Love and Hope

An op-ed from NOD President Carol Glazer

 

When stepping into the role of a new manager or leader of an organization, there is always a big learning curve.

With that in mind, I want to pass along the thoughts of someone who assumed her first leadership role at age 55. That’s pretty late in a career to learn about leadership. Some of the lessons I picked up were painful because I learned them the hard way—by making mistakes and then picking myself up afterwards. Doing things wrong before I figured out how to do them right.

Let’s start with the most important challenges facing leaders today, whether in the for-profit or social sector. (My experience comes from the latter.)

We as leaders need to recognize that in many respects, America is hurting.

In these difficult times it’s easy to feel discouraged.  Disappointment, anger and disenchantment are understandable — in some cases reasonable — responses to the challenges we face.

Whether it’s the aftermath of COVID, economic uncertainty, civil unrest, a heightened sense of inequality in our society, we and our colleagues are experiencing trauma.

Today, a third of all workers will face mental health issues, double the number pre-pandemic.

Add to that the fact that 45% of people under age 40 have a negative view of democracy and capitalism.

What does all this mean for us as leaders? Quite simply, our people need us more than ever. And our empathy has never been more important.

We have to tell our staff that it’s OK to not be OK. We have to think about resilience, the capacity to sustain the blows that come with the daily experience of trauma. We have to approach our work with empathy, generosity, hope and love.

That’s right, I’m talking about leadership qualities that include hope and love. These are two small words that have enormous implications:  for our businesses, our communities and our future. This is a big lesson I have learned.

We tend to take hope for granted. We hope our favorite team will win the game. We hope for great vacation weather. We hope we get a great deal when we buy a new car.

But hope is an important steppingstone to resilience, and researchers have found that hope is associated with all kinds of positive outcomes.

Having hope in the face of adversity encourages more engagement in life and problem solving. It’s not a passive feeling but an active ingredient in our wellbeing and the way we interact with the world.

I have spent most of my career trying to build a more just society that includes and values all of us. Most recently I’ve been trying to make the world a better place for the one in four Americans that is disabled.

We are shattering fears, misconceptions and lowered expectations of people with disabilities.

In my youth in the 1960’s and 1970’s, with a strong sense that if we worked at it, we could create massive political and social change, my generation of activists won huge gains for women’s rights, civil rights, voting rights and ending a war we didn’t believe in.

We were strong, we were unified and we were resilient—filled with hope and optimism.   We learned from history that the greatest threat we face is not extreme inequities, nor bitter political divisions, nor an environmental crisis, nor the results of any one election. We understood that according to Darren Walker, one of my heroes and president of the Ford Foundation, “hope is the oxygen that fuels our democracy.”

We know that democracy requires work and when hope leaves, a democratic society will atrophy.

And then there’s love.

My generation of activists also believed in adherence to a common creed that all of us are created equal.  Insistence on the God-given dignity of every human being.  A belief that we are all part of a unified movement to make a more compassionate, kind, just and gentle world.

We believed in the value of love and caring for our fellow humans.  We showed one another empathy and compassion.  We valued personal sacrifice, and we valued one another, in common cause.

A quote comes to mind from another one of my heroes, Bobby Kennedy, as he addressed a crowd on the night of Martin Luther King’s assassination in 1968.  He said, quoting the ancient Greek playwright Aeschylus, “Even in our sleep, pain which cannot forget, falls drop by drop upon the heart until, in our own despair, against our will, comes wisdom through the awful grace of God.”

Kennedy then delivered one of his best-remembered remarks: “What we need in the United States is not division; what we need in the United States is not hatred; what we need in the United States is not violence or lawlessness, but is love and wisdom, compassion toward one another, and a feeling of justice towards those who still suffer within our country.”

Important words.

They make me consider how things have changed in our workplaces. When I was moving up in the business world, being a good leader meant being competitive, tough as nails and not letting down your guard around co-workers.

But those days are over. Those leadership values are no longer relevant, dog eat dog has been replaced by empathy.  In my personal experience, leading with empathy has made my organization not only more resilient and collaborative, but more productive.

But our powers for hope, love and empathy are constantly being tested.  We as leaders must affirm the conviction that love will conquer hate and hope will conquer fear.  And as change agents, we must remember that progress is not measured by a straight line. Incremental steps are important and praiseworthy. That’s what makes a good leader.

