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The Public Relations Society of America Recognizes O’Brien Communications

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USBLN highlights various disability-owned business enterprises (DOBEs) through the DOBE Spotlight Series. If you’d like more information about USBLN’s Disability Supplier Diversity Program, please contact Cami@usbln.org.

The Public Relations Society of America Recognizes USBLN DOBE’s Contributions to National PR Industry

Pittsburgh, PA, October 12, 2017 – O’Brien Communications, a Pittsburgh public relations consultancy, has announced that the national Public Relations Society of America (PRSA) and its Independent Practitioners Alliance (IPA) have presented Tim O’Brien with its first annual “Indie Award.” The award recognizes outstanding leadership and contributions to the nation’s independent practitioner community in the public relations field.

Tim O'BrienThe Indie award was presented at PRSA’s International Conference in Boston on October 9, 2017. In presenting the award, the PRSA cited O’Brien’s role as author of PRSA’s “State of Independence” column that is published in the organization’s PR Tactics monthly that is distributed online and in print to all PRSA members in North America. In addition, he was recognized for his active participation in and contributions to the Solo PR Pro forum, a national community of PR consultants.

O’Brien’s firm O’Brien Communications is a certified Disability Owned Business Enterprise (DOBE) by the U.S. Business Leadership Network (USBLN), and a certified Small Diverse Business Enterprise (SDB) by the Commonwealth of Pennsylvania’s Department of General Services.

He is a veteran professional communicator and an accredited member of PRSA, having served on its Pittsburgh board of directors. He is an alumnus of Duquesne University, and in addition to writing for PRSA, he is a regular speaker before industry and college groups. He is also a monthly columnist for Muck Rack Daily, a national digital media property that serves the country’s journalist and public relations communities. He was featured in the Harvard Business Review Press’s “The Essentials of Corporate Communications and Public Relations,” and he contributed a chapter to PR News’s “Crisis Management Guidebook.”

About O’Brien Communications

O'Brien Communications Logo
In 2017, Expertise.com recognized O’Brien Communications as one of the top 14 PR firms in Pittsburgh. Founded by Tim O’Brien in 2001, Pittsburgh-based O’Brien Communications builds its client service with a focus on: Corporate Communications & Strategic Planning; Marketing Communications; Public Relations & Media Relations; Content Development & Professional Writing; and Crisis & Issues Management. Clients have ranged from Fortune 500 corporations to nonprofits and emerging start-ups.

The post The Public Relations Society of America Recognizes O’Brien Communications appeared first on US Business Leadership Network.


DXC Technology, EY, Ford Motor Company, JP Morgan Chase & Co., Microsoft, and SAP launch the “Autism @ Work Employer Roundtable”

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The roundtable is powered by USBLN to help close the gap for Autism unemployment.

Washington, D.C. (October 23, 2017) – US Business Leadership Network (USBLN) along with: DXC Technology, EY, Ford Motor Company, JP Morgan Chase & Co., Microsoft, and SAP have formed the “Autism @ Work Employer Roundtable” to help close the unemployment and underemployment gap for individuals on the Autism Spectrum.

These cross-industry employers have led hiring initiatives specific to individuals on the Autism Spectrum for over a year, and recognize the significant benefits to their company cultures as well as those experienced by individuals hired at these companies.

“By bringing neurodiverse professionals into our firm, we can meet key skills gaps, drive innovation, strengthen client relationships, inspire our people, and change lives. At EY we’re proud to be building a better – and more inclusive – working world,” states Stephen Howe, Jr., EY US Chairman, Americas Managing Partner.

In 2016, the Center for Disease Control’s Autism and Developmental Disabilities Monitoring (ADDM) reported approximately 1 in 68 children in the U.S. are on the Autism Spectrum. Worldwide, 1% of the population is on the Autism Spectrum.

“At our core, USBLN represents business. In response to a growing number of requests from companies seeking to connect with one another regarding Autism hiring initiatives, we’re pleased to power the Autism @ Work Employer Roundtable,” says Jill Houghton, president and chief executive officer of USBLN.

The Autism @ Work Employer Roundtable values transparency and the community of employers are sharing best practices and findings for Autism hiring initiatives. For example, employers looking to explore how to get started with their own inclusive hiring programs can leverage the deep operational experience of these companies. Those employers in the roundtable are also given resources and guidance on efforts such as program messaging, approach and other recommendations.

“By working together we can further develop our programs, knowledge and share it with other organizations both large and small, allowing us to make impact for the current and future generations of people on the spectrum,” states Michael Fieldhouse, Director – Emerging Businesses and Cyber security, Dandelion Program Executive, DXC Technology.

Collectively, the employers will help drive impact. Researchers estimate the unemployment and underemployment rates for people on the autism spectrum are 70–90 percent. The launch of the Autism @ Work Employer Roundtable will be one step closer to closing this gap.

“We’ve always viewed this as a pursuit of strong talent, not as being merely charitable. We continue to see strong performance from our hires and our business benefits,” says James Mahoney, Executive Director, Head of Autism at Work, JP Morgan Chase.

The Autism @ Work Employer Roundtable will engage with the Autism communities and broader groups in academia and universities to raise awareness of the various hiring initiatives available at these companies. The collective roundtable of companies will collect feedback on these efforts as various initiatives scale, with the end goal of ultimately having an impact on reducing the unemployment rate for individuals on the Autism Spectrum.

“We are delighted to see that this enterprise neurodiversity movement has gained so much momentum. What started as a very organic collaboration amongst a few like-minded companies to exchange experiences on how to hire and retain individuals on the autism spectrum is now evolving into a deeper collaboration model by joining forces with USBLN. By working together to build more diverse workplaces, we’re not only opening our doors to a previously untapped pool of talent, but we’re creating richer and more rewarding opportunities for individuals on the autism spectrum,” comments Jose H. Velasco, VP Products and Innovation, SAP Autism at Work.

Representatives of the Autism @ Work Employer Roundtable will meet in person twice a year: first at the annual Autism @ Work Summit, hosted this year in Redmond, Washington by Microsoft; second, at the yearly USBLN Annual Conference.

More information on the Autism @ Work Employer Roundtable can be found at http://www.usbln.org/autism-employer-roundtable or by emailing: AutismEmployerRoundtable@USBLN.org.

The post DXC Technology, EY, Ford Motor Company, JP Morgan Chase & Co., Microsoft, and SAP launch the “Autism @ Work Employer Roundtable” appeared first on US Business Leadership Network.

IBM Wins Employer of the Year for People with Disabilities

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The USBLN is delighted to recognize the efforts of corporations like IBM for their commitment to disability inclusion and equality. At this year’s USBLN Conference, IBM received our Employer of the Year Award for its continued dedication to inclusion in the workplace. Their Chief Diversity Officer shared this letter with employees about the honor.

