Interviewing, Hiring and Onboarding Individuals with Disabilities

National Business & Disability Council (NBDC) at The Viscardi Center November 6, 2019

Interviewing, Hiring and Onboarding Individuals with Disabilities

Christina Eisenberg Manager

National Business & Disability Council (NBDC) at

The Viscardi Center

National Business & Disability Council (NBDC) at The Viscardi Center

• Member-Driven organization focused on:

o Workforce

o Consumers

o Community

• Programs and services supporting organizations of all sizes and government agencies in the

enhancement of disability-inclusion efforts

• In-person and online trainings, consultations, assistance with talent acquisition of qualified

candidates with disabilities, support with physical and digital accessibility, and more

• Visit us at www.NBDC.com to learn more

Housekeeping

• For audio call: 415-655-0045Access code: 664 057 460#

• Contact WebEx tech support at 1-866-229-3239• Submit questions via Q&A window• Having trouble posting to the Q&A window? Email

info@viscardicenter.org• Live captioning is located at the bottom right of the screen• Receive 1.0 general recertification credit hours through the HR

Certification Institute (HRCI) and the Society for Human Resource Management (SHRM) (via email following the event)

Audience Assessment Question

On a Scale of one to five, how would you rate your understanding of interviewing, hiring and onboarding individuals with disabilities?

Today’s Speaker

Sheridan WalkerPresident

HirePotential

Objective• U n d e r s t a n d i n g a n d p r e p a r i n g y o u r r e c r u i t i n g

t e a m t o e a s i l y n a v i g a t e a n d g a i n a c o m f o r t l e v e l

m e e t i n g a n d i n t e r v i e w i n g a p p l i c a n t s w i t h a

v a r i e t y o f d i s a b i l i t i e s .

• C r e a t i n g a c o m f o r t a b l e e n v i r o n m e n t f o r a l l a n d

p o s i t i o n i n g t h e c a n d i d a t e a p p r o p r i a t e l y f o r

i n t e r v i e w i n g w i t h t h e h i r i n g m a n a g e r.

Training Topics OFCCP and the Laws overview

Learn about your own fears & attitudes

Learn how to conduct an interview

Learn what you need to know about hidden disabilities.

Learn what you can and can not say or do

Learn about disclosure and requests for accommodation

Learn how to be at ease and professional

Learn how to present the qualified candidate in an unbiased way.

Overview – OFCCP and the Laws

Overview – Disability ActivityO F C C P : S e c t i o n 5 0 3 2 0 0 8 : O n l i n e A p p l i c a t i o n S e l e c t i o n S y s t e m ( 4 1 C R F 6 0 - 7 4 1 . 2 1 ( a ) ( 6 ) ) 2 0 1 0 : O u t r e a c h a n d R e c r u i t i n g 2 0 1 4 H i r i n g – I W D 7 % u t i l i z a t i o n g o a l a n d S e l f I d F o r m D a t a C o l l e c t i o n / r e c o r d k e e p i n g ( 4 1 C F R 6 0 - 7 4 1 . 8 0 ) F O C U S E D A U D I T S

E E O - AD A A A : ( T i t l e 1 ) 2 0 0 8 D e f i n i t i o n e x p a n d e d

D O J : S e c t i o n 5 0 8 W e b s i t e Ac c e s s i b i l i t y ( T i t l e I I I ) C A : U N R U E L a w W e b s i t e s t o i n c l u d e a l l p u b l i c s i t e s ( v i r t u a l d o o r s ) L a s t 3 y r s – v i o l a t i o n s u p 3 0 0 %

2 1 s t C e n t u r y Te l e c o m , V i d e o Ac c e s s i b i l i t y Ac t ( 2 0 1 0 ) A l l n e w t e c h n o l o g y t o b e a c c e s s i b i l i t y ( S m a r t P h o n e , I n t e r n e t T V )

Workforce Demographics: USAP e o p l e w i t h D i s a b i l i t i e s 1 8 . 3 m i l l i o n p e o p l e i n t h e U . S . , a g e s 2 1 - 6 4 , r e p o r t e d h a v i n g a

d i s a b i l i t y. T h e w o r k f o r c e i s a g i n g , a n d 2 1 % o f t h o s e b e t w e e n t h e a g e s o f

4 5 t o 5 4 r e p o r t e d h a v i n g a d i s a b i l i t y. 2 9 . 7 % o f P W D h a v e s o m e c o l l e g e o r a n a s s o c i a t e ’ s d e g r e e , a n d

