Interviewing, Hiring and Onboarding Individuals with Disabilities
National Business & Disability Council (NBDC) at The Viscardi Center November 6, 2019
Interviewing, Hiring and Onboarding Individuals with Disabilities
Christina Eisenberg Manager
National Business & Disability Council (NBDC) at
The Viscardi Center
National Business & Disability Council (NBDC) at The Viscardi Center
• Member-Driven organization focused on:
o Workforce
o Consumers
o Community
• Programs and services supporting organizations of all sizes and government agencies in the
enhancement of disability-inclusion efforts
• In-person and online trainings, consultations, assistance with talent acquisition of qualified
candidates with disabilities, support with physical and digital accessibility, and more
• Visit us at www.NBDC.com to learn more
Housekeeping
• For audio call: 415-655-0045Access code: 664 057 460#
• Contact WebEx tech support at 1-866-229-3239• Submit questions via Q&A window• Having trouble posting to the Q&A window? Email
[email protected]• Live captioning is located at the bottom right of the screen• Receive 1.0 general recertification credit hours through the HR
Certification Institute (HRCI) and the Society for Human Resource Management (SHRM) (via email following the event)
Audience Assessment Question
On a Scale of one to five, how would you rate your understanding of interviewing, hiring and onboarding individuals with disabilities?
Today’s Speaker
Sheridan WalkerPresident
HirePotential
Objective• U n d e r s t a n d i n g a n d p r e p a r i n g y o u r r e c r u i t i n g
t e a m t o e a s i l y n a v i g a t e a n d g a i n a c o m f o r t l e v e l
m e e t i n g a n d i n t e r v i e w i n g a p p l i c a n t s w i t h a
v a r i e t y o f d i s a b i l i t i e s .
• C r e a t i n g a c o m f o r t a b l e e n v i r o n m e n t f o r a l l a n d
p o s i t i o n i n g t h e c a n d i d a t e a p p r o p r i a t e l y f o r
i n t e r v i e w i n g w i t h t h e h i r i n g m a n a g e r.
Training Topics OFCCP and the Laws overview
Learn about your own fears & attitudes
Learn how to conduct an interview
Learn what you need to know about hidden disabilities.
Learn what you can and can not say or do
Learn about disclosure and requests for accommodation
Learn how to be at ease and professional
Learn how to present the qualified candidate in an unbiased way.
Overview – OFCCP and the Laws
Overview – Disability ActivityO F C C P : S e c t i o n 5 0 3 2 0 0 8 : O n l i n e A p p l i c a t i o n S e l e c t i o n S y s t e m ( 4 1 C R F 6 0 - 7 4 1 . 2 1 ( a ) ( 6 ) ) 2 0 1 0 : O u t r e a c h a n d R e c r u i t i n g 2 0 1 4 H i r i n g – I W D 7 % u t i l i z a t i o n g o a l a n d S e l f I d F o r m D a t a C o l l e c t i o n / r e c o r d k e e p i n g ( 4 1 C F R 6 0 - 7 4 1 . 8 0 ) F O C U S E D A U D I T S
E E O - AD A A A : ( T i t l e 1 ) 2 0 0 8 D e f i n i t i o n e x p a n d e d
D O J : S e c t i o n 5 0 8 W e b s i t e Ac c e s s i b i l i t y ( T i t l e I I I ) C A : U N R U E L a w W e b s i t e s t o i n c l u d e a l l p u b l i c s i t e s ( v i r t u a l d o o r s ) L a s t 3 y r s – v i o l a t i o n s u p 3 0 0 %
2 1 s t C e n t u r y Te l e c o m , V i d e o Ac c e s s i b i l i t y Ac t ( 2 0 1 0 ) A l l n e w t e c h n o l o g y t o b e a c c e s s i b i l i t y ( S m a r t P h o n e , I n t e r n e t T V )
Workforce Demographics: USAP e o p l e w i t h D i s a b i l i t i e s 1 8 . 3 m i l l i o n p e o p l e i n t h e U . S . , a g e s 2 1 - 6 4 , r e p o r t e d h a v i n g a
d i s a b i l i t y. T h e w o r k f o r c e i s a g i n g , a n d 2 1 % o f t h o s e b e t w e e n t h e a g e s o f
4 5 t o 5 4 r e p o r t e d h a v i n g a d i s a b i l i t y. 2 9 . 7 % o f P W D h a v e s o m e c o l l e g e o r a n a s s o c i a t e ’ s d e g r e e , a n d
1 2 . 3 % h o l d a b a c h e l o r ' s d e g r e e o r h i g h e r.A g i n g / M a t u r e Wo r k e r s B y 2 0 2 0 , t h e n u m b e r o f p e o p l e 5 5 a n d o l d e r w i l l i n c r e a s e b y
7 3 % w h i l e t h e n u m b e r o f y o u n g e r w o r k e r s w i l l g r o w o n l y 5 % . 8 0 % o f t h e b a b y b o o m e r s p l a n t o c o n t i n u e w o r k i n g a f t e r
r e t i r e m e n t f r o m t h e i r c u r r e n t p o s i t i o n s .Ve t e r a n s 2 3 . 9 m i l l i o n . 2 . 8 m i l l i o n w i t h d i s a b i l i t i e s ( k n o w n ) .Source: U.S. Bureau of Labor Statistics, 2008; Dept. of Veteran Affairs, 2008 ; ODEP, 2008; AARP
Fear and Attitudinal
Barriers to Recruitment
Myths - Transportation M yt h : P e r s o n s w i t h d i s a b i l i t i e s h a v e p r o b l e m s g e t t i n g t o
w o r k .