By Lindsay-Rae McIntyre – Chief Diversity Officer – IBM

On Wednesday, August 25, 2017 IBM won the USBLN Employer of the Year award for its commitment to building a better working world through its actions and engaging with like-minded organizations and individuals during the US Business Leadership Network (USBLN) 20th Annual National Conference and Leadership Awards Dinner in Orlando, Florida.

The USBLN is a national non-profit, with expanding global reach, that helps businesses drive performance by through disability inclusion in the workplace. The Leadership Awards recognize outstanding commitment and leading disability inclusion practices from individuals and organization across all industries.

Lindsay-Rae McIntyre Chief Diversity Officer IBMAs I was preparing to receive this award, I was reflecting on IBM’s influence on this critical dimension of inclusion. We are an organization founded on the principle that eliminating barriers – mental, physical, and technological – will enable us to build a better company and a better world. In both Growth or Major markets, IBM is regarded as a thought leader for people with disabilities as illustrated by some recent awards: in Australia, IBM came first in Australian Network on Disability’s Access and Inclusion Index, in India, IBM received the Nipman Foundation Equal Opportunity Award 2016, in December IBM Brazil was recognized at the United Nation’s Assembly for their programs facilitating the recruitment and inclusion of employees with disabilities.

This is an increasingly competitive market, and positioning IBM as the employer of choice for all requires relentless efforts. In many countries around the world where we operate, people with disabilities have limited or restricted access to education at all levels, and our ability to recruit people living with a disability in these countries is therefore reduced. Intolerant of excuses, IBM works hard to establish robust relationships with governments, universities and NGOs in these countries to build a strong pipeline of talented people with disabilities, and we are encouraged by the progress that we are making globally.

As IBM’s Chief Diversity Officer, and former ASL interpreter and teacher for the Deaf, it was IBM’s diversity leadership legacy and pursuit of a better future for all that made me choose to be an IBMer over 20 years ago. IBM hired its first person with a disability in 1914, and has pushed for progress ever since. For IBM, in all the eras and transformation we have navigated, our pursuit of the best talent, has fueled our ability to compete and win. People with disabilities are just that – people who have the training, education, expertise and experience to make IBM better. By maximizing the untapped potential that people with disabilities bring to the work place, we walk the talk of embracing people of all all abilities.

Thanks to the advocacy of our PwD executive council and supporting team on this momentous honor.

Feel free to share with your communities.

The post IBM Wins Employer of the Year for People with Disabilities appeared first on US Business Leadership Network.

USBLN Proudly Sponsors A Breakthrough Report On Disabilities And Inclusion From The Center for Talent Innovation

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CTI Infographic

As many as 30% of full-time, college-educated professionals in the U.S. have a disability. That’s the finding from a first-of-its-kind study published today by the Center for Talent Innovation (CTI), and sponsored by the USBLN.

USBLN’s sponsorship was generously supported by: 3M, General Motors, McKesson, Merck, Microsoft, and Walgreens Boots Alliance.

Using the new, broader definition of disabilities, which as of last year includes mental health and chronic conditions, the CTI’s report, entitled Disabilities and Inclusion, uncovered enlightening information about employees with disabilities and the impact that information has on their employers. For example:

  • Sixty-two percent of employees with disabilities have “invisible disabilities,” meaning people can’t tell they have a disability upon meeting them.
  • Only 21% of employees with disabilities disclose them to their employers’ human resources departments.
  • Seventy-five percent of employees with disabilities report having innovative ideas that would drive value for their company.
  • Forty-eight percent of those same employees report that their ideas did not win endorsement from people with the power to act on them.
  • Employees with disabilities report experiencing negative bias in the workplace, and feeling stalled in their careers.

The implication of the research for companies is clear. Invisibility and a lack of awareness about such a high percentage of their workforce translates into a loss of opportunity, and potentially a loss of revenue for employers. Employees with disabilities make up an enormous talent pool, but remain under the radar. Employers who want to elicit the best ideas from their staff, including those with disabilities, should rely on inclusive leadership.

With people with disabilities making up 1/3 of the professional workforce, it’s imperative for employers to find ways to cultivate their potential. The CTI’s Disabilities and Inclusion report highlights ways employers can nurture inclusion in the workplace. Creating an environment where employees with disabilities feel safe enough to propose novel ideas; feel like those ideas are being heard; and are receiving actionable feedback is the first step. Establishing a relationship with organizations like USBLN also promotes a commitment to disability inclusion.

For more information on Disabilities and Inclusion, please visit www.talentinnovation.org.

The post USBLN Proudly Sponsors A Breakthrough Report On Disabilities And Inclusion From The Center for Talent Innovation appeared first on US Business Leadership Network.

DOBE Spotlight Series: Matt Hempel

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USBLN highlights various disability-owned business enterprises (DOBEs) through the DOBE Spotlight Series. If you’d like more information about USBLN’s Disability Supplier Diversity Program, please contact Cami@usbln.org

Logo for Agilitech Solutions LLCAgilitech Solutions LLC, a USBLN® Certified SDV-DOBE™ and VA Verified Service Disabled Veteran Owned Small Business, was formed to address the critical issues of web accessibility for the disabled community. It provides automated web accessibility solutions that work with a single line of code. Its software can correct web accessibility errors within seconds, and enhance accessibility features for the end user.

Matt Hempel, a 25-year active and reserve veteran and Navy helicopter pilot, founded the company in 2016. While this is Matt’s first time focusing on helping the disability community, he’s had several businesses in the past, and a long career in the software and systems integration industry. With its web accessibility solutions, Agilitech has created a niche for itself in the software marketplace. Essentially, Agilitech is able to serve members of the disability community by helping corporate entities and government agencies become compliant with Section 508, the World Wide Web Consortium and Americans with Disabilities Act (ADA) standards for web accessibility.

Matt Headshot

The way Agilitech’s solution is delivered is most interesting. No arduous services engagements, or manual intervention is required. Almost everything is automated to enhance accessibility features, and correct web accessibility errors on a site. This process makes web accessibility compliance much easier and cost-effective for large and small entities alike, which is important when creating a culture of inclusion and diversity for employees, constituents and customers with disabilities.

As Matt says, “being a part of the disability community and being able to give back through my business is an incredibly meaningful thing at this stage in my life. I’m truly grateful for the opportunity, and look forward to doing great things for our veteran and disability communities.”

Nearly 20% of the U.S. population is currently living with a disability of some kind, and Matt is committed to offering web accessibility solutions to them. As such, it made sense to align himself and his company with an organization like the USBLN, a leader in third-party certification of disability owned firms.

According to Matt, having the Disability Supplier Diversity Program certification has proven to be absolutely critical in the growth and identification of new opportunities for Agilitech. Another advantage he credits is his recent participation in the USBLN Conference in Orlando. Matt believes “new and lasting relationships, new partnerships, and new customers were the result of participating in this very special event.”