1 2 . 3 % h o l d a b a c h e l o r ' s d e g r e e o r h i g h e r.A g i n g / M a t u r e Wo r k e r s B y 2 0 2 0 , t h e n u m b e r o f p e o p l e 5 5 a n d o l d e r w i l l i n c r e a s e b y

7 3 % w h i l e t h e n u m b e r o f y o u n g e r w o r k e r s w i l l g r o w o n l y 5 % . 8 0 % o f t h e b a b y b o o m e r s p l a n t o c o n t i n u e w o r k i n g a f t e r

r e t i r e m e n t f r o m t h e i r c u r r e n t p o s i t i o n s .Ve t e r a n s 2 3 . 9 m i l l i o n . 2 . 8 m i l l i o n w i t h d i s a b i l i t i e s ( k n o w n ) .Source: U.S. Bureau of Labor Statistics, 2008; Dept. of Veteran Affairs, 2008 ; ODEP, 2008; AARP

Fear and Attitudinal

Barriers to Recruitment

Myths - Transportation M yt h : P e r s o n s w i t h d i s a b i l i t i e s h a v e p r o b l e m s g e t t i n g t o

w o r k .

F a c t : P e r s o n s w i t h d i s a b i l i t i e s a r e c a p a b l e o f s u p p l y i n g

t h e i r o w n t r a n s p o r t a t i o n b y c h o o s i n g t o w a l k , u s i n g a

c a r p o o l , d r i v i n g , o r t a k i n g p u b l i c t r a n s p o r t a t i o n o r a

c a b . T h e i r m o d e s o f t r a n s p o r t a t i o n t o w o r k a r e a s

v a r i e d a s t h o s e o f o t h e r e m p l o y e e .

Myths – Job Skills M yt h : C e r t a i n j o b s a r e s u i t e d t o p e o p l e w i t h d i s a b i l i t i e s .

F a c t : M a n y p e o p l e s t i l l b e l i e v e t h a t c e r t a i n j o b s a r e

s u i t e d f o r p e o p l e w i t h d i s a b i l i t i e s . F o r e x a m p l e , p e o p l e

w h o a r e v i s u a l l y i m p a i r e d s h o u l d w o r k a s d a r k r o o m

a t t e n d a n t s . O r p e o p l e w h o a r e d e a f s h o u l d w o r k i n n o i s y

e n v i r o n m e n t s . T h i s s t e r e o t y p e i s s i m i l a r t o t h e b e l i e f

t h a t w o m e n s h o u l d b e n u r s e s .

R e m e m b e r, s k i l l s , a b i l i t i e s , a n d a p t i t u d e s s h o u l d b e t h e

o n l y c r i t e r i a t h a t m a t t e r. N o p e r s o n w i t h a d i s a b i l i t y s h o u l d

b e p r e j u d g e d r e g a r d i n g e m p l o y m e n t o p p o r t u n i t i e s .

Myths – Blindness

M yt h : P e o p l e w h o a r e b l i n d c a n n o t

d o t e c h n i c a l j o b s .

F a c t : P e o p l e w h o a r e b l i n d c a n d o

t e c h n i c a l j o b s b y u s e o f a s s i s t i v e

t e c h n o l o g y. T h e w a y t h e y d o t h e i r j o b

m a y b e d i f f e r e n t , b u t t h e y s t i l l c a n g e t

t h e j o b d o n e a s e f f e c t i v e l y a s t h e i r

p e e r s .

Myths – Wheelchair Use M yt h : W h e e l c h a i r u s e i s c o n f i n i n g ; p e o p l e

w h o u s e w h e e l c h a i r s a r e

" w h e e l c h a i r - b o u n d . "

O r, I c a n ’ t h i r e s o m e o n e i n a w h e e l c h a i r

f o r a j o b t h a t r e q u i r e s t r a v e l .

F a c t : A p e r s o n w h o u s e s a w h e e l c h a i r w i l l

h a v e n o p r o b l e m w h a t s o e v e r g e t t i n g

a r o u n d i n a w o r k p l a c e t h a t m e e t s

m i n i m u m a c c e s s i b i l i t y r e q u i r e m e n t s . M a n y

p e o p l e w h o u s e a w h e e l c h a i r t r a v e l

e x t e n s i v e l y.

Myths – Accommodations M yt h : C o n s i d e r a b l e e x p e n s e i s n e c e s s a r y

t o a c c o m m o d a t e w o r k e r s w i t h d i s a b i l i t i e s .

