National Disability Employment Awareness Month Archives

NDEAM is Here!

September 30, 2018

Thirty-two years ago, I was a wheelchair-using college senior at Hampton University in Hampton, Virginia. I knew very little about disability employment or inclusion. I just knew that like many of my peers, I had to get a job. I went through a number of first interviews, two second interviews and didn’t have a job when I rolled across the stage to get my diploma. This pre-dated the Americans with Disabilities Act (ADA) and companies didn’t discuss advancing disability employment the way they do today.

In the 28 years since the ADA became law, a lot has changed. You can easily find articles on ‘disability inclusive best practices’ on social media, and increased focus on engaging the community as employees and consumers. Great strides have been made and I celebrate those. However, there remain uncontested market opportunity for companies that prioritize disability inclusion.

Each October, the country recognizes National Disability Employment Awareness Month. This year’s theme is America’s Workforce: Empowering All. As your company plans events for the month, and beyond, I strongly encourage you to establish metrics for disability inclusion. Otherwise, it’s expendable as corporate priorities shift if not tied to the bottom-line.

I’ve assembled a few resources to spark your thinking on disability inclusion that cover a variety of topics:

Reasonable Accommodations in the Workplace: The ADA National Network created a fact sheet which serves as a basic overview of reasonable accommodations in the workplace and includes examples of the reasonable accommodation process
Fashion Styling for People with Disabilities: Stephanie Thomas is founder, stylist and editor-in-chief of CUR8ABLE, a disability fashion lifestyle website. With a passion for accessibility, Stephanie has followed clothing trends for people with disabilities for 24 years and works to empower people every day with advice from her disability fashion styling system. Based in Los Angeles, with followers spanning the globe, Stephanie strives to create beautiful, powerful images that challenge and ultimately change negative perceptions of people with disabilities.
Unlocking Diverse Abilities: How to Create Accessible Workplace Culture: Jennifer Brown is a leading diversity and inclusion expert, and host of The Will To Change podcast, which uncovers true stories of diversity and inclusion. On this show, she interviews Kathy Martinez, Senior Vice President, Disability Segment Market Brand & Strategy for Wells Fargo & Company, who shares her unique diversity story and how she came to be aware of and involved with efforts to create a more just and equal society. Kathy reveals why creating more accessible products and services ultimately benefits all consumers and why it makes good business sense. She also discusses misconceptions that leaders often have when it comes to workplace accommodations and the return on investment that comes with accommodating the needs of all employees.
Job Accommodation Network: JAN provides free consulting services for all employers, regardless of the size of an employer’s workforce. Services include one-on-one consultation about all aspects of job accommodations, including the accommodation process, accommodation ideas, product vendors, referral to other resources, and ADA compliance assistance.
The Hidden Market: The Purchasing Power of Working-Age Adults with Disabilities: The needs of adults with disabilities are frequently overlooked in the marketplace and when businesses are designing and promoting products and services. An April 2018 report from the American Institutes of Research finds that inclusive hiring practices and involving people with disabilities in product development and advertisement can help businesses access a market worth billions of dollars.
The Power of Family and Friends: Family and friends of people with disabilities is market of approximately 105 million.They influence purchase decisions and respond to companies that are disability inclusive. In this video, I share effective tips to reach this segment of consumers.

I’d love to learn more about how you, or your organization will recognize National Disability Employment Awareness month. Send me an email or post on our Facebook page!

Happy October!
Carmen Daniels Jones
President, Solutions Marketing Group

100 Percent: An Interview with Scott Monette, Founder of 100 Percent Wine

January 10, 2017

By Joan Leotta

Scott Monette, left and Matthews Monette, right

Scott Monette, Founder of 100 Percent Wine, and his son Matthew

Scott Monette ‘s St. Louis company, 100 Percent Wine, is more than just a purveyor of premium California wines. The company’s mission represents a major shift in paradigm, a change in the way America views people with disabilities in the workplace. Monette’s ambitious goal of creating more inclusive environments is powered by his belief: “Work is a basic right. Having a job helps people feel that they have a place in society.”

