1. Outreach & Recruitment, Business Resource Groups
Self-Identification,
Outreach & Recruitment,
Business Resource Groups
August 22, 2017

2. and meeting federal compliance requirements.
GFG engages 15 corporations, soon to be 17, with the similar goal of increasing their inclusion of people with disabilities into their workforces
and meeting federal compliance requirements.

3. Self-Identification and Executive Leadership Team Support
Boston Scientific
Self-Identification and Executive Leadership Team Support

4. Self-Identification and Boston Scientific’s Journey
Launched a Disability Self-Identification Survey to all employees in the US and Puerto Rico in June 2015 to comply with the U.S. Office of Federal Contract Compliance Programs (OFCCP). Our goal:  to drive Compliance and Inclusion and  to be a place where everyone can come to work and be themselves. 
Delivered training to over 700 managers focused on Disability Inclusion (16 sessions)
Established a new Employee Resource Group - LEAD (Leadership, Education and Allies for Disabilities)
9 active chapters across the US, Puerto Rico and Costa Rica, and projected expansion into other regions later this year
Achieved 100% on the Disability Equality Index® (DEI) – 2016 & 2017 Best Places to Work
Plans to redistribute Disability Self-Identification Survey to all employees in the US and Puerto Rico in 2018

5. Leadership, Education, and Allies for Disabilities
Our LEAD employee resource group embraces disability inclusion by focusing on Leadership, Education, and Allies for Disabilities. Our mission is to empower people to bring their “whole selves” to work. LEAD raises awareness for issues specific to people with disabilities in the workplace. All while creating allies and sustaining a safe environment where we can learn, teach and share resources for individuals, customers and allies.

6. Source: Ed Mackey, Executive Vice President, Global Operations – Boston Scientific

7. McKesson “Make It Count” Self-ID Campaign Strategy

8. Make It Count Keys to Successful Campaign Multi-pronged Communications
Metrics & Results
What’s Next?

9. Communications Plan Large, cross functional team
Two tiered plan for wired & non-wired employees
Industry benchmarking in conjunction with GFG Team
Creation of function specific FAQ documents, communications templates, intranet articles with pop-ups and evergreen video

10. Campaign Results
Significant increases in both completion and representation rates
Increased completion rates from around 20% to over 70% in both Disability and Military categories
Significantly increased representation by over for both Military and Disability
Launched Ability, McKesson’s disability ERG in March 2017

11. Looking to the Future How to continue to drive results?
Development of mobile applications
Increased engagement with ERG for Heritage months
Creation of Make It Count toolkit

12. “Diversity Talent Advisor”
TD Bank
“Diversity Talent Advisor”

13. Diversity Talent Advisor
Start
Identify External Sourcing Partners (currently 30+)
Establish & Maintain Relationships
Support
Provide education/awareness & tools/resources for Recruiters
Provide coaching and guidance; connect with Accommodations
Recruiters become better advisors
Sustain
Monitor Effectiveness of Talent Sources
Connect Recruiters & Talent Sourcers directly with external sourcing partners
Continue Searching for New Relationships & Leverage BRGs

14. Formal Briefing Session
Attendees:
The Arc of Camden
Abilities Solutions
Community Access Unlimited
Bancroft (Independence Rehab)
Samost Jewish Family & Children's Service of Southern New Jersey (JFCS)
New Jersey Division of Vocational Rehabilitation Services; NJ Dept. of Labor & Workforce Development
JEVS/hireAbility (Camden County College)
Agenda:
(Total time = 2 hours)
Deb Dagit - Overview of the USBLN and "Going For the Gold" project
Jocelyn Weyrauch
Overview of TD Bank, its products, services and career opportunities.
TD Bank's participation in GFG, its commitment to an inclusive workplace, and available career opportunities
TD Bank Recruiters - TD Bank's application and interview process, including what you seek in applicants and what makes a great fit
Sourcing Partners – Overview of job seekers and clients
Site Tour (Contact Center)

15. Strategic Approach

16. Goal: Increase % of Hires, not only # of Hires

17. Strategic Outreach Bi-coastal Networking Events: Making Connections
Invite: Partners, Community and Candidates
Focus: Get to Know our Environment and Commitment
Internal Participation: Accessibility, Engineering, ERGs and Recruiting
Considerations: Interpreters, Captioning, Transportation, Room Location and Individual Accommodations
Coast to Coast Recruiting Relationships (outside > in)
U.S.-Wide Reach for postings and visibility
Local Organizations for Longer-term Relationships and Location/ Community-specific impact

18. Outreach & Recruitment
GRAINGER
Outreach & Recruitment

19. Minooka DC Pilot & University of Illinois
Distribution Center Pilot Project
Launched recruitment efforts at Minooka, IL Distribution Center
Provided Training for HR, Hiring Managers, & Directors
Strong support from Leadership at the location
Ongoing interviews of candidates for high volume roles
Increase of 162% in Disability Hiring since last year and doubled USBLN Disability Equality Index (DEI) score. Let’s see our 2017 score!!!
University of Illinois Pilot
Secured target school, Grainger Champions, School Ambassadors, & USBLN Staff
Scheduled planning meetings, event details, and content
Hosted Info. Session and Q&A Session, tracked students through recruitment & interviewing process, hired 2 student interns, and built a future pipeline.

