THE 2018 DIVERSITYINC TOP 50 COMPANIES FOR DIVERSITY

Informacion relevante 1. Johnson & Johnson 2. Marriott International 3. AT&T 4. Mastercard 5. ADP 6. Eli Lilly and Co. 7. Comcast NBCUniversal 8. KPMG 9. Accenture 10. Hilton 11. Prudential Financial 12. Cummins 13. Cox Communications 14. Wells Fargo 15. Procter & Gamble 16. Abbott 17. BASF 18. Kellogg Company 19. Nielsen 20. Anthem 21. TIAA 22. New York Life 23. Northrop Grumman 24. Target 25. Toyota Motor N.A. 26. The Walt Disney Co. 27. Monsanto 28. Allstate Insurance 29. AbbVie 30. Aetna 31. General Motors 32. Exelon 33. The Hershey Company 34. TD Bank 35. KeyBank 36. JCPenney 37. McCormick & Co. 38. Colgate-Palmolive 39. Time Warner 40. CVS Health 41. Aramark 42. Sanofi 43. Express Scripts 44. Southern Company 45. AIG 46. MUFG Union Bank 47. Medtronic 48. Humana 49. The Boeing Company 50. Dow Chemical NOTEWORTHY COMPANIES https://www.diversityinc.com/

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Inclusion drives innovation

Have you used email today? If so, thank Vint Cerf. While with the Defense Advanced Research Projects Agency in the 1970s, Cerf co-designed the basic protocols for internet communications. One motivation behind his work was frustration communicating with other researchers by voice; Cerf is hard of hearing. Later, in the private sector, he was part of the team that developed the first commercial email system. Inclusion drives innovation. In this spirit, throughout October, the Department of Labor will be recognizing the many ways disability inclusion benefits today’s innovative economy during this year’s National Disability Employment Awareness Month (NDEAM) 2017. We see how inclusion drives innovation time and time again through advancements developed by and for people with disabilities that have widespread applicability. Some of the most common examples are things like curb cuts, automatic doors, and voice-recognition software that are now common in our daily lives but got their start from innovating for people with disabilities. Technology corporations benefit from this kind of creative problem-solving, including IBM, Microsoft, and Apple. IBM includes people with a range of disabilities in its product development and testing processes. The result is an “accessibility mindset” that considers how best to deliver products and experiences in a usable way to every individual. With more than 6 million jobs available across country, this is the time for job creators to realize the potential of the more than 500,000 Americans with disabilities who are looking for jobs right now. More than ever, job creators today can use resources and technology to include Americans of all abilities and benefit from more innovation. This month we highlight how inclusion drives innovation, and Americans with disabilities are a huge part of the American workforce, not only this month, but every month. NDEAM is a nationwide campaign observed each October that celebrates the contributions of workers with disabilities and educates about the value of a diverse workforce inclusive of their skills and talents. For ideas on how employers, employees, unions and community organizations can take part, visit www.dol.gov/ndeam. Join the conversation on social media using the hashtags #In4In and #NDEAM. Jennifer Sheehy is the deputy assistant secretary of labor for disability employment policy.