F a c t : P e r s o n s w i t h d i s a b i l i t i e s a r e c a p a b l e o f s u p p l y i n g
t h e i r o w n t r a n s p o r t a t i o n b y c h o o s i n g t o w a l k , u s i n g a
c a r p o o l , d r i v i n g , o r t a k i n g p u b l i c t r a n s p o r t a t i o n o r a
c a b . T h e i r m o d e s o f t r a n s p o r t a t i o n t o w o r k a r e a s
v a r i e d a s t h o s e o f o t h e r e m p l o y e e .
Myths – Job Skills M yt h : C e r t a i n j o b s a r e s u i t e d t o p e o p l e w i t h d i s a b i l i t i e s .
F a c t : M a n y p e o p l e s t i l l b e l i e v e t h a t c e r t a i n j o b s a r e
s u i t e d f o r p e o p l e w i t h d i s a b i l i t i e s . F o r e x a m p l e , p e o p l e
w h o a r e v i s u a l l y i m p a i r e d s h o u l d w o r k a s d a r k r o o m
a t t e n d a n t s . O r p e o p l e w h o a r e d e a f s h o u l d w o r k i n n o i s y
e n v i r o n m e n t s . T h i s s t e r e o t y p e i s s i m i l a r t o t h e b e l i e f
t h a t w o m e n s h o u l d b e n u r s e s .
R e m e m b e r, s k i l l s , a b i l i t i e s , a n d a p t i t u d e s s h o u l d b e t h e
o n l y c r i t e r i a t h a t m a t t e r. N o p e r s o n w i t h a d i s a b i l i t y s h o u l d
b e p r e j u d g e d r e g a r d i n g e m p l o y m e n t o p p o r t u n i t i e s .
Myths – Blindness
M yt h : P e o p l e w h o a r e b l i n d c a n n o t
d o t e c h n i c a l j o b s .
F a c t : P e o p l e w h o a r e b l i n d c a n d o
t e c h n i c a l j o b s b y u s e o f a s s i s t i v e
t e c h n o l o g y. T h e w a y t h e y d o t h e i r j o b
m a y b e d i f f e r e n t , b u t t h e y s t i l l c a n g e t
t h e j o b d o n e a s e f f e c t i v e l y a s t h e i r
p e e r s .
Myths – Wheelchair Use M yt h : W h e e l c h a i r u s e i s c o n f i n i n g ; p e o p l e
w h o u s e w h e e l c h a i r s a r e
" w h e e l c h a i r - b o u n d . "
O r, I c a n ’ t h i r e s o m e o n e i n a w h e e l c h a i r
f o r a j o b t h a t r e q u i r e s t r a v e l .
F a c t : A p e r s o n w h o u s e s a w h e e l c h a i r w i l l
h a v e n o p r o b l e m w h a t s o e v e r g e t t i n g
a r o u n d i n a w o r k p l a c e t h a t m e e t s
m i n i m u m a c c e s s i b i l i t y r e q u i r e m e n t s . M a n y
p e o p l e w h o u s e a w h e e l c h a i r t r a v e l
e x t e n s i v e l y.
