October 1, 2021 • 22 mins
October is National Disability Employment Awareness Month and this episode celebrates the journey of one man from a life-changing event to his position today as a leading disability and inclusion professional in a national company.
While employers struggle to find talent, Ben Trockman has found the solution in the significant population of talented, problem-solving people with disabilities sitting on the on the sidelines. People with disabilities make up the world’s largest minority but simply aren't being tapped. Ben Trockman's personal and professional goal is to build awareness, tackle assumptions and rethink the way we work to build more inclusion.
Ben is the Diversity and Inclusion Outreach Specialist with Old National Bank, based in Indiana and with offices throughout the Midwest. He is focused on helping Old National to become a leader in disability employment in part by enhancing recruiting efforts and restructuring hiring processes. Ben also manages the Achieve Ability professional mentoring program at Old National Bank.
On a personal level, Ben is active within the disability advocacy community, working with legislators in Washington DC and Indianapolis to improve employment opportunities, airline accessibility and healthcare options for people with disabilities.
Old National Mentorship program:
https://www.oldnational.com/ONB/insights-detail/insights/2021/03/17/achieve-ability
To contact Ben: Ben.Trockman@oldnational.com
This podcast episode has been brought to you by Old National Bank - a Leading Disability Employer.
Disclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:05):
Welcome to the arc experience, featuring the
stories of self advocates withdisabilities and their families
from around Wisconsin.
Be inspired.
Take action.
And now for today's episode,
Speaker 2 (00:23):
Hello and welcome to the arc experience podcast.
I'm your host Lisa pew with thearc Wisconsin.
And today we're talking with BenTrackMan.
Uh, Ben's personal journey withdisability began when he was 17
and experienced a spinal cordinjury, but he's been on a
mission ever since fighting forthe inclusion of the world's
(00:45):
largest minority in ourworkforce and across all our
communities as the diversity andinclusion outreach specialist
with the old national bank basedin Indiana, he is focused on
helping the corporation tobecome a leader in disability,
employment and inclusion througheducation and awareness
enhancing recruitment effortsand rethinking the entire hiring
(01:08):
process.
Ben also manages the uniqueachieveability professional
mentoring program that we'regoing to learn a lot more about
today.
His message about reaching anuntapped workforce is more
important now than ever.
So we're really excited to talkto you, Ben,
Speaker 3 (01:25):
What a nice intro, Lisa, glad to be with you today.
Speaker 2 (01:29):
Well, then let's get right into it.
I'm really curious about, uh, ifyou could tell us a little bit
more about yourself and how youreally kind of became this
leader for disability employmentand inclusion.
Speaker 3 (01:43):
Sure.
Well, uh, my personal story, uh,is that, uh, about 15 years ago
when I was 17 years old, uh, Iwas involved in a dirt bike
accident, um, or biking was afamily thing.
We really enjoyed it, uh, alwayswent out and had had a great
time, but, uh, you know, onething led to another and all of
(02:06):
a sudden I was thrusted to alife of living with a
disability.
You know, disability was notsomething that my, my family and
I, it was not in our languageevery day was not something that
we understood or really, uh,could comprehend.
(02:26):
Um, and so, you know, beinggoing from a very independent
person, someone that, again, notknowing anything about it to
living it every single day, uh,it became something, uh, very
prevalent, uh, in our life.
Uh, so fast forward to, youknow, I was able to graduate
(02:47):
high school on time.
I, I think that's due to myfriend saving most of their
hallmark, but don't tell, uh,but uh, spent some time and, uh,
therapy.
Uh, then I moved on to, tocollege.
Uh, but during my college years,I had the opportunity to serve
(03:07):
as a national ambassador for,uh, Easter seals.
Uh, you know, one of the larger,uh, not for profits, uh, just
like arc that serves individualswith disabilities.
During my time as a nationalambassador, I had the chance to
travel all across the countrycountry, did, uh, conferences
(03:31):
and, uh, Chicago and new Orleansand San Diego and Washington DC.
And did, uh, advocacy work forpeople with disabilities.
I've learned about families, uh,the challenges that they face,
the opportunities that they havelearned about the way that many
(03:52):
different people, uh, function,uh, many different people
succeed.
And at sometimes I'll manypeople struggle.
And so it really opened my eyesthat experience at national
ambassador really opened my eyesto what advocacy can do and what
, um, you know, being a, adisability inclusion advocate,
(04:15):
if you will means to me.
