Shifting the Talent Paradigm | Shift Communications: Breaking Barriers with Technology

Featuring: Rhonda Nesmith Crichlow, Senior Vice President, Chief Diversity Officer, Charter Communications; Mark Balsano, Vice President of Accessibility, Charter Communications; Amy Warner, Vice President and General Manager, IT Digital Business Solutions and Corporate Director of Accessibility, Intel; and Simon Dermer, CEO & Co-Founder, eSSENTIAL Accessibility

September 26, 2019 – More than 200 diversity and inclusion leaders from companies around the country gathered at the National Organization on Disability’s (NOD) Annual Forum and Dinner, entitled Shifting the Talent Paradigm: Inclusive Culture for a Modern Workforce. Sponsored by Lead Partners PwC and Spectrum, the all-day forum explored the best change management tactics that corporate leaders can deploy to create a more diverse and inclusive culture. Senior managers heard from executives and experts on the most effect tools and tactics to create an inclusive culture, as well as the leadership skills and personal attributes needed to lead a culture change.

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Shifting the Talent Paradigm | Crossroads of Compliance, Disclosure and Trust

September 26, 2019 – More than 200 diversity and inclusion leaders from companies around the country gathered at the National Organization on Disability’s (NOD) Annual Forum and Dinner, entitled Shifting the Talent Paradigm: Inclusive Culture for a Modern Workforce. Sponsored by Lead Partners PwC and Spectrum, the all-day forum explored the best change management tactics that corporate leaders can deploy to create a more diverse and inclusive culture. Senior managers heard from executives and experts on the most effect tools and tactics to create an inclusive culture, as well as the leadership skills and personal attributes needed to lead a culture change.

Featuring: Craig E. Leen, Director, OFCCP, U.S. Department of Labor; Candee Chambers, Executive Director, DirectEmployers Association; and Karen Brown, Bridge Arrow

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Giant Eagle + NOD Case Study

Giant Eagle + NOD | ‘A customized workplace solution from the ground up’

OBJECTIVE

To architect a plan to implement universal design principles – a designed environment that can be utilized by all people, regardless of their age, size, disability – in Giant Eagle’s distribution facility to make every job position within the facility available to people with disabilities.

OUTCOME

When Giant Eagle made the decision to extend their diversity and inclusion goals beyond retail outlets to distribution centers, they brought in experts from the National Organization on Disability (NOD) to help. NOD conducted interviews with Giant Eagle team members and held a collaborative workshop to tailor a plan unique to Giant Eagle’s goals and worksite. NOD also analyzed jobs at Giant Eagle, including assessing how work gets done, and identified feasible changes to job structures, roles and shifts. Giant Eagle attributes much of the success of the six-month engagement to NOD’s inherent knowledge of and experience in the business world, as well as NOD’s ability to build trust across the company during a time of change.

TESTIMONIALS

“The NOD team was incredibly professional. They clearly are experts. They took time to figure out our culture. They took the time to meet the right people. They brought the right people to the table, from the HR staff to the operations staff to the union representatives. And really built trust across all of the teams. You know, when we’re talking about making changes, not everyone is always open to that. NOD was just so good at making sure that they were leveraging their expertise, all the while making the team feel like they were developing the strategy themselves. And I think that that’s so important for the long-term ownership of the plan. I absolutely would recommend NOD to any company that’s trying to improve their disability inclusion. I know they helped us and their professionalism and expertise is unrivalled.”

Jeremy Shapira | Special Projects, Inclusion and Diversity

Career Action Planning Guide for Wounded Warriors

The Career Action Planning Guide for Wounded Warriors outlines a process for working with veterans with serious disabilities or wounded warriors as they transition to civilian careers. Career Action Planning is the first of a four step process that together constitute the Intensive Career Transition Support Model™ for veterans with high barriers to career transition developed by the National Organization on Disability.

13 Career Action Planning Guide for Wounded Warriors

Special Report from the Conference Board | Do Ask, Do Tell: Encouraging Employees with Disabilities to Self-Identify

This special report investigates what companies are doing to build a diversity-inclusive culture and encourage employees with disabilities to voluntarily self-identify. It will help organizations to create an environment in which employees may feel comfortable self-identifying.

Special Report from The Conference Board | Do Ask Do Tell: Encouraging Employees with Disabilities to Self-Identify