Disability Discrimination

No sucede solo en algunas partes , sucede todo el tiempo EEOC Disability discrimination occurs when an employer or other entity covered by the Americans with Disabilities Act, as amended, or the Rehabilitation Act, as amended, treats a qualified individual with a disability who is an employee or applicant unfavorably because she has a disability. Learn more about the Act at ADA at 25. Disability discrimination also occurs when a covered employer or other entity treats an applicant or employee less favorably because she has a history of a disability (such as cancer that is controlled or in remission) or because she is believed to have a physical or mental impairment that is not transitory (lasting or expected to last six months or less) and minor (even if she does not have such an impairment). The law requires an employer to provide reasonable accommodation to an employee or job applicant with a disability, unless doing so would cause significant difficulty or expense for the employer ("undue hardship"). The law also protects people from discrimination based on their relationship with a person with a disability (even if they do not themselves have a disability). For example, it is illegal to discriminate against an employee because her husband has a disability. Note: Federal employees and applicants are covered by the Rehabilitation Act of 1973, instead of the Americans with Disabilities Act. The protections are mostly the same. Disability Discrimination & Work Situations The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. Disability Discrimination & Harassment It is illegal to harass an applicant or employee because he has a disability, had a disability in the past, or is believed to have a physical or mental impairment that is not transitory (lasting or expected to last six months or less) and minor (even if he does not have such an impairment). Harassment can include, for example, offensive remarks about a person's disability. Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that aren't very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted). The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer. Disability Discrimination & Reasonable Accommodation The law requires an employer to provide reasonable accommodation to an employee or job applicant with a disability, unless doing so would cause significant difficulty or expense for the employer. A reasonable accommodation is any change in the work environment (or in the way things are usually done) to help a person with a disability apply for a job, perform the duties of a job, or enjoy the benefits and privileges of employment. Reasonable accommodation might include, for example, making the workplace accessible for wheelchair users or providing a reader or interpreter for someone who is blind or hearing impaired. While the federal anti-discrimination laws don't require an employer to accommodate an employee who must care for a disabled family member, the Family and Medical Leave Act (FMLA) may require an employer to take such steps. The Department of Labor enforces the FMLA. For more information, call: 1-866-487-9243. Disability Discrimination & Reasonable Accommodation & Undue Hardship An employer doesn't have to provide an accommodation if doing so would cause undue hardship to the employer. Undue hardship means that the accommodation would be too difficult or too expensive to provide, in light of the employer's size, financial resources, and the needs of the business. An employer may not refuse to provide an accommodation just because it involves some cost. An employer does not have to provide the exact accommodation the employee or job applicant wants. If more than one accommodation works, the employer may choose which one to provide. Definition Of Disability Not everyone with a medical condition is protected by the law. In order to be protected, a person must be qualified for the job and have a disability as defined by the law. A person can show that he or she has a disability in one of three ways: A person may be disabled if he or she has a physical or mental condition that substantially limits a major life activity (such as walking, talking, seeing, hearing, or learning). A person may be disabled if he or she has a history of a disability (such as cancer that is in remission). A person may be disabled if he is believed to have a physical or mental impairment that is not transitory (lasting or expected to last six months or less) and minor (even if he does not have such an impairment). Disability & Medical Exams During Employment Application & Interview Stage The law places strict limits on employers when it comes to asking job applicants to answer medical questions, take a medical exam, or identify a disability. For example, an employer may not ask a job applicant to answer medical questions or take a medical exam before extending a job offer. An employer also may not ask job applicants if they have a disability (or about the nature of an obvious disability). An employer may ask job applicants whether they can perform the job and how they would perform the job, with or without a reasonable accommodation. Disability & Medical Exams After A Job Offer For Employment After a job is offered to an applicant, the law allows an employer to condition the job offer on the applicant answering certain medical questions or successfully passing a medical exam, but only if all new employees in the same type of job have to answer the questions or take the exam. Disability & Medical Exams For Persons Who Have Started Working As Employees Once a person is hired and has started work, an employer generally can only ask medical questions or require a medical exam if the employer needs medical documentation to support an employee's request for an accommodation or if the employer believes that an employee is not able to perform a job successfully or safely because of a medical condition. The law also requires that employers keep all medical records and information confidential and in separate medical files. Available Resources In addition to a variety of formal guidance documents, EEOC has developed a wide range of fact sheets, question & answer documents, and other publications to help employees and employers understand the complex issues surrounding disability discrimination.

Conducting disability-inclusive interviews

Con gusto comparto con Uds este interesante video acerca e tips d eentrevista https://youtu.be/g-pMdEHXuKE Super recomendable

Anuncio en Human Resources (HR) & Talent Management Executive

Creating Engagement in a Diverse Workforce Thuy Osman Senior Manager - Research & Analytics Employee engagement is being challenged by the increasing diversity of today’s workforce. From potential candidates to current employees, engagement is important to building a culture where people want to work. In a diverse workforce that includes a mix of full-time, part-time, contingent, temporary, and contract roles, engaging employees in a way that builds and supports corporate culture is a struggle for many organizations. So how can companies create engagement in a workforce of aspiring Millennials to aging Baby Boomers? This report from Kronos provides an overview of the engagement challenge and talks about how organizations can foster employee engagement to drive the employment brand. Understand the challenge of a diverse workforce and start engaging your candidates and employees in an impactful way. To learn how, download the report here: https://bit.ly/2vwC9xN