And so through, uh, to yourquestion, your personal
experience and a little bit oftravel, um, and a little bit of
opportunity, um, it became apart of who I am and a big part
of my heart and my, my drive forthe future,
Speaker 2 (04:32):
You know, and, and obviously old national, which is
a pretty large corporation.
I know you're talking to us fromIndiana and there's a presence
for old national here inWisconsin as well.
You know, they must have seenthat passion in you.
And when they offered you thisposition, I'm wondering how, w
(04:57):
how did you approach that rolewhen you became employed at old
national?
What kind of goals did you havein the beginning for what you'd
like to see for greaterinclusion of people with
disabilities in the workplace?
Speaker 3 (05:11):
You know, Lisa as a, a 24 year old, uh, joining a
community bank, uh, in theMidwest with no experience in
the banking world and a degreein PR and advertising, I had no
clue what I was doing.
(05:32):
Uh, we looked around, um, andlearned and listened to a lot of
other organizations and whatthey were doing.
And quite frankly, uh, when Ijoined, uh, old national, uh,
2014, that was very early on inthe disability inclusion
(05:53):
movement among corporations.
You know, that's something thatsee pretty prevalently.
Now, if you're scrolling throughLinkedIn or follow the headline
disability inclusion, it'ssomething that we see a lot
more, but in the very beginning,you know, there weren't as many
examples.
And so weren't quite sure, youknow, what we're going to do,
but what we did as a company islook inward, um, as to what we
(06:20):
could do and what we couldaccomplish.
And what we set out to do wasbecome the most inclusive
employer of people withdisabilities in the Midwest, um,
and trying to figure it out fromthere.
And one of the things we'll talkmore about that you, you
mentioned is our mentoringprogram.
Uh, but it's really, it's beenthe catalyst catalyst of many of
the things that, uh, that we do,but something that, uh, we
(06:43):
believe in very deeply at oldnational bank is mentoring, um,
and is empowering young people,um, and all of our associates.
Um, so we knew that, uh,empowerment and mentorship would
be something that, uh, wouldplay into what we do in the
disability inclusion realm.
Speaker 2 (07:07):
Yeah.
You know, I think it is a reallyexciting time for disability
inclusion.
You're right on LinkedIn.
And in many places, you're justhearing much more about, um,
inclusive workplaces and everyaspect of inclusion, but it's
super exciting as a disabilityadvocate, you know, you and I
are both disability advocates, Ithink, to kind of see that we
(07:30):
are going to talk more aboutthat really cool mentoring
program.
Achievability right after a wordfrom our sponsor.
Speaker 1 (07:37):
This podcast episode has been brought to you by old
national bank.
Old national bank has beenrecognized by the national
organization on disability as aleading disability employer, and
one of the best places to workfor disability, inclusion, old
national fostering, a welcomingworkplace where people of all
abilities, backgrounds andskills can work together to
(07:58):
accomplish great things.
So,
Speaker 2 (08:01):
Ben, I said, before the break, we were going to talk
about achievability, let's letour listeners, so what is
achievability?
What, what is that program allabout?
Speaker 3 (08:10):
Well, this is, this is my, my heart and my soul of,
uh, what I do and what we do atold national.
Uh, so the idea of achievabilityis to, as we discussed prior as
to empower individuals withdisabilities, uh, so the idea of
(08:31):
achievability is that I searchedaround and meet a bunch of
wonderful young aspiringprofessionals with disabilities
throughout our now six to eight,uh, footprints of all national,
uh, and pair those individualswith leaders at old national for
(08:54):
a 10 month mentoringrelationship that empowers and
builds the professional networkof those mentees, but also
teaches our leaders, um, about,uh, different disabilities.
So to get into a little bit moreexplanation is that mostly I
(09:16):
recruit from the collegecampuses, you know, each college
has a, or most colleges have adisability services office.
You know, for instance, I usethe resources of a disability
services office when I was, uh,in college.
Um, so we recruit a lot ofindividual individuals from the
college campus, uh, and alsothrough, uh, service providers,
(09:40):
not just like arc and Easterseals and all the above, um,
from around our, our footprint.
So we meet aspiring youngprofessionals.
Usually those who are about togo in to a career, um, are about
to graduate from college, youknow, really take taking the
next steps in their career veryseriously.
(10:01):
And I get to know those people,I conduct an exploratory
interview.
