leading the way: inclusive business culture · pepsico is committed to cultivating an environment...
TRANSCRIPT
AskEARN.org
Leading the Way: Inclusive Business Culture
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Brett SheatsNational Project Director
Employer Assistance and Resource Network on Disability Inclusion
(EARN)
AskEARN.org
Employer Assistance and Resource Network on Disability Inclusion (EARN)
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• A no-cost resource for employers seeking to proactively recruit, hire, retain and advance qualified employees with disabilities
Access trainings, webinars and numerous publications
• Funded through a cooperative agreement with the U.S. Department of Labor’s Office of Disability Employment Policy
• Collaborative of multiple partners with expertise in technical assistance, training and research
• Visit website at http://AskEARN.org
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Housekeeping
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• For audio call: 415-655-0045
Access code: 660 384 409#
• Contact WebEx tech support at 1-866-229-3239
• Download slides at AskEARN.org
• An archived recording of the webinar will be posted to AskEARN.org in a few weeks
• Submit questions via Q&A window or via @AskEARN
• Having trouble posting to the Q&A window? Email [email protected]
• Tweet using #AskEARN
• Live captioning is located at the bottom right of the screen
• Receive 1.0 general recertification credit hour through the Society for Human Resource Management (SHRM) and the HR Certification Institute (HRCI) (via email within a week following the webinar)
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Audience Assessment Question
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On a scale of one to five, how would you rate your understanding of ways to make your workplace inclusive of people with disabilities?
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Inclusion@Work: A Framework for Building a Disability-Inclusive Organization
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Leading the Way: Inclusive Business Culture
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Lori GoldenAbilities Strategy Leader
EY
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EY's Co-founder was Deaf and Had Low Vision
Photo of billboard showing three EY people; one has a walker, one uses a wheelchair
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Three Keys to Building an Abilities-inclusive Organization
1. Messaging our commitment; showcasing success2. Educating everyone and integrating this
commitment into everything we do3. Providing the tools, environment and opportunities
to excel and advance
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Message the Commitment; Model Success• Include people with diverse abilities
in company images • Include abilities mentions in leader
messaging and firm communications• Share success stories and highlight
role models• Leverage connections to other
efforts, e.g., community walks/rides for disability-related causes, Paralympian @ International Women’s Day, We Care, Neurodiversity Centers of Excellence (NCoEs), etc. Photo of four colleagues at a conference table; one is in a
power wheelchair
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Educate Everyone in Integrated Ways
• Offer targeted training for key groups – e.g., recruiters, field HR, managers, meeting planners, technology staff
• Build awareness through events, communications, posters, videos, social media, materials and tools
• Offer a wide range of resources internally and on ey.com• Share with clients and the market and then tell those stories
internally• Contribute to the community; highlight that internally and invite
involvement
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Provide Tools, Resources, Opportunities to Succeed and Grow
• Focus on work adjustments and accessibility in technology, facilities, processes
• Bring people together in networks to build skills, visibility, relationships, and enlarge ability to effect change
• Make talent development everyone’s businesso Feedback and developing others as key performance
measureso Counselors/counseling families o Quarterly goal setting, reviews, planning sessionso Leverage internal/external networking to support PWDo Career coaching and mentoring as needed
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Focusing Externally Strengthens Inclusiveness Internally and Builds a Better Working World
• Share: Disability:IN, NOD, Circle of Champions, EARN, NBDC, PEAT, JAN, Autism @ Work, Diverse Abilities Leadership Summits, CEO Roundtable on Mental Illness, NAMI, Cities Thrive, RespectAbility, We Care
• Invest: job seeker tools, NextGen, Millennial Project, career readiness workshops, UMD Mentoring Days, NYC PS Career Academy/Viscardi visits
• Sponsor: DOBE, Disability Equality Index, Disability Rights Museum on Wheels, Disability Compact, Valuable 500/Davos
• Create: NCoEs, Autism @ Work Roundtable, Financial Services Roundtable, NDID/Gallaudet cyber careers efforts, NYC students with disabilities roundtable, Neurodiversity@Work
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What Lessons Have We Learned?