The USBLN’s Disability Supplier Diversity Program was designed to help certified DOBEs advance contract opportunities with corporations as well as government agencies. By having a procurement model based on diversity and inclusion, corporations and DOBEs achieve greater economic self-sufficiency, positive community impact, and strengthen the American economy. For more information about this certification program and others we provide, please contact Cami@usbln.org.

The post DOBE Spotlight Series: Matt Hempel appeared first on US Business Leadership Network.

Champions of Diversity by Diversity Plus Magazine

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"Diversity Plus Magazine" logo

Each year Diversity Plus Magazine celebrates “Champions of Diversity.” These are the people who have driven diversity in corporate supply chains and workforces. The people who believe diversity is a core value in corporate cultures, supply chains, workforces, systems and processes. The people who build relationships that allow for economic growth through diversity and inclusion.

This year, Diversity Plus Magazine is honoring Jill Houghton, President and CEO, USBLN, along with two members of the USBLN Board of Directors, Regina Heyward, Senior Vice President and Head of Supplier Diversity for Wells Fargo, and Nedra Dickson, Global Supplier Diversity and Sustainability Lead for Accenture.

Several individuals from USBLN partner companies were also selected as “Champions of Diversity,” including Farryn Melton (Bristol-Myers Squibb), Raul Suzarez-Rodriguez (CVS Health), Leonard Spencer (The Walt Disney Company), Kendra Burris-Austin (Express Scripts), Beverly Jennings (Johnson & Johnson), Pauline Gebon (MetLife), Joyce Eggers (Takeda), Gary Kallenbach (UPS), and Rona Fourte (Walgreens ).

Congratulations to all the “Champions of Diversity”! For more information about the announcement and the full list of honorees, read the full article.

The post Champions of Diversity by Diversity Plus Magazine appeared first on US Business Leadership Network.

“Disability helps me with problem-solving strategies”

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USBLN highlights various young leaders with disabilities in its Rising Leader Spotlight Series. If you are a corporate partner (or potential partner), and would like more information on USBLN’s Rising Leaders, please contact Liz (liz@usbln.org). If you are a young leader with a disability, and would like more information on the Rising Leadership Mentoring Program or the Rising Leadership Academy, please contact Keri (keri@usbln.org).

The number of students with disabilities attending higher education in the United States now represents 6% of the student body. As with any graduate, their professional success will stem from a number of things, including work ethic, opportunity, and, for some, having a mentor to guide them.

Quality mentoring relationships have a powerful effect on young people in a variety of situations – personal, academically and professional. Initiatives like the USBLN Rising Leaders Mentoring Program were created to further those opportunities. This six-month career mentoring strategy brings together employers and college students with disabilities or recent graduates with disabilities in a mutually beneficial way. Through the USBLN’s association with over 130 corporate partners, we match at least 70 individuals to business professionals that they wouldn’t otherwise have had the chance to meet. The Rising Leaders Mentoring Program connects students like Ray Parker to experts that provide professional growth and development, and social and economic opportunities.

Headshot of Ray ParkerRay Parker believes the USBLN and the Rising Leadership Academy were invaluable assets for him as a student with a disability transitioning into a working professional. At his first National Conference in 2015, Ray had the opportunity to meet other students with disabilities, and employers who care about diversity and inclusion. Those meetings helped him to identify with the disability community.

From an early age, Ray has always known his disability helped him with problem-solving strategies. In fact, his methodologies were so well ingrained in his personality that he always considered them an asset. However, it wasn’t until he attended the USBLN conference that he truly saw the untapped potential of individuals with disabilities that he had always recognized in himself.

Ray credits the Rising Leadership Academy for the opportunity to network with “a lot of fantastic individuals who really care about diversity and inclusion, as well as the ability to form relationships with other individuals with disabilities who may have experienced similar challenges that I have faced.”

The USBLN and the Rising Leadership Academy provided Ray the chance to land internships. He had the opportunity to intern for several different corporations, in a variety of different industries, and different initiatives. Ray also received employment offers from various well-respected companies. All of which, he feels, “has definitely been a challenge in the current recruitment world.”

Ray recently accepted a position as Data & Artificial Intelligence Consultant for Microsoft, and is pleased to be a part of a company that’s so committed to equality and inclusion. In fact, Ray noticed the company’s efforts from his very first day on the job. Diversity and disability inclusion were integrated into videos, presentations and reading materials for all new hires to see, and employee training had representation of various individuals with disabilities. Microsoft’s pledge to use technology to help everyone achieve more, even people with disabilities, has created a sense of comfort for Ray.

Microsoft has fostered a community of individuals with disabilities, which recently allowed Ray to meet a fellow employee whose son was born with the same disability as him. “This was one of the first times I was able to possibly help someone who would grow up with the same challenges I faced. While we talked, he told me about all the resources and programs available, which didn’t exist when I was growing up. It made me happy, and a little teary-eyed. I like to think the world is becoming a better place!”

The USBLN Rising Leaders Mentoring Program is designed to support students and recent graduates as they navigate the professional world, and answer unique questions that relate to being a person with a disability in the workforce. Applications for the 2018 Rising Leadership Academy and the 2018 Rising Leaders Mentoring Program are now open! The USBLN especially encourages STEM majors, veterans, students of color, and LGBTQ+ students to apply. The upcoming 2018 Leadership Academy will take place in Las Vegas, from July 7 – July 12. If you are interested in participating, please fill out the information form.

The post “Disability helps me with problem-solving strategies” appeared first on US Business Leadership Network.

USBLN Statement on International Day of Persons with Disabilities

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Written by Jill Houghton, President and CEO of USBLN

Today we celebrate the International Day of Persons with Disabilities, that was first proclaimed in 1992 by the United Nations General Assembly. While much has been accomplished, more remains to be done to make the world truly inclusive.

This year, the theme is “Transformation towards sustainable and resilient society for all”. At USBLN, we believe it is with transparency, universality and accountability that, together, we can achieve this.

USBLN, as a non-profit organization, advocates for disability inclusion across the entire business; the workforce, marketplace and supply chain. Our network has grown, and since 2012 we have more than doubled our corporate partners. This growth signifies that disability has become an increasingly competitive advantage for corporate America, and the value of inclusivity is real.

There have been wins. Take for example, a cohort of companies within our Going for the Gold program. Through guidance from USBLN subject matter experts, these companies have increased hiring of people with disabilities ten-fold. The Billion Dollar Roundtable now includes Disability-Owned Business Enterprises (DOBEs®), Service-Disabled Veteran Disability-Owned Business Enterprises (SDV-DOBE™) and Veteran-Disability Owned Business Enterprises (V-DOBEs™) towards a corporation’s billion dollar supply chain spend on diverse-owned businesses. There’s been a rally around a11y, and senior leaders, developers, marketers, and educators around the world are embracing accessibility, as proven by a11y wins.