I find out what their interestsare, you know, whether it's
gaming or whether it's sports orwhether it's, uh, auto racing.
Um, I learned about, you know,their major, whether it's
accounting or whether it's, youknow, something to do with
not-for-profit social work.
(10:21):
And I pair them with a leader atold national that I believe, um,
would be a good fit for them.
So you could call me amatchmaker and you wouldn't be
wrong.
Um, so I try and createrelationships that, and parents
that I know the individuals willenjoy for the next couple of
(10:44):
months, the idea of the programis to create friendships that
will hopefully last longer thanthe program.
But our goal is to empower thementee with a bit more
confidence, a bit more of aprofessional network, uh, once
they graduate in, uh, in a bitmore idea of Al they will get to
(11:08):
where they want to be.
Uh, what we, what we see isthese friendships really do.
Uh, well, let me go back alittle bit.
What I know is that I would notbe at old national, without a
mentor that connected me withsome of our executive leaders
that at old national even talkabout having a job, uh, the way
(11:32):
that I got a job was, wasnetworking.
Um, and so what I want to do forthese young people that are
looking for a career that arelooking to get connected is
provide them with a mentor.
Like I have, uh, when I wasgraduating college.
And that's what we all need,whether you have a disability or
(11:54):
not, you need a champion on yourside, we just call them up a
mentor.
And that's what achievabilitydoes kind of in a nutshell.
Speaker 2 (12:02):
Yeah.
You know, what an incredibleprogram you just talked about,
the impact on the mentee andyour, your hopes for their
development and success.
I'm wondering on the flip sideof that equation, when you look
within, um, full national as acorporation, what kind of a
culture shift do you thinkachievability, and some of your
(12:24):
work has had on your colleaguesthat, who maybe hadn't had any
exposure to people withdisabilities prior to your work
or achieveability?
Speaker 3 (12:35):
Well, instead of perfectly, um, with mentioning
that, you know, as I mentionedat the top of this program, I
had no idea really aboutdisability prior to my accident.
Well, a lot of times some of ourleaders have had no idea about
disabilities, whether it'scerebral palsy, spinal cord,
(12:55):
injury, visual impairment, orautism, all of which we've had
individuals and achievability,um, our leaders may not have had
an interaction with someone, uh,of all those different
abilities.
So, uh, for our leaders, uh,we're learning how to be better
leaders.
We're learning how to be moreinclusive, how to be more
(13:18):
thoughtful, how to be moreempathetic.
Um, that is, you know, my bodywith this program and really
with inclusivity as a whole isone person at a time.
That's how we make a difference.
One moment, one interaction, onemeeting, one discussion, one
day, one conversation at a time.
(13:40):
That's the way that we can makea difference.
And so to your question, I cantell you that the leaders that
have participated as mentors inachieveability, they will
resoundingly an average founding.
They told me that they havelearned far more from their
(14:01):
mentees and they have given totheir men.
Uh, and so they always come awaywith great lessons learned, um,
at many times, um, are reallyboth sides are very pleased with
just the way that, uh, thementees have helped transform
the way that they think about,uh, disability or the way that
(14:24):
they just think about, um, theirown personal lives.
Speaker 2 (14:30):
I love that.
I think you're absolutely right.
You know, one person at a time,one relationship at a time,
that's how you get that cultureshift.
It might take you longer, but itreally is more authentic that
way, you know?
And so achievability in someways is kind of in its infancy,
right?
(14:50):
I mean, I'm wondering what yousee in the future for old
national bank, in terms of kindof overall your diversity and
inclusion process.
Um, what are your hopes anddreams for what it could and
should be?
Speaker 3 (15:07):
Uh, Lisa, it's funny that you say that, you know,
when I, when I, uh, in theinfancy stage and I've been with
the company for seven years, andwhen I joined, uh, old national,
I thought, oh man, we can knockthis out in a year or so.
And then I figured out, Hey,we're in six different states
states, we have a multitude ofdepartments.
(15:28):
We have 3000 associates, oh,wait, this might take a little
longer than, than we thought,which is great, uh, job
security, right?
Uh it's this is, uh, to be ableto spread inclusion, um, and
expand what we do does take timeand does take intentional
(15:51):
efforts.
