Employee resource groups (ERGs), also known as business resource groups (BRGs), are gaining popularity in many large corporations. These groups of employees come together based on shared characteristics, such as ethnicity, gender, sexual orientation, religious beliefs, or disability status. The groups originated as a way to enhance professional development and provide support. Now, companies realize their benefits and are leveraging them to drive inclusion efforts throughout the organization.

USBLN strongly believes that recognizing and celebrating an individual’s differences allows their peers to learn from them. This is why we created the ERG/BRG Leadership Committee. Knowledgeable representatives from partner companies share challenges, strategies and best practices for developing and supporting a disability-focused ERG that offers business value to the company and professional growth to its members.

One such ERG/BRG Leadership Committee partner company is McKesson. Last year McKesson launched ABILITY, a new employee resource group for associates with disabilities, and those who provide care for people with disabilities. Through ABILITY members like Alfredo Corona, a senior service level analyst for McKesson U.S. Pharmaceutical, McKesson plans to empower its members and foster awareness about its efforts in diversity and inclusion.

Alfredo’s leadership role with the McKesson ERG is truly remarkable. As the National Director of Membership Engagement, Alfredo hopes to bring awareness to different disabilities that exist. ABILITY’s mission is to spread awareness about the fact that a disability is not always physical or apparent; a disability can be anything from autism to surviving cancer to battling anxiety or depression. “So many individuals automatically assume that if a person does not show a physical disability, they must not be disabled. There are countless disabilities that are not visible.”

ABILITY also hopes to foster awareness about caregivers for people with disabilities. “I’m glad that the ERG also expands to include the caregivers for those with disabilities. They are often forgotten yet are in many cases the ones who have the most impact; they often put their careers and lives on hold to care for others.”

To help others feel like they can bring their whole selves to work, Alfredo shares his passions outside of work, one of which being sled hockey. Alfredo explains, “Sled hockey is different than any other disabled sport, as it gets you out of a wheelchair and into a sled, which requires much more coordination and a different set of muscles.” Once he got the hang of it, there was no stopping him.

Alfredo has enjoyed remarkable successes on the ice, among them the honor of being named 2017 Disabled Athlete of the Year by USA Hockey. According to Alfredo, however, his true victory lies in doing what he loves. “Hockey has taught me several skills in the areas of leadership, public speaking, networking, and working with teams.

And while Alfredo counts on his hockey teammates on the ice, his McKesson team encourages him from the sidelines. “I have definitely been supported within my department. My team organized an outing to one of my tournaments, and I’ve had numerous colleagues come out to charity games that we have hosted.”

Through the McKesson ABILITY ERG, Alfredo was able to connect with other employees with disabilities and allies and build a sense of community both within and outside of work. The USBLN ERG/BRG Leadership Committee is an opportunity for companies like McKesson to share with other companies how employee resource groups are giving employees like Alfredo a larger sense of belonging. Visit usbln.org for more information about the committee, and the many ERG/BRG sessions available at the 2018 USBLN Conference.

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The USBLN and the Veterans in Business (VIB) Network are proud and excited to announce a new partnership agreement that will enhance the business opportunities and professional development of veteran-disability owned businesses and service-disability veteran owned businesses. Both organizations recognize the impact veterans have on the American economy, and are eager to help with their growth and success.

The VIB Network is a non-profit organization that advocates for all veteran businesses, including service-disabled veteran-owned small businesses (SDVOSBs), and disabled veteran business enterprises (DVBEs). They understand the need for connecting veterans to business resources and contract opportunities, and strive to build connections between veteran businesses, major corporations and government agencies. They also provide resources, educational workshops, and outreach opportunities to help streamline the process.

The accomplishment of veteran entrepreneurs is remarkable. U.S. veterans own 2.5 million businesses and employ as many as 5.8 million people. That equates to $210 billion in annual payroll and $1.2 trillion in sales. The USBLN and the VIB Network share an interest to enhance the business opportunities of those veterans. Through this partnership, both organizations will be better able to achieve that common goal by proving distinct benefits to its members.

