September 1, 2021 • 16 mins
Are you IN? Disability:IN Wisconsin is empowering leading companies statewide to achieve disability inclusion and equality. As the state's largest employers are looking for new talent, they are also learning how to foster a culture that welcomes workers with disabilities.
Disability:IN Wisconsin is a member organization where employers set the table, share tools and mentor and learn from each other. These companies are some of the hottest leads for your next job! They are committed to developing a workplace that not only accommodates, but values all contributions.
In today's episode we talk with Derek Smith - senior vice president at Old National Bank and and the current Board Chair for Disability:IN Wisconsin. Derek says there is no time like today to get your application IN!
For more information: https://disabilityinwisconsin.org/
Become a member: https://disabilityinwisconsin.org/join-us/
2021 Ability Summit: 10/7/21 - https://disabilityinwisconsin.org/2021-wisconsin-ability-summit/
Contact:
Judy Quigley
Executive Director
262-364-6456
judyquigley@disabilityinwisconsin.org
Derek Smith, Current Board Chair (August 2021): Derek.Smith@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.
Mark as Played
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 am your host Lisa pew with thearc Wisconsin.
And we have a really specialepisode today.
We're talking with Derek Smith.
He's a commercial bank,executive senior vice president
at old national bank.
And he serves as the currentboard chair for an organization
called disability in Wisconsin.
(00:45):
Disability in Wisconsin is thestate's only business to
business association, promotingdisability inclusion in the
workplace marketplace and supplychain.
We're going to learn a lot moreabout disability in Wisconsin
today.
Um, in fact, disability inWisconsin was recently
recognized nationally as theorganization's affiliate of the
year for demonstrating exemplaryefforts in promoting the
(01:09):
organization's mission to helpmember businesses benefit from
the valuable resources thatpeople with disabilities bring
to the workplace.
Can't wait to hear more.
Speaker 3 (01:18):
Well, thank you very much, Lisa, really excited to
have this opportunity.
Speaker 2 (01:22):
I'm I'm just really interested in learning more
about disability in Wisconsin asan organization.
I don't think many of ourlisteners are familiar.
Can you kind of give us theone-on-one on what disability in
Wisconsin?
Speaker 3 (01:34):
Yeah, absolutely.
So disability and Wisconsin ispart of disability and national
there's 23 affiliates across thecountry.
Uh, we formed a disability andWisconsin in 2019 was our first
year.
We are a business ledorganization.
That's ultimately looking tocreate an ecosystem around
employing individualsdisabilities.
(01:54):
So what we do is we look to, uh,with our member companies to
help change cultures, moreconducive, to an environment of
employment, individualdisabilities.
This is done through, uh,providing best practices, shared
resources and education to helpcreate demand.
And once we create that demand,we look to align our membership
(02:16):
with the talent and resources toexecute a successful hire.
And really we're trying tocreate accessibility for all and
encourage and empower individualdisabilities to pursue their
dreams.
Speaker 2 (02:29):
So Derek, when a corporation, a business comes to
the disability in Wisconsintable, what sort of problem are
they typically trying to solveand how do you get them engaged
in activity that has value forthem?
Yeah,
Speaker 3 (02:46):
It's different for every organization success.
Uh, so what we try to do isunderstand what does success
look like to them?
What are they looking toaccomplish?
And we may align them withanother member who's been done
that farther along in thejourney or a member that's at a
similar stage.
Uh, one thing we've done thatwe're very excited about is
we've kind of created an activefeedback loop amongst our
(03:09):
membership, where we havemonthly meetings based on a
surface, a certain topic thatshifts permeate, where we have
leadership, um, from talentacquisition, HR and their
employee resource group to sharebest practices, stories of what
worked, what has it.
And there's, there's a lot ofinherent value there.
So it's really, and we'recreating structure and a
(03:32):
database around what that lookslike as we, as we streamline the
onboarding of new members andtry to tie back our content and
our resources to there, to whatsuccess looks like for them.