And I will say at what, what amile to do, um, are to continue
to spread these relationships inall of our communities where we
are present, uh, to make betterconnections with colleges and
not-for-profits and finddifferent partnership
opportunities, whether it'sthrough achievability, whether
(16:13):
it's recruiting folks forinternships or whether it's
supporting, uh, great work, justlike what you're doing on, on
this podcast.
Uh, Lisa, this is the way thatwe make connections and, and
spread inclusion.
I'll tell you that.
Let me give you a sneak peak ona project I'm working on, which
maybe I shouldn't go, no,actually I have to do it.
(16:33):
Uh, I know that's right,breaking that everyone, uh, my
intention, uh, and hopes are to,to pair with what we do, uh,
with achievability as to offer,um, for lack of better words,
tools for financial empowerment,um, a seminar, uh, educational
(16:58):
seminar that can be sharedthroughout our communities for
parents, individuals, jobcoaches, uh, non profits,
whomever, um, that can betterunderstand, or to go back.
I know that it took me about ayear to figure out how much I
(17:18):
was allowed to make financially,um, when I started my job.
And I'll tell you that my fatherwas an attorney for 16 years and
had been a judge for 20 yearsand very connected in that the
state.
And we couldn't find the rightpeople, uh, that have the
answers to say, you know, how doyou keep your Medicaid and
(17:42):
continue to work?
And so I know, and I serve onthe ABL at the RD board here in
Indiana.
So I understand accounts andthat's something that we'll talk
more about next time.
Uh, but, um, I think that whatwe can do as a financial
institution, uh, is come to theplate with a little bit more
information on not only, youknow, offering job opportunities
(18:05):
for mentorship, but alsoencouraging people and informing
them that, Hey, you know, youcan get out there and you can
get a job because I think one ofthe biggest problems between
getting someone off the couch,if you will, off the couch with
a disability and enter theworkforce is the fear of losing,
(18:28):
uh, that safety net, the fear oflosing social security or
disability.
Uh, but what we need to do istransform our society to know
that there are options out therethat it's okay, that you can
survive, because there are aheck of a lot of really
challenging people that are kindof stuck on the couch and fear.
(18:51):
Um, and I was one of thosepeople.
Luckily I had a father who was amother and we're not allowing me
to stick around.
I better figure this out, butthat's all about having good
mentors.
That's why we need good mentors.
And then we needed up to theactual institution, like old
(19:12):
national bank partnering withlocal not-for-profits like arc
and others to spread the wordthat say, you can do this.
And here's how, and so I thinkto create a truly inclusive
communities to create aneducated, um, and community of
(19:34):
people with disabilities andfamilies, just to give them the
information that they need andthen the support that they need.
So that's, that's a little bitof the plan, uh, at least for
now.
And that's, again, we set ithere first.
So now ask the app and it can'tjust be an idea roll out, like
in the next couple of months,you
Speaker 2 (19:55):
Are on the record, sir.
Um, but what, uh, I, what areally cool vision, and I agree
with you, the whole complicatedbenefits and earnings that
people with disabilities have tonavigate.
There, there is such a need forsupport with that.
And we do have to have you backfor another podcast.
(20:19):
I kind of noted how you kind ofinvited yourself already.
So
Speaker 3 (20:24):
Yeah, I picked up on that,
Speaker 2 (20:26):
But I think our listeners would really
appreciate hearing more fromyou.
You do have a lot to say, and Ithink we have a lot to learn.
So I guess before we saygoodbye, I'd really like for,
um, a lot of my listeners herein Wisconsin, to understand how
folks can maybe get connectedinto, um, the achievability
mentorship or just kind of learnmore about what might be
(20:49):
happening in Wisconsin.
What do you recommend
Speaker 3 (20:52):
Feel free to reach out to me at any time, Ben
truckman@oldnashville.com.
You can find me on Facebook.
You can call me on my cell.
Okay.
I won't give out my cell phone.
Now I got a little insecure, butfeel free to email me.
Um, you can search our, uh, theold national webpage too for, uh
(21:13):
, chief stability.
Uh, there's a connection form onthere, but I I'd say, just reach
out directly to maybe an email.
I'd be having a phone call or aWebEx, or, uh, maybe we'll even
do a podcast.
Speaker 2 (21:27):
That sounds great.
You know, I will put all thisinformation and Ben's contact
information in our show notes sothat people can learn more.
Then it's already gone by tooquickly.
Thank you so much for sharingall this great information.
We will definitely hold you toyour promise to come back and
just really appreciate talkingwith you today.