Myths – Accommodations M yt h : C o n s i d e r a b l e e x p e n s e i s n e c e s s a r y
t o a c c o m m o d a t e w o r k e r s w i t h d i s a b i l i t i e s .
F a c t : M o s t w o r k e r s w i t h d i s a b i l i t i e s r e q u i r e n o
s p e c i a l a c c o m m o d a t i o n s a n d t h e c o s t f o r t h o s e
w h o d o i s m i n i m a l o r m u c h l o w e r t h a n m a n y
e m p l o y e r s b e l i e v e .
T h e J o b A c c o m m o d a t i o n N e t w o r k r e p o r t s t h a t t h e
a v e r a g e c o s t o f a w o r k p l a c e a c c o m m o d a t i o n i s
$ 4 0 0 - $ 6 0 0 a n d t h a t o n l y 4 4 % o f e m p l o y e e s w i t h
d i s a b i l i t i e s n e e d a n a c c o m m o d a t i o n .
Myths – Speech
M yt h : P e o p l e w h o s t u t t e r a r e n o t
a s s m a r t a s o t h e r s .
F a c t : T h e r e i s n o l i n k w h a t s o e v e r
b e t w e e n s t u t t e r i n g a n d
i n t e l l i g e n c e .
Myths – Americans with Disabilities Act M yt h : T h e A D A f o r c e s e m p l o y e r s t o h i r e
u n q u a l i f i e d i n d i v i d u a l s w i t h d i s a b i l i t i e s .
F a c t : A p p l i c a n t s w h o a r e u n q u a l i f i e d f o r a j o b
c a n n o t c l a i m d i s c r i m i n a t i o n u n d e r t h e A D A .
U n d e r t h e A D A , t o b e p r o t e c t e d f r o m
d i s c r i m i n a t i o n i n h i r i n g , a n i n d i v i d u a l w i t h a
d i s a b i l i t y m u s t b e q u a l i f i e d , w h i c h m e a n s h e o r
s h e m u s t m e e t a l l r e q u i r e m e n t s f o r a j o b a n d b e
a b l e t o p e r f o r m i t s e s s e n t i a l f u n c t i o n s w i t h o r
w i t h o u t r e a s o n a b l e a c c o m m o d a t i o n s .
Recruiting and
Interviewing
Recruiting Prep – Marketing Materials
Brai l le on Business cards Al ternat ive Formats Inc lude welcoming, inc lus ive language in
publ ic presentat ions and program l i terature. “ We e n c o u r a g e p e o p l e w i t h d i s a b i l i t i e s t o a p p l y. ” “ P e o p l e w i t h d i s a b i l i t i e s a r e v a l u e d m e m b e r s o f o u r
o r g a n i z a t i o n . ”
“ S i g n l a n g u a g e i n t e r p r e t e r s a v a i l a b l e u p o n r e q u e s t . ” “ O u r p r o g r a m m a t e r i a l s a r e a v a i l a b l e i n a l t e r n a t i v e
f o r m a t s ( B r a i l l e , t a p e , C D , l a r g e p r i n t , e t c . ) u p o n r e q u e s t . ”
Online ApplicationAccommodation Statement – Home & Career
“ I f y o u n e e d a n a c c o m m o d a t i o n t o n a v i g a t e o u r s i t e o r t o a p p l y t o o u r
C a r e e r s s i t e , p l e a s e s e n d y o u r r e q u e s t t o : a c c e s s i b i l i t y@ x yz . c o m o r
c a l l 5 5 5 . 5 5 5 . 5 5 5 5 o r f a x y o u r r e q u e s t t o 7 7 7 . 7 7 7 . 7 7 7 7 . ”
“ I f y o u a r e a n i n d i v i d u a l w i t h a d i s a b i l i t y o r a d i s a b l e d v e t e r a n w h o i s
u n a b l e t o u s e o u r o n l i n e t o o l s t o s e a r c h a n d a p p l y f o r j o b s , y o u m a y
r e q u e s t a r e a s o n a b l e a c c o m m o d a t i o n b y c o n t a c t i n g u s a t
5 5 5 . 5 5 5 . 5 5 5 5 o r b y e m a i l a t c a r e e r s @ x yz . c o m . T h i s o p t i o n i s
r e s e r v e d f o r i n d i v i d u a l s w h o a r e u n a b l e t o u s e o r r e q u i r e a s s i s t a n c e
w i t h t h e o n l i n e t o o l s a s t h e r e s u l t o f a d i s a b i l i t y a n d i s n o t i n t e n d e d
f o r o t h e r p u r p o s e s . ”
Recruiting Prep – IntroductionResumes
Assis t ive technology:
Screen Readers: JAWS, Window Eyes
Magni f icat ion: Zoom text , MAGic
Speech Recogni t ion: Dragon Natura l ly
Speaking
Organizat ions or In terest
Phone – Relay ca l ls , Speech impairment
Preparing for an Interview A s s e s s A c c e s s i b i l i t y f o r a p p l i c a n t s w i t h m o b i l i t y, v i s u a l , h e a r i n g
o r c o g n i t i v e d i s a b i l i t i e s . B e p r e p a r e d t o p r o v i d e A c c o m m o d a t i o n s . M a k e s u r e y o u r s u p p o r t s t a f f a r e t r a i n e d . K n o w s e r v i c e a n i m a l e t i q u e t t e . D o n o t a l l o w a r e h a b i l i t a t i o n c o u n s e l o r, s o c i a l w o r k e r o r o t h e r
t h i r d p a r t y t o t a k e a n a c t i v e p a r t i n o r s i t i n o n a n i n t e r v i e wu n l e s s t h e a p p l i c a n t r e q u e s t s i t .
