Disability Equality Index (DEI) Updates October 9, 2018 Presented by Disability:IN The session is scheduled to begin at 1:00 pm Eastern time. We will be testing sound quality periodically. This session is closed captioned.

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Disability Equality Index (DEI) Updates October 9, 2018 Presented by Disability:IN

DEI Overview The DEI is a collaborative partnership between the American Association of People with Disabilities (AAPD) www.aapd.com and Disability:IN. It is an annual benchmarking tool for disability inclusion within Am Law 200 and Fortune 1000 companies. The DEI educates the business community on disability inclusion best policies and practices. The DEI also guides people with disabilities in choosing businesses that are authentically committed to providing a supportive work environment.

DEI Exclusive Technology Founding Partner DEI Founding Partners DEI Exclusive Technology Founding Partner Series of corporate logos: DEI Excludive Technology Founding Partner: Comcast NBC Universal; DEI Founding Partners: American Airlines, Anthem, CVS Health, DuPont, EY,GSK, Highmark Health, JP Morgan Chase and Company, Lockheed Martin, Merck, New Editions Consulting, Raytheon, Northrop Grumman, Walmark, Office Depot DEI Founding Partners

Industries That Participated in the 2018 DEI Aerospace and Defense Agriculture Airlines Automotive Banking Chemical Consumer Products Energy and Utilities Entertainment and Leisure Financial Services Food, Beverage, and Groceries Health Services Healthcare Hotels, Resorts, and Casinos Insurance Law Firm Manufacturing Pharmaceuticals Professional Services Retail Technology Technology and Media Telecommunications Travel Total DEI Companies in 2018 = 145 (32% increase from 2017)

Why You Should Aim To Score High The goal is to ensure that the recognition meaningfully builds a company’s reputation for diversity and inclusion with potential employees, investors, and customers, including customers with disabilities. Top-scoring companies are recognized as the “Best Places to Work for Disability Inclusion™”. As such, AAPD and Disability:IN will recognize top-scoring companies in the following ways: Use of 100%/90%/80% DEI Best Places to Work logo Best Places to Work listing on the DEI website Best Places to Work listing in the DEI Annual Report Mention in press releases and digital marketing, which includes social media Invite-only “DEI Top-Scoring Companies” reception and award recognition at Disability:IN Conference May have a best practice(s) published in the DEI Annual Report Media inquiries on a case-by-case basis

2018 vs. 2019 DEI Measurements (by weight) Graphic showing 2018 DEI Measurement 5 categories (4 weighted) = 100 points Employment Practices (40%) Enterprise Wide Access (10%) Culture and Leadership (30%) Supplier Diversity (0%) Community Engagement and Support services (20%) Graphic showing 2019 DEI Measurement 6 categories (5 weighted) = 100 points Employment Practices (40%) Enterprise Wide Access (10%) Culture and Leadership (30%) Supplier Diversity (10%) Community Engagement (10%) Non-U.S. Operations (0%) 2018: 5 categories (4 weighted) = 100 points 2019: 6 categories (5 weighted) = 100 points

2019 DEI Evaluation (slide 1 of 2) Culture & Leadership (NO CHANGES) Culture: Formal statements, Employee Resource Groups, Hiring Goals (20 points) Leadership: Internal Advocacy and Support, Executive Sponsorship, Public Statement and Performance Metrics (10 points) Enterprise–Wide Access Communication Support Systems, Emergency Procedures, Physical Accessibility, Electronic Accessibility, Training and Support for Accessibility Requests (10 points) Employment Practices Benefits (NO CHANGES): Counseling services, Short and Long-Term Disability Benefits (10 points) Recruitment: Outward Statements, Recruitment, Accommodations, Proactive Efforts (10 points) Employment, Education, Retention & Advancement: Awareness & Supervisory Training, Self-Identification Processes (10 points) Accommodations: Formal policies, Communication Practices, Funding, Off-site Meeting Accessibility (10 points)