F a c t : M o s t w o r k e r s w i t h d i s a b i l i t i e s r e q u i r e n o

s p e c i a l a c c o m m o d a t i o n s a n d t h e c o s t f o r t h o s e

w h o d o i s m i n i m a l o r m u c h l o w e r t h a n m a n y

e m p l o y e r s b e l i e v e .

T h e J o b A c c o m m o d a t i o n N e t w o r k r e p o r t s t h a t t h e

a v e r a g e c o s t o f a w o r k p l a c e a c c o m m o d a t i o n i s

$ 4 0 0 - $ 6 0 0 a n d t h a t o n l y 4 4 % o f e m p l o y e e s w i t h

d i s a b i l i t i e s n e e d a n a c c o m m o d a t i o n .

Myths – Speech

M yt h : P e o p l e w h o s t u t t e r a r e n o t

a s s m a r t a s o t h e r s .

F a c t : T h e r e i s n o l i n k w h a t s o e v e r

b e t w e e n s t u t t e r i n g a n d

i n t e l l i g e n c e .

Myths – Americans with Disabilities Act M yt h : T h e A D A f o r c e s e m p l o y e r s t o h i r e

u n q u a l i f i e d i n d i v i d u a l s w i t h d i s a b i l i t i e s .

F a c t : A p p l i c a n t s w h o a r e u n q u a l i f i e d f o r a j o b

c a n n o t c l a i m d i s c r i m i n a t i o n u n d e r t h e A D A .

U n d e r t h e A D A , t o b e p r o t e c t e d f r o m

d i s c r i m i n a t i o n i n h i r i n g , a n i n d i v i d u a l w i t h a

d i s a b i l i t y m u s t b e q u a l i f i e d , w h i c h m e a n s h e o r

s h e m u s t m e e t a l l r e q u i r e m e n t s f o r a j o b a n d b e

a b l e t o p e r f o r m i t s e s s e n t i a l f u n c t i o n s w i t h o r

w i t h o u t r e a s o n a b l e a c c o m m o d a t i o n s .

Recruiting and

Interviewing

Recruiting Prep – Marketing Materials

Brai l le on Business cards Al ternat ive Formats Inc lude welcoming, inc lus ive language in

publ ic presentat ions and program l i terature. “ We e n c o u r a g e p e o p l e w i t h d i s a b i l i t i e s t o a p p l y. ” “ P e o p l e w i t h d i s a b i l i t i e s a r e v a l u e d m e m b e r s o f o u r

o r g a n i z a t i o n . ”

“ S i g n l a n g u a g e i n t e r p r e t e r s a v a i l a b l e u p o n r e q u e s t . ” “ O u r p r o g r a m m a t e r i a l s a r e a v a i l a b l e i n a l t e r n a t i v e

f o r m a t s ( B r a i l l e , t a p e , C D , l a r g e p r i n t , e t c . ) u p o n r e q u e s t . ”

Online ApplicationAccommodation Statement – Home & Career

“ I f y o u n e e d a n a c c o m m o d a t i o n t o n a v i g a t e o u r s i t e o r t o a p p l y t o o u r

C a r e e r s s i t e , p l e a s e s e n d y o u r r e q u e s t t o : a c c e s s i b i l i t y@ x yz . c o m o r

c a l l 5 5 5 . 5 5 5 . 5 5 5 5 o r f a x y o u r r e q u e s t t o 7 7 7 . 7 7 7 . 7 7 7 7 . ”

“ I f y o u a r e a n i n d i v i d u a l w i t h a d i s a b i l i t y o r a d i s a b l e d v e t e r a n w h o i s

u n a b l e t o u s e o u r o n l i n e t o o l s t o s e a r c h a n d a p p l y f o r j o b s , y o u m a y

r e q u e s t a r e a s o n a b l e a c c o m m o d a t i o n b y c o n t a c t i n g u s a t

5 5 5 . 5 5 5 . 5 5 5 5 o r b y e m a i l a t c a r e e r s @ x yz . c o m . T h i s o p t i o n i s

r e s e r v e d f o r i n d i v i d u a l s w h o a r e u n a b l e t o u s e o r r e q u i r e a s s i s t a n c e

w i t h t h e o n l i n e t o o l s a s t h e r e s u l t o f a d i s a b i l i t y a n d i s n o t i n t e n d e d

f o r o t h e r p u r p o s e s . ”