The USBLN’s Disability Supplier Diversity Program (DSDP) is the leading third-party certifier of disability-owned businesses. This nationally recognized program 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.

By collaborating in such a manner, the USBLN and the VIB Network will create increased opportunities for their members. They will also continue to respectively advocate for disability inclusion and equality, and provide education, training, outreach and support for veterans in business. Visit usbln.org for more information about the Disability Supplier Diversity Program (DSDP), and the VIB Network for more information about helping veterans in business grow and success.

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USBLN, a national non-profit helping businesses achieve disability equality and inclusion, has helped thousands of candidates with disabilities land a job. This year, the USBLN Going for the Gold program is working with 20 companies to advance an inclusive culture, improve recruitment, and expand retention policies. In April 2018, the program announced participating companies have hired over 8,000 candidates with disabilities.

Nearly 1 in 5 Americans have a disability; people with disabilities have now become the third largest untapped talent pool. Globally, 15% of the population experience some form of disability. Yet, the U.S. unemployment rate for people with disabilities sits at 8.2 percent as of March 2018, nearly twice that of those without disabilities.

Through the Going for the Gold (GFG) program, the USBLN is aiding 20 Fortune and Global 500 companies achieve the “gold standard” in hiring and fully including individuals with disabilities in their workforces.  This first-of-its-kind initiative provides customized, high quality consulting services from subject matter experts who are recognized leaders in disability inclusion. GFG companies can also leverage the Disability Equality Index (DEI), a benchmarking tool intended to help companies identify opportunities for continued improvement, as well as help build a reputation as employers of choice. Armed with that information, GFG companies have a roadmap to advance disability inclusion across their enterprise.

The GFG companies participate in other USBLN programs, as well. 57 professionals from 13 GFG companies volunteered as mentors for the USBLN Rising Leaders Mentoring Program, a six-month career mentoring opportunity that matches college students and recent graduates with disabilities to business professionals from USBLN partner companies. Individuals from GFG companies have also interviewed Rising Leaders at the Rising Leadership Academy, a two-day networking and career readiness opportunity for college students and recent graduates with disabilities. This academy takes place in conjunction with the USBLN Annual Conference. GFG participating companies attend the Annual Conference to share best practices, acquire new ideas, and learn from industry leaders.

The USBLN Going for the Gold (GFG) program has established a sustainable pipeline of candidates with disabilities for internships, co-ops and employment by forming strong relationships with sourcing partners. Visit USBLN to learn more about this program, other disability equality and inclusion workplace initiatives, and the 2018 Annual Conference.

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On May 17th, the USBLN will be celebrating Global Accessibility Awareness Day (GAAD). GAAD was established to create awareness and generate conversations about accessibility, specifically web accessibility, for people with disabilities. Now in its seventh year, GAAD was inspired by a web developer who understood that web accessibility could make a world of difference for people with disabilities, and recognized web developers were not doing enough to make websites and mobile apps accessible. 

Accessibility is the product of inclusive design, and to promote Global Accessibility Awareness Day, the USBLN team has rounded up five ways to learn more about accessibility.  

On Thursday, May 17th (Global Accessibility Awareness Day)

1. The USBLN will host a webinar on how to become a Business of Choice for People with Disabilities  on GAAD (Wednesday, May 17th at 1pm EST). Insights and data are from the Disability Equality Index (DEI), benchmarking tool implemented in partnership between USBLN and the American Association of People with Disabilities (AAPD).
2. On GAAD, Microsoft will release a short film, featuring Jill Houghton, President and CEO of USBLN, on how accessible technologies enable everyone to create, communicate, and collaborate. Register today to watch it on-demand.
3. Check out the accessibility boot camp at the USBLN Annual Conference this year. The session explores why accessible technology matters and how to support your employees with and without a disability with inclusively designed tools. The session will share practical resources and tips for ensuring that your workplace technology and content is accessible, from job applications to documents created with Microsoft 365.
4. Tune in on Thursday for our special #GAAD Twitterchat! We’ll be tweeting about accessibility and #DisabilityInTech. Follow us on Twitter (www.twitter.com/usbln) and start tweeting at 12 noon EST.

Keep the accessibility efforts going post GAAD!

