DiversityInc Best Practices is designed to help you find data, solutions and best practices to diversity-management questions and strategies. It is organized by topic and updated frequently as data and best practices evolve.
Panelists: Lissiah Hundley, Head of Strategic Partnerships and Client Fulfillment at DiversityInc; Kathleen Martinez, SVP, Head of Disability and Accessibility Strategy, Enterprise Marketing at Wells Fargo; Jose Garcia, Senior Vice President, Diversity Talent Acquisition Strategy…
Abdi Warsame is the Senior Strategic Pricing Manager at AT&T and President of Ability ERG – Fort Worth Chapter. Warsame shares with DiversityInc COO Carolynn Johnson his journey, which began more than 20 years ago, 8,000…
TD Bank and PwC share best practices on recruiting people with disabilities.
Humana provides insights about the its recruitment of people with disabilities and its resource group for people with disabilities.
Bank executive gives advice on what to do after joining an employee resource group.
Lance LaVergne, Talent Acquisition SVP, talks about how individuals with diverse abilities can get senior leaders to recognize their work.
I learned very early on to be comfortable living in the uncomfortable. By taking risks early on and throughout my career, I grew as an employee and as a person. Whether it is taking on stretch roles, transferring to a new business unit, or working directly with senior management, the skills and experiences you will gain are priceless.
Professionals with disabilities might feel a little out of place because of their visible or non-visible differences. Mentors and sponsors can play a key role in helping them bring their whole selves to work.
GM was one of the very first companies to have an employee resource group for people with disabilities. The GM ABLE Employee Resource Group was established in 1993 and has been instrumental in providing input on facilities accommodations and in sharing their time/talents with local communities, and people caring for a family member with a disability.
Recruitment at Wells Fargo focuses not only on accommodating people with disabilities throughout the hiring process, but on purposefully attracting people with disabilities. The company’s recruitment website includes a designated phone number for applicants with diverse abilities to request accommodations for the interview and selection phase.
This educational tool, available for posting on your corporate intranet, includes a timeline, facts & figures and our popular “Things NOT to Say” series, all focused on National Disability Employment Awareness Month.
The complaint alleges Uber engaged in “pervasive and ongoing discrimination” because people in wheelchairs can use only a few dozen of its more than 58,000 vehicles in the city.
Airbnb hosts more likely to discriminate against travelers with disabilities even when advertised as “wheelchair accessible.”
Kellogg and KPMG detail how they’ve been successful in encouraging employees with disabilities and LGBTs to self identify.
Wells Fargo donates $450,000 to four nonprofits supporting people with disabilities