Recruiting Prep – IntroductionResumes

Assis t ive technology:

Screen Readers: JAWS, Window Eyes

Magni f icat ion: Zoom text , MAGic

Speech Recogni t ion: Dragon Natura l ly

Speaking

Organizat ions or In terest

Phone – Relay ca l ls , Speech impairment

Preparing for an Interview A s s e s s A c c e s s i b i l i t y f o r a p p l i c a n t s w i t h m o b i l i t y, v i s u a l , h e a r i n g

o r c o g n i t i v e d i s a b i l i t i e s . B e p r e p a r e d t o p r o v i d e A c c o m m o d a t i o n s . M a k e s u r e y o u r s u p p o r t s t a f f a r e t r a i n e d . K n o w s e r v i c e a n i m a l e t i q u e t t e . D o n o t a l l o w a r e h a b i l i t a t i o n c o u n s e l o r, s o c i a l w o r k e r o r o t h e r

t h i r d p a r t y t o t a k e a n a c t i v e p a r t i n o r s i t i n o n a n i n t e r v i e wu n l e s s t h e a p p l i c a n t r e q u e s t s i t .

P r e p a r e q u e s t i o n s t h a t a r e j o b - r e l a t e d . D o n o t t r y t o i m a g i n e h o w y o u w o u l d p e r f o r m a s p e c i f i c j o b i f

y o u h a d t h e a p p l i c a n t ’ s d i s a b i l i t y. A l l o w e n o u g h t i m e . F o c u s o n A b i l i t y.

When Interviewing

R e l a x . D o n o t s p e c u l a t e . K n o w l e d g e , s k i l l s , a b i l i t y, & e x p e r i e n c e s D i s a b i l i t y r e l a t e d q u e s t i o n s p r o h i b i t e d . D o n ’ t b e d i s t r a c t e d . A l w a y s t a l k d i r e c t l y t o t h e p e r s o n . Tr e a t t h e i n d i v i d u a l w i t h t h e s a m e r e s p e c t

y o u w o u l d t r e a t a n y c a n d i d a t e . L i k e w i s e ,h o l d i n d i v i d u a l s w i t h d i s a b i l i t i e s t o t h es a m e s t a n d a r d s a s a l l a p p l i c a n t s .

Interviewing Illegal QuestionsA n e m p l o y e r s c a n n o t a s k :

D o y o u h a v e a d i s a b i l i t y ?

H a v e y o u e v e r b e e n h o s p i t a l i z e d ? I f s o , f o r w h a t

c o n d i t i o n ?

H a v e y o u e v e r b e e n t r e a t e d f o r a m e n t a l c o n d i t i o n ?

H a v e y o u h a d a m a j o r i l l n e s s i n t h e l a s t 5 y e a r s ?

H o w m a n y d a y s w e r e y o u a b s e n t f r o m w o r k b e c a u s e

o f i l l n e s s l a s t y e a r ?

A r e y o u c u r r e n t l y t a k i n g a n y m e d i c a t i o n s ?

Testing Te s t i n g

I n f o r m a p p l i c a n t s a h e a d o f t i m e i f t h e y w i l l b e r e q u i r e d t o t a k e a t e s tt o d e m o n s t r a t e t h e i r a b i l i t y t o p e r f o r m a c t u a l o r s i m u l a t e d t a s k s s ot h a t t h e y c a n r e q u e s t a r e a s o n a b l e a c c o m m o d a t i o n , i f n e c e s s a r y.( S u c h t e s t s a r e p e r m i t t e d u n d e r t h e A D A a s l o n g a s t h e y a r e u n i f o r m l yg i v e n t o a l l a p p l i c a n t s . )

M e d i c a l E x a m s / P h y s i c a l s

O t h e r t e s t s

A c c e s s i b i l i t y o r a c c o m m o d a t i o n

Ti m e d t e s t

B e p r e p a r e d t o p r o v i d e a c c e s s i b l e f o r m a t s

Disclosure

S o m e p e o p l e m a y n o t d i s c l o s e ad i s a b i l i t y.

I f a c a n d i d a t e d i s c l o s e s ad i s a b i l i t y t o y o u , d o n ’ t r e a c t o rr e p e a t w h a t y o u h e a r d .

I f t h e d i s a b i l i t y d i s c l o s e d c o u l dr e s u l t i n a r i s k t o t h e i n d i v i d u a l o rc o - w o r k e r s i n t h e p o s i t i o n b e i n gi n t e r v i e w e d f o r, c o n s u l t y o u re m p l o y e e r e l a t i o n s , a t t o r n e y s ,H R .