5. When #GAAD is over, the accessibility efforts don’t stop! As an additional resource, be sure to follow AXSChat, an online community dedicated to promoting accessibility and inclusion. Each week Debra Ruh, Neil Milliken, and Antonio Santos host a Twitterchat to help folks gain practical information from recognized experts in disability inclusion. Follow https://twitter.com/AXSChat.  Lastly, don’t forget to check to make sure your site is following the Web Content Accessibility Guidelines (WCAG).

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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.

Taylor Distribution Group, a USBLN® Certified DOBE, is a wholesale distributor. It serves government agencies, educational institutions, and national corporations with laboratory supply sales and service, specifically chemical instrumental, safely PPE, industrial and janitorial supplies, forensics supplies, and pharmaceuticals.

Artura Taylor initially did not set out to become a key player in wholesale distribution of lab equipment. Artura is a former regional vice president for a Fortune 100 company, and retried in 2004. However, with the economic downturn, she was prompted to re-enter the workforce. Based on the recommendation of a friend who was in local government, Artura decided to sell commodities to the government. She teamed up with a young, female buyer with the City of Dallas and entered government contracting. The landscape of the industry proved to be very competitive, so Artura and her partner tapped into their business acumen and experience to forge strategic partnerships with manufacturers. Their strategy payed off and enabled Taylor Distribution Group to get into a group purchasing organization (GPO). Soon after, Taylor Distribution Group was winning multi-million-dollar contracts. That set the foundation for Artura’s company to become a key player in laboratory equipment industry.

The Taylor Distribution Group has eight different national and regional certifications. Yet, it took her a while to become interested in a DOBE certification.

Artura never identified as someone with a disability. “Because of my ADHD and partial deafness, I know I have my own challenges. But I didn’t know I would qualify.”

Through her belief in learning, and her certainty that leveraging one’s uniqueness opens people up for new opportunities, she found the USBLN. Becoming certified through the USBLN’s Disability Supplier Diversity Program has established Artura as a diverse industry leader and afforded her the opportunity to set herself apart from the competition. “Being part of this organization, as a whole, has helped me come to terms with some of my own challenges. This has been such a relief for me on a personal level.”

Artura is not just involved with the Supplier Diversity program, she also participates in the USBLN Annual Conference. Regarding the Conference, Artura states “It is very safe here; you can come and be your whole self. There is no stigma, no need to put on a different face to fit in. The level of access we have been granted to various corporate leaders has been truly phenomenal and influential in helping us to strategically grow our business and achieve our mission.”

USBLN offers a host of opportunities and unprecedented exposure. Since becoming a USBLN® Certified DOBE, Taylor Distribution Group has been able to participate in various USBLN initiatives. The company teamed up with American Airlines through the Supplier Mentoring Program. The relationship has been vital in helping Artura and her management team sharpen their business pitches, as well as instrumental in providing invaluable insight in order to position the company as an industry, value-driven leader.

Personally, Artura has received two USBLN scholarships to attend the Amos Tuck School of Business at Dartmouth College for their Minority Entrepreneur program. In addition, Artura participates in the USBLN’s monthly calls, providing practical ways to do business with major corporate partners, and 1-on-1 access to key players. Artura has also been a part of the Billion Dollar Roundtable, an initiative that promotes and shares best practices in supply chain diversity excellence. “That was a very rare opportunity I know I would not have had access to if it wasn’t for USBLN.”

Artura credits USBLN certification and the USBLN Conference for building the type of relationships that have helped her grow as a business owner and a leader. “After attending the USBLN conference last year, I’ve been able to secure calls with companies I would never have been placed in front of.” Artura strongly believes the USBLN conference “brings together some of the brightest and best diversity advocates, industry-leading diversity leaders, influential stakeholders, and other decision makers, resulting in rare opportunities.”

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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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 Bryan Stromer to experts that provide professional growth and development, and social and economic opportunities.

While Bryan believes most major companies recognize the importance of diversity in the workplace, he feels actively investing in programs such as the Rising Leader Academy underscores the commitment to diversity and inclusion. According to Bryan, the program exposes participating organizations to “a group of strong candidates that may be overlooked in the traditional recruitment process.”