However, there’s still more to be done. Globally, people with disabilities account for 15% of the world’s population, or 1 billion people, according to the World Report on DisabilityLast year in the United States, only 20% of people with a disability participated in the labor force compared to 68.5% of people without a disability, according to the U.S. Department of Labor. We have to do better, and at USBLN we believe it is with transparency, universality, and accountability, that will help us reach a sustainable and resilient society for all.

Transparency is a key pillar of the USBLN and by extension, also a key pillar of the Disability Equality Index (DEI), a benchmarking tool USBLN created in partnership with the American Association of People with Disabilities. Not only are the DEI benchmarking questions publically available, but we also publish the aggregate results for the world to view. We’re proud to see 95% of participating companies report they have external recruiting efforts in place that are specifically geared towards hiring people with disabilities. However, why is it only 51% of participating companies are reporting having disability included in their supplier disability programs? It is through this type of data and transparency we can all learn and improve together.

Companies are getting closer to the universality principle of disability inclusion. Perhaps it’s the realization that as many as 30% of full-time, college-educated professionals in the U.S. have a disability. People with disabilities are the largest, unrepresented minority. Whether it be a giant step towards supporting employees’ mental health, or hiring more veterans with disabilities, or building products with universal design, universality of disability inclusion builds the sustainability of the company. This principle builds the character of the organization, and in turn reduces the risk and improves the return of the portfolio.

Lastly, we must hold each other accountable if we are to strive for a sustainable and resilient society. That’s why USBLN works in partnership with organizations such as the National Gay and Lesbian Chamber of Commerce (NGLCC), Women’s Business Enterprise National Council (WBENC) and WEConnect International. We all deserve a seat at the table, and as the 2030 Agenda commits to “leave no one behind”, we hold our collective corporate partners accountable.

Today, as we celebrate the International Day of Persons with Disabilities, USBLN pledges to continue being transparent, universal, and accountable in hopes of a more sustainable and resilient society for all.

The post USBLN Statement on International Day of Persons with Disabilities appeared first on US Business Leadership Network.


Information Guide for Service-Disabled Veteran and Veteran Disability-Owned Businesses

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There are approximately 57 million people with disabilities in the U.S., and they’re nearly twice as likely to be self-employed. With initiatives like the USBLN’s Disability Supplier Diversity Program (DSDP), they also have the ability to achieve greater economic success and independence. The program certifies disability-owned business enterprises (DOBE), including those owned by veterans with service-related disabilities, and connects them with industry leaders and decision makers.

Why Get Certified?

The USBLN’s Disability Supplier Diversity Program (DSDP) is the leading third-party certifier of disability-owned businesses. This nationally recognized program serves in an advocacy and certification capacity, and provides many distinct benefits:

  • It links disability-owned businesses to contracting opportunities with corporate America, government and other buying organizations.
  • It provides exclusive access to educational resources to expand an owner’s understanding of best practices when competing for contracts and procurement processes.
  • It creates networking opportunities – through conferences, teleconferences, and trade fairs – that match leading corporate and government leaders with Disability Supplier Diversity Program participants to help foster business relationships.
  • It provides access to key supplier diversity contacts of Fortune 500 and 1000 corporate partners.
  • It advances a mentoring and business development program, in which corporate partners serve as mentors to certified disability-owned business enterprise mentees.
  • It provides a voice for service-disabled veterans and the disability supplier community at large with government agencies and other prominent organizations.

Alignment with Veteran Affairs

The same qualities that make for effective military personnel – integrity, courage, resilience, teamwork – drive veterans, including service-disabled veterans, to succeed in the private sector, especially as business owners. Veteran Affairs provides many resources for veteran business owners, and the USBLN is dedicated to building upon the entrepreneurial tools provided.

  • The USBLN certification process requirements align with those of the VA.
  • The USBLN requires significantly less certification documentation for veteran and service-disabled veteran business owners already certified with Veteran Affairs, saving time and expediting the certification experience.
  • With the USBLN, veterans who incur a disability outside of service have the ability to reference their veteran status and certify as Veteran-Disability Owned Business Enterprise (V-DOBE).

Connect with Fortune 500-1000 Companies

Certification by our national organization provides access to Fortune 500 and 1000 corporate partners, which has its own benefits:

  • Key supplier diversity leaders of Fortune 500 and 1000 companies help DSDP certified disability-owned businesses better navigate their supply chain systems.
  • Opportunity to build relationships with USBLN corporate partners actively looking for capable, innovative and competitive service-disabled veteran-owned businesses.

Resources

The DSDP provides a variety of resources in order to expand disability-owned business owners’ understanding of best practices when competing for contracts and procurement processes, including:

  • Monthly teleconferences with relevant topics such as “How to do business with major corporations.”
  • Information on bidding opportunities and supplier outreach and networking events.
  • Executive education scholarships designed to strengthen management and technical skills, and grow business capacity.
  • Networking events that provide face-to-face interaction with top business leaders, corporate buyers, and other diverse suppliers.
  • A mentoring and business development program that matches partner representatives with certified suppliers to help improve their skills, business process and management acumen.
  • Quarterly webinars, which aim to educate suppliers on specific topics important to their success.

Certification Process

The DSDP offers three different certifications: Disability-Owned Business Enterprise (DOBE) Certification, Veteran-DOBE (V-DOBE) Certification, and Service-Disabled Veteran-DOBE (SDV-DOBE) Certification. A Disability-Owned Business Enterprise Certification (DOBE) is available to any business at least 51% owned, managed and controlled by a person with a disability. The Veteran-DOBE Certification (V-DOBE) is available to a business enterprise owned by a veteran with a disability, not related to their time in service. The Service-Disabled Veteran-DOBE Certification (SDV-DOBE) is available to a business enterprise owned by a veteran with a disability, whose disability was caused by their time in service. In order to get certified:

  • Interested disability-owned business owners can submit a confidential application through the USBLN fully accessible online system.
  • The USBLN’s National Certification Committee reviews all applications, and conducts site visits.
  • The total certification time takes 90 days or less, much less than other traditional certifications.

The USBLN’s network is spread across the nation, ensuring that all certified disability-owned businesses receive support from coast-to-coast.

The post Information Guide for Service-Disabled Veteran and Veteran Disability-Owned Businesses appeared first on US Business Leadership Network.

USBLN and Marriott International Hosted Innovative Session for Travelers with Disabilities

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Group photo

Travelers with disabilities were invited to Marriott Headquarters to discuss disability inclusion

In its second edition, Marriott and USBLN hosted an innovation session for travelers with disabilities to discuss inclusive design in the hospitality industry. The innovation session joined business professionals with disabilities with Marriott’s design team to tour model rooms and provide feedback. The session demonstrated how innovation can be achieved through immersion, open minds and consumer insights.