How Return-to-Office Mandates Could Affect Workers with Disabilities

Shauneen Miranda | September 4th, 2023 

Close up of an accessible parking spot but the disability icon is replaced by a rolling office chair

As companies continue to roll out return-to-office (RTO) mandates, advocates have expressed concern about what those policies could mean for employees with disabilities who were previously working remotely.

The big picture: Research has shown that adults with disabilities, who make up the second-largest minority group in the U.S., have benefited from remote work opportunities stemming from the COVID pandemic.

  • A 2022 analysis from the Economic Innovation Group found that remote jobs saw the largest increase in the share of employees with disabilities, suggesting that remote work can lead to job opportunities across fields.
  • People with disabilities, aged 25 to 54, were 3.5 percentage points more likely to be employed in the second quarter of 2022 than before the pandemic began, according to the analysis.

Zoom in: Remote work has played a role in the record employment rates of Hispanic people with disabilities.

What they’re saying: “[Remote work] is something we’ve been advocating for for decades, way, way before COVID because we know that for certain types of disabilities, remote work is an incredible opportunity,” Charles Catherine, director of corporate and government relations at the National Organization on Disability, told Axios.

Yes, but: With corporations such as Disney, Amazon and Google now requiring at least hybrid versions of in-person work, there are new questions about how workers with disabilities are accounted for.

Between the lines: Thomas Foley, executive director of the National Disability Institute, told Axios that he has “great concerns” for RTO for people with disabilities, including transportation to and from work, workplace accessibility and the potential to encounter micro or larger aggressions.

  • Foley said some could be “disproportionately impacted” by RTO because they might have never worked in the office.

The U.S. Equal Employment Opportunity Commission told Axios that the Americans with Disabilities Act does not require an employer to offer a telework program to all employees.

  • “However, if an employer does offer telework, it must allow employees with disabilities an equal opportunity to participate in such a program,” Brandalyn Bickner, a spokesperson for the U.S. Equal Employment Opportunity Commission, said in a statement.
  • Bickner added that the ADA’s reasonable accommodation obligation includes “modifying workplace policies” and “might require an employer to waive certain eligibility requirements or otherwise modify its telework program for someone with a disability who needs to work at home.”

Zoom out: Despite workforce participation rates for people with disabilities being as high as they’ve ever been in history, people with disabilities are twice as likely to be unemployed as people without disabilities in the U.S.

  • “Remote work is one small solution, but there is so much more to do around this,” Catherine said.

 

This article was originally published on Axis.com

Congressman Jim Langevin

After more than 30 years in public office, including 22 years as a Member of Congress, Jim is now serving his country in new ways throughout the private sector, academia, and advisory boards.

What is unchanged, however, is Jim’s lifelong dedication to public service. He has always worked to make government better in service of the American people by solving tough challenges to improve their lives. A bipartisan lawmaker and self-described policy-wonk, Jim has always been known for evaluating initiatives for their policy merits, not for political gain. He is a critical thinker, team player, and a fierce advocate for the American people, able to reach across the aisle to find consensus, even in the most polarizing of climates to get things done.

Injured at the age of 16 as a result of an accidental gun discharge while serving as a Police Explorer, he was left paralyzed. The tremendous outpouring of support from his community inspired Jim to enter public service and give back to those who had so ardently supported him. In his first election to Congress, he famously pledged to his constituents, “I’ll stand up for you.” That slogan still holds true today.

While in Congress, Jim was a senior member of the House Armed Services Committee, where he served at the helm of the subcommittee focused on emerging threats and advanced capabilities since 2011, with a focus on AI, software, directed energy, electronic warfare, and hypersonics. As Congressman, he was a founding member of the House Committee on Homeland Security in the U.S. House of Representatives. He is also a leading voice in cybersecurity policy and served on the Cyberspace Solarium Commission, co-founded the Congressional Cybersecurity Caucus, and authored legislation to install a National Cyber Director at the White House. The first quadriplegic to serve in the U.S. House of Representatives, he was instrumental in the passage of the ADA Amendments Act. He was the first wheelchair user to serve as Speaker Pro Tempore and preside over the U.S. House of Representatives, and is a leading voice in the national disability community. He was instrumental in passing bipartisan legislation designed to overhaul long-standing public law to better align academic curricula across the country with the real world needs of the business community.

