WI Disability: IN Summit provided tremendous value to our organization by providing us with an opportunity to increase visibility and exposure to next practices as it relates to Disability Inclusion.  We increased our knowledge of DEI and accessibility, Supplier Diversity and Wellness practices while increasing our knowledge of how to create a workforce that supports meaningful opportunities for Neurodiversity employees in a way that fosters a greater sense of belonging and inclusion.

Recruiting/Delivery

We are so grateful to have the opportunity to join Disability:In Wisconsin at their 2020 Ability Summit. We learned so much from these four purposeful sessions and are thrilled that we will be able to make an immediate impact in our organization by leveraging some of the key takeaways such as the following:

1. Recognize and embrace mental wellness; encourage colleagues to seek help when we see them challenged; share current employer programs often because every organization needs ambassadors to help redirect a colleague positively, and uncover other offerings to share internally for consideration.  The multiple examples shared that featured EY’s “R U OK?”, AT&T’s “Stamp out Stigma”,  Toyota’s “Blue Elephant project”, and USA Mental Health First Aid, provided the audience with relevant programs that their companies can consider if they are struggling to find ways to champion mental wellness within their organization.
2. Find ways to connect the neurodiverse talent to opportunities with clients through partnerships with firms like Rangam Consultants, Mind Shift, and Islands of Brillance who have built robust talent development models that help the neurodiverse talent enter the workforce aligned to meaningful career opportunities that will propel them to success!
3. Advocate for equity across our supplier network in terms of disable owned suppliers that include DOBE, SDV-DOBE, and V-DOBE and elevate these organizations internally by driving an awareness campaign to potential buyers to encourage them to consider these firms for partnerships when opportunities arise.
4. And lastly, Influence Employment Practices: Encourage recruiters within my company to ask prospective talent during the interviewing scheduling process if candidates need a reasonable accommodation to ensure we are living out the principal of accessibility and inclusion for all!