Bryan sees the Rising Leadership Academy as a unique initiative that allows companies to transition from talking about hiring more people with disabilities, to actually hiring them. “I believe programs like the Rising Leadership Academy will help breakdown the stigmas around disability by showcasing talented candidates with disabilities who are looking to work.”

Bryan understands some disabilities are still heavily stigmatized because of a tendency to primarily focus on the challenges that people with disabilities face. However, he’s also encouraged by changes in attitudes as more and more companies recognize the innovations that disability and universal design can bring. “By actively recruiting, retaining, and promoting individuals with disabilities, [corporations are] not only empowering the company with great new talent, but also empowering individuals with disabilities to use their unique perspective to bring about the next technological innovation.”

For Bryan, that company is Microsoft. Bryan recently joined Microsoft as a Product Marketing Manager, and is excited to be working for a company whose mission is to “empower every person and every organization on the planet to achieve more.” He considers their partnership with the USBLN as a prime example of how Microsoft reinforces this mission. He’s also hopeful that more companies will follow Microsoft’s lead, and take an active role in the recruitment of candidates with disabilities.

The USBLN Rising Leaders Mentoring Program is designed to support students and recent graduates with disabilities as they navigate the professional world  and answer unique questions that relate to entering 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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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.

2rbConsulting is a USBLN® certified service-disabled veteran disability-owned business enterprise (SDV-DOBE) and woman-owned staffing company specializing in technology solutions across all corporate, commercial, and government industries.

Prior to founding 2rbConsulting, Betta Beasley, the company’s CEO, led an interesting professional life. She served in the United States Army Security Agency as an Intelligence Analyst/Cryptologic Linguist. After serving her country, Betta became a software developer, and worked for startups in Silicon Valley as well as Fortune 500 companies from Washington, D.C., to Seattle. During that time, Betta rose through the ranks in the industry to the executive level, helping to grow companies from privately held start-ups to publicly traded global staffing industry leaders.

Although very successful working for other organizations, Betta always knew she wanted to build something, and make a difference in the world. She founded 2rbConsulting in 2007 to serve as a matchmaker for job seekers and corporations looking to hire top talent. Becoming certified through the USBLN’s Disability Supplier Diversity Program has been the catalyst to meeting key people in corporate organizations, allowing Betta to build strong relationships and the opportunity to participate in RFPs, BIDS, and proposals to which 2rbConsutling would otherwise not have be exposed. “Diversity certification is invaluable for us. It’s not only opened the door to new business, it has introduced us to like-minded diversity professionals who we now call friends and rely on to work together to advocate and support diversity, inclusion and accessibility in the workplace.”

When Betta speaks about her experiences with diversity certification, she emphasizes that being certified is only the first step. “Once you are certified, you need to show up and participate.” One way Betta and 2rbConsulting have chosen to participate is by becoming Host Sponsor for the USBLN 2018 Annual Conference, and attending regularly. “This takes time, effort and a budget but it is critical if you want to succeed.”

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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Fortune 1000 Corporations are recognized as a part of the 2018 Disability Equality Index (DEI)

Washington, D.C. (July 9, 2018) – Results from the annual Disability Equality Index reveal 126 companies truly prioritizing the inclusion of people with disabilities and honored as the “Best Places to Work for Disability Inclusion”. Participants – Fortune 1000 corporations and Am Law 100 – are leaders across twenty-five unique business sectors with a significant global presence of over 7.8 million employees. The full company list can be accessed here: https://disabilityequalityindex.org/top_companies.

The DEI is a joint initiative between American Association of People with Disabilities (AAPD) and the US Business Leadership Network (USBLN), jointly designed by disability advocates and business leaders as the nation’s most trusted comprehensive benchmarking tool for disability inclusion. The Index measures key performance indicators across organizational culture, leadership, accessibility, employment, community engagement, support services and supplier diversity.

In its fourth year, the DEI has experienced nearly a 32% increase in year-over-year participation, signaling disability inclusion is on the rise across industries. 70% of businesses participating in the 2017 DEI chose to also participate in 2018, utilizing the tool as multi-year benchmarking roadmap.