Congress’ Foremost Advocate for Americans with Disabilities, Jim Langevin, Joins NOD Board

Left corner black text: NOD welcomes Congressman Jim Langevin to the Board of Directors. NOD logo in middle section. Photo of Jim Langevin on the right.NEW YORK (July 24, 2023)  The National Organization on Disability (NOD) is honored to announce the appointment of former Congressman Jim Langevin as a new member of its Board of Directors. Recognized as Congress’ foremost advocate for Americans with disabilities, the addition of Congressman Langevin to its Board will further strengthen NOD’s mission to promote inclusion and equal opportunities for individuals with disabilities in the workplace.

Congressman Langevin, a respected leader and advocate for disability rights, brings a wealth of knowledge and experience to the organization. He served his Rhode Island constituents for 22 years in the U.S. House of Representatives; the first quadriplegic to serve in the House.

Congressman Langevin was instrumental in the passage of the ADA Amendments Act. He was the first wheelchair user to serve as Speaker Pro Tempore and preside over the U.S. House of Representatives and is a leading voice in the national disability community.

Injured at the age of 16 because of an accidental gun discharge while serving as a Police Explorer, he was left paralyzed. The tremendous outpouring of support from his community inspired Congressman Langevin to enter public service and give back to those who had so ardently supported him. In his first election to Congress, he famously pledged to his constituents, “I’ll stand up for you.” That slogan still holds true today.

“I am tremendously honored to join the National Organization on Disability Board and contribute to the organization’s critical work in promoting inclusivity and empowering individuals with disabilities,” said Congressman Langevin. “I look forward to collaborating with fellow board members and leveraging my experience to advance NOD’s mission on a national scale.”

As a board member, Congressman Langevin will play a key role in guiding NOD’s strategic direction, advocating for disability rights, and fostering partnerships to enhance the organization’s impact. His commitment to disability inclusion aligns perfectly with NOD’s vision of creating a society where every person, regardless of their abilities, can fully participate and contribute.

“We are delighted to welcome Congressman Jim Langevin to the NOD Board of Directors,” said NOD Chairman Luke Visconti. “His extensive legislative expertise, fierce advocacy for the American people, and unwavering dedication to Americans with disabilities will be invaluable in driving forward NOD’s efforts to break down barriers and create a more inclusive society for all.”

Employment Among People with Disabilities Hits Post-Pandemic High

While the remote work boom helped some workers find additional flexibility, it has also eliminated longstanding obstacles for this vulnerable community.

Patrick Chapman prepares for customers at The Golden Scoop in Overland Park, Kan., on March 2.
Patrick Chapman prepares for customers at The Golden Scoop in Overland Park, Kansas.

People with disabilities have been among the greatest beneficiaries of the strong post-pandemic rebound in the labor market.

And on Friday, the Bureau of Labor Statistics added another data point to this trend.

Among that group, the number of employed individuals climbed by approximately 175,000 in June to 7.6 million, the BLS said, higher than at any point since June 2008, the earliest year for which data is available.

As a percentage, the employment-to-population ratio for disabled individuals also now stands at a record high of 22.4%.

“It’s continuing to grow — and moving up every month it seems like,” said Allison Chase, president and CEO of The Able Trust, a Florida-based nonprofit focused on the disabled community. “It’s unprecedented, and we’re really excited about it.”

Experts say the job gains are the result of continued steady labor demand thanks to an ongoing shortage of workers in many parts of the economy, as well as the decreasing stigma of work-from-home as a result of the pandemic.

The BLS reported Friday that the U.S. added 209,000 jobs, with the unemployment rate falling to 3.6%.

Chase noted that basic transportation is one of the biggest barriers many people with disabilities have faced when looking for work.

The post-pandemic remote-work boom, she said, has helped to eliminate that obstacle.

“It’s something that many people with disabilities have wanted for a long time,” Chase said. “Once you take it [transportation] out of the equation, a lot of jobs open up.”

Data showing which industries or occupations have seen the biggest recent gains in the ranks of workers with disabilities is hard to come by. Historically, this population’s labor has been concentrated in different forms of retail work, as well as manual labor jobs in food preparation or cleaning services.

