working at Morris Street Partners after attending [b]one of their recruitment sessions last semester with Merrill [b]Lynch. [p]One Wharton senior, who is currently utilizing Morris Street [b]Partners' services - and who refused to disclose her name because [b]of the sensitive nature of her own disability, an auditory- [b]processing disorder that impairs hearing - is currently in the [b]early stages of recruitment at PepsiCo. [p]She called Morris Street Partners' work "very insightful," adding [b]that, "as long as the disability does not affect [the person's] [b]performance as an employee," why not hire them? [p]Still, officials at Morris Street Partners say they are not [b]offering these services just for the sake of being considerate. [p]"It is not about being nice - it is about being smart," said Susan [b]Lang, the CEO of Morris Street Partners. [p]Lang added that the non-profit organization approaches its work [b]from a business perspective. [p]Rich Donovan, who started the organization last March, added that [b]"Morris basically aims to bring disabled individuals into the [b]market economy." [p]Donovan, who has cerebral palsy, called the disabled a significant [b]national minority and pointed out that "this is something that [b]hasn't been attempted before in a meaningful way." [p]Morris Street Partners is active on five campuses and is in [b]contact with 15 others. It will return to campus next year with a [b]new, although not-yet-chosen, name. [p]Career Services, which typically organizes on-campus recruitment [b]events, advertised this event, but most of the planning was done [b]by Morris Street Partners themselves, Barbara Hewitt, associate [b]director of Career Services, wrote in an e-mail. [p]
EEOC FACT SHEET ON WORKERS WITH DEAFNESS AND THE ADA: The EEOC has issued a Fact Sheet on the rights of workers who are deaf or hard of hearing under the ADA called: Questions and Answers about Deafness and Hearing Impairments in the Workplace and the Americans with Disabilities Act.
In partnership with the Job Accommodation Network [b]The USBLN® is excited to announce its new Webinar series -- [b]Industry Innovators- Leading the Way [b]K-12 and Beyond- Raising Expectations and Results [b]Exemplary Best Practices- Focus on Ability [p]The Employer Focused Sessions begin April 19! Go to www.usbln.org to register! [p]All Webinars are held 2pm-3pm Eastern Time [p]April 19, 2007 [b]Industry Innovators Leading the Way [b]Achieving an Accommodating Culture [p]Joan McGovern, Vice President, JPMorgan Chase [b]Director, Access Ability Resource Center [b]Attendees will be informed of the business benefits of operating with an inclusive environment, steps toward becoming more inclusive and using in-house processes to achieve objectives [p]May 17, 2007 [b]K-12 and Beyond- Raising Expectations and Results [b]COSD Career Gateway: Qualified College Students with Disabilities At our Fingertips" [p]Alan Muir, Executive Director, Career Opportunities for Students with Disabilities [b]The presenter will discuss the statistics of unemployment and the scope of disability on college campuses in order to provide a framework of why career employment for college students with disabilities is so important. Additionally, the presenter will focus on research with employers and higher education and outline specific solutions for the recruitment of college graduates with disabilities, including Career Gateway. [p]June 15, 2007 [b]K-12 and Beyond- Raising Expectations and Results [b]Project SEARCH: Making the Business Case for Hiring People with Disabilities. [p]J. Erin Riehle [b]Director of Disability Services Cincinnati Children's Hospital Medical Center [b]Director, Project SEARCH [p]Winner of the 2004 New Freedom Initiative and the 2004 Ohio Governor’s Employment Award, Project SEARCH is a unique collaboration between business, a community rehabilitation partner, and vocational rehabilitation. Rather than focus on the traditional ?easy? jobs such [b]as food or environmental services, Project SEARCH targets nontraditional ?complex but systematic? jobs that allow people with significant disabilities to maximize their potential in independent work settings. [b]Participants will learn how to: [b] Match business work environments with people with disabilities in nontraditional ways. [b]Utilize a combination of low and high tech accommodations and adaptations which enable people with significant disabilities to work in complex environments. Create a collaborative of diverse partners which maximizes available human and financial resources. [p]July 19, 2007 2pm-3pm [b]Exemplary Best Practices- Focus on Ability [b]"Welcoming Employees with Disabilities, It's NOT Just About Ramps and Restrooms" [p]Deborah Dagit [b]Executive Director, Diversity and Work Environment [b]Merck & Co. Inc. [p]The presenter will discuss answers to the following questions and ways to create an enabling infrastructure to expedite accommodations and inform innovative outreach strategies for persons with disabilities: [b]1) Do people in your Facilities, Security, Safety, Human Resources, and Health Services departments understand their roles and responsibilities for accommodating people with disabilities? Do they respond quickly and effectively? [b]2) What is the role of the manager? The person with a disability? [b]3) Why are people with disabilities reluctant to request an accommodation? Why are managers afraid to be asked? How can you make this process less anxiety-producing? [b]4) Should you try to form an employee resource group for employees with disabilities? How? [b]6) What are the pros and cons of a Centralized Accommodation Fund? [b]7) Which external organizations should my company be working with to accommodate/recruit people with disabilities? [b]8) How can I enhance my company's employment brand amongst candidates with disabilities? [b]9) Should I have explicit development plans for employees with disabilities? [b]10) And what about (you fill in the blank.... ) [p]Watch for upcoming sessions! [b]The USBLN® gives special thanks to its technical partners at the Job Accommodation Network to ensure the USBLN® Webinars are accessible. [p]The Job Accommodation Network is authorized to provide 1.0 hours of HRCI Credit. [p]Registration Fee $159 per log in ($99 for BLN Chapter members and sponsors***) [b]