Speaker 2 (03:44):
That makes a lot of sense and probably can move a
member business forward thatmuch more quickly when they,
when, like you say, they'rebeing mentored by someone who's
already tackled that particularissue, I'm assuming would an
example of that be somebodywho's struggled with onboarding
or somebody who's struggled with, um, uh, uh, like applications
(04:08):
or things like that, like kindof the practical day to day of
this issue,
Speaker 3 (04:12):
I'd say the consistent theme is there's just
not enough talent out there.
Organizations are having a hardtime finding the right people,
which is why we're focused oncultivating those talent
pipelines through collaborationswith, uh, tech schools, um,
universities, communitypartnerships, to, to bolster
(04:32):
that talent base.
And then the other piece iseducated hiring managers and
onsite mentorship, um, and inonboarding.
So main theme is not enoughtalent and then finding the
right talent and, uh, educatingthe hiring managers and putting
that, that talent in the bestposition to be successful as
they transition into theorganization.
(04:54):
And it really depends on thenature of the company, the
talent they need.
Um, but, uh, everybody is readyto make the hires.
They're just getting enough, notenough candidates.
So I think that's just moreincentive for, for listeners to,
to get out there, um, check outthe disability and membership,
uh, go onto their website, lookat openings and, and put
(05:17):
yourself out there.
Speaker 2 (05:18):
And it's kind of exciting as, as a disability
advocate, as the family member,to somebody with a disability,
that there is kind of that levelof engagement in private
industry around employing morepeople with disabilities.
How do you, how do you look atthat?
Speaker 3 (05:36):
The culture has definitely shifted, uh, you
know, American families andother organization.
That's hosting our abilitysummit in 2021.
And I've been, had the pleasureof being involved and looking to
enhance the lives of disabilitysince about 2009.
And you can see the culturalshift of, you know, it's just
the lack of talent as employersto think differently about, uh,
(06:00):
the pools they pursue.
So, you know, now is the time,um, for people with disabilities
to think about entering theworkplace that they haven't
already.
Speaker 2 (06:10):
So, I mean, thinking about the, you know, about old
national bank and some of theother members who are supporting
the work of disability inWisconsin, what are, what are
what's their motivation?
Like?
What are some of their reasonsfor being interested in kind of
sitting at the table andlearning how to do this better?
Speaker 3 (06:29):
Well, I think the main driver, it's just the lack
of talent in the market.
You know, as I said, it'sforcing organizations to really
think differently.
I think organizations are alsounderstanding that, you know,
the cost of accommodations ismore than outweighed by the
return of getting a qualityemployee.
Um, also federal contractors,there's a, they're regulated to
(06:52):
have a population of at least 7%of individuals with
disabilities.
And also seeing a shift over thelast two to three years with
some of the unfortunate socialunrest and challenges that
organizations are embracing morediversity across all segments
and are becoming more creativein realigning their practices
(07:16):
while still maintaining the samelevel of productivity and
profitability.
And then at the end of the day,it's just the, it makes good
business sense.
It's the right thing to do.
And people ultimately want towork for do business with, uh,
people that have a workforceinclusive of those with
disabilities.
Speaker 2 (07:33):
Oh, absolutely.
I will.
You know, you mentioned some ofthe current events over the last
couple of years and of coursethe pandemic over the last year
has, you know, definitelyimpacted all parts of our
society.
Of course, including employers,do you, what, how do you see the
pandemic itself kind of changingthe landscape for those
(07:57):
employers and, and opportunitiesfor workers with disabilities?
Speaker 3 (08:02):
Well, employers are very, uh, very adaptable and
we've, we've looked to shift ourcontent, um, to focus on
accessibility, accommodations,mental wellness.
So employers are focusing a lotmore on, on what they can do to
support their employee basebecause your retention is, is a
(08:26):
big part of it.
Given the lack of talent, it's,it's onboarding it's
orientation, but making sureyou're, you're creating a
community of involvement for,for the employees.
You have
Speaker 2 (08:37):
Sure.
This is all really excitingstuff to S to hear about these
changes and the re the buy-infrom Wisconsin employers.