Often, the most coveted jobs remain in the professional and business services sector, which tend to pay better. The potential for growth among these jobs will help “ensure that people with disabilities are less concentrated in blue-collar and service jobs that tend to pay less and provide less job security,” a group of researchers wrote in a paper published in April in the journal Disability and Health.

Anecdotally, those white-collar opportunities increased amid the remote-work shift and the hiring boom spurred by tech companies in the immediate aftermath of the pandemic, experts said — though the boom in that sector has since reversed, with mass layoffs in the tech sector.

It’s important to note here that the disabled community is highly varied. Disability advocates estimate one-quarter of the U.S. population lives with a disability, but that 70% of disabilities, especially those that are cognitive in nature, are defined as “invisible.”

Yet, the disabled community continues to face outsized barriers to employment. As a result, just 4% of workers self-identify as disabled.

In a report released in February summarizing the 2022 labor market for people with disabilities, the BLS found:

  • Across all age groups, persons with a disability were still much less likely to be employed than those with no disability.
  • The unemployment rate for persons with a disability was still nearly twice as high as the rate for persons without a disability.
  • In 2022, 30% of workers with a disability were employed part time, compared with 16% for those with no disability.

“We’re building on a base that is extremely low,” said Carol Glazer, president of the National Organization on Disability.

There also remains a trend among federal courts ruling against workers seeking accommodations, like working from home, even after the pandemic, according to Nicole Buonocore Porter, a law professor at the Chicago-Kent School of Law.

“If [an employer] can tell a court — and the court buys it — that in-person presence at a central workplace is an essential part of a job, work-from-home will never be considered reasonable,” she said.

Glazer noted that the labor force participation rate among disabled workers remains about half that of the overall population.

“There’s still a long way to go,” she said.

Originally published on NBCnews.com

What ‘Ted Lasso’ Did for Mental Health, Hollywood Should Do for Disability

You can’t expect a disabled actor to break down barriers if they aren’t hired for roles, or if film sets remain inaccessible.

Danny Woodburn, a native of the Philadelphia area, has appeared in more than 30 films and 150 TV shows.
Danny Woodburn, a native of the Philadelphia area, has appeared in more than 30 films and 150 TV shows.

Season three of the popular comedy Ted Lasso airs Wednesday, and given all that show has done to destigmatize mental health, I’m sure it’s no coincidence the finale is in May, the last day of Mental Health Awareness Month.

As a veteran actor, I am proud of what the show has done to elevate this important issue as it explores the title character’s panic attacks after years of bottling up trauma. But when it comes to on-screen representation, we are still so far behind.

I’m not just a veteran actor, who you may have seen on Seinfeld, along with more than 150 other TV shows and 30-plus films. I’m an actor with disability, which remains woefully underrepresented on screen.

A recent study of content from one streaming service found that disability remained the biggest representational hole, and fewer films included disabled characters in 2021 than in 2018.

When it comes to access and opportunity, we still often place the burden on the performers (people) with disabilities, and not on the system, access, laws, or the employers. And you can’t expect a disabled actor to break down barriers if they aren’t hired, or if film sets remain inaccessible.

Throughout my career, working with pioneers like disabled actor Robert David Hall (from CSI: Crime Scene Investigation), organizations such as the Ruderman Family Foundation and ADA Lead On (with Tari Hartman Squire), and festivals such as the ReelAbilities Film Festival, I have tried to change this — to eliminate prejudices, erase tropes, change the rhetoric, and ask that policies and creators include artists with disability.

Expanding Hollywood’s representation of disability isn’t just a moral imperative, it’s a business imperative. Roughly one out of four people in the U.S. lives with a disability; there is an immediate, positive response from audiences when we get this right. And negative consequences when we don’t.

It’s been more than 30 years since the passage of the Americans with Disabilities Act, and I can count on one hand the number of years our industry has attempted any serious engagement with the disability community.

Meanwhile, progress has been made in other areas — traditionally marginalized groups such as women, people of color, and LGBTQ people have been gaining equal opportunity and access to on-screen roles and the writers’ room, as well as producing and directing jobs.

To make the same changes with disability, the industry has to begin engaging with people and trying to eliminate fears and stigma.

Ted Lasso is one recent example, focusing attention on disabilities related to mental health. In another positive step, the popular IMDb database of actors has created a “self-identify” section, which lets all actors and craftspeople indicate if they have a disability. This will further help to reduce stigma by showing just how many of us are working with a disability.