Advance your Disability employment initiatives Take the Tracker

The 2018 Disability Employment Tracker™ is now open for enrollment. Complete the free and confidential survey by March 1, 2018 to receive a complimentary benchmarking Scorecard. Completion of the Tracker is a requirement to be considered for the 2018 DiversityInc Top 50 and to compete for the 2018 NOD Leading Disability Employer Seal. Start today: NOD.org/tracker More and more American businesses share a goal to increase the number of employees with disabilities within their workforce, driven by motivators like competition for top talent, achieving a competitive advantage through diversity, compliance with federal regulations, or all three. As a result, increasing disability self-identification rates among new and existing employees with disabilities has become a priority to many human resources and diversity & inclusion teams. Yet, at the National Organization on Disability (NOD), we've seen that despite making strides in implementing disability inclusion policies and practices—many companies still struggle to see their percentage of employees who identify as having disabilities rise. So, as we analyzed the data gained from our 2017 Disability Employment Tracker™, the National Organization on Disability's confidential, annual survey of corporate disability inclusion policies and practices, we aimed to find out what differentiates companies that have been successful at building disability-strong workforces from those that have not. As we pored over the 2017 Disability Employment Tracker™ results, which measure practices and outcomes of more than 175 companies that together employ more than 10 million workers, across a range of industries, we sought to discover what companies with an above average percentage of employees had in common. We uncovered five practices shared by high achieving companies that reported a disability workforce representation of 4% or more: Strategy & Metrics. Senior leaders discuss and publicly promote overall diversity. Further, they have a plan of action for improving disability inclusion practices that is driven by a disability champion who is accountable to advance this strategy. Climate & Culture. Priority is given to creating employee/business resource or affinity groups that are specific to disability. Moreover—and this is critical—these groups have annual budgets that allow them to take visible and impactful action. Recruiter Training. Recruiters, who are on the front line in the pursuit of employees with disabilities, are trained in, and know how to find and use the company's accommodation process. This helps ensure candidates gain access to the supports needed to be successful and land the job. People Practices. HR teams are trained to proactively ask new hires if they need an accommodation in the post-offer and pre-employment stages. This ensures that there are no gaps in providing support to employees with disabilities from day one, and goes a long way to protect the employee experience. These "moments of truth" can make or break how the employee feels about their new employer, which, ultimately, affect retention and turnover rates. Workplace & Technology. As new facilities are built, universal design principles, a set of guidelines that ensure environments, processes, policies, technologies and tools work for people of every ability, are routinely applied. DiversityInc

Entrevista a un servidor

Comparto con ustedes entrevista a un servidor , realizada tiempo atrás https://youtu.be/h0S3FDEZqk4 En Frecuencia tec Espero la disfruten