20. Staff Training & Disability BRG Launch
Ongoing Staff Training
USBLN facilitated Disability Training for Talent Acquisition, HR, and Hiring Managers across
all geography in June 2017
Signed 2-year contract with Getting Hired job board and offered additional
Disability Training for Talent Acquisition team
Disability BRG Launch
Gained insight from other GFG members and USBLN for launching Disability BRG
Executive Leadership approval of Disability BRG
Currently securing BRG Leads & Executive Sponsors and communications & membership
drive strategy

21. GENERAL MOTORS
GM ABLE ERG

22. HISTORY From Affinity Group to Employee Resource Group
GM People with Disabilities
Established in 1993, pre-dating establishment of formal Diversity org at GM
Initially a small Affinity Group with less than 25 members
Evolved into Employee Resource Group
Early successes with product, aftermarket, marketing, facility redesign, & benefits
GM Mobility, OnStar, TTY, Volt, Quiet Vehicle study
Provided input to building design guidelines exceeding ADA requirements
Development of sick-leave policy, disability benefits, etc.
Bankruptcy reduced the group to 2 members and eliminated budget
Rebuilding since bankruptcy

23. TODAY Engagement, Awareness, & Business Benefit GM Able
Re-branded in early 2017 to focus on ‘ability’ and inclusivity
Mission: Drive a culture of inclusion to better serve our customers, employees, and community through innovation, talent enrichment, awareness, and outreach for people with disabilities and their allies.
Hosting multi-site disability & ERG awareness event in October
Most employees don’t know we exist
Established SE MI Disability ERG Council with Ford, EY, & DTE Energy in 2016
Recently added AM General and Ally
Planning disability career fair in 2018 as part of MI Hidden Talent Conference
Future goal to become a Business Resource Group

24. Qualcomm - AbilityQ

25. Overview
AbilityQ
Mission Statement: AbilityQ is a community of Qualcomm employees that advocates and provides support for the unique needs of those who either have, or care for someone with, a disability or special need.  AbilityQ is also dedicated to raising awareness and influencing innovation surrounding global accessibility for users of Qualcomm technologies.
Strategy:
Subcommittees
Ongoing Initiatives
Awareness
Collaboration is Key!

26. AbilityQ initiatives Creating Awareness through speakers and programs
Richard Pimental
Career Connect
Esther Vergeer
Jenny Lay-Flurrie

27. disAbility Awareness Network3M
disAbility Awareness Network

30. National Institute of the Blind Fellowship
Since 1987, 3M has partnered with the National Industries for the Blind (NIB) which is the Nation’s single largest source for jobs and training for people who are blind. NIB includes 100 associate agencies nationwide and provides more than 7,000 products and services with $767M in sales in
NIB Fellowship for Leadership Development
Irwin Ramirez started his 8 month long fellowship in 3M BT/IT in the web services team in June 2017 where he will work on several projects including digital planning, consumer analysis, AB Testing and providing daily feedback on electronic formatting. He possesses a MS in Computer Science from SUNY Polytechnic Institute and a BA in Computer and Information Systems from City University of New York – Baruch College. Irwin also completed two rotation assignments in NIB.
Former fellows have landed professional and upwardly mobile professional managerial positions in the broader business community and the NIB network of associated nonprofit agencies. A former 3M fellow, Al Avina completed his fellowship in Washington DC in 2012 and is currently the Executive Director of the Blinded Veterans Association (BVA) in Washington, D.C., which provides services, support and advocacy for blinded veterans.
Etiquette Sessions
NIB presented two sessions onsite at 3M Center on definition of legal blindness, assistive technology, best practices and considerations. The sessions were recorded and will be accessible for all 3M for training and awareness via share point sites: dAN, BTIT & D&I.
The Corporate Fellowship Program is hosted by 12 military installations across the country with the fellows working onsite at the host company location. The 12- week long program focuses on functional areas of PMP, IT, HR or LSS GB.
How does the program work?
Hired as NIB employees for 16 months
2 or 3 rotations (NIB, NIB agencies, private sector)
Handle value-add, results-oriented projects to build their resumes
Conduct a job hunt, landing a job by program’s end