This very conviction — along with something more — inspired Monette to leave a prime position in the corporate world to found 100 Percent Wine. As he explains, “I have a strong vested interest in inclusive workplaces. My son Matthew is deaf and on the autism spectrum. The number of people in our country with disabilities is staggering—56, 57 million. In addition, two thirds of them are completely out of the workforce. A job defines your place in society. I wanted my new business to start a conversation about what people with disabilities can accomplish in the workplace if we just give them a chance.”

In both hiring people with disabilities and determining their placement within the organization’s structure, Monette’s approach is unique. Approximately half of his small staff identifies as having a disability and all its profits are donated to groups who work toward creatively integrating people with disabilities into the workforce. Monette explains, ” We are a certified “B” corporation. B Corps are certified by the nonprofit B Lab to meet rigorous standards of social and environmental performance, accountability and transparency and not just wealth for shareholders., We take this seriously. In fact, we were recently named a 2016 Best for the World Company by the B in Change Media. This award highlights companies around the globe that create exceptional positive social and environmental impact. In our case, we were honored for our work in the communities we serve. We felt obtaining the certification and the award was important because they tell people we are serious about our commitment to the inclusion of people with disabilities into the workforce.” In evidence of this uncommon commitment, Monette’s salary as company head is one dollar per year.

Challenges

Or course, lofty goals are not without their own unique challenges. As Monette explains, product perception can be a stumbling block for potential consumers: “One of our major challenges is getting people to realize that they can have a great product experience while supporting a wonderful cause. So many companies have produced poor products under a charity umbrella that consumers have become rightly skeptical. I knew our wine had to over-deliver to be credible. Based on feedback from consumers and wine critics, all of our wines exceed that high standard. We have to prove it to consumers at every single tasting.”

Another challenge related to the company’s larger objectives is persuading potential employers to hire people with disabilities. To address this, 100 Percent Wine actively models both its hiring practices and training techniques. Such proactive transparency allows “other firms to see that hiring people with disabilities is a good business decision” Monette says. He goes on to point out that “we have plenty of data to show that people with disabilities make dedicated hard working employees— that their turnover and absentee rates are very low. Low turnover alone, once experienced, makes it well worth it to hire a person with a disability. These figures alone, however, do not make the case about the importance of training, or even one on one coaching. Experience makes that case.” Monette notes that one person can get the ball rolling in a large or small business. Walgreen’s Pepsi, Ford, UPS, Amazon,, and Xerox are industry giants who have innovated employment opportunities and implemented training for people with disabilities.

Employees at 100 Percent

Andrew, who has attention deficit challenges, is one of the employees whose job is to ensure that patrons of 100 Percent come away with positive shopping and purchase experiences. After Andrew’s first employee experience as a 100 Percent Brand Ambassador at a grocery store tasting, Monette was motivated to write an article describing what they had both learned that day. Those reflections which appeared in Fast Company relay the practicalities and the passions that combined, can create a successful venture. From the vantage point of company founder, Monette is clear about the learning curve: ” I had done a number of wine tastings and understood how to be effective,. I assumed all of that knowledge would be intuitive for Andrew. That was not only wrong, but it was also unfair. I realized that Andrew just needed some coaching on how to interact with customers, Once I took the time to help Andrew, he learned quickly and became successful— so successful that customers began to ignore me. He ended up selling twice the volume of wine that day that we normally sell. I learned a lot. My biggest lesson was that no company had really given Andrew a chance. I quickly figured out that Andrew could be very successful once he was properly trained, just like anyone else. I knew there were lots of other “Andrews” in the world who deserved a chance to be successful. At its core, that is what 100 Percent Wine stands for.”

