Why Businesses Must Be Fearless With Disability Inclusion
[Music]
what are you most
afraid of alligators
the dark public speaking
my communication device
what if i told you it could also read
the minds of others
would that scare you
well technology is good but not that
good
yet so you’re safe
for now but truly i am speaking to you
today because i
too am afraid i am afraid that unless
universities collectively champion for
their students with disabilities
many will graduate under or unemployed
even with a degree in hand i am afraid
that many recruiters and companies don’t
yet fully grasp the economic and
workplace potential of hiring a diverse
array of qualified individuals
i like many others i’m afraid that
without a fair opportunity to be seated
at the corporate table
or even invited through the door of
employment that an
entire talent pool will be lost leaving
crucial innovation
to assumption rather than truth the time
is now for us to hear the voice that
says
diversity inclusion is also disability
inclusion
and for the next few minutes that voices
me
disability inclusion and equity is a red
hot topic today
in the realm of talent recruitment in
companies of all sizes
in nearly every industry it should be
disability represents the largest
minority in the world
with nearly one in four persons
identifying in america
and one in five globally
while the americans with disabilities
act of 1990 offers numerous protections
and directives for how
individuals with disabilities must be
treated once they’re in the workplace
the 25 billion dollar question remains
how do we get our foot or our wheel
in the door attracting
developing and retaining diversified
talent has become even more essential as
the dynamics of our global workforce
shifts and as populations live
longer it’s time for business to
understand that the benefits of
disability inclusion
and equality bring an exciting new
dimension to industry
to begin it encircles nearly every
corporate tenant
social responsibility impact investing
and creative problem solving many of the
drivers affecting business can be solved
with the skills already associated with
disability
enhanced proficiency with technology
team collaboration and dear god
experience with local
state and national government
there is profitability too into hiring
those with disabilities
to the tune of 25 billion dollars more
profitable
that is the boost the american gdp would
receive by hiring an additional 1
of people with disabilities into the
workforce
one percent yet employment figures
presented by the u.s
bureau of labor statistics in 2019
reveal that only 28
of disabled civilians with a college
degree or higher are employed nationally
compare that to 76 employment for
non-disabled civilians with a bachelor’s
degree or higher
that 28 to 76 percent disparity
means your degree and mind do not have
equitable weight in the workforce
and that really scares me too
could it be that bias and stigma even
unintentionally
still exists in corporate america how
much longer will ignorance and
indifference be tolerated
the answers we hope are changing
with this message here today i hope you
are beginning to understand that change
will demand a three-way collaborative
effort
with colleges employers and students all
communicating the same message
diversity inclusion is also disability
inclusion
now since we are here at the very large
top 6 university i thought you could
join me in visualizing a typical career
fair
too bad i didn’t live stream the event
with an on-board camera
full battle gear in place i’ve rolled
over more than a few dozen toes
to break through the throngs of
thousands with this eye gaze technology
communications device teetering on my
tray
resume and backpack i can’t reach and my
personal assistant running to catch up
i am at last in front of a potential
employer with good benefits
then i see the think bubble over them
how would our marketing team react to
this
can we even on board someone with an
assistant they wonder
is our corporate culture truly ready
they ponder oh my
god she uses that to communicate
is she related to what’s his name
stephen hawking
and all this before they know what
competencies i can bring to their
company
yes i have cerebral palsy
yes i will bring value to your company
because i am intelligent and qualified
yes i am healthy and will work long
hours
yes i drink and will go to happy hour
with the team
as long as you have accessible ubers
for many students it’s literally and
figuratively
the chance to be heard which is why i’m
speaking with you today
for you to hear that diversity inclusion
is also disability inclusion
can we a generation of innovators
recreate hiring events to include more
possibilities for connection
one game changer bursting on the global
employment stage is artificial
intelligence
will its interpretation of abnormal
speech patterns
or unique facial expressions for example
suggest poor performance will biased
illogical or even illegal
interpretations remove those who are
outliers from the job pool it will be
crucial
then that at the onset of artificial
intelligence
disability advocates help construct the
role of artificial intelligence in
regards to recruitment and retention of
those with disabilities in
employment recruiters should be equipped
to explain their onboarding processes
and organizational structure
mentoring physical layout of workspace
affinity groups as well as an expressed
commitment to develop
talent at all levels especially for the
c-suite
where only seven percent of leaders
currently identify as having a
disability
and most do not feel comfortable in
doing so
if universities actively and publicly
take the initiative to recruit students
with disabilities
either for mandated funding or for
cultural status
then why not strive for excellence with
employment inclusion
educational institutions themselves must
take the lead in redirecting the
narrative of possibility for all their
students
their staffing must be increased to
serve the documented 11 percent of their
student body who have some form of a
disability
that’s an average of 11 at any given
university in america
when is 28 versus 76
acceptable why not leverage the public
and private partnerships
that already exist at universities
to seek advancements with their
knowledgeable mentors
employment strategists and thought
leaders who can educate the educators
and lastly students themselves must not
only demand
change we must seek roles that elevate
disability in the employment narrative
we must find our collective voice
i may have trouble speaking but i hope
you found my voice to be loud and clear
diversity inclusion is also disability
inclusion
from this moment on i urge you to
fortify your conversation
wherever you work with the necessity of
inclusion
let us not just tell a different version
of the same story
let us write a new story that brings
disability into the full circle
of potential employers give us the
platform to innovate
to offer you a new perspective colleges
give us space rather than boundaries so
we can test the
impact of our education in every aspect
of independence
and for my fellow students let us give
each other confidence in
finding employment rather than fear so
that we
too can pay off our college loans
let us remove fear and bias and
unintended ignorance
let us embrace our differences and
invite others to join us
the table is big enough for everyone
inclusion elevates
it rejuvenates the soul it makes for
better conversation
disability inclusion dives deeper it
ignites curiosity
it opens doors it offers hope for all
those kids behind me who wonder if they
can
to them i say do not be afraid
yes yes you can
you