Creating A Different Mind Set for Business Development!

1. Creating A Different Mind Set for Business Development! Howard Green, Deputy Director Corporate Programs

2. National Organization on Disability Only 21% of Americans with disabilities are employed, vs. 59% of those without KESSLER-NOD 2010 EMPLOYMENT SURVEY, BY HARRIS INTERACTIVE 30 year-old non-profit focused onincreasing employment opportunity and economic self-sufficiency for the 29 million working-aged Americans with disabilities. 2

3. NOD’s innovative approaches to disability employment are in five key areas

4. Employment is the leading gap for people with disabilities as it relates to quality of life New New New Gap has been decreasing The Gap is unchanged Gap has been increasing Kessler/NOD/Harris Poll - 2010

5. Meet Celia • How would you describe Celia:

6. Now, describe Celia…

7. What do think of this resume? • B.A Mathematics –June 2007 • B.A Economics – June 2007 ( Honors) • M.S Mathematics – January 2010 • Work Experience • Hamilton Lane Advisors –Summer Intern (May-August 2006 • Statman Analyst Research Intern – Feb,2010-June2010 • Blackfeather Enterprises LLC (telecommute) July-August 2011 • Skills- C++ Perl, Python, VBA, MATLAB, SPSS, AMOS, SRATA,LATEX, LexisNexis, Access, SQL, MySQL, Power Point, Excel, ASP, Ajax PHP • Certification – CMFS, Six Sigma Green Belt Lean/DFSS • Senior Class Treasurer

8. Meet the candidate… • OVER PAST FIVE YEARS THIS CANDIDATE HAS… • TWO DEGREES • APPLIED FOR SEVERAL HUNDRED POSITIONS • 100 INTERVIEWS(HOURS OF APPLICATIONS WORK) • NOT A SINGLE JOB OFFER • BUSINESSES AND GOVERNMENT • Lack of exposure to disability • Lack of internal structure from businesses to move candidates with disabilities beyond the initial interview. • Outside placement groups unable to help. James Brady

9. What do employers say about hiring people with disabilities? “One of the great obstacles faced by employers when diversifying their workforce is the difficulty in sourcing candidates with disabilities with the required skill sets necessary to fill entry- level to mid-level positions.” ~ Todd Harbaugh, EVP and COO Sam’s Club North America

10. Bridges to Business: Goals …beginning with employer needs

11. OFCCP proposes hiring goal for talent with disabilities – the race is on to find that talent pipeline! • Impacting Federal contractors and subcontractors with contracts of $50,000 or more • 7% of all staff (starting with new hires) should be employees with disabilities • New Recruitment Efforts (document & report) • List all job openings with the nearest Employment One-Stop Career Center; • Enter into a linkage agreement with the nearest State Vocational Rehabilitation Agency or local organization listed in the Social Security Administration’s Ticket to Work Employment Network; and • Establish an additional linkage agreement with at least one disabled veterans’ service organizations listed • Self identification & Data Collection • When applying for a position; • After an offer is received, but before employment begins; and • Annually, for all employees • Five year retention reporting requirements • Record Keeping • Annually evaluate physical and mental qualification standards and compliance with utilization goals. Personnel involved in recruitment, hiring, promotion, disciplinary and related processes must be trained annually and the contractor must keep records on annual training related to disability hiring

12. Yet, to increase employment of people with disabilities we need to focus on two customers In order to successfully manage both relationships you need a strong connection and understanding of employer workforce needs and wants

13. One Person/ One Job Low Expectations for candidates Not Able/ Willing to manage relationships Not Tracking the Right Info Doing Business the old way…. The Job Placement Model BIZ The job placement model typically identifies a single employer and matches a single candidate or multiple candidates of the same skill set

14. Doing business the new way… The Business Development Model Marketing /Business Development & Relations – (See the employer as a customer) Identify Business Needs and Learn their Culture Implement a Strategy to Meet Business Needs Maintain Networks with Business BIZ BIZ BIZ BIZ PWD PWD PWD PWD PWD PWD A Candidate Pipeline is Developed The BusinessDevelopment Model allows for a systematic approach of building relationships with many businesses which can result in many job opportunities

15. Working with employers you need to focus on their business objectives SAMPLE: Business Objectives The common denominator in most business objectives is –the people – businesses need to ensure they have the right person, for the right job, in the right place to ensure they can meet their objectives

16. Understanding business objectives is at the heart of the Bridges to Business model • Identify employer needs • Establish/continue relationship • Measure your successes • Ask for feedback • Change course as needed • Learn about their business • What are they doing in the • next 6-18 months • Identify how you can help Bridges to Business • If you can’t deliver what they • need – utilize your network • Deliver what you promised! • Tell them how you can help • Outline what you can do • Follow up early and often

17. Bridges to Business: A business-driven initiative to build a more inclusive workforce • Bridges • Demonstration • Improve connections between employers, service providers and sourcing agencies • Demonstrations with Lowe’s, Sam’s Club, ADP, Aetna and Sodexo • The Issues • Most employers don’t identify people with disabilities as a ready source for talent • Those that do – do not know where to find them • Employers find the public disability employment system confusing • Service providers do not speak the language of employers and use different success metrics • Future State • Hiring people with disabilities is “business as usual” • Current State • Limited “demand side” • focus and impact 17

18. Why is the Bridges to Business Model needed? Employer Feedback

19. Know what you need – know what you can offer: Questions to ask… • Demand (Employer) Side: • Do they have a diversity plan & does it include disability? • Do they have a disability program & is someone assigned to manage it? • Do they set targets to hire candidates with disabilities? • Do they have an accommodation policy & is it centralized? • Do they offer training on disability to their employees? • Do they have a community partner(s) to help with sourcing positions? • Is the partnership working & reaping benefits • Do they track things like production, retention, cost per hire, safety etc? • Supply (Service Provider) Side: • Do they have a strategic plan for addressing business needs? • Do they have a data base to track their business relations? Do they track their success and offer to track information for the business? • Do they offer disability training? • Do they assign a business manager to the business? • Do they have resources & networks beyond their organization. • Do they have a pipeline of candidates to meet the appropriate needs of a specific business?