AAPD Board Chair Ted Kennedy, Jr will be honoring the 126 businesses on July 11th at the USBLN Annual Conference in Las Vegas.

“AAPD is thrilled to see increased participation in this year’s DEI. The commitment to disability inclusion is becoming a priority for more and more corporations,” said Helena Berger, President and CEO of AAPD. “While we have made great strides since the passage of the Americans with Disabilities Act, the number of disabled individuals getting hired has not significantly increased. The DEI was created to help advance employment opportunities and outcomes for people with disabilities.”

The aggregate results and efforts of participating DEI businesses highlight key industry trends and areas for improvement.

Indicators of commitment to disability inclusion:

• 94% of DEI companies reported having a Senior Executive (within the first two levels reporting to CEO) who is internally recognized as being a person with a disability and/or as an ally for people with disabilities.
• 72% of DEI companies had expenditures with certified disability-owned businesses and/or certified service-disabled veteran-owned businesses.

Opportunities to strengthen disability inclusion:

• Only 55% of DEI businesses have a company-wide external and internal commitment to digital accessibility.
• 44% of 2018 DEI companies make all job interview candidates aware of the option to request an accommodation(s) for the interview.
• Just 34% of DEI businesses have a public smart-phone app that is audited for accessibility.

“We applaud those companies that choose to take the DEI year after year and truly commit to advancing disability inclusion,” said Jill Houghton, President and CEO of USBLN. “Although we are far from true inclusion of people with disabilities across the enterprise, the DEI signals corporate America is recognizing inclusion as a competitive edge and beneficial for all.”

Companies can register for the 2019 DEI at https://www.disabilityequalityindex.org/register.

About the Disability Equality Index (DEI)

The Disability Equality Index (DEI) 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 tool scores each corporation on a scale from 0 to 100, with top scorers (80 and above) recognized as “Best Places to Work for Disability Inclusion”. The DEI is a joint initiative between the US Business Leadership Network (USBLN) and the American Association of People with Disabilities (AAPD). The benchmark 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.

About the American Association of People with Disabilities (AAPD)

The American Association of People with Disabilities (AAPD) is a convener, connector, and catalyst for change, increasing the political and economic power of people with disabilities. As a national cross-disability rights organization, AAPD advocates for full civil rights for the 56+ million Americans with disabilities.

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 160 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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Survey shows millennial employees prioritize diversity and inclusion when selecting, remaining at jobs; yet only half believe their employer is committed to hiring, retaining people with disabilities.

WASHINGTON, DC, Jul. 10, 2018 – The US Business Leadership Network (USBLN), the leading nonprofit resource for business disability inclusion worldwide, has rebranded to Disability:IN to better reflect its important, and strengthened, mission of empowering businesses to achieve disability inclusion and equality. The new brand was launched today in Las Vegas at the sold-out annual conference and expo of Disability:IN, which attracted more than 1,500 people representing businesses and organizations committed to advancing the employment of people with disabilities.

Since its inception, Disability:IN has helped 160 partner businesses attract more than 10,000 candidates with disabilities, diversify their supply chains with diversity-owned vendors and benchmark their progress in achieving disability inclusion.

According to the U.S. Census Bureau, one in five Americans will experience a disability during their lifetime. These individuals face significant obstacles in their pursuit of jobs and careers, as U.S. Department of Labor statistics show that only 20 percent of people with disabilities participate in today’s workforce compared to 69 percent of people without disabilities. Positioned at the intersection of people with disabilities and business, Disability:IN is breaking through barriers by connecting people with disabilities to leaders in the business world.

“We help companies identify and draw from the unique strengths and talents of people with disabilities – to move their business forward and foster diversity and inclusion across the enterprise,” said Jill Houghton, President and CEO of Disability:IN. “Employers should be embracing the skills that people with disabilities can contribute, as our survey shows millennials find it imperative and it fosters innovation.”

Today’s Employees Value Diversity and Inclusion

To better understand employee values concerning business inclusion, Disability:IN recently sponsored a national survey of more than 1,000 working Americans. While workers of all ages reported that business inclusion is important, for the majority of millennials, inclusion is fundamental and essential in the workplace.