According to a recent disability inclusion report sponsored by USBLN, as many as 30% of full-time, college-educated professionals in the U.S. have a disability. As these professionals climb the corporate ladder, business and personal travel is likely to increase as well. Marriott International, a key partner of USBLN, values disability inclusion and has incorporated these insights as they develop what hospitality looks like presently, and in the future. The innovation session was held at the Marriott International Innovation Lab in Bethesda, Maryland with individuals from defense contracting companies, consulting firms, non-profits, and disability-owned businesses.

The innovation session series started in 2015, exploring how inclusive design can be incorporated from making a reservation to arriving and enjoying their visit. The first session highlighted the many opportunities in being open to constant improvement and evolution. Thus, a second edition in 2017 was scheduled.

“At Marriott, our core strength lies in our ability to promote a culture of inclusion and create opportunities for all,” said David Rodriguez,  Executive Vice President and Global Chief Human Resources Officer,  Marriott International.  “Our first innovation session with USBLN provided great ideas for further iterations, improvements and essentially, better hospitality – not just for travelers with disabilities, but for everyone. We were excited to conduct a second edition of this innovation session and continue our efforts in leading inclusivity for every traveler.”

This year, the session included an overview of the Marriott International Innovation Lab, a tour of Marriott’s prototype rooms, and a creative discussion on accessible and inclusive design.

“Marriott is paving the way in the hospitality industry with their inclusive design,” says Jill Houghton, President and CEO of USBLN. “We are excited to partner with Marriott for this innovation session and look forward to seeing, not just how they incorporate insights from the sessions, but how other companies learn from Marriott about inclusive design for all.”

The post USBLN and Marriott International Hosted Innovative Session for Travelers with Disabilities appeared first on US Business Leadership Network.

Top Reasons to Register for the 2018 Disability Equality Index (DEI) Survey

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Register now for the 2018 Disability Equality Index (DEI) Survey!

Top 10 Reasons Graphic

The DEI can provide solutions and offer greater understanding to a company’s disability inclusion policies and practices. There are incalculable reasons for large corporations to register for this disability inclusion measurement standard. Here are 10 of the most important ways participating in the DEI can be a game changer for your organization:

  1. The DEI has become the nation’s most trusted annual benchmarking tool. It helps companies identify opportunities for continued improvement, as well as help build its reputation as an employer of choice.
  2. The DEI enables you to receive an objective assessment of your disability inclusion policies and practices. Companies frequently report that the DEI process and results give them a more clear idea of areas in which they excel, as well as those in need of improvement.
  3. The DEI measures a wide range of criteria based on four specific categories: culture & leadership; enterprise-wide access; employment practices; community engagement & support services.
  4. As an in-depth learning tool, the DEI enables you to gain ideas for improvement for your disability inclusion policies and practices. Companies frequently report that they have several “aha” moments when completing the survey, and that the DEI makes them think in a more holistic and strategic way than ever before.
  5. The DEI is a recognition-focused, non-punitive tool. Companies that participate and receive an 80 or above are deemed DEI top-scoring companies; while those that receive below an 80 are kept confidential.
  6. There are learning opportunities for every participating company, regardless of their score. Any participating company can also receive customized DEI consulting services from USBLN specifically geared towards increasing their DEI score.
  7. The DEI enables you to increase awareness about disability inclusion throughout your organization in a positive and meaningful way. Companies frequently report that taking the DEI naturally results in interaction with people at all levels, and in many departments. Top-scoring companies also found it’s great news to share both internally with employees and externally with stakeholders and applicants.
  8. The DEI enables you to benchmark your results against other participating businesses. All participants receive a complimentary copy of the 2018 DEI Annual Report, which contains aggregate results and best practice information, ideal for benchmarking.
  9. Participation in the DEI comes with many benefits. Top-scoring companies are named a DEI “Best Places to Work for Disability Inclusion,” and receive public recognition via press releases and social media, which creates goodwill and loyalty among current and future employees, investors, customers, and people with disabilities, their families, and friends.
  10. The Disability Equality Index is one of the most comprehensive disability inclusion benchmarking tools in the market. The evaluation process for this survey is methodical, taking on average 30-40 hours to determine a final score. This in-depth analysis and insight brings a level of quality, trust and accuracy that other methods cannot provide.

There’s no better time to begin the journey. Participating in the DEI will leave your organization walking away with new ideas, new insights, and new methodologies to help take disability inclusion to the next level. Register now on the DEI website!

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These Diversity & Inclusion influencers recommend your company use the Disability Equality Index…here’s why.

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DEI participant logos

Fortune 500-1000 companies use the Disability Equality Index (DEI) to attain an objective score on disability inclusion policies and practices. Companies register to take the DEI to gain not only data and insight on their own efforts, but examine how they measure against participating companies in their own industry and overall corporate America.

USBLN asked corporate partners and strategic alliances: “Why should a corporation take the DEI?” The responses flooded in. From Ed Mackey, Executive Vice President, Global Operations, Boston Scientific to Senator Ted Kennedy Jr., we heard why the DEI is important to their efforts and why your company should register too.

REMINDER: Registration deadline for the DEI is January 12th, 2017. Register at: disabilityequalityindex.org. Email info@usbln.org if you have any questions.

  1. Marty Belle, VP of Talent Acquisition, Inclusion & Diversity, and Team Member Experience, Grainger

    “The DEI survey is a useful tool in helping to measure effectiveness in recruitment, retention and development of people who are differently abled.  I encourage companies to consider taking the survey as a benchmark in helping inform their Inclusion & Diversity strategy.”

  2. Helena Berger, President and CEO, American Association of People with Disabilities

    “Employment is a pathway to the American Dream, and the Disability Equality Index (DEI) is an effective, non-punitive tool that builds partnerships between the disability and business communities to ultimately expand employment opportunities for individuals with disabilities and embrace the talents and skills we bring to the workplace.  Corporations should participate in the DEI because it’s the right thing to do AND it’s good for business! In fact, studies show that corporations with more disability inclusive policies produce greater-than-average returns to their shareholders.  Hiring individuals with disabilities gives companies fresh insight into developing and marketing products and services that meet the needs of an ever-growing market of consumers with disabilities and their families.”

  3. David Casey, VP, Workforce Strategies & Chief Diversity Officer, CVS Health

    “The Disability Equality Index is the most comprehensive assessment of corporate disability best practices in the market. The robust data CVS Health gets from the benchmarking results serve as our framework for continuous improvement. In other words, it’s more than just a score! With roughly 20% of Americans living with a disability, there is a strong likelihood that every company in the country either hires and/or serves people in the disability community. The DEI is an invaluable tool in helping you assess how you’re performing against best practices and how you can continuously improve. My ability to help my company and others hire and serve the disability community is one way I can honor my late brother’s legacy, who lived with both physical and developmental disabilities. Once again, why I define it as way more than a score.”

  4. Hannah Chadwick, UC Davis Alum, Class of 2016

    “As a Rising Leader, I am incredibly grateful to have had the opportunity to meet and network with so many private corporations. Often times people look at the disability instead of the person behind all the talent. It is extremely encouraging to see such enthusiasm and support from so many companies towards hiring people with disabilities.”