We're going to talk more aboutthat and about disability in
Wisconsin's recent award.
When we come back after a wordfrom our sponsors,
Speaker 1 (08:52):
This podcast episode has been brought to you by old
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
(09:13):
accomplish great things.
Speaker 2 (09:15):
Okay, welcome back.
We are talking with Derek Smithfrom old national bank and
disability in Wisconsin, Derek,uh, you know, you were sharing
about all of the great work ofdisability in Wisconsin and how
it's been growing more and moreinterest from Wisconsin
employers.
And I I'm guessing that's one ofthe reasons why disability in
Wisconsin was recentlyrecognized at, uh, nationally as
(09:40):
affiliate of the year.
Can you talk about what thatrecognition was and is,
Speaker 3 (09:44):
Yeah.
It's so there's, there's 23affiliates across the country,
and we were recognized asaffiliate of the, and just
extremely proud of thatrecognition.
We worked hard realized there'sa lot more work to be done.
Um, you know, so to, to, toachieve that, it really starts
with the involvement investmentof our member organizations.
(10:05):
I think our members care they'reengaged in really doing this for
the right reasons and focused onoutcomes.
Uh, so we have teams ofcommittee members that, uh, that
ultimately execute the board'sstrategic vision.
And I think what makes usdifferent too, is we quantify
what success look like.
We measure that success and wehold each other accountable and
(10:27):
our committees execute thatstrategic vision.
And that includes our, ourprogramming, our communications,
our supplier diversitymembership engagement, um, next
gen.
And then, uh, it really helps.
And I think at the core ofeverything is we've got an
exceptional executive directorand Judy Quigley that really
guides the implementation andgrowth of the organization.
Speaker 2 (10:50):
Sure.
So I'm guessing that you see areally bright future for
disability in Wisconsin and, youknow, kind of more employers to
hearing about it and wanting toget engaged.
What is the, what do you see inthe next five years?
Speaker 3 (11:04):
Yeah, we're extremely excited about the future and
really it's about getting peoplehired, getting people with
disabilities in the workforce.
So, uh, moving forward, we'regoing to continue and increase
our presence and networksthroughout the state.
And the focus is going to be onexpanding operations with an
emphasis on building out thetail pipeline through our next
(11:25):
gen program and helpingemployers build partnerships,
identify workplace barriers,evaluate job descriptions,
review recruiting, and hiringpractices, developing successful
orientation and retentionprograms.
Um, that's, that's going to bethe focus going into 2022 and
beyond,
Speaker 2 (11:45):
You know, we talked about how this is an environment
of opportunity for people withdisabilities who want to work.
Um, maybe people who've beeninterested, but they were, you
know, had a discouragingexperience with an employer
before, or didn't know how toget the accommodations they
needed.
What's your best advice to aworker with a disability or
(12:08):
maybe a family member who wouldlike to support their loved one
with a disability to kind ofenter the employment arena?
Yeah,
Speaker 3 (12:15):
I think at the core of everything and in what we're
trying to do is to get employersto focus on skills and abilities
of candidate and align thosewith the job description.
So I would think about you, whoare those employers that have
been braced, um, disabilityinclusion, and you can look at
the members of disability andWisconsin, additionally, that
(12:39):
disability and national there'sa CEO pledge.
I believe it's 60 pluscompanies, large organizations
that embrace disabilityinclusion.
And I would look to thosecompanies, um, as a starting
point.
Speaker 2 (12:54):
So start there and say, these are companies in
Wisconsin or elsewhere who arereally committed to, um, hiring
people like me.
And, um, so I guess that that'skind of like your warm lead,
right?
Absolutely.
Speaker 3 (13:10):
And there's, um, a lot of resources and you can
connect directly with ourexecutive director too.
And, um, there's a lot ofcommunity, um, community
organizations that cultivatetalent that have strategic
partnerships with our employers.
And that's a lot of what we'retrying to cultivate to drive
more outcomes is understand theskills needed by our member
(13:33):
companies and align them withthe right community partnership
to foster those successes
Speaker 2 (13:40):
[inaudible] sounds like more and more good things
to come.