In fact, 68 percent of millennials (age 18 to 34) believe it’s very to extremely important to work for a company that fosters a diverse and inclusive workplace, compared to 61 percent of Gen Xers (age 35 to 54), and 45 percent of baby boomers (age 55+).

Other findings similarly reflect that millennials, more so than their older counterparts, choose and remain at companies that actively promote diversity and inclusion:

• 32 percent of millennials versus 15 percent of boomers say diversity and inclusion are key considerations when selecting a new job
• 46 percent of millennials versus 32 percent of boomers say they are “absolutely” more likely to stay at a company that fosters diversity and inclusion

“Our survey findings validate what we are hearing from our more than 160 corporate partners,” Houghton said. “Fostering an inclusive culture helps businesses attract and retain employees of all abilities, especially millennials.”

Closing the Gap

Despite millennials valuing diverse and inclusive workplaces, many feel their employers aren’t doing enough to include people with disabilities.

• Only 51 percent of millennials say their companies demonstrate a commitment to hiring and retaining people with disabilities very or extremely well
• 28 percent of millennials and only 21 percent of all workers say their senior leaders promote and support an inclusive workplace extremely well
• Just 29 percent of millennials believe their companies strongly foster inclusivity, enabling people with disabilities to thrive

Inclusion Fosters Innovation

Supporting the hypothesis that diversity promotes innovation, the survey found that 70 percent of millennials absolutely agree that a diverse workforce fosters innovative thinking. Yet only 35 percent believe that their companies actually embrace innovative thinking and viewpoints extremely well.

“When people with disabilities are included in business, teams excel, driving more innovative, accessible products and services. It’s a competitive advantage for attracting top talent and driving accessibility for today’s and tomorrow’s diverse customers,” said Jenny Lay-Flurrie, Chief Accessibility Officer at Microsoft and Chair of the Disability:IN Board of Directors. “As a deaf woman, I know that having a disability can be a strength.”

As corporate America makes strides in becoming more inclusive of diverse groups, including the LGBTQ community, women, people of color and veterans, Disability:IN is building an inclusive economy that welcomes people with disabilities. Today, service-disabled veterans secure meaningful jobs, mental illness is more openly accepted and technology is rapidly advancing to meet the needs of people of all abilities. Yet, full disability inclusion remains a challenge.

“Disability inclusion brings a competitive advantage to business, while empowering people with disabilities to participate fully and meaningfully,” said Houghton. “As much as I love being a part of this global movement, I dream of the day when our organization is no longer necessary.”

Disability:IN Achievements

• 145 companies (97 Fortune 500) participate in the Disability Equality Index (DEI) with 89 receiving a score of 100 percent in 2018, up from 68 in 2017
• Disability:IN’s Inclusion Works program has grown from six companies in 2014 to 20 Fortune-500 companies in 2018, including more than 10,000 new hires of talent with disabilities
• Disability:IN’s Supplier Diversity program is recognized by the Billion Dollar Roundtable and has a global registry of disability-owned businesses
• Nearly 85% of NextGen leaders participating in the Mentorship Exchange program are employed

To learn more about Disability:IN, visit www.disabilityIN.org

Survey Methodology: The study was conducted among a nationally representative group of working adult Americans from June 11-15, 2018. The sample size of 1,251 has a margin of error of +/- 2.8 percent. Data has been weighted to be nationally representative of the employed population. The survey was hosted by global research company MARU / Matchbox.

For additional information on the market survey results, please click here: http://usbln.org/disabilityin-survey-results/

About Disability:IN

Disability:IN, formerly known as the US Business Leadership Network, is the leading nonprofit resource for business disability inclusion worldwide. Partnering with more than 160 corporations, Disability:IN expands opportunities for people with disabilities across enterprises. The organization and 50 affiliates raise a collective voice of positive change for people with disabilities in business. Through its programs and services, Disability:IN empowers businesses to achieve disability inclusion and equality, with the goal of advancing inclusion to the point when the organization is no longer necessary.

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