  5. Lori Golden, Abilities Strategy Leader, EY

    “Completing the DEI helps us assess how far we’ve come on EY’s abilities journey, identify where we’ll go next, and defines a path for getting there.”

  6. Jill Houghton, President and CEO, USBLN

    “We recognize efforts towards disability inclusion is a journey, and that’s why the DEI is an objective, non-punitive tool. Companies should feel confident and safe in taking the DEI. Gaining these invaluable data and insights into your efforts is the only true way to keep advancing.”

  7. Andrew Imparato, Executive Director, Association of University Centers on Disabilities

    “The disability movement is raising the bar on what leadership looks like in this space.  USBLN and AAPD have developed a valuable measure, and I am hopeful that any company that wants to be a leader in recruitment and marketing for our community will participate in DEI and use the results to keep getting better over time.”

  8. Ted Kennedy, Jr., Board Chair, American Association of People with Disabilities and Connecticut Senator (D-Branford)

    “The Disability Equality Index (DEI) has quickly emerged as the nation’s leading corporate benchmarking tool for disability equality and inclusion. As a cancer survivor, amputee and life-long advocate for people with disabilities, I want to recognize organizations that have made employment and accessibility among their top strategic priorities. These companies know that disability inclusion is not just the right thing to do, but produces measurable results to their bottom lines.”

  9. Ed Mackey, Executive Vice President, Global Operations, Boston Scientific

    “Boston Scientific embraces disability inclusion to create a workplace that attracts top talent and provides opportunities for all employees.  As we advance healthcare around the world, it is critical that we reflect the customers, patients and communities we serve every day.  The DEI is critical to this important work as it holds us accountable and helps us measure our continued progress.”

  10. Chris Soukup, CEO, Communication Service for the Deaf

    “People with Disabilities offer exceptional skills, unique perspectives, and have ideas that can transform your workplace. The Disability Equality Index does more than expand your organization’s efforts on disability inclusion. It provides a map and pathways to a largely-untapped talent pool that will contribute to the greatness of your organization.”

About the DEI

The Disability Equality Index (DEI) is a joint initiative between the American Association of People with Disabilities (AAPD) and the US Business Leadership Network (USBLN). It serves as the nation’s most trusted annual benchmarking tool allowing America’s leading corporations to self-report their disability policies and practices. This evolving index then scores each corporation on a scale from 0 to 100—100 representing the most inclusive. The DEI was developed by the two national leaders in consultation with the appointed DEI Advisory Committee, a diverse and voluntary group of experts in business, policy, and disability advocacy.

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DOBE Spotlight Series: Pat Graves, Caption First

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USBLN highlights various disability-owned business enterprises (DOBEs) through the DOBE Spotlight Series. If you’d like more information about USBLN’s Disability Supplier Diversity Program, please contact Cami@usbln.org.

Caption First logo

Caption First, a USBLN® Certified DOBE™, has been providing real time captioning services for almost 30 years. The company is dedicated to delivering communication alternatives for people who are deaf, hard of hearing, or have trouble with comprehension and fluency.

Pat Graves headshotPat Graves, Caption First’s founder, started her career as a freelance court reporter. When she began, stenography was a multi-step process. Pat would type into her stenotype machine, dictate her notes to a typist, and proofread the text before she had her finished product. As with everything, technological advancements changed the course of the profession. Thanks to the progress in the field, Pat was eventually able to connect her stenotype machine to a computer, allowing for the English text to appear instantaneously. Pat saved a lot of time by skipping several of the original steps, and also realized she could do a lot more than court reporting with this new technology.

As the sister of a deaf brother, Pat understood the world sometimes passed him by. She realized with this new technology she could serve deaf people, and people who have a more difficult time communicating in English. Even though Pat was one of the first 50 people across the United States to become computerized, she didn’t see herself as anything other than a business owner. “This is when I understood that I could make a difference in people’s lives. This is when I considered myself an entrepreneur,” said Pat.

In 2007, Pat’s life was altered when she lost quite a bit of her vision. While her confidence was shaken, and she had to learn to rely on others, she learned to cope and adjust. She also learned about the benefits of the USBLN. As she says, “USBLN helped me to accept and to understand that I am an entrepreneur, I am a business owner, I am a strong woman, I am a leader…and, oh, I am also a person with a disability.”

Becoming certified through the USBLN’s Disability Supplier Diversity Program has proven advantageous in the growth and identification of new opportunities for Caption First as a company, and Pat as a business owner and a leader. Through the USBLN and its corporate partners, Pat has twice been the recipient of a Tuck University School of Business scholarship. Pat credits the opportunity and the classes for helping her grow professionally.

Pat has served on and chaired the DOBE Host Committee at the USBLN Conference, and sees this as a “great opportunity to learn and grow as a leader and owner.” She expects to attend the conference for years to come. “It is a way to push myself personally and professionally, to come out of my comfort zone, to give back to the organization, and give back to other certified owners. Most importantly, it is a way to meet the decision makers or the gatekeepers for large corporations.  Attending [the conference] is the highlight of my year!”

The USBLN’s Disability Supplier Diversity Program was designed to help certified DOBEs advance contract opportunities with corporations as well as government agencies. By having a procurement model based on diversity and inclusion, corporations and DOBEs achieve greater economic self-sufficiency, positive community impact, and strengthen the American economy. For more information about this certification program and others we provide, please contact Cami@usbln.org.

The post DOBE Spotlight Series: Pat Graves, Caption First appeared first on USBLN.

USBLN Now Offers New Two-Year Certification for Disability-Owned Businesses

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The USBLN recently launched a 2-year certification for all disability-owned business owners.

The USBLN’s decision to expand its nationally recognized certification from one year to two provides a greater value to disability business owners.  That means a longer period of time to market and build relationships with Fortune 500 corporate buyers and decision-makers and a reduction in the amount of time and money spent recertifying annually.  Now certified suppliers will have more time to focus on growing and expanding their businesses and utilizing resources and tools made available through USBLN’s Disability Supplier Diversity Program (educational scholarships, mentoring, information, and networking). Interested? Visit www.usbln.org/dsdp or email Cami Turcotte at: cami@usbln.org

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Rising Leaders Spotlight Series: LeAndre Yarrell

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How a Combat Injured Veteran Advanced His Career

USBLN highlights various young leaders with disabilities in the Rising Leader Spotlight Series. If you are a corporate partner (or potential partner), and would like more information our USBLN’s Rising Leaders, please contact Liz (liz@usbln.org). If you are a young leader with a disability, and would like more information on the Rising Leadership Mentoring Program or the Rising Leadership Academy, please contact Keri (keri@usbln.org).

