Booz Allen Hamilton Celebrates National Disability Employment Awareness Month

By Guest Blogger Courtney Suss, Employee Referral Program, Booz Allen Hamilton

Booz Allen Hamilton (BAH) is a place where diversity is truly a core value. As a leading strategy and technology consulting firm, BAH is celebrating National Disability Employment Awareness Month with a series of events sponsored by our diverseABILITY Forum, which engages, educates and advocates for employees with disabilities.

The purpose of the diverseABILITY Forum is to increase awareness and understanding of disability-related issues and the contributions made by people with disabilities at our firm. While the forum proudly sponsored Disability Mentoring Day (DMD) in McLean, Virginia and San Diego, California with an interactive panel of employees with disabilities, the forum’s true purpose is to advocate for a cooperative, accessible and supportive environment at BAH year-round.

For staff with disabilities, events like these are great opportunities to learn more about what BAH offers, how and when to request accommodations, how much to disclose and why it is important to ask for accommodations when a disability is not visible. For staff members without disabilities, it is an opportunity to support our coworkers and gain insight into the accommodations process, find solutions to help eliminate barriers and reinforce our belief that a diversity of abilities and backgrounds contributes to more innovative ideas, which in turn drives better results for clients. BAH hires staff with great minds and a passion for making a difference in our firm. Employees with disabilities are critical contributors to this effort and our success.

BAH was also proud to invite a capacity crowd of students, recent graduates, Veterans and other professionals with disabilities to participate in DMD at our headquarters. Featuring a program of executive speakers, panels, workshops and opportunities for attendees to interact with employees, the purpose of the event was to highlight career opportunities at Booz Allen and ways in which talented professionals can find an unmatched opportunity to become their absolute best – to do important work, with exceptional colleagues, in a firm dedicated to the spirit of service.

"Disability Mentoring Day is yet another way that Booz Allen attracts top-talent to enhance competitive advantage for our clients. Such mentoring opportunities highlight the dedication and efforts of our of colleagues, while allowing us to engage the diverse skills, talents, ideas and life experiences of people – including those with disabilities – that contribute to our success as a firm,” said BAH Senior Vice President Gary Labovich.

To learn more about Disability Mentoring Day 2011 at Booz Allen, please contact Courtney Suss at suss_courtney@ne.bah.com. To learn more about the diverseABILITY Forum and ongoing efforts, please email Anne Rader atrader_anne@bah.com and Ted Phillips at phillips_ted@bah.com.

Join the Equal Rights Center’s 50/50 Campaign!

50 Days. 50 States and DC. 500 Members.

Join the Equal Rights Center’s 50/50 Campaign!

Since the ERC’s founding nearly 30 years ago, we have celebrated many victories. People with disabilities have greater access to buildings and services where physical barriers previously limited their use, Housing Choice Voucher holders are able to live in neighborhoods of their choice, and other individuals who have experienced discrimination have been able to seek redress for themselves and ensure that others’ civil rights are protected.

We have built a movement of advocates with the common goal of “civil rights for all.”

And we need you!

Our team of civil rights leaders spans areas of expertise including disability rights, immigrant rights, LGBT rights, women’s rights, fair housing and much more. We use a multi-faceted approach of education, research, testing, counseling, advocacy and, when necessary, enforcement. This unique blend of dynamic approaches and specialized focus has made us highly effective at advocating both for individuals who have faced discrimination and for the expansion of non-discrimination policies across the country.

The ERC is made up of much more than our staff and Board of Directors. ERC members are the eyes and ears of the organization by:

• Alerting us to existing issues and instances of discrimination;
• Participating in ERC civil rights investigations;
• Staying informed about civil rights issues; and
• Helping to advocate for change.

Our members make our victories more numerous, effective and meaningful.

To grow our team of advocates even more, we have just launched the “50/50 Campaign” to recruit 500 members in 50 days in 50 states and DC!

It’s easy to become a member – just sign up at this link! No financial commitment is required, just a genuine desire to create positive social change.

Join our movement to advance civil rights for all. Be part of the 50/50 Campaign today!

Questions?

Give us a call at 202.234.3062 or send an email to members@equalrightscenter.org.

Think Beyond the Label Launches Online Tool

Think Beyond the Label Launches Online Tool to Help Businesses Realize the Benefits of Hiring a Person with a Disability

Hire Gauge shows how a typical business can save nearly $32,000 while reaping critical workplace diversity and marketplace returns.

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Hire Gauge demonstrates all the reasons—financial and otherwise—that make hiring people with disabilities a good business decision, says Barbara Otto, CEO of Health & Disability Advocates.

Chicago, IL (PRWEB) September 20, 2011

Think Beyond the Label, a leading public-private partnership that works to increase employment for people with disabilities, today rolled out Hire Gauge, an online resource that calculates the financial return on investment and other benefits of hiring a person with a disability.