Half of the small company’s staff of six have disabilities. Tom Jenkins who oversees social media has cerebral palsy and is mobility impaired. Valerie Hill, has learning difficulties and other disabilities goes out on tastings. As the company grows by adding products, Monette hopes to add more employees as well, including those with disabilities. “We still have a lot of work to do, but we know that once people see what we are doing it opens their minds to the possibility of hiring persons with disabilities in their own companies. It was important to have a person with a disability in a position where he or she would interact with the public. That works to change public perceptions of what people with disabilities can or cannot do. Disability inclusion is integral to our business.”

Monette works with local agencies committed to helping people with disabilities find meaningful employment. “We recruit employees from several organizations where job development is part of their mission. One of these is the St Louis Arc, which gave him the referral to Andrew.

As inspiration for this innovating venture, Matthew Monette may one day work full time for his father. Scott Monette explains, “Matthew works with me on a part-time basis now but he recently got a full time job at a local grocery. Matthew always comes home smiling from work. When I was driving him home recently, he pointed to the grocery store where he works and said, ‘That is a happy place.’ I want everyone to feel the same sense of accomplishment and joy that Matthew feels from work.”

Customer Reaction

Even the most altruistic of business enterprises rely on positive customer feedback, a reality which Monette has sought to balance with the other objectives of his company. With a goal of “creating an experience beyond the simple transaction of tasting the wine,” Monette seeks to establish “customer engagement that not only creates a good atmosphere for the product but also helps the general public change any negative perceptions about people with disabilities in general and specifically about what they can do in the workplace.”

Exceeding customer expectations contributes to the company bottom line which in turn strengthens the case Monette makes to potential employers in other lines of business. People with disabilities constitute a vast untapped labor pool. By engaging the challenges unique to this highly diverse and talented demographic, 100 Percent Wine effectively models how to “build on each small success and clearly articulates as a company that this is who we are [hiring]. If it were easy it would have no real value.”

Partners and Profits

At present, two organizations, United Cerebral Palsy Heartland and Mercy Hospital in St. Louis, are the largest recipients of 100 Percent Wine profits. Of special note, Mercy’s work in the community closely aligns with Monette’s own business objectives. Dana Brodeur, who serves as Manager of Disability Inclusion Services for Mercy Hospitals in St. Louis, has, according to Monette, developed a stellar program “that turns volunteers, especially volunteers with disabilities, into employees. Not only has she formed a very successful program, she has made it into an innovative employment creation model and implemented it in all of the other Mercy hospitals in the area. In addition, she is broadening it to the six other states where Mercy has a presence. She uses volunteering as a way of training for the people she hires. She has also integrated dealing with people with disabilities into the hospital’s diversity training program.”

Making Progress

In addition to the positive coverage in disability media, several local, general media outlets have devoted news stories highlighting the company’s mission and its important impact on the community.

Regrettably, not every interaction has been a success. Monette recounted a recent incident where a grocery manager asked Andrew to leave the store before he had even begun the tasting. Monette notes that Andrew had done anything wrong and when pressed, the manager used a flimsy excuse to justify asking Andrew to leave. Monette says, “Andrew was, of course, deeply hurt and it reminded me that although we have made progress, there is still a lot of work to do.”

Vision for 100 Percent Wine

Fortunately, such episodes are infrequent and will not deter Monette and like-minded businesses and organizations from seeking even great inroads. For this father and CEO, the future is clear: “Our vision is to develop more products, hire more people including people with disabilities … and as a bigger company we will be able to support more organizations with a vision for employment of people with disabilities.” To this, Monette added: “I like to think that we are in the business to help people. Some are cynical but I have a son in this population and I am committed to making this work. We are transparent as a company and we live what we say we are going to do. We want to continue to be a brand that brings lasting value and impacts lives.”

——–
Note: 100 Percent Wine’s products in many retail stores throughout Illinois and Missouri. In states where online alcohol purchase and delivery are legal, visit drinkwinehelppeople.org or contact Scott directly at Scott@drinkwinehelppeople.org.