LeAndre Yarrell is a retired United States Army Sargent who served in Afghanistan. After his military service ended, LeAndre enrolled in Wilmington University in New Castle, Delaware. While at Wilmington, LeAndre applied, interviewed, and was accepted into the Workforce Recruitment Program (WRP), through which he was invited to apply for the US Business Leadership Network’s (USBLN) 2015 Rising Leaders Mentoring Program (RLMP).

LeAndre Yarrell portraitLeAndre was matched with Dan Ellerman, a former director at Northrop Grumman Corporation and now at Accenture.  Because of LeAndre’s active participation in the Rising Leaders Mentoring Program, and a strong recommendation from his mentor, LeAndre was accepted as a participant in the USBLN’s Rising Leadership Academy. During the Academy training sessions, LeAndre learned valuable life lessons, including embracing his Post Traumatic Stress disability. LeAndre also maximized the networking and interviewing opportunities at the USBLN National Conference, and immediately following.

In 2016, LeAndre graduated with a degree in Computer and Network Security, and accepted a position at Incyte, a pharmaceutical research company, as a Security Analyst. There, he was responsible for the development and implementation of security policies, standards, and procedures to ensure the protection of corporate data against unauthorized users, access, modification, or destruction.

LeAndre was with Incyte for two years. Throughout those two years, LeAndre maintained in contact with Dan Ellerman, and grew his professional network. In May 2017, LeAndre relocated to the Washington DC area for an outstanding job offer from Northrop Grumman Corporation.

Quality mentoring relationships have a powerful effect on young people in a variety of situations – personally, academically and professionally. Initiatives like the USBLN Rising Leaders Mentoring Program were created to further those opportunities. This six-month career mentoring strategy brings together employers with college students with disabilities and recent graduates with disabilities in a mutually beneficial way. Through the USBLN’s association with over 130 corporate partners, we match at least 70 individuals to business professionals in their field of study, area of interest, and to whom they would not otherwise have access. The Rising Leaders Mentoring Program connects students like LeAndre Yarrell to experts that can provide professional growth and development, and social and economic opportunities.

The number of students with disabilities attending higher education in the United States now represents 6% of the student body. As with any graduate, their professional success will stem from a number of things, including work ethic, opportunity, and, for some, having a mentor to guide them.

LeAndre’s career plan is based on setting goals for himself, and acquiring the professional skills, experience, and accomplishments that will lead him to the C-Suite level.  With this new job opportunity, LeAndre feels he’s well on his way toward achieving his career goal. “I knew LeAndre was an exceptional individual with talent and skills any employer would value. It’s been a career high for me to watch LeAndre grow, build confidence, and succeed in his chosen field.  I can’t wait to see the impact and legacy he will leave behind,” said Dan.

LeAndre has also set life goals for himself, including community outreach. He’s particularly interested in raising awareness about PTSD, and securing benefits for veterans. He’s also committed to helping low-income communities. He currently coaches youth basketball leagues, and helps with food and clothing drives. His greatest ambition is to one day open a center where kids can play basketball, receive a hot meal, and feel safe.

The USBLN Rising Leaders Mentoring Program is designed to support students and recent graduates as they navigate the professional world, and answer unique questions that relate to being a person with a disability in the workforce. Visit usbln.org for more information about Rising Leaders Mentoring Program, and the Rising Leaders Academy at the 2018 USBLN Conference.

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Read the 2017 USBLN Annual Report

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THANK YOU to our corporate partners, strategic alliances, board members, disability-owned businesses, students and recent graduates, local USBLN Affiliates and allies. Together we have achieved so much in 2017.

Disability inclusion is a journey for all of us. For now, let’s acknowledge the advancements we’ve made in 2017. Last year, we learned even more about accessibility with recent technological developments, continued to rally around the proud narrative of disability, strengthened our data and insight, and asked: what else can be done?

We look forward to working together in 2018, and we hope you’ll join us for our annual USBLN Conference and Expo at Las Vegas, July 9-12th.
Continue to read the 2017 USBLN Annual Report

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Preserve the ADA

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We cannot roll back the rights of people with disabilities.

The ADA Amendments Act of 2008 (ADAAA) that amended the Americans with Disabilities Act of 1990 “provides a clear and comprehensive national mandate for the elimination of discrimination against individuals with disabilities.”

The USBLN strongly supports the goals of the ADA to ensure equality of opportunity, full participation, independent living and economic self-sufficiency.

We deeply value the history of the disability and business communities working together to draft the legislation.

Any changes to this important law and its provisions should be drafted the same way as the original legislation, with the disability and business communities working together to find solutions.

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DOBE Spotlight Series: Mona Lisa Faris

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USBLN highlights various disability-owned business enterprises (DOBEs) through the DOBE Spotlight Series. If you’d like more information about USBLN’s Disability Supplier Diversity Program, please contact Cami@usbln.org.

Mona Lisa Faris, the publisher of DiversityComm, originally planned to be a professor of intracultural communication and public speaking when she realized she needed to make an important decision: start a teaching fellowship, or take an entrepreneurial path and begin publishing a newsletter on diversity. Mona Lisa chose the path of entrepreneurship, knowing she could reach and educate more people through the platform of a diversity magazine versus teaching small groups of students at a time. Her decision proved to be a wise one. As the push for inclusiveness in education, employment, and business grew, so did her company. Today, 25 years later, DiversityComm is the publisher of six diversity focused magazines – Black EOE Journal, HISPANIC Network, Professional WOMAN’S Magazine, U.S. Veterans Magazine, Diversity in STEAM, and DIVERSEability – each reaching over 2 million readers.

The USBLN’s Disability Supplier Diversity Program has proven valuable for DiversityComm. It’s given the company more visibility and recognition, as well as provided Mona Lisa with a stronger platform and expertise to publish a magazine for an audience with which she identifies. According to Mona Lisa, with disability-owned business enterprises (DOBE) certification, she has “gained more credibility, strengthened [her] platform for communication in this industry, and gained more partners.” Mona Lisa is certified through other organizations, and feels the USBLN certification process is much simpler, entails less paperwork, is faster, and, best of all, offered every two years. “The USBLN certification department has great customer service, staff, support, and an outstanding turnaround time,” she added.

As publisher of a series of magazines that focus on diversity and inclusion, Mona Lisa and her team attend more than 250 diversity-focused conferences throughout the year, and names the USBLN Annual Conference as “one of [her] favorites.” According to her, the event is well organized and packed with engaging speakers, appealing workshops, fascinating events, and attended by like-minded individuals eager to learn more about this industry. “The best part of this conference is meeting people with unique and motivational stories. After every conference, I come back with more resources, news, and stats that I know my readers will enjoy,” says Mona Lisa.

The USBLN’s Disability Supplier Diversity Program was designed to help certified DOBEs advance contract opportunities with corporations as well as government agencies. By having a procurement model based on diversity and inclusion, corporations and DOBEs achieve greater economic self-sufficiency, positive community impact, and strengthen the American economy. For more information about this certification program and others we provide, please contact Cami@usbln.org.