Think Beyond the Label’s Hire Gauge is the only online tool of its kind that depicts the tangible monetary incentives that can accumulate each time a company hires a person with a disability, which, for a typical large business, can reach $31,800 per hire. At the same time, Hire Gauge sums up the wide range of workplace and marketplace benefits that businesses also reap when they recruit, hire and retain a qualified job seeker with a disability, including veterans.

“Hire Gauge demonstrates all the reasons—financial and otherwise—that make hiring people with disabilities a good business decision,” says Barbara Otto, CEO of Health & Disability Advocates, the Chicago-based policy and advocacy organization that operates the Think Beyond the Label partnership. “Apart from monetary advantages like tax incentives and lower recruiting costs, businesses that practice inclusive hiring will boost workplace diversity, as well as improve the way they think, operate, innovate, and grow,” she says.

Hire Gauge, which can be found athttp://www.thinkbeyondthelabel.com, asks users a series of questions about their business and disability employment hiring practices, and calculates the monetary incentives for which the business is eligible to arrive at a total estimated number.

Examples of typical results include:
➢ A large financial services company is eligible for $17,400 in annual tax incentives, and saves up to an additional $15,000 on recruiting and training costs per hire if the employee is recruited through a state vocational rehabilitation program (based on a $60,000 salary)
➢ A small real estate agency is eligible for $7,400 in annual tax credits, including the Work Opportunity Tax Credit, plus a tax deduction of $15,000 for money spent to improve access to their building
➢ A manufacturing company that hires a veteran with a disability through a Veterans Affairs program qualifies for a $4,800 tax credit, plus reimbursement of up to 50% of the new hire's first six months of wages

Other key benefits:
➢ More than half (56%) of workplace accommodations cost $0, while the rest typically cost only $500, yet result in improved retention and productivity
➢ Employing workers with disabilities stimulates growth in new products and services and opens up access to new markets, giving businesses a competitive edge
➢ New entrants to the workforce are increasingly seeking out work at companies that possess a strong social conscience, which includes creating jobs for the disabled

Think Beyond the Label created Hire Gauge using data from human resource and diversity organizations, federal and state government agencies, and case studies from companies on their disability hiring efforts. The results are intended to guide and provide support to hiring managers in their ongoing diversity and inclusion programs, as well as to encourage more businesses to broaden their recruitment efforts to include people with disabilities.

“By presenting multiple sources of research into one package, businesses can get, and share with others, an instantaneous, factual look at how inclusive hiring can and will positively impact their bottom line,” adds Otto.

About Think Beyond the Label
Think Beyond the Label is a private-public partnership that helps businesses and the public workforce system more effectively recruit, hire and retain job seekers with disabilities across 50 states. Our partnership spans state health and human service and employment agencies; businesses; and Health & Disability Advocates, a national nonprofit organization that manages the Think Beyond the Label partnership. For more information please go tohttp://www.thinkbeyondthelabel.com.

Inclusion: Information and Strategies You Can Use

AAIDD is pleased to announce a year-long series of free, one-hour webinars on strategies to increase inclusion, entitledInclusion: Information and Strategies You Can Use

Registration Now Open!

Inclusion in Employment

November 2, 2011 at 4pm eastern

Dr. William Kiernan (University of Massachusetts Boston), who edited a special issue on employment in the AAIDD journalIntellectual and Developmental Disabilities, and Rie Kennedy-Lizotte (NASDDDS) will provide insights on the movement to competitive, integrated employment.

Reserve your Webinar seat now

Health Reform Law Creates New Opportunities to Better Recognize and Support Family Caregivers

by: Lynn

Family members, partners, and close friends—often known as “family caregivers”—are the most important source of support to older people and adults with chronic or disabling conditions. They provide the majority of care for loved ones who need help with activities of daily living, such as bathing and dressing, and instrumental activities of daily living, which may include going to medical appointments, taking medications, and paying bills. Family caregivers also increasingly carry out nursing tasks in the home.

The new health care reform law—the Patient Protection and Affordable Care Act (ACA) includes a number of provisions that provide meaningful opportunities to better recognize and address caregiver needs. This Fact Sheet highlights selected ACA provisions that mention family caregivers in important ways.

This and Related Reports

• Full Report (PDF, 9 Pages)
• Valuing the Invaluable - 2011 Update: The Economic Value of Family Caregiving in 2009

AbilityLinks VIRTUAL JOB FAIR

Monday, October 24 - Friday, October 28

REGISTER NOW

To celebrate National Disability Employment Awareness Month and our Ten Year Anniversary, AbilityLinks is hosting a virtual job fair Monday October 24 -Friday, October 28th. Registration for job seekers and employers is free. Each employer registration includes unlimited job postings, a virtual booth with your logo and the opportunity to host chat sessions to meet qualified AbilityLinks candidates.