P r e p a r e q u e s t i o n s t h a t a r e j o b - r e l a t e d . D o n o t t r y t o i m a g i n e h o w y o u w o u l d p e r f o r m a s p e c i f i c j o b i f
y o u h a d t h e a p p l i c a n t ’ s d i s a b i l i t y. A l l o w e n o u g h t i m e . F o c u s o n A b i l i t y.
When Interviewing
R e l a x . D o n o t s p e c u l a t e . K n o w l e d g e , s k i l l s , a b i l i t y, & e x p e r i e n c e s D i s a b i l i t y r e l a t e d q u e s t i o n s p r o h i b i t e d . D o n ’ t b e d i s t r a c t e d . A l w a y s t a l k d i r e c t l y t o t h e p e r s o n . Tr e a t t h e i n d i v i d u a l w i t h t h e s a m e r e s p e c t
y o u w o u l d t r e a t a n y c a n d i d a t e . L i k e w i s e ,h o l d i n d i v i d u a l s w i t h d i s a b i l i t i e s t o t h es a m e s t a n d a r d s a s a l l a p p l i c a n t s .
Interviewing Illegal QuestionsA n e m p l o y e r s c a n n o t a s k :
D o y o u h a v e a d i s a b i l i t y ?
H a v e y o u e v e r b e e n h o s p i t a l i z e d ? I f s o , f o r w h a t
c o n d i t i o n ?
H a v e y o u e v e r b e e n t r e a t e d f o r a m e n t a l c o n d i t i o n ?
H a v e y o u h a d a m a j o r i l l n e s s i n t h e l a s t 5 y e a r s ?
H o w m a n y d a y s w e r e y o u a b s e n t f r o m w o r k b e c a u s e
o f i l l n e s s l a s t y e a r ?
A r e y o u c u r r e n t l y t a k i n g a n y m e d i c a t i o n s ?
Testing Te s t i n g
I n f o r m a p p l i c a n t s a h e a d o f t i m e i f t h e y w i l l b e r e q u i r e d t o t a k e a t e s tt o d e m o n s t r a t e t h e i r a b i l i t y t o p e r f o r m a c t u a l o r s i m u l a t e d t a s k s s ot h a t t h e y c a n r e q u e s t a r e a s o n a b l e a c c o m m o d a t i o n , i f n e c e s s a r y.( S u c h t e s t s a r e p e r m i t t e d u n d e r t h e A D A a s l o n g a s t h e y a r e u n i f o r m l yg i v e n t o a l l a p p l i c a n t s . )
M e d i c a l E x a m s / P h y s i c a l s
O t h e r t e s t s
A c c e s s i b i l i t y o r a c c o m m o d a t i o n
Ti m e d t e s t
B e p r e p a r e d t o p r o v i d e a c c e s s i b l e f o r m a t s
Disclosure
S o m e p e o p l e m a y n o t d i s c l o s e ad i s a b i l i t y.
I f a c a n d i d a t e d i s c l o s e s ad i s a b i l i t y t o y o u , d o n ’ t r e a c t o rr e p e a t w h a t y o u h e a r d .