• To change the culture, change the conversation
• Continually educate everyone in many ways – training isn’t enough
• Embed abilities inclusiveness and accessibility into everything you do
• Plan to build careers, not just maintain jobs
• Share and collaborate broadly
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About EYEY is a global leader in assurance, tax, transaction and advisory services. The insights and quality services we deliver help build trust and confidence in the capital markets and in economies the world over. We develop outstanding leaders who team to deliver on our promises to all of our stakeholders. In so doing, we play a critical role in building a better working world for our people, for our clients and for our communities.
EY refers to the global organization, and may refer to one or more, of the member firms of Ernst & Young Global Limited, each of which is a separate legal entity. Ernst & Young Global Limited, a UK company limited by guarantee, does not provide services to clients. For more information about our organization, please visit ey.com.
Ernst & Young LLP is a client-serving member firm of Ernst & Young Global Limited operating in the US. © 2014 Ernst & Young LLP.
All Rights Reserved.1403-1212374ED Noneey.com
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Leading the Way: Inclusive Business Culture
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Kevin M. FitzpatrickSenior Compliance Manager
Employment Law TeamPEPSICO
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What is the Program?
PepsiCo is committed to cultivating an environment of inclusion and success for people with different abilities.
Our Employee Resource Group (ERG) EnAble champions inclusion of people with different abilities and provides support resources for PepsiCo associates
with other abilities and for their caregivers.
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Section 503 of the Rehabilitation Act, Requirements for Federal Contractors
503 Rehabilitation ActRevised March, 2014
Requirement for all federal contractors to conduct a mass campaign inviting all employees to participate in voluntary self-identification
campaign every 5 years
2019 is the 5th year
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2019 Disability Awareness Video
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August 1, 2019 through September 30, 2019 Weekly employee with a disability or caregiver of a family member with a disability feature video released to the field to share more compelling individual focus
October 2019 – Disability Awareness MonthFull release of PepsiCo 2019 Disability Awareness – “You Belong Here” videoAll Corp Communication boards system wideSeparate files share with field for addition to locally controlled media boards
Executive Speakers:Ramon Laguarta, PepsiCo CEOUmran Bebe, SVP, Chief Global Diversity & Engagement OfficerPatrick McLaughlin, SVP, PFNA CHRO
Employees and Caregiver TestimonialsMultiple Employees – Cross Divisional Representation
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Understanding Your Culture Matters
Employee Participation Incentive
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Self-Identification Disability Process
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Formula for Success
• Communication Structure/Early Education• Multiple Level Leaders Support & Engagement• Competition: Feed The Culture of Winning• Weekly Tracking & Scorecards • Inspire the Best Performance of All Our People
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Resources
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• Employer Assistance and Resource Network on Disability Inclusion (EARN): http://www.AskEARN.org
• Job Accommodation Network (JAN): https://AskJAN.org/
• U.S. Department of Labor, Office of Disability Employment Policy (ODEP): https://www.DOL.gov/ODEP
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Contact Information
• Brett Sheats
National Project Director
Employer Assistance and Resource
Network on Disability Inclusion (EARN)
Email: [email protected]
Website: www.askearn.org
• Lori Golden
Abilities Strategy Leader
EY
Email: [email protected]
Website: https://www.ey.com/en_gl
• Kevin M. Fitzpatrick
Senior Compliance Manager, Employment Law Team
PEPSICO
Email: [email protected]
Website: https://www.pepsico.com/
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Audience Questions
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Takeaways
• Know your culture and tap into the core behaviors of your people• Everyone WINS when everyone is pushing to realize their potential• Success is Addictive – Winning Feels Good• To change the culture, change the conversation • Continually educate everyone in many ways – training isn’t enough• Embed abilities inclusiveness and accessibility into everything you do• Plan to build careers, not just maintain jobs• Share and collaborate broadly
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Audience Assessment Question
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On a scale of one to five, how would you rate your understanding of ways to
make your workplace inclusive of people with disabilities?
