Disability Inclusion: Fully Embracing & Moving Beyond 503

The US Business Leadership Network ® (USBLN ® ) is a national non-profit that helps business drive performance by leveraging disability inclusion in the workplace, supply chain, and marketplace. The USBLN ® serves as the collective voice of nearly 50 Business Leadership Network affiliates across the United States, representing over 5,000 businesses. USBLN Affiliate Directory USBLN Affiliate Directory It is the nation's leading third party certification program for disability-owned businesses, including businesses owned by service-disabled veterans

USBLN Members:  Corporate Members USBLN Corporate Members USBLN Corporate Members  Member Benefits USBLN Company Partnership and Benefits USBLN Company Partnership and Benefits Examples of Strategic Partnerships:  National Industry Liaison Group (NILG) Link to NILG Link to NILG  Job Accommodation Network (JAN) Link to JAN Link to JAN  CSAVR: National Employment Team Link to NET Link to NET  Talent Acquisition Portal (TAP) Link to TAP Link to TAP

Link to USBLN Conference 2015

USBLN Certification for Disability-Owned Businesses (DSDP): Leading third-party certifier of disability owned businesses (DOBEs), including veteran-owned businesses, promoting utilization and growth.  Certification Process  Education and Information  Networking and Business Matchmaking Link to DSDP

A collaborative program between the USBLN and Cornell University’s Employment and Disability Institute.  Provides a 6-month career mentoring opportunity to college students and recent graduates with disabilities through linkages to business professionals from USBLN member companies. Link to CLMP

7 A Joint Initiative of the USBLN and the American Association of People with Disabilities (AAPD) Disabilities Inclusion Score Continuous Improvement Employer of Choice Link to DEI

Objective, Confidential Baseline Score on 503 Compliance Corporate Best Practices That Can Be Replicated Resources to Streamline Compliance Link to Information on the USBLN Section 503 Self-Evaluation Compliance Tool

USBLN Section 503 Self-Evaluation Compliance Tool © For Federal Contractors…Much More Than A Checklist! Benefits of the USBLN Section 503 Self-Evaluation Compliance Tool ©  Access the secure, confidential, easy to use Section 503 Self-Evaluation Tool online  Link to the actual regulatory language for each section and gain a deeper understanding of Subpart C’s compliance requirements  Benchmark your company’s disability-related affirmative action practices against 503’s compliance requirements and track your company’s progress indefinitely  Access resources to assist your company including helpful websites, archived webinar presentations, and other materials Want to access, purchase use of the USBLN’s 503 Tool, schedule a free 15 minute demonstration, or need more information? USBLN Website 503 Tool Information; Website 503 Tool Informationhttp://usbln.eteach.co/login Or contact: Leslie Wilson: “ The USBLN Section 503 Self-Evaluation Compliance Tool has been a very useful way to evaluate Booz Allen Hamilton’s immediate and long-term actions. It has also created important opportunities for cross-team collaboration as we continue to improve our inclusive workplace culture, support the members of our disability community, and respond to federal regulations. ” – Emily Sylling, Lead Associate Diversity & Inclusion Team

Foundation funded USBLN three year pilot project – 5 expert disability inclusion consultants Six companies Benchmarking: USBLN 503 Tool & Disability Equality Index Best practices – Cohort Model Sustained success Assess Plan Recruit

GFG engages six corporations with the similar goal of increasing their inclusion of people with disabilities into their workforces and meeting compliance requirements.

Hiring of 1,140 individuals and veterans with disabilities over three years: Year 1 = 30 hires/company Year 2 = 60 hires/company Year 3 = 100 hires/company Establish sustained outreach/ recruitment efforts Three Year Goal

 Strategic Initiative: At TD Bank, we are creating and sustaining a diverse and inclusive workplace that reflects the people, cultures and languages of the communities we serve. TD Bank’s commitment to diversity is not only the right thing to do, it’s also critical to achieving our mission to be a leading North American bank.  TD Quote on Strategic Initiative: " Our vision is clear: to be The Better Bank. So, too, is our mission: to be the best-run, customer- focused, integrated financial institution, with a unique and inclusive employee culture."