So we have to keep our eye ondisability in Wisconsin,
Speaker 3 (13:47):
Always looking for individuals to get involved on
our committees, my volunteerperspective.
We can help align talent withthe right organization.
Um, we can get them in ournetwork from a pipeline
perspective.
So there's a lot of differentthings that, that we can do to
help, um, some of your listenersout.
Speaker 2 (14:07):
Okay, well, I'll make sure I have all of those links
in the show notes for people toget connected and learn more
figure out where they can fitin.
Um, hopefully we have somebusinesses listening as well.
Maybe we'll get some moremembers for disability in
Wisconsin.
So do you have any finalthoughts on this topic, Derek?
Yeah.
Speaker 3 (14:24):
Yeah.
And I overlooked mentioned thisearly.
I really want to highlight ourcharter membership briefly.
Uh, you know, these areorganizations that are of the
highest level of commitment.
Uh, it's associated bankWrangham consultants for medical
college of Wisconsin.
Uh, our newest charter memberFiserv, Inc American family
insurance, who's hosting our2021 ability summit, old
(14:47):
national bank, Kalahari resortsand conventions CUNA mutual
group, university of Wisconsin,whitewater and advocate Aurora
health.
Speaker 2 (14:56):
What's really good to make note.
Those are, those are some of ourmost committed employers in
Wisconsin.
I'm guessing is what you'resaying.
Speaker 3 (15:04):
Yeah.
And Wisconsin is a great stateand region for disability
inclusion.
Um, there are a lot of qualityorganizations at the table that
are looking to diversify theirtalent base.
Speaker 2 (15:17):
That is so good to know.
Thanks for that final word.
Thanks for joining us today,Derek.
It's really great to get caughtup on this work and to figure
out how we can help it to expandeven more.
Speaker 3 (15:28):
No, you're welcome.
We greatly appreciate theopportunity.
All
Speaker 2 (15:32):
Right.
Well, thanks to our listenersfor checking in to the RV
experience podcast today, makesure to like share and subscribe
and we'll talk to you in ournext episode.
Speaker 1 (15:42):
Today's episode of the art experience was brought
to you by the arc Wisconsin, thestate's oldest advocacy
organization for people withintellectual developmental
disabilities and their familiesit's funded in part by the
Wisconsin board for people withdevelopmental disabilities or
theme music called species isthe property of[inaudible] and
(16:04):
cannot be copied or distributedwithout permission.
It was produced by EleanorCheetham, 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 am your host Lisa pew with thearc Wisconsin.
And we have a really specialepisode today.
We're talking with Derek Smith.
He's a commercial bank,executive senior vice president
at old national bank.
And he serves as the currentboard chair for an organization
called disability in Wisconsin.
(00:45):
Disability in Wisconsin is thestate's only business to
business association, promotingdisability inclusion in the
workplace marketplace and supplychain.
We're going to learn a lot moreabout disability in Wisconsin
today.
Um, in fact, disability inWisconsin was recently
recognized nationally as theorganization's affiliate of the
year for demonstrating exemplaryefforts in promoting the
(01:09):
organization's mission to helpmember businesses benefit from
the valuable resources thatpeople with disabilities bring
to the workplace.
Can't wait to hear more.
Speaker 3 (01:18):
Well, thank you very much, Lisa, really excited to
have this opportunity.
Speaker 2 (01:22):
I'm I'm just really interested in learning more
about disability in Wisconsin asan organization.
I don't think many of ourlisteners are familiar.
Can you kind of give us theone-on-one on what disability in
Wisconsin?
Speaker 3 (01:34):
Yeah, absolutely.
So disability and Wisconsin ispart of disability and national
there's 23 affiliates across thecountry.
Uh, we formed a disability andWisconsin in 2019 was our first
year.
We are a business ledorganization.
That's ultimately looking tocreate an ecosystem around
employing individualsdisabilities.
