Best Practices for People With Disabilities

1. Best Practices for People With Disabilities Luke Visconti Chief Executive Officer (973) 494-0502 lvisconti@DiversityInc.com

2. Managing Diversity • When someone joins my group, I don't want an attitude that says 'I am different and special - give me extra help to fit in' - I want an engineer that says 'how can I do my job the best and work with the team equally.'  

3. Ernst & Young Business Risk Report 2010 1. Regulation and compliance (2) 4. Managing talent (7) 5. Emerging markets (12) 11. Inability to innovate 13. Emerging technologies 25. Shifting demographics (2009 risk ranking)

4. Stages of Diversity Management Workforce Focused Marketplace Focused Out-thinking Competition Stage 3 Stage 4 Stage 2 Stage 1 Danger of raising expectations with no corresponding gains in perceived opportunity High-level and high-potential regrettable loss Increasing difficulty in recruiting Leveraging internal and external stakeholders to innovate. Thought leadership Firm diversity plan with actions, objectives and milestones Gains in workforce diversity Structured ERGs and mentoring Decrease in potential liabilities Denial of opportunity to Stage 1 competitors Cutting-edge diversity management, accountability and results Utilization of resulting corporate cultural competency to understand market Increasing quality of revenue stream Outpacing competitors

5. Innovation and Diversity • University of Chicago professor Ron Burt (graph, left) • James Surowiecki, FEI Speech, 2010: • Innovations emerge best from communities rather than the mythical lone inventor. • Random group may have lower average IQs than best-of-best group. But diversity gives random group higher collective intelligence. • People *will* make mistakes in judgment. Key is to get crowd to make mistakes on different areas, not same way. Quality of Idea Better Worse Less More Diversity In an Employee’s Relationships

6. National Employment Gap for PWD • 70% of corporations polled have diversity policies/programs in place • 2/3 of these include disability as a component • Only 18% of companies offer an education program aimed at integrating PWD into the workplace Source: The 2010 Survey of Employment of Americans with Disabilities (sponsored by the Kessler Foundation and the National Organization on Disability)

7. DiversityInc Top 50 Bridging the Gap

8. People With Disabilities Resource Groups 8 Have a Resource Group For People With Disabilities

9. Generational Employee-Resource Groups 9 Have a Generational ERG

10. Inclusive Practices

11. Best Practices • IBM – Accessibility & Disability Central – web-based application that helps identify accommodation needs (such as computer-screen readers and live captioning for teleconferences) and accommodation options and sources • E&Y – disability-awareness training, which includes awareness quizzes; creates yearly poster to raise awareness for National Employment Awareness Month • Aetna – onsite fitness center, physical therapy, a pharmacy, an employee-assistance program and massage services

12. DiversityInc Top 10 Companies for People with Disabilities • IBM Corporation • KPMG LLP • Kaiser Permanente • Aetna Inc. • Ernst & Young, LLP. • The Procter & Gamble Company • Merck • Deloitte • Sodexo • Starwood Hotels & Resorts Worldwide, Inc.