Major changes won’t happen until studio executives make a true commitment to hiring more people with disabilities for their productions.

Not long ago, I met with my old costar, the wonderful actor Bryan Cranston, to discuss some of the backlash he received from the disabled community for his turn on The Upside, in which he played a quadriplegic man.

I said that our community — actors with disabilities — cannot achieve his level of success until we increase the opportunity and have equal access. So I’ve been asking him and other people in power to make a change to commit to casting three disabled actors in speaking roles each time they take a role from a disabled actor. Three to one. I call it the Woodburn Ratio. This would have the added benefit of forcing a production to make sets accessible.

These are hard changes and may come with hard conversations. I tell studio executives that they shouldn’t worry about asking the wrong questions of disabled actors. Just ask them. Especially the most important question: “What do you need from us so that you can do your best work?”

Imagine if every leader asked that question in workplaces all across the country, and not just in Hollywood.

Danny Woodburn, a graduate of Abington High School and Temple University’s School of Communications and Theater, is perhaps best known for his role as Kramer’s friend Mickey Abbott on “Seinfeld.” He is a consultant to the National Organization on Disability.

 

Originally posted at https://www.inquirer.com/opinion/commentary/ted-lasso-finale-mental-health-disability-hollywood-20230531.html

Mental Health Issues Affect Corporate Bottom Line

Chris Collingwood | May 24th, 2023

Addressing mental health in the workplace can save a company money through productivity and retention of trained employees.

While there are no clear measurements, presenteeism can impact the bottom line, said Demetrios Marousis, director of behavior health, Highmark Health.

“Many employees are suffering, not only themselves but with family members,” he said. “They show up for work, but they are not present and that, along with time away from the job, are important variables for employers.”

Karen Young, founder and president, HR Solutions, agreed.

“If you are not operating at 100 %, you aren’t producing 100%,” she said.

A report from the World Health Organization (WHO) said 15% of working-age adults were estimated to have a mental health disorder in 2019. Carol Glazer, president of the National Organization on Disability, said, “We know that has at least doubled since COVID.

According to a study by Health Canal LLC, untreated workplace mental illness costs the U.S. $3.7 trillion each year. Pennsylvania ranks fifth in the nation with $149 billion.

The report says too, the annual spending on mental health treatment in the United States is $43 billion, which is only 1.1% of the cost of unmet workplace mental health needs.

According to data supplied by the American Psychiatric Association, employees with unresolved depression experience a 35% reduction in productivity, contributing to a loss to the U.S. economy of $210.5 billion a year in absenteeism, reduced productivity, and medical costs.

And Glazer said 62% of missed workdays are attributed to mental health.

To improve workforce productivity, Young said the overall culture of the company must be one of caring.

“Supervisors, managers and leaders should know their workforce,” she said. “That way, they can ask how things are going when they see a change in behavior or a change in productivity or attitude.”

Young said trained leadership can open a dialogue to see what is going on with the employee but must be careful so as not to move into disability accommodation discussions.

“Just being on track with where they are can open the door to find out if the issue is work related or lifestyle related,” Young said. “And you have to be empathetic.”

Glazer agreed.

“There is an increasing emphasis on the importance of empathy among top management,” she said. “The platinum rule is to do unto others as they want you to do.”

Glazer said employers have to get past the stigma to help employees get through their issues. They can offer things like flexible hours or make sure they are taking their paid time off to tend to their needs.

“Let them know you think they are number one,” she said.

“Employees showing up without being present and time away from the job are important variables for employers,” Marousis said. “Employees will put off treatment, saying the issue will pass and don’t identify that it is treatable. When they do seek care, often they are challenged as to where to find it.”

Marousis said there is still a stigma attached to mental health issues which makes finding care difficult. He said people talk about the care they receive for medical issues and will recommend a doctor, while people being treated for mental health often keep it to themselves.

“Innovative employers promote providers and ease of access,” he said. “That makes it less of a stigma.”

Employers need to look at what it costs to recruit, train and retain employees and offer care versus the cost of turnover when an employee is unable to perform the job, Marousis said.

“Companies should have Employee Assistance Programs. They are so inexpensive,” Young said. “Human resource personnel are trained in mediation and listening, but when a serious issue arises, the employee needs a professional.”