Accessible 24 hours a day October 24-28, the virtual job fair is week-long online recruiting event where talented job seekers with disabilities showcase their skills and inclusive employers highlight their employment opportunities - from entry level to technical and management.

To participate, job seekers need to have a current AbilityLinks resume and complete the registration form. Employers need to post a current job and register.

PARTICIPATING EMPLOYERS

• RR Donnelley
• Internal Revenue Service
• Starbucks Coffee Company
• Employment Options
• GE Aviation Systems - Long Island, NY
• United States Steel Corporation
• Nicor Gas
• Amcom Software
• MSA Professional Services
• Kirkwood Community College
• Karmanos Cancer Institute
• TRC Global Solutions, Inc.
• GC Services LP
• Oce North America
• Excellus BlueCross
• More to come...
  

Participating job seekers will be able to

• Learn about each company
• Review a wide variety of job postings
• Search for jobs by occupation type, location and more...
• Apply by sending your AbilityLinks resume directly to job fair employers
• Network with employers during Live Chat sessions
• Consult disability employment experts
• Secure your future career
• It's free to register

Participating employers and recruiters will be able to

• Have unlimited job postings
• Have Virtual Booth Space with a company description, link and logo
• Host Live Chat sessions to network with qualified job seekers
• Search AbilityLinks resumes by occupation type, education level, location and more...
• Identify and review applications made by AbilityLinks candidates
• Consult disability employment experts
• Recruit qualified candidates and increase your disability diversity
• It's free to register

How to Participate in the AbilityLinks Virtual Job Fair

Job Seekers

1. Post a resume. If you already have a resume on AbilityLinks, check to make sure it is current. (Click this link to post a resume or check the status of your resume.)
2. Complete the job fair registration form
3. Login to the virtual job fair anytime October 24-28 to
• View company profiles
• Chat with employers and recruiters
• Apply for jobs with your AbilityLinks resume
• Consult disability employment experts and more...

Employers and recruiters

1. Post a job(s). If you already have a job on AbilityLinks.org, check to make sure it is current. (Click this link to post a job or check the status of your job postings.)
2. Complete the employer registration form including
• Select jobs to include in the job fair
• Enter a brief company description and link
• Schedule times to chat with job seekers (optional)
• Email your logo in JPG or GIF format. (High definition preferred.) to kskord@abilitylinks.org
3. Login to the virtual job fair anytime October 24-28 to
• Search job fair resumes
• Chat with job seekers
• Consult disability employment experts and more

REGISTER NOW

Contact UsAfter you register, return to AbilityLinks.org anytime October 24-28 to login and participate in the the virtual job fair. If you have any questions about the job fair, or are interested in sponsorship opportunities, please contact us.

Ken Skord
AbilityLinks program director
kskord@abilitylinks.org
630/909-7440

Janice Duvall
AbilityLinks information and referral counselor
jduvall@abilitylinks.org
630/909-7443

Bill O'Connor
AbilityLinks information and referral counselor
boconnor@abilitylinks.org
630/909-7444

White House to Host State-Specific Calls About the American Jobs act and the FY2012 Budget on October 13 & 14

On Friday, October 7, the White House released the following invitation:

Good morning,

Please join us for state-specific calls on Wednesday, October 12th, Thursday, October 13th and Friday, October 14th to talk about the American Jobs act and the FY2012 Budget.

Below is dial-in information for each state call. If you require captioning for any of the calls, please emailsfeuerstein@who.eop.gov and put the following in the subject line of your email — "captioning required for state call"

In the body of your email, identify the state call for which you need captioning services.

These services only will be available for those who are deaf or hard of hearing. We will not maintain or provide transcripts of the calls.

Please email us by Monday, October 10th no later than 5:00 p.m. Eastern in order for us to be able to arrange captioning services.

You can also visit http://www.whitehouse.gov/issues/disabilities where you can keep up with what the Administration is doing for Americans with disabilities.

Please circulate to those in the specific states that you know may be interested in these calls.

If you did not receive this email and would like to be added to the White House disability distribution list to receive email updates and information, please email disability@who.eop.gov with your name, city, state, and organization.