(21:50):
Okay.
And thank you to our listenersfor listening to the arc
experience podcast, be sure tolike share and subscribe and
we'll talk to him in the nextepisode.
Today's
Speaker 1 (22:00):
Episode of the art experience was brought to you by
the arc Wisconsin, the state'soldest advocacy organization for
people with intellectualdevelopmental disabilities and
their families it's funded inpart by the Wisconsin board for
people with developmentaldisabilities.
Our theme music called speciesis the property of[inaudible]
(22:21):
and cannot be copied ordistributed without permission.
It was produced by EleanorCheetham, the composer and
artist with autism.
Welcome to the arc experience, featuring the
stories of self advocates withdisabilities and their families
from around Wisconsin.
Be inspired.
Take action.
And now for today's episode,
Speaker 2 (00:23):
Hello and welcome to the arc experience podcast.
I'm your host Lisa pew with thearc Wisconsin.
And today we're talking with BenTrackMan.
Uh, Ben's personal journey withdisability began when he was 17
and experienced a spinal cordinjury, but he's been on a
mission ever since fighting forthe inclusion of the world's
(00:45):
largest minority in ourworkforce and across all our
communities as the diversity andinclusion outreach specialist
with the old national bank basedin Indiana, he is focused on
helping the corporation tobecome a leader in disability,
employment and inclusion througheducation and awareness
enhancing recruitment effortsand rethinking the entire hiring
(01:08):
process.
Ben also manages the uniqueachieveability professional
mentoring program that we'regoing to learn a lot more about
today.
His message about reaching anuntapped workforce is more
important now than ever.
So we're really excited to talkto you, Ben,
Speaker 3 (01:25):
What a nice intro, Lisa, glad to be with you today.
Speaker 2 (01:29):
Well, then let's get right into it.
I'm really curious about, uh, ifyou could tell us a little bit
more about yourself and how youreally kind of became this
leader for disability employmentand inclusion.
Speaker 3 (01:43):
Sure.
Well, uh, my personal story, uh,is that, uh, about 15 years ago
when I was 17 years old, uh, Iwas involved in a dirt bike
accident, um, or biking was afamily thing.
We really enjoyed it, uh, alwayswent out and had had a great
time, but, uh, you know, onething led to another and all of
(02:06):
a sudden I was thrusted to alife of living with a
disability.
You know, disability was notsomething that my, my family and
I, it was not in our languageevery day was not something that
we understood or really, uh,could comprehend.
(02:26):
Um, and so, you know, beinggoing from a very independent
person, someone that, again, notknowing anything about it to
living it every single day, uh,it became something, uh, very
prevalent, uh, in our life.
Uh, so fast forward to, youknow, I was able to graduate
(02:47):
high school on time.
I, I think that's due to myfriend saving most of their
hallmark, but don't tell, uh,but uh, spent some time and, uh,
therapy.
Uh, then I moved on to, tocollege.
Uh, but during my college years,I had the opportunity to serve
(03:07):
as a national ambassador for,uh, Easter seals.
Uh, you know, one of the larger,uh, not for profits, uh, just
like arc that serves individualswith disabilities.
During my time as a nationalambassador, I had the chance to
travel all across the countrycountry, did, uh, conferences
(03:31):
and, uh, Chicago and new Orleansand San Diego and Washington DC.
And did, uh, advocacy work forpeople with disabilities.
I've learned about families, uh,the challenges that they face,
the opportunities that they havelearned about the way that many
(03:52):
different people, uh, function,uh, many different people
succeed.
And at sometimes I'll manypeople struggle.
And so it really opened my eyesthat experience at national
ambassador really opened my eyesto what advocacy can do and what
, um, you know, being a, adisability inclusion advocate,
(04:15):
if you will means to me.
And so through, uh, to yourquestion, your personal
experience and a little bit oftravel, um, and a little bit of
opportunity, um, it became apart of who I am and a big part
of my heart and my, my drive forthe future,
Speaker 2 (04:32):
You know, and, and obviously old national, which is
a pretty large corporation.
I know you're talking to us fromIndiana and there's a presence
for old national here inWisconsin as well.
You know, they must have seenthat passion in you.
And when they offered you thisposition, I'm wondering how, w
(04:57):
how did you approach that rolewhen you became employed at old
national?
What kind of goals did you havein the beginning for what you'd
like to see for greaterinclusion of people with
disabilities in the workplace?
