GENERATION 2.0: A CASE STUDY
Disability and Inclusion Hiring Discussion
Julie Cook
Director of Quality and Compliance
Disability Solutions @ Ability Beyond
WHY AM I HERE?
AKA Should I Sneak Out To Check Email Now?
 Introduce Myself and Disability Solutions
 Tell Our Story
 Share Our Learnings From Pepsi ACT and Others
 Hear From You
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FULL SCALE DISABILITY EMPLOYMENT CONSULTANTS
Flexible, Scalable Solutions
1 Discover
Opportunities
5 Evaluate and
Support
2 Design Solutions
4 Deliver and Go
Live!
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3 Develop and Build
WHAT DOES DISABILITY LOOK LIKE IN AMERICA?
Let the Numbers Tell the Story
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WHAT DOES DISABILITY LOOK LIKE IN AMERICA?
Let Us Out of the Box
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Need Charity
Are Always Dependent on Others
Can’t be Fully Human - Limited
Are Sick, in Pain, or Need to be
Fixed
 Can Only Work in Entry Level Jobs
 Are to Be Pitied
 Can’t Hide Their Disability
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WHAT DOES DISABILITY LOOK LIKE IN AMERICA?
Diversity Lives Here
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My Personal Favorite…..
WHAT DRIVES A COMPANY TO FOCUS ON DISABILITY?
Champion
Drivers
Compliance
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Competition
CHAMPIONS OF DIVERSITY
“BECAUSE I THINK IT IS THE RIGHT THING TO DO”
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BEAT THE COMPETITION
Because the Other Guy Did It….Or We Want to Be #1
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COMPLY WITH THE REGULATIONS
Because the Government Thinks it is the Right Thing to Do
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March 24, 2014
7% Per Job Group……By Establishment
Opportunity to Self- Disclose
Evaluation of Efforts
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What is Gen. 1.0?
Foundations for Learning
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Key Learnings From Generation 1.0
Lowered Expectations = Lower Performance
Consistent Communication Increases Success
Charity Models of Employment are No Longer Valid
Creativity and Flexibility in Design Creates Impact
Traditional Interview and Validation Systems Do Not Always Equate with Job
Success or Failure
One Size Does Not Fit All
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WHAT IS GEN. 2.0?
Challenging the Norm
“Yesterday’s adaptations are
today’s norms.”
― Ronald A. Heifetz
 No Longer Assumes Systems Do
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Not Apply
Requires More of The Jobseeker
Challenges Easy Assumptions and
Status Quo Thinking
Embraces Challenges with
Expertise
Legitimizes Disability as a True
Attribute of Diversity
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 Integrates Real World Business
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Experience
Sees Compliance as an
Opportunity not an Insult
Embraces Technology
Value Driven – Not Charitable
Committed to Sustainable
Systems
Continues Gen. 1.0 PROVEN best
practices.
SUCCESS BEGINS WITH HONEST ASSESSMENT
Admitting You Have a Problem…
What Are Our Needs?
Where Are We Now?
Where Are the Gaps?
How Can Technology/Process Remove Gaps?
Where Are Hands On Strategies Needed?
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TALENT LIFECYCLE ASSESSMENT: HOW IS IT WORKING?
AKA Does It Even Work?
Outreach
Recruitment
Retain
Engage
Hire
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Jobseeker
Apply
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OVERARCHING PRINCIPLE: MAKE NO ASSUMPTIONS
You Know What They Say About Those, Right?
Recruitment and Outreach
Systems/Processes
Change Readiness
Talent Branding
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PRINCIPLE #1: DIVERSE TALENT REQUIRES DIVERSE PARTNERS
Try 2 Different Universes…..
Local Partners Want To Provide You with Qualified Talent
Are We Having the RIGHT Conversations?
Are We Talking to the Right Organizations?
How Do I Know?
 Moving Beyond Checking the Box
 Local Partners and Local Outreach Have
Endless Benefits
 Built on Mutual Understanding
– Binders, Training, Tours, Pre-Screen Days
 Utilizing the RIGHT Resources
 Utilizing MULTIPLE Resources
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PRINCIPLE #2a: THE DEVIL IS IN THE DETAILS
Our Candidates Are There, Too….
ARE WE FINDING THE RIGHT TALENT?
 ATS
 RPO
 Contingency
 Losing Great Talent
 Create Affirmative
Avenues
 Offer Support
 Challenges/Resets
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Candidate
Type 1
Candidate
Type 2
Grads
Skill
Gap/Skilled
Worker
Job Ready
Hard Skills/Soft
Skills
Campus
Recruitment
Targeted Training
Programs
PRINCIPLE #4: CHANGE READINESS LEAD THE WAY
Engagement, Engagement, Engagement
“There is nothing so powerful as an idea whose time has
come.”
-Victor Hugo
Multi – Level Analysis
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Clear Vision
Clear Plan to Implement
Committed Resources
Buy - In
Right Partners
Evaluation
Ready or Not
 Education/Awareness
 Directed Communication
Strategy
 Champion Engagement
 Local Successes to Build
Momentum
PRINCIPLE #5: TALENT BRAND
OWNING OUR STORY….
“Organizations that do an extraordinary job managing their talent agendas have
an opportunity to set themselves apart –
in both the talent arena and in the broader marketplace.”
- Human Capital Trends Report, November 2013
Capitalize on Talent
and Corporate Brand
Integration
 Actively Promote and Brand
Your Talent Initiatives
 Build Effective Talent Practices
 Communicate REPEATEDLY
– Internally and Externally
BUT FIRST….
 Brand Exists Already
 What Is It?
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IN CONCLUSION: THE CASE FOR CHANGE
The Bottom Line
“Building a strong talent base that includes people with
disabilities positions us to better connect with all types of
consumers, which is definitely a business objective of our
Diversity & Inclusion platform.
– Marty Bean
EnAble Executive Sponsor and Vice President,
Marketing Equipment, Supply Chain/Operations –
North American Beverages - PepsiCo.
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Julie Cook
Director of Quality and Compliance
[email protected]
203-826-3212