National Disability Employment Awareness Month Presents a Unique Opportunity

October 10, 2016

by Carmen Jones

In 1986, a car accident left me paralyzed. When I returned back to school almost a year later, I still did everything career-bound college students are advised to do – got good grades, held leadership positions in student government, and became involved in a host of extra-curricular activities. Yes, I was now a person living with a disability, but I had no intention of derailing my plans to pursue a career in marketing.

Carmen Jones, in her wheelchair and cap-and-gown, surrounded by 4 people

Carmen at her Hampton University graduation

But when it was time to start my post-graduation employment search, unlike most of my classmates, I received no guidance from the Hampton University Career Planning and Placement Office. Looking back, I know they were willing, but we were all on unchartered territory. I was one of a handful of undergraduate students with a disability and they didn’t know how to support or connect me to resources or recruiters from companies or organizations with inclusive hiring practices.

So I was left to navigate the job market on my own.

I started out hopeful. During my senior year I had a number of initial interviews, and two of those companies actually called me back for a second round. Yet despite my accomplishments, and perceiving that I did well in those interviews, I wheeled across the stage with a degree in one hand and no job offer in the other.

While my parents are sweet and patient people, they made it clear that I had to get a job. Heeding their demand, I continued to beat the proverbial pavement to no avail.

Through a series of unexpected circumstances, Ralph Shelman, the executive director of The Peninsula Center for Independent Living, read an article about my accident and returning to school. He reached out to the university and, fortunately, Hampton contacted my parents to relay the message. A week or so later, I was in Ralph’s office interviewing for an Independent Living Counselor position. He hired me on the spot, and I began providing guidance and counsel to people who had their disabilities much longer than I, some from birth. On paper, I was woefully unqualified for this position, but Ralph gave me a chance.

Since full-time employment was my goal, I didn’t really think about having any practical knowledge about the disability community or counseling. I had only been a person with a disability for less than three years and had no prior experience navigating the community and social supports for myself, let alone helping others. I jumped right in, and my boss wasn’t deterred by my learning curve. He had a solutions mindset, one that was willing to give a new graduate an opportunity to gain a foothold on the world. A mindset that could see past my wheelchair to my potential. A mindset that was willing to open the doors a little wider for someone with a disability.

And without that mindset—that opportunity—I wouldn’t be where I am today.

October is National Disability Employment Awareness Month (NDEAM) and the time of year when the disability community and many employers spotlight disability employment and inclusion in small businesses, local/state/federal agencies, and corporations. NDEAM, supported by August 2016 data from the Department of Labor, reminds us that the unemployment rate of people with disabilities is 11.3%, while the rate amongst people without disabilities is 4.8% – almost 3 times higher than the general population.

NDEAM - Inclusion Works: Inclusion Workds for Opportunity, Inclusion Works for Business, Inclusion works for Innovation

NDEAM 2016 Poster

As disability inclusion has grown, NDEAM can be a catalyst for moving beyond awareness to creating an opportunity mindset among decision makers. Much like my former boss, employers with an opportunity mindset seek to address what’s needed to open doors wider to enable people with disabilities to apply for positions they are most qualified for. It looks at what people can offer, removes the stigma of disability, and understands that diversity of thought and experience makes for a richer culture.

There are some initial questions that you and your team can answer to begin developing an opportunity mindset:

Start with why. Why is disability inclusion important for your organization?

Be honest. What has your organization done to identify, recruit, onboard, and retain individuals with disabilities? What was the outcome?

Have a champion. Who is the leader that has the authority to drive disability inclusion?

What additional leaders and/or departments need to be engaged across the enterprise?

Buy-in is Critical. What are your internal stakeholder’s biggest objections about disability employment? What steps can your team take to counter objections?

Define a measurable goal. For example – The XYZ organization will hire a certain percentage of employees with disabilities by a target date. By making this clear your organization can outline action steps to achieve this goal.

Build partnerships. What disability organizations do we need to build relationships with to access talent, locally and/or nationally?

I hope these questions will help your organization take important first steps to develop an opportunity mindset during NDEAM. If this discussion guide is beneficial to you, please send me an email at cjones@disability-marketing.com.