Interviewing – ADA Pre Employment M a k e s u r e y o u t h o r o u g h l y u n d e r s t a n d t h e e s s e n t i a l

f u n c t i o n s o f t h e j o b .

D o n o t a s k a n a p p l i c a n t a b o u t p r e v i o u s i l l n e s s e s ,

h o s p i t a l i z a t i o n s , t h e r a p i e s o r w o r k a t t e n d a n c e h i s t o r y.

I n i t i a l s u g g e s t i o n s f o r j o b a c c o m m o d a t i o n s s h o u l d c o m e

f r o m t h e a p p l i c a n t .

E m p l o ye r s a r e r e q u i r e d t o p r o v i d e r e a s o n a b l e

a c c o m m o d a t i o n s t o i n d i v i d u a l s w i t h d i s a b i l i t i e s .

Interviewing an Individual Who is Deaf or Hard of Hearing

Visua l commun ica t ion

I n te rp re te r

Other ways to commun ica te

Relay ca l l s

Wri t ing sk i l l s

Video con fe rence , Video in te rp re t ing

Videophone

Interviewing an Individual Who is Blind or Low Vision

Verba l commun ica t ion

Announce- en te r ing and ex i t ing

Never touch o r g rab

Di rec t ions o r lead ing

Paperwork

Signa tu re

Interviewing an Individual Who is Blind or Low Vision Guide dog

Do no t pe t when in harness

Dis t rac t o r feed

Serv ice An ima ls

Aler t – Hear ing , Se izures

Mobi l i t y

Anx ie ty / depress ion

Interviewing an Individual with a Mobility or Physical Challenge Do no t focus on the whee lcha i r o r

adap t i ve dev ice

Eye con tac t

Stay focused

Adapt ive Wr i t ing Too ls – Sp l in t , cu f f

Shor t S ta tu re

Do no t pa t on head

Tone o f vo ice

Interviewing an Individual with Speech Impairment C o n c e n t r a t e o n w h a t t h e p e r s o n i s s a y i n g .

W h e n t h e p e r s o n p a u s e s i n s p e e c h i n d i c a t e t h a t y o u d o u n d e r s t a n d ;

i f y o u d o n ’ t , l e t t h e p e r s o n k n o w.

B e p a t i e n t .

T h e p e r s o n m a y h a v e t o r e p e a t

Tr y w r i t i n g t h e m e s s a g e d o w n

Av o i d a t t e m p t i n g t o c o m p l e t e t h e p e r s o n ' s t h o u g h t s o r s e n t e n c e s .

Tr y t o m e e t i n a q u i e t a n d d i s t r a c t i o n - f r e e a r e a .

Interviewing an Individual with a Cognitive Disability - Neurodiversity

R e p e a t i n f o r m a t i o n o r q u e s t i o n s .

R e p h r a s e i n f o r m a t i o n o r q u e s t i o n s i n a d i f f e r e n t w a y, i f n e e d e d .

A s k t h e p e r s o n t o p a r a p h r a s e w h a t i s u n d e r s t o o d t o h e l p c l a r i f y w h a t a d d i t i o n a l i n f o r m a t i o n i s n e e d e d .

I f t h e p e r s o n h a s t r o u b l e p a y i n g a t t e n t i o n , e l i m i n a t e d i s t r a c t i o n s a n d m o v e s o y o u a r e c l o s e r t o a n d / o r w i t h i n t h e i r l i n e o f v i s i o n a n d h e a r i n g .

D o n ’ t j u m p t o c o n c l u s i o n s .

Interviewing an Individual with Hidden Disability Up to 80% are h idden d isab i l i t i es .

Extens ion o f the ADAAA more

types o f d isab i l i t i es may now be

af fo rded pro tec t ion .

Don ’ t be d is t rac ted by t ry ing to

“guess” abou t a h idden d isab i l i t y

based on background in fo rmat ion

in an app l i can t ’s resume.

Simply focus on ski l ls & abi l i ty.

Positioning

Positioning the Candidates S t e p 1 : E n s u r e s u p p o r t e d & t r a i n e d .

S t e p 2 : P o s i t o n t h e c a n d i d a t e a s y o u w o u l d a n y c a n d i d a t e .