(01:54):
So what we do is we look to, uh,with our member companies to
help change cultures, moreconducive, to an environment of
employment, individualdisabilities.
This is done through, uh,providing best practices, shared
resources and education to helpcreate demand.
And once we create that demand,we look to align our membership
(02:16):
with the talent and resources toexecute a successful hire.
And really we're trying tocreate accessibility for all and
encourage and empower individualdisabilities to pursue their
dreams.
Speaker 2 (02:29):
So Derek, when a corporation, a business comes to
the disability in Wisconsintable, what sort of problem are
they typically trying to solveand how do you get them engaged
in activity that has value forthem?
Yeah,
Speaker 3 (02:46):
It's different for every organization success.
Uh, so what we try to do isunderstand what does success
look like to them?
What are they looking toaccomplish?
And we may align them withanother member who's been done
that farther along in thejourney or a member that's at a
similar stage.
Uh, one thing we've done thatwe're very excited about is
we've kind of created an activefeedback loop amongst our
(03:09):
membership, where we havemonthly meetings based on a
surface, a certain topic thatshifts permeate, where we have
leadership, um, from talentacquisition, HR and their
employee resource group to sharebest practices, stories of what
worked, what has it.
And there's, there's a lot ofinherent value there.
So it's really, and we'recreating structure and a
(03:32):
database around what that lookslike as we, as we streamline the
onboarding of new members andtry to tie back our content and
our resources to there, to whatsuccess looks like for them.
Speaker 2 (03:44):
That makes a lot of sense and probably can move a
member business forward thatmuch more quickly when they,
when, like you say, they'rebeing mentored by someone who's
already tackled that particularissue, I'm assuming would an
example of that be somebodywho's struggled with onboarding
or somebody who's struggled with, um, uh, uh, like applications
(04:08):
or things like that, like kindof the practical day to day of
this issue,
Speaker 3 (04:12):
I'd say the consistent theme is there's just
not enough talent out there.
Organizations are having a hardtime finding the right people,
which is why we're focused oncultivating those talent
pipelines through collaborationswith, uh, tech schools, um,
universities, communitypartnerships, to, to bolster
(04:32):
that talent base.
And then the other piece iseducated hiring managers and
onsite mentorship, um, and inonboarding.
So main theme is not enoughtalent and then finding the
right talent and, uh, educatingthe hiring managers and putting
that, that talent in the bestposition to be successful as
they transition into theorganization.
(04:54):
And it really depends on thenature of the company, the
talent they need.
Um, but, uh, everybody is readyto make the hires.
They're just getting enough, notenough candidates.
So I think that's just moreincentive for, for listeners to,
to get out there, um, check outthe disability and membership,
uh, go onto their website, lookat openings and, and put
(05:17):
yourself out there.
Speaker 2 (05:18):
And it's kind of exciting as, as a disability
advocate, as the family member,to somebody with a disability,
that there is kind of that levelof engagement in private
industry around employing morepeople with disabilities.
How do you, how do you look atthat?
Speaker 3 (05:36):
The culture has definitely shifted, uh, you
know, American families andother organization.
That's hosting our abilitysummit in 2021.
And I've been, had the pleasureof being involved and looking to
enhance the lives of disabilitysince about 2009.
And you can see the culturalshift of, you know, it's just
the lack of talent as employersto think differently about, uh,
(06:00):
the pools they pursue.
So, you know, now is the time,um, for people with disabilities
to think about entering theworkplace that they haven't
already.
Speaker 2 (06:10):
So, I mean, thinking about the, you know, about old
national bank and some of theother members who are supporting
the work of disability inWisconsin, what are, what are
what's their motivation?
Like?
What are some of their reasonsfor being interested in kind of
sitting at the table andlearning how to do this better?
Speaker 3 (06:29):
Well, I think the main driver, it's just the lack
of talent in the market.
You know, as I said, it'sforcing organizations to really
think differently.
I think organizations are alsounderstanding that, you know,
the cost of accommodations ismore than outweighed by the
return of getting a qualityemployee.