Call Times — All Times are Eastern

Wednesday, October 12th: New York American Jobs Act Call 12 p.m. EDT Dial-in #: (800) 230-1093 Florida American Jobs Act Call FL 2 p.m. EDT Dial-in #: (800) 288-8976

Thursday, October 13th: Missouri American Jobs Act Call 10 a.m. EDT Dial-in #: (800) 288-8960 Minnesota American Jobs Act Call 10 a.m. EDT Dial-in #: (800) 230-1096 Illinois American Jobs Act Call 11 a.m. EDT Dial-in #: (800) 288-8968 Massachusetts American Jobs Act Call 1 p.m. EDT Dial-in #: (877) 258-1466 Maine American Jobs Act Call 2 p.m. EDT Dial-in #: (800) 288-8968 Colorado American Jobs Act Call 3 p.m. EDT Dial-in #: (800) 230-1085 Arizona American Jobs Act Call 4 p.m. EDT Dial-in #: (800) 288-8960 Michigan American Jobs Act Call 4 p.m. EDT Dial-in #: (800) 230-1092 Wisconsin American Jobs Act Call 5 p.m. EDT Dial-in #: (800) 230-1093 Oregon American Jobs Act Call 6 p.m. EDT Dial-in #: (800) 230-1059

Friday, October 14th: Virginia American Jobs Act Call 11 a.m. EDT Dial-in #: (800) 230-1092 Texas American Jobs Act Call 12 p.m. EDT Dial-in #: (800) 288-8960 Ohio American Jobs Act Call 2 p.m. EDT Dial-in #: (800) 230-1059 Pennsylvania American Jobs Act Call 3 p.m. EDT Dial-in #: (800) 230-1074 New Jersey American Jobs Act Call 4 p.m. EDT Dial-in #: (800) 230-1085 California American Jobs Act Call 5 p.m. EDT Dial-in #: (800) 230-1074 Montana American Jobs Act 6 p.m. EDT Dial-in #: (800) 230-1059

ODEP Home Page | Contact Us

$2.2 million through ‘Add Us In’ initiative to improve employment opportunities for people with disabilities

ODEP News Release: [09/30/2011]
Contact Name: Bennett Gamble or Gloria Della
Phone Number: (202) 693-4667 or x8666
Release Number: 11-1435-NAT

Labor Secretary Hilda L. Solis announces $2.2 million through ‘Add Us In’ initiative to improve employment opportunities for people with disabilities

WASHINGTON — Secretary of Labor Hilda L. Solis today announced four two-year cooperative agreements totaling $2,165,998 to consortia led by the Board of Trustees of the University of Illinois in Chicago, the National Organization on Disability in New York City, TransCen Inc. in Rockville, Md., and the World Institute on Disability in Oakland, Calif. These awards represent the second round of funding provided through the "Add Us In" initiative of the U.S. Department of Labor's Office of Disability Employment Policy. The first round of awards was made in September 2010.

"This administration is committed to expanding job opportunities for all Americans, including those with disabilities," said Secretary of Labor Hilda L. Solis. "The Add Us In initiative addresses employment disparities for people with disabilities by helping employers integrate disability and diversity considerations into their workforce planning."

The goal of the "Add Us In" initiative is to identify and develop strategies to increase the capacity of small businesses and communities, including underrepresented and historically excluded communities, to employ youth and young adults with disabilities. To achieve this goal, the consortia will create replicable models and strategies that can be used nationwide by businesses and employers to reach out to people with disabilities in their communities; develop sustainable partnerships between businesses and organizations addressing issues of diversity and disability; and build national and local networks of experts skilled in meeting the needs of business while also serving individuals with disabilities.

More than 10 million Americans who are members of ethnic and racial minority groups have long-lasting disabling conditions or impairments. Researchers have found that individuals with disabilities from these groups are often at increased risk for unemployment. Recent data from the department's Bureau of Labor Statistics indicate that, as of August 2011, the percentage of individuals with disabilities that participate in the labor force is 21 percent, compared with 69.9 percent for individuals with no disability. The unemployment rate for individuals with disabilities is 16.1 percent, compared with 8.8 percent for individuals with no disability.

Assistant Secretary of Labor for Disability Employment Policy Kathy Martinez noted, "Small businesses, particularly in minority and underserved communities, offer a real opportunity to improve employment outcomes for one of our country's most underutilized talent pools. People with disabilities, in turn, can improve the competitiveness of our nation's small businesses because of the unique skills and perspectives they bring."

The Office of Disability Employment Policy provides national leadership on disability employment policy by developing and influencing the use of evidence-based disability employment policies and practices, building collaborative partnerships, and delivering authoritative and credible data on employment of people with disabilities.

To learn more about the Add Us In initiative, visit http://www.dol.gov/odep/.

September 2011 Disability Employment Statistics Released

September 2011 Disability Employment Statistics Released

The U.S. Department of Labor's Bureau of Labor Statistics has released disability employment statistics for September showing that the percentage of people with disabilities in the labor force was 21.1. By comparison, the percentage of persons with no disability in the labor force was 69.7. The unemployment rate for those with disabilities was 16.1 percent, compared with 8.5 percent for persons with no disability, not seasonally adjusted.

Posted: 10/06/11 to Employment