2019 DEI Evaluation (slide 2 of 2) Community Engagement Community Engagement: Philanthropy, Public Impact, Feedback Programs (10 points) Supplier Diversity Supplier Diversity: Evaluating supplier diversity practices that fully include and utilize disability owned, veteran–disability owned businesses and service-disabled veteran owned businesses (10 points) Non-U.S. Operations (non-weighted)

Importance of Enterprise-Wide Accessibility George Abbott Chief Knowledge Advancement Officer, American Foundation for the Blind George oversees AFB’s employment initiatives and the annual AFB Leadership Conference. He was previously employed by the Veterans Health Administration, where his duties included ensuring the accessibility of eLearning content, and the Hadley School for the Blind in a variety of positions, including Vice President of Education and Training.

A Commitment to Inclusion AFB is committed to promoting knowledge and understanding about hiring people who are blind. 7 out of 10 blind or visually impaired adults are not in the workforce. Changing the landscape for people who are blind requires changing institutional practices. The DEI updates recognize that accessibility is a process, and requires a long-term commitment. Accessible websites, job application systems, payroll, and other tools are important pieces of the employment puzzle.

WCAG 2.1: An Introduction Andrew Kirkpatrick Head of Accessibility, Adobe Systems Andrew and his team define Adobe’s overall strategy for accessibility, attend to accessibility issues with product teams across the Adobe product line, and work with customers and standards groups, including representing Adobe on the accessibility- focused committees at the FCC, the United States Access Board, ETSI, and the World Wide Web Consortium. Currently Andrew is serving as co-chair of the W3C’s Accessibility Guidelines Working Group and is an Editor for the Web Content Accessibility Guidelines 2.1 standard.

Accessibility Standards No accessibility standard addresses every user need.

Why Update WCAG 2.0? Rise of new technologies highlighted gaps in WCAG 2.0 coverage Changes in technology to support more user needs

Goals for WCAG 2.1 Provide additional Success Criteria to help more people Mobile (small screens and touch interfaces) users Users with low vision Users with cognitive disabilities Ensure that new Success Criteria are testable and implementable Maintain technology independent nature Backward compatibility with WCAG 2.0

Do My Sites Need to Conform to WCAG 2.1? The W3C doesn’t control policies that reference WCAG Policies will be able to reference WCAG 2.1 as a minimum bar / safe harbor Exact timing to be determined by policy groups EN 301 549 v 2.1.2 (2018-08) What is the relationship between WCAG 2.1 and the US Americans with Disabilities Act?

What’s in WCAG 2.1? Success Criteria are the units for evaluation in WCAG 2.0 and WCAG 2.1. 100% backward compatible with WCAG 2.0

New Success Criteria (SC) in WCAG 2.1? 1.3.4 Orientation (AA) 1.3.5 Identify Input Purpose (AA) 1.3.6 Identify Purpose (AAA) 1.4.10 Reflow (AA) 1.4.11 Non-Text Contrast (AA) 1.4.12 Text Spacing (AA) 1.4.13 Content on Hover or Focus (AA) 2.1.4 Character Key Shortcuts (A) 2.2.6 Timeouts (AAA) 2.3.3 Animation from Interactions (AAA) 2.5 Input Modalities (Principle) 2.5.1 Pointer Gestures (A) 2.5.2 Pointer Cancellation (A) 2.5.3 Label in Name (A) 2.5.4 Motion Actuation (A) 2.5.5 Target Size (AAA) 2.5.6 Concurrent Input Mechanisms (AAA) 4.1.3 Status Messages (AA)

A Closer Look at New Success Criteria Level A and Level AA Criteria

Success Criterion 1.3.4 Orientation Content does not restrict its view and operation to a single display orientation, such as portrait or landscape, unless a specific display orientation is essential.

Success Criterion 1.3.5 Identify Input Purpose The purpose of each input field collecting information about the user can be programmatically determined when: The input field serves a purpose identified in the Input Purposes for User Interface Components section; and The content is implemented using technologies with support for identifying the expected meaning for form input data.