Um, also federal contractors,there's a, they're regulated to
(06:52):
have a population of at least 7%of individuals with
disabilities.
And also seeing a shift over thelast two to three years with
some of the unfortunate socialunrest and challenges that
organizations are embracing morediversity across all segments
and are becoming more creativein realigning their practices
(07:16):
while still maintaining the samelevel of productivity and
profitability.
And then at the end of the day,it's just the, it makes good
business sense.
It's the right thing to do.
And people ultimately want towork for do business with, uh,
people that have a workforceinclusive of those with
disabilities.
Speaker 2 (07:33):
Oh, absolutely.
I will.
You know, you mentioned some ofthe current events over the last
couple of years and of coursethe pandemic over the last year
has, you know, definitelyimpacted all parts of our
society.
Of course, including employers,do you, what, how do you see the
pandemic itself kind of changingthe landscape for those
(07:57):
employers and, and opportunitiesfor workers with disabilities?
Speaker 3 (08:02):
Well, employers are very, uh, very adaptable and
we've, we've looked to shift ourcontent, um, to focus on
accessibility, accommodations,mental wellness.
So employers are focusing a lotmore on, on what they can do to
support their employee basebecause your retention is, is a
(08:26):
big part of it.
Given the lack of talent, it's,it's onboarding it's
orientation, but making sureyou're, you're creating a
community of involvement for,for the employees.
You have
Speaker 2 (08:37):
Sure.
This is all really excitingstuff to S to hear about these
changes and the re the buy-infrom Wisconsin employers.
We're going to talk more aboutthat and about disability in
Wisconsin's recent award.
When we come back after a wordfrom our sponsors,
Speaker 1 (08:52):
This podcast episode has been brought to you by old
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
(09:13):
accomplish great things.
Speaker 2 (09:15):
Okay, welcome back.
We are talking with Derek Smithfrom old national bank and
disability in Wisconsin, Derek,uh, you know, you were sharing
about all of the great work ofdisability in Wisconsin and how
it's been growing more and moreinterest from Wisconsin
employers.
And I I'm guessing that's one ofthe reasons why disability in
Wisconsin was recentlyrecognized at, uh, nationally as
(09:40):
affiliate of the year.
Can you talk about what thatrecognition was and is,
Speaker 3 (09:44):
Yeah.
It's so there's, there's 23affiliates across the country,
and we were recognized asaffiliate of the, and just
extremely proud of thatrecognition.
We worked hard realized there'sa lot more work to be done.
Um, you know, so to, to, toachieve that, it really starts
with the involvement investmentof our member organizations.
(10:05):
I think our members care they'reengaged in really doing this for
the right reasons and focused onoutcomes.
Uh, so we have teams ofcommittee members that, uh, that
ultimately execute the board'sstrategic vision.
And I think what makes usdifferent too, is we quantify
what success look like.
We measure that success and wehold each other accountable and
(10:27):
our committees execute thatstrategic vision.
And that includes our, ourprogramming, our communications,
our supplier diversitymembership engagement, um, next
gen.
And then, uh, it really helps.
And I think at the core ofeverything is we've got an
exceptional executive directorand Judy Quigley that really
guides the implementation andgrowth of the organization.
Speaker 2 (10:50):
Sure.
So I'm guessing that you see areally bright future for
disability in Wisconsin and, youknow, kind of more employers to
hearing about it and wanting toget engaged.
What is the, what do you see inthe next five years?
Speaker 3 (11:04):
Yeah, we're extremely excited about the future and
really it's about getting peoplehired, getting people with
disabilities in the workforce.
So, uh, moving forward, we'regoing to continue and increase
our presence and networksthroughout the state.
And the focus is going to be onexpanding operations with an
emphasis on building out thetail pipeline through our next
(11:25):
gen program and helpingemployers build partnerships,
identify workplace barriers,evaluate job descriptions,
review recruiting, and hiringpractices, developing successful
orientation and retentionprograms.
Um, that's, that's going to bethe focus going into 2022 and
beyond,
Speaker 2 (11:45):
You know, we talked about how this is an environment
of opportunity for people withdisabilities who want to work.