I f t h e d i s a b i l i t y d i s c l o s e d c o u l dr e s u l t i n a r i s k t o t h e i n d i v i d u a l o rc o - w o r k e r s i n t h e p o s i t i o n b e i n gi n t e r v i e w e d f o r, c o n s u l t y o u re m p l o y e e r e l a t i o n s , a t t o r n e y s ,H R .
Interviewing – ADA Pre Employment M a k e s u r e y o u t h o r o u g h l y u n d e r s t a n d t h e e s s e n t i a l
f u n c t i o n s o f t h e j o b .
D o n o t a s k a n a p p l i c a n t a b o u t p r e v i o u s i l l n e s s e s ,
h o s p i t a l i z a t i o n s , t h e r a p i e s o r w o r k a t t e n d a n c e h i s t o r y.
I n i t i a l s u g g e s t i o n s f o r j o b a c c o m m o d a t i o n s s h o u l d c o m e
f r o m t h e a p p l i c a n t .
E m p l o ye r s a r e r e q u i r e d t o p r o v i d e r e a s o n a b l e
a c c o m m o d a t i o n s t o i n d i v i d u a l s w i t h d i s a b i l i t i e s .
Interviewing an Individual Who is Deaf or Hard of Hearing
Visua l commun ica t ion
I n te rp re te r
Other ways to commun ica te
Relay ca l l s
Wri t ing sk i l l s
Video con fe rence , Video in te rp re t ing
Videophone
Interviewing an Individual Who is Blind or Low Vision
Verba l commun ica t ion
Announce- en te r ing and ex i t ing
Never touch o r g rab
Di rec t ions o r lead ing
Paperwork
Signa tu re
Interviewing an Individual Who is Blind or Low Vision Guide dog
Do no t pe t when in harness
Dis t rac t o r feed
Serv ice An ima ls
Aler t – Hear ing , Se izures
Mobi l i t y
Anx ie ty / depress ion
Interviewing an Individual with a Mobility or Physical Challenge Do no t focus on the whee lcha i r o r
adap t i ve dev ice
Eye con tac t
Stay focused
Adapt ive Wr i t ing Too ls – Sp l in t , cu f f
Shor t S ta tu re
Do no t pa t on head
Tone o f vo ice
Interviewing an Individual with Speech Impairment C o n c e n t r a t e o n w h a t t h e p e r s o n i s s a y i n g .
W h e n t h e p e r s o n p a u s e s i n s p e e c h i n d i c a t e t h a t y o u d o u n d e r s t a n d ;
i f y o u d o n ’ t , l e t t h e p e r s o n k n o w.
B e p a t i e n t .
T h e p e r s o n m a y h a v e t o r e p e a t
Tr y w r i t i n g t h e m e s s a g e d o w n
Av o i d a t t e m p t i n g t o c o m p l e t e t h e p e r s o n ' s t h o u g h t s o r s e n t e n c e s .
Tr y t o m e e t i n a q u i e t a n d d i s t r a c t i o n - f r e e a r e a .
Interviewing an Individual with a Cognitive Disability - Neurodiversity
R e p e a t i n f o r m a t i o n o r q u e s t i o n s .
R e p h r a s e i n f o r m a t i o n o r q u e s t i o n s i n a d i f f e r e n t w a y, i f n e e d e d .
A s k t h e p e r s o n t o p a r a p h r a s e w h a t i s u n d e r s t o o d t o h e l p c l a r i f y w h a t a d d i t i o n a l i n f o r m a t i o n i s n e e d e d .
I f t h e p e r s o n h a s t r o u b l e p a y i n g a t t e n t i o n , e l i m i n a t e d i s t r a c t i o n s a n d m o v e s o y o u a r e c l o s e r t o a n d / o r w i t h i n t h e i r l i n e o f v i s i o n a n d h e a r i n g .
D o n ’ t j u m p t o c o n c l u s i o n s .
Interviewing an Individual with Hidden Disability Up to 80% are h idden d isab i l i t i es .
Extens ion o f the ADAAA more
types o f d isab i l i t i es may now be
af fo rded pro tec t ion .
Don ’ t be d is t rac ted by t ry ing to
“guess” abou t a h idden d isab i l i t y
based on background in fo rmat ion
in an app l i can t ’s resume.
Simply focus on ski l ls & abi l i ty.
Positioning
Positioning the Candidates S t e p 1 : E n s u r e s u p p o r t e d & t r a i n e d .
S t e p 2 : P o s i t o n t h e c a n d i d a t e a s y o u w o u l d a n y c a n d i d a t e .