Success Criterion 1.3.5 Identify Input Purpose The goal of this SC is to help people identify and understand the purpose of input controls. HTML5 Autofill features (autocomplete attribute) is the most common way to support this today.

Success Criterion 1.4.10 Reflow Content can be presented without loss of information or functionality, and without requiring scrolling in two dimensions for: Vertical scrolling content at a width equivalent to 320 CSS pixels; Horizontal scrolling content at a height equivalent to 256 CSS pixels. Except for parts of the content which require two-dimensional layout for usage or meaning.

Success Criterion 1.4.10 Reflow

Success Criterion 1.4.12 Text Spacing In content implemented using markup languages that support the following text style properties, no loss of content or functionality occurs by setting all of the following and by changing no other style property: Line height (line spacing) to at least 1.5 times the font size; Spacing following paragraphs to at least 2 times the font size; Letter spacing (tracking) to at least 0.12 times the font size; Word spacing to at least 0.16 times the font size. Exception: Human languages and scripts that do not make use of one or more of these text style properties in written text can conform using only the properties that exist for that combination of language and script.

Success Criterion 1.4.12 Text Spacing body { line-height: 1.5rem !important; letter-spacing: .12rem !important; word-spacing: .16rem !important; } p {margin-bottom: 2em !important;}

How Can I Learn More, or Help Out? Non-normative resources: How To Meet WCAG 2.1: https://www.w3.org/WAI/WCAG21/quickref/ WCAG 2.1 Techniques: https://www.w3.org/WAI/WCAG21/Techniques/ Understanding WCAG 2.1: https://www.w3.org/WAI/WCAG21/Understanding/ Help out Submit comments via GitHub or email Suggest new techniques, or write new techniques Join the AG WG to help more directly!

2019 DEI New Weights (slide 1 of 10) Enterprise-Wide Access 3b: Please select all the applicable ways your business audits your external (public-facing) website(s) for accessibility under W3C WCAG 2.1. 3f: Please select all the applicable ways your business audits your internal website(s) for accessibility under W3C WCAG 2.1. 4b: Please briefly describe what training the digital accessibility expert(s) have had on digital accessibility.

2019 DEI New Weights (slide 2 of 10) Enterprise-Wide Access (cont.) 5: Does your business have a company-wide commitment to digital accessibility? 5a: Please select all the applicable ways your business has demonstrated a company-wide commitment to digital accessibility. 5b: Please briefly describe at least two (2) and up to three (3) examples of your company-wide commitment to digital accessibility as identified in Question 5a.

2019 DEI Timeline NOW Registration Open & Questions Available 9 October 2018 DEI Webinar Enterprise-Wide Access 11 January 2019 Registration Closes 12 April 2019 DEI Benchmark Reponses DUE 11 September 2018 DEI Webinar What’s New for 2019 6 November 2018 DEI Webinar Supplier Diversity 23 January 2019 DEI Benchmark Opens 15-18 July 2019 DEI Top Scoring Companies Announced

DEI Resources Register for the 2019 DEI: https://www.disabilityequalityindex.org/register 2019 DEI Updates: https://www.disabilityequalityindex.org/2019_Updates To view all of the DEI Questions: https://www.disabilityequalityindex.org/DEI_benchmark_intro Link to the 2018 DEI Best Places to Work: https://www.disabilityequalityindex.org/top_companies 2018 Disability Equality Index Report: https://www.disabilityequalityindex.org/sites/default/files/documents/2018_Disability_Equality_Index_Report.pdf 2018 Disability Equality Index Best Practices Report: https://www.disabilityequalityindex.org/sites/default/files/documents/2018_DEI_BestPractices.pdf

Thank You! Andrew Kirkpatrick Head of Accessibility Adobe George Abbott Chief Knowledge Advancement Officer American Foundation for the Blind Email: Gabbott@AFB.net Jill Houghton President & CEO Disability:IN Email: Jill@DisabilityIN.org Leslie Wilson Vice President, Workplace Initiatives Email: Leslie@DisabilityIN.org