Crisis counseling, she said, can help get to the issue quickly, usually in three to five sessions.

Marousis agreed, citing a program called Mental Health First Aid which trains people how to create opportunities to talk, reduces stigma and judgement, and engages the employee more quickly.

He also cited virtual providers who can offer employees private consultations at their convenience which makes getting care easier.

Employers, Marousis said, can help promote access to treatment by putting out information on what mental health disorders look like and provide access to providers that can help.

“We’re seeing more and more employers doing this through email campaigns and posters in the workplace which is translating to more people seeking help,” he said.

The increased interest is cost driven. Marousis said the total cost of care if mental health is not treated is three times what it would be. He cited an example of someone with diabetes and depression. If someone is depressed, he is more likely not managing his diabetes and that increases the cost of care.

“Leaders are responsible for productivity, but they have to be nice to their employees,” Young said. “That doesn’t mean they have to accept emotions, but they need to be empathic. That way, the employee is more likely to open up.”

If the employee is having minor issues that can be solved short-term with lightening the workload or taking a day off, the supervisor should work with that, she said. “It demonstrates that you hear them and care.”

However, Young said supervisors should get human resources involved when more significant issues arise because, as managers, they don’t want to get involved in medical issues.

“Human resources can discuss corporate programs that are available and outline benefits,” she said. “And they can look at formal accommodations if it is a long-term issue.”

Employers are starting to recognize the importance of treating mental health issues, Marousis said. When someone is not performing, access to care gives them permission to get treatment.

“There is still an expectation of productivity,” he said. “Letting employees know if they are not okay, gives the company the chance to help them get treatment.”

 

This article was originally published at https://www.cpbj.com/mental-health-issues-affect-corporate-bottom-line/.

About Holli Martinez

Holli is a passionate, life-time advocate for diversity, inclusion, and equality. In 2007, she launched The Martinez Foundation dedicated to the professional development and retention of teachers of color in Washington State’s Title 1 Schools. In less than five years, Martinez Fellows had increased the diversity within the Seattle Public Schools teaching corps by 10%. Holli’s advocacy in diversity is recognized by several notable organizations such as T-Mobile, the Hispanic National Bar Association, the Commission of Hispanic Affairs, University of Washington College of Education, University of Washington Bothell, and University of Washington’s Women’s Center.

Holli joined T-Mobile in February 2013, as the company’s first Head of Diversity & Inclusion. Holli is fervently committed to sustaining an inclusive workplace where ALL employees can thrive. Under her leadership, T-Mobile has embraced DE&I
initiatives across the enterprise that includes launching the Equity In Action Plan, T-Mobile’s DE&I Strategy, and supporting efforts to achieve the 54 DE&I external Promises. Nearly 30,000 T-Mobile employees are members of one or more of the six Employee Resource Groups and 40+ local D&I Chapters across the country. T-Mobile has received the distinction of the Best Place to Work for LGBTQ Employees from the Human Rights Campaign for the past ten years, Forbes Best Employers for Diversity, Fortune Best Place to Work for Diversity, Military Friendly® –Nation’s Top Military Friendly® Employers, United States Hispanic Chamber of Commerce: Corporation of the Year Award, Top 30 Best Employers for Latinos in the Nation, Best Place to Work for People with Disabilities and 2022 Disability:IN Employer of the Year.

About Alicia Petross

Alicia Petross is the Chief Diversity Officer for The Hershey Company. A member of the Human Resources Leadership Team since December 2015, she leads the development and execution of Hershey’s diversity, equity, and inclusion strategies. Alicia partners with key internal and external leaders to develop more innovation and robustness in Hershey’s global climate and inclusion programming. Externally, Alicia expands Hershey’s partnership framework and represents the company in key industry commitments, including Paradigm for Parity, CEO Action for Diversity and Inclusion, the National Organization on Disability Look Closer Campaign, and Financial Literacy for All.  In 2022, Hershey was recognized by Forbes as one of the World’s Most Female-Friendly Companies and earned its eighth consecutive 100% rating on the Human Rights Campaign Corporate Equality Index. This May, Hershey ranked #3 on the DiversityInc Top 50 list in addition to being certified as a Great Place To Work.