S t e p 3 : O n c e a g r e e d , s c h e d u l e t h e i n t e r v i e w a n d c o n f i r m .
S t e p 4 : O n c e c o n f i r m e d : O n o r b e f o r e t h e i n t e r v i e w i n f o r m o n l y i f
a p p a r e n t . F a c e t o f a c e o r o v e r t h e p h o n e . O f f e r t o a s s i s t t h e h i r i n g m a n a g e r a s r e q u i r e d . I n f o r m h i r i n g m a n a g e r o f s u p p o r t a n d p o s s i b l e
r e a s o n a b l e a c c o m m o d a t i o n n e e d e d d u r i n g t h ei n t e r v i e w.
On-Boarding
Onboarding L i k e a n y e m p l o y e e , m a k e t h e n e w h i r e f e e l w e l c o m e d ,
c o m f o r t a b l e , a n d a p p r e c i a t e d .
A s s i g n a m e n t o r.
P e r s o n a l l y g i v e t h e e m p l o y e e a t o u r o f t h e o f f i c e .
S h o w t h e e m p l o y e e h i s o r h e r w o r k a r e a .
I n t r o d u c e t o c o - w o r k e r s .
K e e p i t c a s u a l – n o n e e d t o m e n t i o n t h e p e r s o n ’s d i s a b i l i t y u n l e s s i t c o m e s u p n a t u r a l l y.
B e t h e r o l e m o d e l – e m p l o y e e s a r e w a t c h i n g y o u r r e a c t i o n .
Inclusive S t a f f m e e t i n g s
G r o w t h a n d d e v e l o p m e n t t r a i n i n g
C o m p a n y e v e n t s
L u n c h
A f t e r w o r k g a t h e r i n g
I n c l u s i o n i n e v e r y a s p e c t o f t h e w o r k p l a c e
A c c e s s i b i l i t y - e v e n t , o f f s i t e
Integrated Workforce S t e p 1 : C o m m i t m e n t : C o m m i t t o e m p l o y i n g , a d v a n c i n g a n d r e t a i n i n g
p e o p l e w i t h d i s a b i l i t i e s . M a k e w o r k f o r c e d i v e r s i t y p a r t o f y o u r c o m p a n y ’s c u l t u r e .
S t e p 2 : R e c r u i t m e n t : A g g r e s s i v e l y s e e k j o b c a n d i d a t e s w i t h d i s a b i l i t i e s . I n f o r m d i s a b i l i t y - r e l a t e d o r g a n i z a t i o n s a n d a g e n c i e s o f y o u r j o b o p e n i n g s .
S t e p 3 : I n t e r v i e w i n g : A s y o u w o u l d w i t h a n y o t h e r j o b s e e k e r, f o c u s o n t h e i n d i v i d u a l ’ s s k i l l s , a b i l i t i e s a n d a c h i e v e m e n t s .
S t e p 4 : A c c o m m o d a t i o n s : I n c l u d e t h e e m p l o y e e i n t h e p r o c e s s o f d e t e r m i n i n g a p p r o p r i a t e a c c o m m o d a t i o n s .
S t e p 5 : Aw a r e n e s s Tr a i n i n g : E d u c a t e y o u r w o r k f o r c e o n i n t e r a c t i n g w i t h i n d i v i d u a l s w i t h d i s a b i l i t i e s , r e a s o n a b l e a c c o m m o d a t i o n s a n d m i s c o n c e p t i o n s a b o u t d i s a b i l i t i e s .
S t e p 6 : E m p l o ye e R e s o u r c e G r o u p : I n v o l v e a n d a s s i s t w i t h i d e a s , e v e n t s , a n d e d u c a t i o n .
Integrated Workforce
Contact Information • Christina Eisenberg
Manager, National Business & Disability Council (NBDC) at The Viscardi Center
(516) 465-1587
• Carmen Daniels Jones
Sr. Consultant, National Business & Disability Council (NBDC) at The Viscardi Center
• Sheridan Walker
President, HirePotential
[email protected](303) 398-6035
Audience Questions
Takeaways
• Make workforce d ivers i ty par t o f your company’s ongoing cu l ture .
• Focus on the ind iv idual ’s sk i l ls , ab i l i t ies and achievements and not on the i r d isabi l i ty.
Audience Assessment Question
On a Scale of one to five, how would you rate your understanding of interviewing, hiring and onboarding individuals with disabilities?
Thank You!
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