Um, maybe people who've beeninterested, but they were, you
know, had a discouragingexperience with an employer
before, or didn't know how toget the accommodations they
needed.
What's your best advice to aworker with a disability or
(12:08):
maybe a family member who wouldlike to support their loved one
with a disability to kind ofenter the employment arena?
Yeah,
Speaker 3 (12:15):
I think at the core of everything and in what we're
trying to do is to get employersto focus on skills and abilities
of candidate and align thosewith the job description.
So I would think about you, whoare those employers that have
been braced, um, disabilityinclusion, and you can look at
the members of disability andWisconsin, additionally, that
(12:39):
disability and national there'sa CEO pledge.
I believe it's 60 pluscompanies, large organizations
that embrace disabilityinclusion.
And I would look to thosecompanies, um, as a starting
point.
Speaker 2 (12:54):
So start there and say, these are companies in
Wisconsin or elsewhere who arereally committed to, um, hiring
people like me.
And, um, so I guess that that'skind of like your warm lead,
right?
Absolutely.
Speaker 3 (13:10):
And there's, um, a lot of resources and you can
connect directly with ourexecutive director too.
And, um, there's a lot ofcommunity, um, community
organizations that cultivatetalent that have strategic
partnerships with our employers.
And that's a lot of what we'retrying to cultivate to drive
more outcomes is understand theskills needed by our member
(13:33):
companies and align them withthe right community partnership
to foster those successes
Speaker 2 (13:40):
[inaudible] sounds like more and more good things
to come.
So we have to keep our eye ondisability in Wisconsin,
Speaker 3 (13:47):
Always looking for individuals to get involved on
our committees, my volunteerperspective.
We can help align talent withthe right organization.
Um, we can get them in ournetwork from a pipeline
perspective.
So there's a lot of differentthings that, that we can do to
help, um, some of your listenersout.
Speaker 2 (14:07):
Okay, well, I'll make sure I have all of those links
in the show notes for people toget connected and learn more
figure out where they can fitin.
Um, hopefully we have somebusinesses listening as well.
Maybe we'll get some moremembers for disability in
Wisconsin.
So do you have any finalthoughts on this topic, Derek?
Yeah.
Speaker 3 (14:24):
Yeah.
And I overlooked mentioned thisearly.
I really want to highlight ourcharter membership briefly.
Uh, you know, these areorganizations that are of the
highest level of commitment.
Uh, it's associated bankWrangham consultants for medical
college of Wisconsin.
Uh, our newest charter memberFiserv, Inc American family
insurance, who's hosting our2021 ability summit, old
(14:47):
national bank, Kalahari resortsand conventions CUNA mutual
group, university of Wisconsin,whitewater and advocate Aurora
health.
Speaker 2 (14:56):
What's really good to make note.
Those are, those are some of ourmost committed employers in
Wisconsin.
I'm guessing is what you'resaying.
Speaker 3 (15:04):
Yeah.
And Wisconsin is a great stateand region for disability
inclusion.
Um, there are a lot of qualityorganizations at the table that
are looking to diversify theirtalent base.
Speaker 2 (15:17):
That is so good to know.
Thanks for that final word.
Thanks for joining us today,Derek.
It's really great to get caughtup on this work and to figure
out how we can help it to expandeven more.
Speaker 3 (15:28):
No, you're welcome.
We greatly appreciate theopportunity.
All
Speaker 2 (15:32):
Right.
Well, thanks to our listenersfor checking in to the RV
experience podcast today, makesure to like share and subscribe
and we'll talk to you in ournext episode.
Speaker 1 (15:42):
Today's episode of the art experience was brought
to you by the arc Wisconsin, thestate's oldest advocacy
organization for people withintellectual developmental
disabilities and their familiesit's funded in part by the
Wisconsin board for people withdevelopmental disabilities or
theme music called species isthe property of[inaudible] and
(16:04):
cannot be copied or distributedwithout permission.
It was produced by EleanorCheetham, composer and artist
with autism.
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