Speaker 3 (05:11):
You know, Lisa as a, a 24 year old, uh, joining a
community bank, uh, in theMidwest with no experience in
the banking world and a degreein PR and advertising, I had no
clue what I was doing.
(05:32):
Uh, we looked around, um, andlearned and listened to a lot of
other organizations and whatthey were doing.
And quite frankly, uh, when Ijoined, uh, old national, uh,
2014, that was very early on inthe disability inclusion
(05:53):
movement among corporations.
You know, that's something thatsee pretty prevalently.
Now, if you're scrolling throughLinkedIn or follow the headline
disability inclusion, it'ssomething that we see a lot
more, but in the very beginning,you know, there weren't as many
examples.
And so weren't quite sure, youknow, what we're going to do,
but what we did as a company islook inward, um, as to what we
(06:20):
could do and what we couldaccomplish.
And what we set out to do wasbecome the most inclusive
employer of people withdisabilities in the Midwest, um,
and trying to figure it out fromthere.
And one of the things we'll talkmore about that you, you
mentioned is our mentoringprogram.
Uh, but it's really, it's beenthe catalyst catalyst of many of
the things that, uh, that we do,but something that, uh, we
(06:43):
believe in very deeply at oldnational bank is mentoring, um,
and is empowering young people,um, and all of our associates.
Um, so we knew that, uh,empowerment and mentorship would
be something that, uh, wouldplay into what we do in the
disability inclusion realm.
Speaker 2 (07:07):
Yeah.
You know, I think it is a reallyexciting time for disability
inclusion.
You're right on LinkedIn.
And in many places, you're justhearing much more about, um,
inclusive workplaces and everyaspect of inclusion, but it's
super exciting as a disabilityadvocate, you know, you and I
are both disability advocates, Ithink, to kind of see that we
(07:30):
are going to talk more aboutthat really cool mentoring
program.
Achievability right after a wordfrom our sponsor.
Speaker 1 (07:37):
This podcast episode has been brought to you by old
national bank.
Old national bank has beenrecognized by the national
organization on disability as aleading disability employer, and
one of the best places to workfor disability, inclusion, old
national fostering, a welcomingworkplace where people of all
abilities, backgrounds andskills can work together to
(07:58):
accomplish great things.
So,
Speaker 2 (08:01):
Ben, I said, before the break, we were going to talk
about achievability, let's letour listeners, so what is
achievability?
What, what is that program allabout?
Speaker 3 (08:10):
Well, this is, this is my, my heart and my soul of,
uh, what I do and what we do atold national.
Uh, so the idea of achievabilityis to, as we discussed prior as
to empower individuals withdisabilities, uh, so the idea of
(08:31):
achievability is that I searchedaround and meet a bunch of
wonderful young aspiringprofessionals with disabilities
throughout our now six to eight,uh, footprints of all national,
uh, and pair those individualswith leaders at old national for
(08:54):
a 10 month mentoringrelationship that empowers and
builds the professional networkof those mentees, but also
teaches our leaders, um, about,uh, different disabilities.
So to get into a little bit moreexplanation is that mostly I
(09:16):
recruit from the collegecampuses, you know, each college
has a, or most colleges have adisability services office.
You know, for instance, I usethe resources of a disability
services office when I was, uh,in college.
Um, so we recruit a lot ofindividual individuals from the
college campus, uh, and alsothrough, uh, service providers,
(09:40):
not just like arc and Easterseals and all the above, um,
from around our, our footprint.
So we meet aspiring youngprofessionals.
Usually those who are about togo in to a career, um, are about
to graduate from college, youknow, really take taking the
next steps in their career veryseriously.
(10:01):
And I get to know those people,I conduct an exploratory
interview.
I find out what their interestsare, you know, whether it's
gaming or whether it's sports orwhether it's, uh, auto racing.
Um, I learned about, you know,their major, whether it's
accounting or whether it's, youknow, something to do with
not-for-profit social work.
(10:21):
And I pair them with a leader atold national that I believe, um,
would be a good fit for them.
So you could call me amatchmaker and you wouldn't be
wrong.
Um, so I try and createrelationships that, and parents
that I know the individuals willenjoy for the next couple of
(10:44):
months, the idea of the programis to create friendships that
will hopefully last longer thanthe program.