Alicia has more than 15 years of progressive human resources experience. She joined Hershey from the Target Corporation, where she played a key role in advancing and executing inclusion and engagement strategy and led the company’s ascension to the Top 20 in the Diversity Inc. Top 50 Companies for Diversity rankings. Prior to joining Target, Alicia held various jobs including Store Team Leader at the Dayton Hudson Corporation – where she was the first Black woman to hold this position. Alicia sits on the board of directors for the National Organization on Disability and on the board of trustees for Lebanon Valley College.

Press Release: NOD Welcomes Diversity, Equity and Inclusion Executives from The Hershey Company and T-Mobile to Esteemed Board of Directors

NEW YORK (May 15, 2023)  The National Organization on Disability (NOD) today announced two new members to its Board of Directors. Alicia Petross, Chief Diversity Officer, The Hershey Company and Holli Martinez, Vice President of Diversity, Equity and Inclusion, T-Mobile were recently elected to the NOD Board, joining 15 other civic and corporate leaders from across the country working to advance disability inclusion in the workforce.

Alicia Petross Photo
Alicia Petross
Holli Martinez headshot
Holli Martinez

“Ms. Petross and Ms. Martinez are senior executives at two of our nation’s most successful companies,” said NOD Chairman, Luke Visconti. “In addition to their extensive business acumen, they bring Hershey and T-Mobile’s pace and professionalism. They are welcome teammates on our board of similarly accomplished professionals. I’m confident that their leadership will help NOD make the workplace fairer and enable millions of people with disabilities to gain the basic human dignity of being well employed.”

As Chief Diversity Officer at The Hershey Company, Alicia Petross leads the development and execution of Hershey’s Pathways Framework delivering diversity, equity, and inclusion strategies to the organization. She partners with key internal and external leaders to develop more innovation in Hershey’s global climate and inclusion programming. Externally, Alicia represents the company in key industry commitments, including Paradigm for Parity, CEO Action for Diversity and Inclusion, the National Organization on Disability Look Closer Campaign, and Financial Literacy for All. In 2023, The Hershey Company was ranked #3 on DiversityInc.’s Most Diverse Companies list. In 2022, The Hershey Company was named #6 on Diversity Inc.’s Top 50 Companies for Diversity list and earned the #1 ranking on Forbes World’s Most Female Friendly Companies.  Alicia was also named on Diversity Woman Media’s inaugural Elite100 Black Women leaders list in 2021.

“It is an honor to join the National Organization on Disability Board of Directors and bring awareness to the advantages of hiring people with disabilities and increasing employment,” said Alicia Petross, Chief Diversity Officer, The Hershey Company. “As leaders, we must continue to look for ways to recruit people of all backgrounds and abilities and ensure everyone has a place in Corporate America. Being part of the NOD Board and working closely with the team and member organizations only fuels my passion to drive employment opportunities for all, at Hershey and throughout the country.”

Holli Martinez is a passionate lifetime advocate for diversity, inclusion, and equality. She joined T-Mobile in February 2013 as the company’s first Director of Diversity and Inclusion and is fervently committed to sustaining an inclusive workplace where all employees can thrive.  Under her leadership, T-Mobile has embraced DE&I initiatives across the company that includes launching the Equity in Action Plan, T-Mobiles’ DE&I strategy. Nearly 40% of T-Mobile employees are members of one or more of its six Employee Resource Groups and 40+ D&I chapters across the county.  In 2022, T-Mobile received the distinction of the Best Place to Work for LGBTQ employees from the Human Rights Campaign, Forbes Best Employers for Diversity and Fortune Best Place to Work for Diversity, among others.

“I am honored to be appointed to the Board of Directors for the National Organization on Disability,” said Holli Martinez, vice president of diversity, equity & inclusions for T-Mobile.  “I am excited to serve alongside fellow board members, contributing my skills, experience, and passion for disability inclusion to make a meaningful impact together.”

 

About NOD

The National Organization on Disability (NOD) is a private, non-profit organization that seeks to increase employment opportunities for the 80 percent of working age Americans with disabilities who are not employed. To achieve this goal, NOD offers a suite of employment solutions, tailored to meet leading companies’ workforce needs. NOD has helped some of the world’s most recognized brands be more competitive in today’s global economy by building or enriching their disability inclusion programs. For more information about NOD and how its professional services, Corporate Leadership Council and Disability Employment Tracker™ can help your business, visitwww.NOD.org.