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Rising Leaders Spotlight Series: Ally Chisenhall

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WRP Experience Enables Self-Identification And A New Career Path

USBLN highlights various young leaders with disabilities in the Rising Leader Spotlight Series. If you are a corporate partner (or potential partner), and would like more information our USBLN’s Rising Leaders, please contact Liz (liz@usbln.org). If you are a young leader with a disability, and would like more information on the Rising Leadership Mentoring Program or the Rising Leadership Academy, please contact Keri (keri@usbln.org).

The number of students with disabilities attending higher education in the United States now represents 6% of the student body. As with any graduate, their professional success will stem from a number of things, including work ethic, opportunity, and, for some, having a mentor to guide them.

Quality mentoring relationships have a powerful effect on young people in a variety of situations – personally, academically and professionally. Initiatives like the USBLN Rising Leaders Mentoring Program were created to further those opportunities. This six-month career mentoring strategy brings together employers with college students with disabilities and recent graduates with disabilities in a mutually beneficial way. Through the USBLN’s association with over 130 corporate partners, we match at least 70 individuals to business professionals in their field of study, area of interest, and to whom they would not otherwise have access. The Rising Leaders Mentoring Program connects students like Ally Chisenhall to experts that can provide professional growth and development, and social and economic opportunities.

In the fall of 2014, Allison ”Ally” Chisenhall, a Chemical and Biomolecular Engineering major at John Hopkins University, received an announcement from the Office of Student Disability Services regarding the Workforce Recruitment Program (WRP). The program was the first she had uncovered that offered internship opportunities specifically to students with disabilities. She saw that as a unique opportunity, and decided to apply.  Up to that point, Ally had secured the qualification she needed for academic success, but was unsure of when to identify as a person with a disability in other situations.  The WRP provided her the first opportunity to self-identify as a job seeker with a disability.

Ally received several internship offers through the WRP, and ultimately decided to take an internship with the National Cancer Institute at the National Institutes of Health (NIH) in their Mammary Stem Cell Biology Lab.  She also accepted an invitation to become part of the US Business Leadership Network’s (USBLN) Rising Leaders Mentoring Program (RLMP), which matched her with a mentor from a partner company.

Based on her experience during her summer research internship at NIH, Ally realized she did not want to pursue a research career in biomedicine. Through guidance and advice from her mentor, Ally switched from the bio-engineering career track to one in process engineering.

To further explore career opportunities, Ally applied to participate in the USBLN’s Rising Leadership Academy at the USBLN 2015 Annual Conference in Austin, Texas.  During the course of the five days in Austin, Ally met a community of individuals with a variety of disabilities, and her comfort level as a person with a disability grew.  She was able to network with key company representatives, including Jason Bryn, former Disability Compliance and Inclusion Programs Manager in BAE System’s Workforce Analytics and Compliance Division. Through Jason, she learned of an opening at BAE Systems. In the spring of 2016, Ally started her new chemical engineer position at BAE Systems.

Ally’s story is a true win-win, both for her and BAE Systems. She is engaged in company activities, such as BAE Systems’ disability employee resource group, which enhance the company’s opportunities to attract top talent who also happen to have disabilities. “Attending USBLN’s national conference and participating in USBLN’s Mentor Program as a corporate disability partner has connected our company with high potential WRP talent like Ally and positioned BAE Systems as an employer of choice for candidates with disabilities,” says Jason Bryn. Much like the resource group with which Ally is engaged, the USBLN’s ERG/BRG Leadership Committee provides opportunities to stay connected.

The USBLN Rising Leaders Mentoring Program is designed to support students and recent graduates as they navigate the professional world, and answer unique questions that relate to being a person with a disability in the workforce. Visit usbln.org for more information about Rising Leaders Mentoring Program, and the Rising Leaders Academy at the 2018 USBLN Conference.

The post Rising Leaders Spotlight Series: Ally Chisenhall appeared first on USBLN.

Top Corporations seek to Recruit Disability Talent

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USBLN connects talent with disabilities with top corporations through innovative Virtual Career Event

Washington D.C., March 07, 2018 (GLOBE NEWSWIRE)

Through the Virtual Career Event organized by the US Business Leadership Network (USBLN), top corporations are recruiting talent with disabilities who have a minimum of two years of work experience in STEM, finance or business. Participating companies include: 3M, Amazon, Bank of America, Boston Scientific, Comcast NBC Universal, DuPont, Facebook, General Motors, Grainger, MasterCard, McKesson, Pacific Gas & Electric, and TD Bank.

“Companies are realizing the untapped potential of talent with disabilities,” said Jill Houghton, President and CEO of USBLN. “Our goal is to close the unemployment rate of people with disabilities, and we can’t get there with business as usual. Innovative approaches like a virtual career event is what’s needed to reach the next generation of talent.”

Participating companies are specifically seeking talent with disabilities for the following open positions:

  • Accountant, Payroll and Employee Benefits
  • Business Systems Analyst
  • Financial Analyst
  • Quality Engineering
  • Senior Financial Analyst
  • Senior Engineer
  • Software Engineer
  • Test Engineer
  • Plus, many other positions in the STEM, finance and business fields.

Apply to Participate by April 5th, 2018:  https://www.surveymonkey.com/r/2018VirtualCareerEvent

Candidates should have at least two years of experience, and a bachelor’s degree or advanced degree to be considered for participation in the Virtual Career Event. Early career and experienced candidates with disabilities are also encouraged to participate.

The Virtual Career Event will take place on Friday, April 20th 2018 at 12 noon to 2:00pm Eastern Time. Find updates on the Virtual Career Event on the USBLN website or by hashtag search #RecruitDisabilityTalent.

The Virtual Career Event is organized with help from Bender Consulting Services and CareerEco. Participants only need reliable high-speed internet connection. Candidates will first apply to participate in the Virtual Career Event. Selected candidates will receive notice and will then formally register in the Virtual Career Event. From there, participating companies will invite candidates to virtual “informational meetings” to discuss the open position(s) and answer questions.

For more information, please visit the website: http://usbln.org/recruitdisabilitytalent/ or email: RecruitDisabilityTalent@usbln.org.

About the US Business Leadership Network® (USBLN®)

USBLN (US Business Leadership Network) unites business around disability inclusion in the workplace, supply chain and marketplace. USBLN has more than 130 corporate partners spanning the technology, healthcare, financial, transportation, entertainment, and retail industries. USBLN serves as a collective voice of nearly 50 Business Leadership Network Affiliates across the United States, representing over 5,000 businesses. USBLN has various nationally recognized tools and programs, such as the Disability Equality Index and the leading disability-owned business enterprise (DOBE) certification program, to bridge inclusive companies with people and organizations within the disability community.

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Original Press Release: http://www.globenewswire.com/news-release/2018/03/07/1417446/0/en/Top-Corporations-seek-to-Recruit-Disability-Talent-through-innovative-Virtual-Career-Event.html

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