But our goal is to empower thementee with a bit more
confidence, a bit more of aprofessional network, uh, once
they graduate in, uh, in a bitmore idea of Al they will get to
(11:08):
where they want to be.
Uh, what we, what we see isthese friendships really do.
Uh, well, let me go back alittle bit.
What I know is that I would notbe at old national, without a
mentor that connected me withsome of our executive leaders
that at old national even talkabout having a job, uh, the way
(11:32):
that I got a job was, wasnetworking.
Um, and so what I want to do forthese young people that are
looking for a career that arelooking to get connected is
provide them with a mentor.
Like I have, uh, when I wasgraduating college.
And that's what we all need,whether you have a disability or
(11:54):
not, you need a champion on yourside, we just call them up a
mentor.
And that's what achievabilitydoes kind of in a nutshell.
Speaker 2 (12:02):
Yeah.
You know, what an incredibleprogram you just talked about,
the impact on the mentee andyour, your hopes for their
development and success.
I'm wondering on the flip sideof that equation, when you look
within, um, full national as acorporation, what kind of a
culture shift do you thinkachievability, and some of your
(12:24):
work has had on your colleaguesthat, who maybe hadn't had any
exposure to people withdisabilities prior to your work
or achieveability?
Speaker 3 (12:35):
Well, instead of perfectly, um, with mentioning
that, you know, as I mentionedat the top of this program, I
had no idea really aboutdisability prior to my accident.
Well, a lot of times some of ourleaders have had no idea about
disabilities, whether it'scerebral palsy, spinal cord,
(12:55):
injury, visual impairment, orautism, all of which we've had
individuals and achievability,um, our leaders may not have had
an interaction with someone, uh,of all those different
abilities.
So, uh, for our leaders, uh,we're learning how to be better
leaders.
We're learning how to be moreinclusive, how to be more
(13:18):
thoughtful, how to be moreempathetic.
Um, that is, you know, my bodywith this program and really
with inclusivity as a whole isone person at a time.
That's how we make a difference.
One moment, one interaction, onemeeting, one discussion, one
day, one conversation at a time.
(13:40):
That's the way that we can makea difference.
And so to your question, I cantell you that the leaders that
have participated as mentors inachieveability, they will
resoundingly an average founding.
They told me that they havelearned far more from their
(14:01):
mentees and they have given totheir men.
Uh, and so they always come awaywith great lessons learned, um,
at many times, um, are reallyboth sides are very pleased with
just the way that, uh, thementees have helped transform
the way that they think about,uh, disability or the way that
(14:24):
they just think about, um, theirown personal lives.
Speaker 2 (14:30):
I love that.
I think you're absolutely right.
You know, one person at a time,one relationship at a time,
that's how you get that cultureshift.
It might take you longer, but itreally is more authentic that
way, you know?
And so achievability in someways is kind of in its infancy,
right?
(14:50):
I mean, I'm wondering what yousee in the future for old
national bank, in terms of kindof overall your diversity and
inclusion process.
Um, what are your hopes anddreams for what it could and
should be?
Speaker 3 (15:07):
Uh, Lisa, it's funny that you say that, you know,
when I, when I, uh, in theinfancy stage and I've been with
the company for seven years, andwhen I joined, uh, old national,
I thought, oh man, we can knockthis out in a year or so.
And then I figured out, Hey,we're in six different states
states, we have a multitude ofdepartments.
(15:28):
We have 3000 associates, oh,wait, this might take a little
longer than, than we thought,which is great, uh, job
security, right?
Uh it's this is, uh, to be ableto spread inclusion, um, and
expand what we do does take timeand does take intentional
(15:51):
efforts.
And I will say at what, what amile to do, um, are to continue
to spread these relationships inall of our communities where we
are present, uh, to make betterconnections with colleges and
not-for-profits and finddifferent partnership
opportunities, whether it'sthrough achievability, whether
(16:13):
it's recruiting folks forinternships or whether it's
supporting, uh, great work, justlike what you're doing on, on
this podcast.
Uh, Lisa, this is the way thatwe make connections and, and
spread inclusion.
I'll tell you that.
Let me give you a sneak peak ona project I'm working on, which
maybe I shouldn't go, no,actually I have to do it.
