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Maximizing Potential: Leveraging Diversity through Untapped Talent

Explore the importance of employing people with disabilities for enhanced diversity and inclusion within organizations. Learn the cultural shift needed for successful programs, the crucial role of leadership commitment and accountability, and the key elements of support for managers and employees. Access accurate, comprehensive, and engaging resources to promote a more inclusive work environment. Discover the E.A.S.Y. method to drive organizational change and unlock the full potential of untapped talent.

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Maximizing Potential: Leveraging Diversity through Untapped Talent

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  1. Leveraging Diversity with Untapped Talent Employing People with Disabilities Kristen Medley-Proctor, Ph.D.Social Security Administration FEB EEO Disability & Inclusion and Disabilities Awareness/Employment SymposiumJune 6, 2012

  2. Agenda E A S Y

  3. Why Untapped Talent? Source: DOL BLS

  4. The E.A.S.Y. Method

  5. EXPERIENCE Making a Cultural Shift

  6. Why Culture? Components of an organization’s culture can and will preclude the success of a new program, process, strategy, or vision—even those that would clearly benefit the organization.

  7. Our Collective Experience What cultural components can and have thwarted the success of Diversity and Inclusion programs?

  8. Cultural Change Is . . . • Deliberate • Active • Behavioral and Attitudinal • Iterative • Impacted by/Impacts: • Leadership and Decision Making • Structures • Processes and Systems • People

  9. ACCOUNTABILITY Leadership Commitment

  10. Accountability • Champion • Define, Monitor, and Reward • Integrate and Acculturate

  11. Champion • Articulate a Vision • Communicate • Top Down • Bottom Up • Sideways • Develop and Implement a Plan

  12. Define, Monitor, and Reward • Set Goals, Objectives, and Performance Targets • Process-oriented • Results-oriented • Monitor Performance and Course Correct • Acknowledge and Reward Milestones and Results

  13. Integrate/Acculturate • Integrate Vision into the Organization • “Initiative” vs. Business Process • Acculturate vs. Assimilate • Us, Them, We

  14. SUPPORT Managers

  15. Key Elements of Support • Centralized/Coordinated Programs • Direction and Education • Quality Resources

  16. Centralized/Coordinated Programs • Selective Placement • Reasonable Accommodations • Fully Vetted Referrals

  17. Direction and Education

  18. Quality Resources • Databases • Websites • Video on Demand ACCURATE COMPREHENSIVE ENGAGING

  19. SUPPORT Employees

  20. Key Elements of Support • Access to Information • Targeted and Funded Resources • Community

  21. Access to Information • EWD Gateway • AID • RA Wizard

  22. EWD Gateway

  23. AID

  24. Regional Website

  25. RA Wizard • Online process for employees to make RA requests • Magnifications and/or screen reader software • Voice recognition software • Captioned telephones • TTY/TDD devices • Braille displays • Assistive services

  26. Targeted and Funded Resources • Assistive Technology and Adaptive Devices • Training • FTE Pool • Sign Language Interpreter Services

  27. Community

  28. It’s E.A.S.Y EXPECTABILITYSUPPORT EXPERIENCEACCOUNTSUPPORT YOU INDIVIDUAL ORGANIZATION

  29. Questions Thank You! Kristen.Medley-Proctor@ssa.gov

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