 IwD Commitment: It starts at the top with our president and CEO. That commitment to diversity is executed through the bank’s Diversity Leadership Team made up of senior executives, including Brandon Williams, SVP, Wealth Management and IwD Subcommittee Chair.  Subcommittee Structure: The IwD subcommittee takes the Bank- wide diversity strategy and determines how to execute specific to the IwD community. The regional ERGs work with the subcommittee to execute plans in their markets and lines of business.

DLT Sub-committees: -Women In Leadership (WIL) -People With Disabilities (PWD) -Minority Leadership (MLS) -Serving Diverse Communities –LGBTA 13 Diversity Councils (Regional & Back-Office) *Each Council will create working groups for each of the 5 areas of focus with Subcommittee Liaison for support Employee Resource Groups (Ideal = 1 Area of focus & 1 per Region/LOB) ERGs are Employee-led groups on the ground working in partnership with the DLT subcommittees & Councils. They can consist of hundreds of Employees and can be leveraged for things like: recruitment, business development, community outreach, market insights, etc. (3 LGBTA ERGs currently exist in greater NY, greater Boston and greater Philly.) Council Working Groups (5 Max per Diversity Council) *Working group lead(s) works directly with subcommittee liaison *Working group “volunteer pool” = ERGs Executive Leaders determine overarching goals & tactics of 5 areas of focus. Execute DLT tactics for specific area of focus, driving bank-wide changes and/or activity (e.g. Large- scale sponsorships, benefits changes, policy review, national award submissions, etc.) Implement DLT Sub-committee tactics and goals on a local level through market activity, in partnership with Subcommittee Liaison. 5-8 EEs working within specific area of focus with Reg. Council Lead & Subcommittee Liaison Diversity Council Structure

 Going for the Gold: TD has focused on 3 locations for year 1: Auburn Call Center, Mt. Laurel Operations, Greenville Call Center  Sourcing talent from local organizations  Identifying best practices for hiring  Hiring and tracking!

 Centralized Accommodations Process: TD Bank has an Accommodations Specialist committed to working with Employees to identify workplace arrangements so that all Employees can be successful to the best of their abilities.  Disability Road Shows: Hosted educational and inspirational roadshows throughout the footprint. Topics included how to feel comfortable working with peers and Customers with various abilities and tools available to TD Employees.

 Disability Awareness Month: We continue to ramp up our annual efforts during Disability Awareness. In 2014, we featured a Live Chat with Brandon and Linda Verba, our Diversity Leadership Chair and very successful Disability Mentoring Day.  Disability Etiquette Guide: This guide is available to all Employees to educate them on different disabilities and appropriate etiquette. The goal in having this information available is to instill confidence in our Employees as they work with co-workers and Customers with diverse abilities.

Disability Etiquette Guide

 Self-ID Campaign: Looking to increase TD's Employees who self during a 3 week campaign while also building TD's internal reputation with Employees about diversity and inclusion.  Section 503 Compliance Tool: Diversity partnered with HR Compliance and Safety to complete the tool in January. Areas of opportunities were identified, prioritized and actioned by the appropriate stakeholders. Action plans includes completing an updated self- evaluation in 6-12 months.

 Strategic Initiative: Lisa Mancini, Chief Administrative Officer, identified regulatory compliance and driving an inclusive culture for people with disabilities as one of CSX’s 10 strategic initiatives in 2015  CSX Quote on Strategic Initiative: “This is the way to drive cultural change, ensure that the project gets exposure, is naturally aligned and the entire organization supports it.”

 AVP of Employee Services is the Project Champion  Initiative Led by a Cross-Functional Team  Member First Coast Business Leadership Network (FCBLN) in Jacksonville, FL for many years

 Successful Outreach & Recruitment: One of every five of CSX’s employees and 30% of hires are veterans with and without disabilities.  Military Translator: Shows how skills military personnel possess translate to its workplace. Available at  Tracking: Hired 93 veterans/individuals with disabilities since June 2014