S t e p 3 : O n c e a g r e e d , s c h e d u l e t h e i n t e r v i e w a n d c o n f i r m .

S t e p 4 : O n c e c o n f i r m e d : O n o r b e f o r e t h e i n t e r v i e w i n f o r m o n l y i f

a p p a r e n t . F a c e t o f a c e o r o v e r t h e p h o n e . O f f e r t o a s s i s t t h e h i r i n g m a n a g e r a s r e q u i r e d . I n f o r m h i r i n g m a n a g e r o f s u p p o r t a n d p o s s i b l e

r e a s o n a b l e a c c o m m o d a t i o n n e e d e d d u r i n g t h ei n t e r v i e w.

On-Boarding

Onboarding L i k e a n y e m p l o y e e , m a k e t h e n e w h i r e f e e l w e l c o m e d ,

c o m f o r t a b l e , a n d a p p r e c i a t e d .

A s s i g n a m e n t o r.

P e r s o n a l l y g i v e t h e e m p l o y e e a t o u r o f t h e o f f i c e .

S h o w t h e e m p l o y e e h i s o r h e r w o r k a r e a .

I n t r o d u c e t o c o - w o r k e r s .

K e e p i t c a s u a l – n o n e e d t o m e n t i o n t h e p e r s o n ’s d i s a b i l i t y u n l e s s i t c o m e s u p n a t u r a l l y.

B e t h e r o l e m o d e l – e m p l o y e e s a r e w a t c h i n g y o u r r e a c t i o n .

Inclusive S t a f f m e e t i n g s

G r o w t h a n d d e v e l o p m e n t t r a i n i n g

C o m p a n y e v e n t s

L u n c h

A f t e r w o r k g a t h e r i n g

I n c l u s i o n i n e v e r y a s p e c t o f t h e w o r k p l a c e

A c c e s s i b i l i t y - e v e n t , o f f s i t e

Integrated Workforce S t e p 1 : C o m m i t m e n t : C o m m i t t o e m p l o y i n g , a d v a n c i n g a n d r e t a i n i n g

p e o p l e w i t h d i s a b i l i t i e s . M a k e w o r k f o r c e d i v e r s i t y p a r t o f y o u r c o m p a n y ’s c u l t u r e .

S t e p 2 : R e c r u i t m e n t : A g g r e s s i v e l y s e e k j o b c a n d i d a t e s w i t h d i s a b i l i t i e s . I n f o r m d i s a b i l i t y - r e l a t e d o r g a n i z a t i o n s a n d a g e n c i e s o f y o u r j o b o p e n i n g s .

S t e p 3 : I n t e r v i e w i n g : A s y o u w o u l d w i t h a n y o t h e r j o b s e e k e r, f o c u s o n t h e i n d i v i d u a l ’ s s k i l l s , a b i l i t i e s a n d a c h i e v e m e n t s .

S t e p 4 : A c c o m m o d a t i o n s : I n c l u d e t h e e m p l o y e e i n t h e p r o c e s s o f d e t e r m i n i n g a p p r o p r i a t e a c c o m m o d a t i o n s .

S t e p 5 : Aw a r e n e s s Tr a i n i n g : E d u c a t e y o u r w o r k f o r c e o n i n t e r a c t i n g w i t h i n d i v i d u a l s w i t h d i s a b i l i t i e s , r e a s o n a b l e a c c o m m o d a t i o n s a n d m i s c o n c e p t i o n s a b o u t d i s a b i l i t i e s .

S t e p 6 : E m p l o ye e R e s o u r c e G r o u p : I n v o l v e a n d a s s i s t w i t h i d e a s , e v e n t s , a n d e d u c a t i o n .

Integrated Workforce

Contact Information • Christina Eisenberg

Manager, National Business & Disability Council (NBDC) at The Viscardi Center

ceisenberg@viscardicenter.org

(516) 465-1587

• Carmen Daniels Jones

Sr. Consultant, National Business & Disability Council (NBDC) at The Viscardi Center

cjones@disability-marketing.com

• Sheridan Walker

President, HirePotential

swalker@hirepotential.com(303) 398-6035

Audience Questions

Takeaways

• Make workforce d ivers i ty par t o f your company’s ongoing cu l ture .

• Focus on the ind iv idual ’s sk i l ls , ab i l i t ies and achievements and not on the i r d isabi l i ty.

Audience Assessment Question

On a Scale of one to five, how would you rate your understanding of interviewing, hiring and onboarding individuals with disabilities?

Thank You!

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