6 Tips for Inclusive Leadership

Sera interesante ver el video https://youtu.be/Zj8iIrvENiQ DiversityInc

Employment: A Strategy to ‘ENDependence’ By Amir Rahimi

Los invito a leer este articulo I vividly recall the accident that took place on the morning of September 2, 2009. I was in my bedroom getting ready for the start of my senior year of college, when I tripped over a laptop cord and my right eye collided with the edge of my desk. I was rushed to the hospital, where I was told I had a ruptured cornea, a detached retina, and that I needed surgery immediately. The doctor went on to explain that, even after surgery, I would not regain use of the eye. This news was especially devastating because I was already blind in my left eye due to complications from Osteogenesis Imperfecta, a genetic disorder also known as “brittle bone disease.” Now, I was going to be blind in both eyes for the rest of my life. I felt helpless. I felt defeated. I felt like all of my dreams and aspirations had been stripped from me. Graduating from college and being employed seemed an impossibility. As far as I was concerned, my life was over. Today, as I sit here at my work cubicle, I’ve never felt better in my life! I feel great, not because I was able to regain my vision, but because I’m employed, working for the ENDependence Center of Northern Virginia (ECNV), and doing something that makes me truly happy. ECNV’s mission is to END dependence by empowering people with disabilities—people like me—to live independently. We are a cross-disability organization and work with people of all ages who have every type of disability. Finding a job wasn’t easy. It took a lot of hard work and perseverance on my part. I had to overcome barriers such as misconceptions towards blindness, and the lack of reasonable accommodations, challenges that many of my friends in the disability community are aware of all too well. One of the best parts of my job is working to remove such barriers. One way we work to do this is through ECNV’s monthly EXCEL Employment Seminars, which are designed to educate job seekers with disabilities and provide resources to help them find meaningful employment. In the past, I’ve invited recruitment specialists and HR managers from corporate agencies to speak about employment opportunities at their companies, resume building tips, preparing for interviews, as well as asking about accommodations. We’ve also hosted individuals from federal agencies such as the U.S. Department of Labor to speak about apprenticeship programs and special hiring authorities such as Schedule A that can assist in seeking federal employment, something many of our consumers are interested in given our location just outside of Washington, D.C. ECNV has also invited experts to speak about networking skills, setting up informational interviews and using LinkedIn to target potential employers. Most recently, ECNV hosted Talent Acquisition Manager Anthony Jablonoski and Human Resources Manager Carrie Schroeder, from PricewaterhoouseCoopers (PwC). This was the largest and most exciting EXCEL event since I started working at ECNV two and a half years ago, and apparently PwC felt the same. “It was a pleasure talking to the participants of last month’s EXCEL Employment workshop. We covered topics that ranged from ‘what does PwC do’ to ‘what accommodations we’ve seen asked for during the interview process.’ Participants were engaged and asking great questions! It was great talking to everyone and we look forward to a continued relationship,” said Carrie Schroeder. Working at ECNV and running the EXCEL Employment Seminar series has been an incredible treat for me. There’s nothing in this world that brings me more enjoyment than seeing individuals with disabilities find their dream job and continue to live their lives with a sense of purpose. I look forward to continuing to use my life experiences and resources at ECNV to make a difference in the lives of others with disabilities so that they can similarly pursue their own passion CDE Blog

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5 Tips for Employers on Improving Disability Inclusion

Hola que gusto saludarles, espero estemos bien
En esta ocasión comparto con Uds 5 pasos breves y lógicamente ordenados para facilitar nuestros procesos hacia la INCLUSIÓN, al tropicalizarlos a nuestro contexto
Deseo-les bendiciones y excelente fin de semana

 
Filed in Disabilities, Workplace Rights By Meredith Ausenbaugh on July 24, 2015
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In celebration of the 25^th anniversary of the Americans with Disabilities Act, the recent White House Summit on Disability Employment explored how we can better include people with disabilities in the workplace. Here are five top takeaways from the summit for employers on improving disability inclusion:
1. Connect with local disability advocacy organizations
Advocacy organizations across the country are available to provide assistance with training, recruiting and hiring individuals with disabilities. Let them know your business needs and goals and they can help improve your disability employment program.
2. Provide on-the-job training
Apprenticeship programs, paid internships and on-the-job training are essential to having a full workforce. Make sure these programs are inclusive of individuals with disabilities.
3. Learn by example
Following the business practices of companies that excel in disability inclusion is one of the best ways to learn how to recruit, hire, retain, and promote people with disabilities. SSB BART Group is just one example.
4. Start a mentorship program
Fostering relationships and mentorship between senior leaders and employees with disabilities allows workers to learn from and about one another.
5. Invest in the future
Even if you do not hire a person with a disability, always be sure to keep his or her resume on file. Reconsider the candidate when new openings arise and share the resume with your networks.
As we celebrate the 25^th anniversary of the Americans with Disabilities Act, we have to do everything possible to continue expanding opportunities for people with disabilities, especially in the workplace. We need every worker off the bench and in the game, and this starts with prioritizing disability inclusion. Want more ideas?
Meredith Ausenbaugh is an intern at the U.S. Department of Labor.

Atraccion, entrevistas y Reclutamiento de PCD ( personas con discapaciad) PWD´s en ingles