1. Disability Inclusion: Stretching Our Competence

2. About the USBLN® National business to business organization with over 50 affiliates in North America Helps business drive performance by leveraging disability inclusion in the workplace, supply chain, and marketplace. USBLN® Affiliates Corporate Members Certified DOBEs Partners ©2013 USBLN® All Rights Reserved.

3. Adults with Disabilities 56.7 million strong 1 in 5 Americans Maturing Workers with Age-Related Disabilities 76 million baby boomers - approximately 40% over 65 will develop an age related disability 85% plan to work after retirement Disability Market ©2013 USBLN® All Rights Reserved.

4. Veterans with Service-Related Disabilities Between 10/01 - 2/08, more than 30,000 veterans returned home with service-connected disabilities Associates who have Children & Other Dependents with a Disability 23 Million parents have at least one child between the ages of 5-16 with a disability Disability Market ©2013 USBLN® All Rights Reserved.

5. Largest Untapped Workforce; and, Most Underutilized Spending and Voting Power. Disability Market ©2013 USBLN® All Rights Reserved.

6. Break into groups; Develop a list of different disabilities; Pick a disability; and, Create a list of things that you would not want someone to: Think Say Do Group Exercise ©2013 USBLN® All Rights Reserved.

7. Diversity The state or fact of being diverse Reality Inclusive Valuing and not excluding any groups of people Choice The Journey Towards Leading Inclusively ©2013 USBLN® All Rights Reserved.

8. “What we have learned at Merck is that intention alone is insufficient; issues associated with race, gender, sexual orientation, and ability require creating solutions through the lens of people with disabilities in order to provide opportunities for inclusion and equality and to create a fully engaged workforce.” Deb Dagit Former Chief Diversity Officer Merck The Journey Towards Leading Inclusively ©2013 USBLN® All Rights Reserved.

9. Begins at the Front Door Virtual or Physical Inclusive access draws upon the principles of Universal Design and focuses on what is needed to enable all job applicants, clients, contractors, suppliers, customers and visitors to feel welcomed and comfortable. Inclusive Access ©2013 USBLN® All Rights Reserved.

10. Actively seek and build partnerships Creating teaching and learning opportunities for employees on both ends of the partnerships Build a corporate brand that is known for it’s inclusive corporate culture Recruiting & Onboarding ©2013 USBLN® All Rights Reserved.

11. Full-inclusion retention and advancement practices are not simply policy driven but rather are a multi-dimensional part of the corporate culture. Retention and Advancement ©2013 USBLN® All Rights Reserved.

12. There is respect for the presence of people with disabilities, as well as their families and friends, and the way in which they are represented in company communications, marketing, promotions and activities. Inclusive Public Presence ©2013 USBLN® All Rights Reserved.

13. Measuring and reporting progress on full inclusion not only confirms the existence of programs, structures and processes but measures their effectiveness in building an inclusive workplace Measuring & Reporting Progress ©2013 USBLN® All Rights Reserved.

14. The business case for supplier inclusion should specifically reference disability and service- disabled veteran owned firms as contributing to stronger, more flexible supply chains and more vibrant and economically viable suppliers and communities. Supply Chain ©2013 USBLN® All Rights Reserved.

15. USBLN® Disability Supplier Diversity Program’s (DSDP®) certification is modeled after existing national third-party certifications for minority, women, and LGBT-owned businesses Pilot program launched July 1st, 2009 Full implementation on January 1st, 2010 Supply Chain ©2013 USBLN® All Rights Reserved.

16. Advancing Disability Inclusion - Exercise ♦ Break into groups and develop responses to the following questions: ♦ Please describe one or two ways your company might engage external resources (i.e. collaborative partnerships) and how they might be beneficial in terms of advancing disability inclusion in the workplace, marketplace and/or supply chain. ♦ Please describe one or two ways your company might engage internal resources or strategies and how they have might be beneficial in terms of advancing disability inclusion in the workplace, marketplace and/or supply chain. ©2013 USBLN® All Rights Reserved.

17. EARN www.askearn.org JAN www.askjan.org The NET www.rehabnetwork.org ODEP www.dol.gov/odep USBLN www.usbln.org RESOURCES

18. 2013 USBLN® 16th Annual Conference & Expo Lights, Camera, Access: Spotlight on Disability Inclusive Diversity September 30 - October 3 | Los Angeles, CA Los Angeles Airport Marriott www.usblnannualconference.org Mark Your Calendar ©2013 USBLN® All Rights Reserved.

19. Jill Houghton Executive Director USBLN® Email: Jill@usbln.org www.usbln.org ©2013 USBLN® All Rights Reserved.