(16:33):
Uh, I know that's right,breaking that everyone, uh, my
intention, uh, and hopes are to,to pair with what we do, uh,
with achievability as to offer,um, for lack of better words,
tools for financial empowerment,um, a seminar, uh, educational
(16:58):
seminar that can be sharedthroughout our communities for
parents, individuals, jobcoaches, uh, non profits,
whomever, um, that can betterunderstand, or to go back.
I know that it took me about ayear to figure out how much I
(17:18):
was allowed to make financially,um, when I started my job.
And I'll tell you that my fatherwas an attorney for 16 years and
had been a judge for 20 yearsand very connected in that the
state.
And we couldn't find the rightpeople, uh, that have the
answers to say, you know, how doyou keep your Medicaid and
(17:42):
continue to work?
And so I know, and I serve onthe ABL at the RD board here in
Indiana.
So I understand accounts andthat's something that we'll talk
more about next time.
Uh, but, um, I think that whatwe can do as a financial
institution, uh, is come to theplate with a little bit more
information on not only, youknow, offering job opportunities
(18:05):
for mentorship, but alsoencouraging people and informing
them that, Hey, you know, youcan get out there and you can
get a job because I think one ofthe biggest problems between
getting someone off the couch,if you will, off the couch with
a disability and enter theworkforce is the fear of losing,
(18:28):
uh, that safety net, the fear oflosing social security or
disability.
Uh, but what we need to do istransform our society to know
that there are options out therethat it's okay, that you can
survive, because there are aheck of a lot of really
challenging people that are kindof stuck on the couch and fear.
(18:51):
Um, and I was one of thosepeople.
Luckily I had a father who was amother and we're not allowing me
to stick around.
I better figure this out, butthat's all about having good
mentors.
That's why we need good mentors.
And then we needed up to theactual institution, like old
(19:12):
national bank partnering withlocal not-for-profits like arc
and others to spread the wordthat say, you can do this.
And here's how, and so I thinkto create a truly inclusive
communities to create aneducated, um, and community of
(19:34):
people with disabilities andfamilies, just to give them the
information that they need andthen the support that they need.
So that's, that's a little bitof the plan, uh, at least for
now.
And that's, again, we set ithere first.
So now ask the app and it can'tjust be an idea roll out, like
in the next couple of months,you
Speaker 2 (19:55):
Are on the record, sir.
Um, but what, uh, I, what areally cool vision, and I agree
with you, the whole complicatedbenefits and earnings that
people with disabilities have tonavigate.
There, there is such a need forsupport with that.
And we do have to have you backfor another podcast.
(20:19):
I kind of noted how you kind ofinvited yourself already.
So
Speaker 3 (20:24):
Yeah, I picked up on that,
Speaker 2 (20:26):
But I think our listeners would really
appreciate hearing more fromyou.
You do have a lot to say, and Ithink we have a lot to learn.
So I guess before we saygoodbye, I'd really like for,
um, a lot of my listeners herein Wisconsin, to understand how
folks can maybe get connectedinto, um, the achievability
mentorship or just kind of learnmore about what might be
(20:49):
happening in Wisconsin.
What do you recommend
Speaker 3 (20:52):
Feel free to reach out to me at any time, Ben
truckman@oldnashville.com.
You can find me on Facebook.
You can call me on my cell.
Okay.
I won't give out my cell phone.
Now I got a little insecure, butfeel free to email me.
Um, you can search our, uh, theold national webpage too for, uh
(21:13):
, chief stability.
Uh, there's a connection form onthere, but I I'd say, just reach
out directly to maybe an email.
I'd be having a phone call or aWebEx, or, uh, maybe we'll even
do a podcast.
Speaker 2 (21:27):
That sounds great.
You know, I will put all thisinformation and Ben's contact
information in our show notes sothat people can learn more.
Then it's already gone by tooquickly.
Thank you so much for sharingall this great information.
We will definitely hold you toyour promise to come back and
just really appreciate talkingwith you today.
(21:50):
Okay.
And thank you to our listenersfor listening to the arc
experience podcast, be sure tolike share and subscribe and
we'll talk to him in the nextepisode.
Today's
Speaker 1 (22:00):
Episode of the art experience was brought to you by
the arc Wisconsin, the state'soldest advocacy organization for
people with intellectualdevelopmental disabilities and
their families it's funded inpart by the Wisconsin board for
people with developmentaldisabilities.
Our theme music called speciesis the property of[inaudible]
(22:21):
and cannot be copied ordistributed without permission.
It was produced by EleanorCheetham, the composer and
artist with autism.
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