generation 2.0: a case study disability and inclusion hiring discussion julie cook director of...
TRANSCRIPT
GENERATION 2.0: A CASE STUDY
Disability and Inclusion Hiring Discussion
Julie CookDirector of Quality and ComplianceDisability Solutions @ Ability Beyond
Page 2
WHY AM I HERE?
Introduce Myself and Disability Solutions
Tell Our Story
Share Our Learnings From Pepsi ACT and Others
Hear From You
AKA Should I Sneak Out To Check Email Now?
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FULL SCALE DISABILITY EMPLOYMENT CONSULTANTSFlexible, Scalable Solutions
1 Discover Opportunities
2 Design Solutions
3 Develop and Build4 Deliver and Go Live!
5 Evaluate and SupportProject Management
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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
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
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WHAT DOES DISABILITY LOOK LIKE IN AMERICA?Diversity Lives Here
Diversity within Disability
My Personal Favorite…..
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WHAT DRIVES A COMPANY TO FOCUS ON DISABILITY?
Drivers
Champion
CompetitionCompliance
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CHAMPIONS OF DIVERSITY“BECAUSE I THINK IT IS THE RIGHT THING TO DO”
Thomas Linebarger
CEO Cummins
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BEAT THE COMPETITIONBecause the Other Guy Did It….Or We Want to Be #1
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COMPLY WITH THE REGULATIONSBecause 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
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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Lowered Expectations = Lower Performance Consistent Communication Increases Success Charity Models of Employment are No Longer Valid Creativity and Flexibility in Design Creates Impact Traditional Interview and Validation Systems Do Not Always Equate with Job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
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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
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SUCCESS BEGINS WITH HONEST ASSESSMENTAdmitting 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?
OutreachRecruitment
Jobseeker
Apply Hire
RetainEngage
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WHERE DID WE GO
FROM THERE?
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OVERARCHING PRINCIPLE: MAKE NO ASSUMPTIONS
Recruitment and Outreach
Systems/Processes
Change Readiness
Talent Branding
You Know What They Say About Those, Right?
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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 TalentAre We Having the RIGHT Conversations?Are We Talking to the Right Organizations?How Do I Know?
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PRINCIPLE #2a: THE DEVIL IS IN THE DETAILS
ATS RPO Contingency Losing Great Talent Create Affirmative
Avenues Offer Support Challenges/Resets
Our Candidates Are There, Too….
Job ReadyCandidate
Type 1
Hard Skills/Soft Skills
Candidate Type 2
Campus RecruitmentGrads
Targeted Training Programs
Skill Gap/Skilled Worker
ARE WE FINDING THE RIGHT TALENT?
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PRINCIPLE #4: CHANGE READINESS LEAD THE WAYEngagement, 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
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Capitalize on Talent and Corporate Brand
Integration
PRINCIPLE #5: TALENT BRANDOWNING OUR STORY….
Actively Promote and Brand Your Talent Initiatives
Build Effective Talent Practices Communicate REPEATEDLY
– Internally and ExternallyBUT 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
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IN CONCLUSION: THE CASE FOR CHANGEThe 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 BeanEnAble Executive Sponsor and Vice President,Marketing Equipment, Supply Chain/Operations – North American Beverages - PepsiCo.