WASHINGTON, DC (July 12, 2007) The US Business Leadership Network [b](USBLN®) today announced that it has named Jodi Julseth of Best Buy [b]Co., Inc. as its newest board member. Julseth is a member of the [b]Minnesota Business Leadership Network, which is an important state [b]partner of the USBLN®. [b] [b]Julseth is a manager in Human Resources at the Best Buy Corporate [b]Campus in Richfield, Minnesota. Julseth is the founder and co-chair of [b]Best Buy's Employee Resource Group titled INCLUDE - Focus on Abilities, [b]Not Disabilities. She provides guidance for the strategic process and [b]tactical plan to integrate people, products and services holistically [b]in such areas as health benefits, education, communication, recruitment [b]and community relations. A life-long advocate to empower individuals [b]for better outcomes, she is grounded in her community as a volunteer [b]and a creative, energetic leader. Julseth is on the steering committee [b]of the Minnesota chapter of the BLN, along with a diversity role on the [b]Governor's Workforce Development Council. [b] [b]The USBLN® is the national organization that supports development and [b]expansion of its BLN chapters across the country, serving as their [b]collective voice. It is the only national disability organization led [b]by business for business. The USBLN® recognizes and promotes best [b]practices in hiring, retaining, and marketing to people with [b]disabilities. There are 44 Business Leadership Network chapters in 32 [b]states, including the District of Columbia, representing more than [b]5,000 employers across the US. The BLN uses a ?business to business? [b]approach to educate, promoting the business imperative of including [b]people with disabilities in the workforce. Learn more at [b]www.usbln.org. [b] [b]BLN Chapters are business organizations headed by a Lead Business who [b]exemplifies these practices and shares experiences with other [b]members-employers-within the state or region. These activities include [b]career fairs, disability mentoring and internship programs, and [b]training programs including disability business etiquette, [b]accommodation, and other disability issues deemed significant to [b]employers. Businesses join BLN chapters to learn how to expand their [b]diversity recruiting efforts to include individuals with disabilities- [b]not as a social model but as a business case to recruit talent and [b]better serve their customers. BLN successes serve the workplace, the [b]marketplace, the community and the economy. The USBLN® Vision is that [b]every employer recognizes and benefits from the best practice of [b]including people with disabilities in their workforce and marketplace. [b] [b]For additional information, please contact Katherine McCary by phone at [b]804-343-9571 or email at Katherine.McCary@suntrust.com. [b]
By Tom Andel, Editor in chief, Modern Materials Handling [b]The retailer's new distribution center in Anderson, S.C., uses bar code scanners and specialized operator interfaces for inventory management, but the real success story is the people the facility employs. [b] [b]Randy Lewis is living the fable of “Stone Soup.” In the story, a poor traveler fools stingy villagers into adding delicious ingredients to his stone-filled pot and before they know it, the village has collaborated in creating a feast. In Lewis’s case, instead of using stones, he’s using materials handling technology. [p]Lewis is senior vice president of distribution and logistics at Walgreens. The chain just opened a new $175 million distribution center in Anderson, S.C., and while the 670,000 square ffacility uses bar code scanners and specialized operator interfaces for inventory management, the real success story is the people the facility employs. [p]Lewis uses technology as the stone in his soup to draw people to the rich potential for employing people with disabilities. He wants to turn the widespread captivation with technology into an adoption of a humanitarian philosophy. [p]It’s a successful recipe: [b]* 40% of the 264 employees at this Walgreens DC have disabilities, but it’s [b]* 20% more efficient than the chain’s older facilities. [p]“Technology is not the story here, although the things we did made operations better,” Lewis says. “With these workers we have the lowest turnover and less absenteeism, and there are a lot of other rational arguments you can make. We opened our doors to our top suppliers. They were expecting to learn all about technology. I showed them a workforce that could perform just as well if not better than those without disabilities.” [p]Employees at this Walgreens facility use touch-screens that display icons and workstations are ergonomically designed to the workers’ range of motion. [p]While not all Walgreens’ facilities use the same technology, all of them employ people of varying abilities, including those with autism and cerebral palsy. [p]The company will use this as a blueprint for new DCs. Their next will be a duplicate of the one in Anderson, and it will open in Hartford, Conn., the first quarter of 2009. Lewis says his site selection process will take into account how well a potential community supports this special population. [p]Jim Tompkins, president and CEO of Tompkins Associates, a leading supply chain consulting firm, agrees there’s a big future in materials handling for people with different ranges of abilities. [p]Tompkins just participated in the 2007 Material Handling and Logistics Summit held last month. Among the big-picture agenda items discussed by the more than 30 academics, end users, industry consultants and providers attending was “developing the workforce of the future for distribution, warehousing and manufacturing.” [p]Tompkins is convinced there’s an important role for senior citizens, the disabled, and a variety of others who have not been successful finding employment. Unfortunately, he fears that prejudice still prevails in many instances. [p]“I’m seeing is a lot of lip service,” he says. “What a shame more companies aren’t doing [what Walgreens is.] Underemployed people often turn out to be very loyal. You don’t have turnover or absenteeism and they take pride in their work. Plus, pick-to-light or put-to-light technology is conducive to employing handicapped in that environment.” [p]Lewis offers these tips to help you make some “stone soup” of your own: [b]1. Get a partner to provide the workforce. Consult your state’s vocational rehabilitation agency. (In RI, that is the Office of Rehabilitation-RIDHS, 421-7005 ask for Monica Dzialo.) [b]2. Start with a “rock star” employee (the stone in your soup). [b]3. Hold your ground on standards. [b]4. Face co-workers’ fears with education. [b]