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GENERATION 2.0: A CASE STUDY

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

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GENERATION 2.0: A CASE STUDY

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  1. GENERATION 2.0: A CASE STUDY Disability and Inclusion Hiring Discussion Julie Cook Director of Quality and Compliance Disability Solutions @ Ability Beyond

  2. 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

  3. FULL SCALE DISABILITY EMPLOYMENT CONSULTANTS Flexible, Scalable Solutions Project Management

  4. WHAT DOES DISABILITY LOOK LIKE IN AMERICA? Let the Numbers Tell the Story

  5. WHAT DOES DISABILITY LOOK LIKE IN AMERICA? Let Us Out of the Box 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 “Disability notions are not objectively determined, but socially constructed.” - Luis A. Torres  "disability notions are not objectively determined but socially constructed" and these constructions serve as powerful ideas that shape l "reform" and can within themselves produce institutional failure.

  6. WHAT DOES DISABILITY LOOK LIKE IN AMERICA? Diversity Lives Here Diversity within Disability

  7. My Personal Favorite…..

  8. WHAT DRIVES A COMPANY TO FOCUS ON DISABILITY?

  9. CHAMPIONS OF DIVERSITY “BECAUSE I THINK IT IS THE RIGHT THING TO DO” Thomas Linebarger CEO Cummins

  10. BEAT THE COMPETITION Because the Other Guy Did It….Or We Want to Be #1

  11. COMPLY WITH THE REGULATIONS Because the Government Thinks it is the Right Thing to Do March 24, 2014 7% Per Job Group……By Establishment Opportunity to Self- Disclose Evaluation of Efforts

  12. What is Gen. 1.0? Foundations for Learning • 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Expectations = Lower Performance • Consistent Communication Increases Success • Charity Models of Employment are No Longer Valid • Creativity and Flexibility in Design Creates Impact • Traditional Interview and Validation Systems Do Not Always Equate with Job Success or Failure • One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

  13. WHAT IS GEN. 2.0? Challenging the Norm No Longer Assumes Systems Do 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 Integrates Real World Business 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. “Yesterday’s adaptations are today’s norms.” ― Ronald A. Heifetz

  14. SUCCESS BEGINS WITH HONEST ASSESSMENT Admitting You Have a Problem…

  15. TALENT LIFECYCLE ASSESSMENT: HOW IS IT WORKING? AKA Does It Even Work?

  16. WHERE DID WE GO FROM THERE?

  17. OVERARCHING PRINCIPLE: MAKE NO ASSUMPTIONS You Know What They Say About Those, Right?

  18. PRINCIPLE #1: DIVERSE TALENT REQUIRES DIVERSE PARTNERS Try 2 Different Universes….. 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 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?

  19. 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

  20. PRINCIPLE #4: CHANGE READINESS LEAD THE WAY Engagement, Engagement, Engagement “There is nothing so powerful as an idea whose time has come.” -Victor Hugo Clear Vision Clear Plan to Implement Committed Resources Buy - In Right Partners Evaluation Education/Awareness Directed Communication Strategy Champion Engagement Local Successes to Build Momentum Multi – Level Analysis Ready or Not

  21. PRINCIPLE #5: TALENT BRAND OWNING OUR STORY…. Actively Promote and Brand Your Talent Initiatives Build Effective Talent Practices Communicate REPEATEDLY • Internally and Externally BUT FIRST…. Brand Exists Already What Is It? “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

  22. 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 • EnAbleExecutive Sponsor and Vice President,Marketing Equipment, Supply Chain/Operations – North American Beverages - PepsiCo.

  23. Julie CookDirector of Quality and Compliance Julie.Cook@abilitybeyond.org 203-826-3212

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