Ohio Channel Banner
 

Ability TV : Ohio Business Leadership Network Employer Resource Kickoff

 
 
 

Description

Ohio recently became an affiliate of the US Business Leadership Network (USBLN). The USBLN is a national disability organization that serves as the collective voice of over 60 business leadership network affiliates across North America, representing over 5,000 employers. The Ohio BLN is an employer-to-employer educational organization. Members engage in networking discussions to increase their knowledge of community outreach, recruiting and interviewing, the accommodation process and barriers to employment. By participating, employers learn how to leverage their organizations for success. Membership is free and open to all employers.

Cardinal Health, Ohio BLN's Lead Employer, hosted this kick-off event on April 6, 2011.... [ More ]
 
Download PDF   |   Expand
00:00:00
00:00:09THANK YOU FOR JOINING US ON OHIO ABILITY TV. I AM KEVIN MILLER, EXECUTIVE DIRECTOR OF THE OHIO REHABILITATION SERVICES COMMISSION. OUR MISSION IS TO HELP DISABLED OHIOANS FIND INDEPENDENCE THROUGH EMPLOYMENT. WE HAVE NO GREATER ALLY IN THIS MISSION OF THE NEWLY FORMED OHIO BUSINESS LEADERSHIP NETWORK. THIS IS AN ORGANIZATION OF BUSINESS LEADERS DEVOTED TO THE IDEA THAT ENABLING PEOPLE WITH DISABILITIES TO JOIN THEIR COMPANIES -- ENSURES ACCESS TO THE WIDEST POSSIBLE POOL OF TALENT. AS THE LATE GREAT WOODY HAYES USED TO SAY, YOU WIN WITH PEOPLE. THE OHIO BUSINESS LEADERSHIP NETWORK RECOGNIZES THAT PEOPLE WITH DISABILITIES BRING UNIQUE TALENTS TO THEIR EMPLOYERS AND AID BUSINESS COMPETITIVENESS. THIS EPISODE OF OHIO ABILITY TV WILL EXPLAIN HOW.
00:00:53THANK YOU FOR BEING HERE TODAY. I WANT TO FIRST WELCOME YOU TO CARDINAL HEALTH. I AM THE RECRUITMENT, MARKETING, AND DIVERSITY ADVISER HERE AT CARDINAL. I AM ALSO A MEMBER AND HAVE BEEN A MEMBER FOR ABOUT A YEAR AND A HALF CARDINAL IS OUR LEADING EMPLOYER. WE SUPPORT THE ALLIANCE AND THE GROWTH OF THIS ORGANIZATION. THANK YOU FOR BEING HERE. WE'RE VERY EXCITED. I HAVE THE HONOR TO WELCOME TWO MEMBERS OF OUR CARDINAL TEAM, COLLEAGUES OF MINE. CAROLE WATKINS, OUR CHIEF HUMAN-RESOURCES OFFICER. SHE'S ALSO THE EXECUTIVE SPONSOR OF OUR DIFFERENTLY-ABLED EMPLOYEE RESOURCE CENTER. WHITNEY MANTONYA IS OUR VICE-PRESIDENT OF OPERATIONAL EXCELLENCE. SHE IS A CO-CHAIRED OF THE DIFFERENTLY-ABLED EMPLOYEE RESOURCE GROUP. PLEASE WELCOME THEM.
00:01:52HELLO, AND I WANT TO ECHO THAT WELCOME. I AM CAROLE WATKINS, CHIEF HUMAN-RESOURCES OFFICER. WELCOME TO OUR BUILDING. ANYBODY HERE, FIRST TIME IN OUR BUILDING? WELL, WELCOME. I UNDERSTAND PARKING WAS SOMEWHAT -- NO, OUR VISITORS SPOTS A FILL UP QUICKLY. THAT IS OUR WAY FOR HEALTHY LIFESTYLES. WE WANT YOU TO WALK. SO WELCOME. WE'RE THRILLED TO HAVE YOU HERE. WE ARE EQUALLY AS THRILLED AND PROUD TO BE THE LEAD EMPLOYER IN THE OHIO BLN, WHICH IS A NEW CHAPTER AFFILIATE OF THE OVERALL U.S. GROUP. WAS ESTABLISHED IN 1994. IT IS A NATIONAL ORGANIZATION THAT SERVES AS A COLLECTIVE VOICE OF OVER 60 DIFFERENT BLN AFFILIATE'S ACROSS NORTH AMERICA, REPRESENTING OVER 5000 EMPLOYERS. QUITE IMPRESSIVE. THE USBLN HELPED BUILD WORKPLACES, MARKETPLACE, AND SUPPLY CHAINS, WHERE PEOPLE WITH DISABILITIES ARE RESPECTED FOR THEIR TALENTS, WHILE SUPPORTING THE DEVELOPMENT AND EXPANSION OF ALL BLN AFFILIATES. AS A LEADING EMPLOYER IN THE OHIO BLN, CARDINAL HEALTH IS SUPPORTIVE IN HELPING TO BUILD MEMBERSHIP HERE AND WILL BE AN ACTIVE PARTICIPANT IN SPREADING THE WORD. SPREADING THE WORD TO OTHER BUSINESSES HERE IN CENTRAL OHIO, AND TO SHARE BEST PRACTICES ON HOW TO BEST ATTRACT, RETAIN, AND SUPPORT INDIVIDUALS WITH DISABILITIES. BESIDES BEING THE RIGHT THING TO DO, WE ALSO KNOW THAT THIS IS SMART BUSINESS. THE DISABLED POPULATION IN THE U.S. IS THE LARGEST GROWING POPULATION, WITH OVER 51.2 MILLION PEOPLE AND 18% OF OUR POPULATION WITH SOME LEVEL OF DISABILITY. HERE IT CARDINAL HEALTH, WE HAVE CREATED AN EMPLOYEE RESOURCE GROUP FOR OUR DIFFERENTLY-ABLED INDIVIDUALS, AND I AM HONORED TO SERVE AS THE EXECUTIVE SPONSOR. WHITNEY WILL TELL YOU LITTLE BIT MORE ABOUT OUR ERG QR BY ANY MINUTE. AT CARDINAL HEALTH, WE RECENTLY RECEIVED A RANKING OF NUMBER 42 IN THE 20TH ANNUAL TOP 50 EMPLOYERS IN CAREERS IN THE DISABLED MEZZANINE. WE'RE MAKING SOME PROGRESS. WE KNOW WE STILL HAVE OPPORTUNITIES, AND WE'RE THRILLED TO BE ABLE TO SHARE. ONE EXAMPLE I WILL SHARE WITH YOU IS, FOR OVER 12 YEARS, OUR RESOURCED BUSINESS, WHICH IS HEADQUARTERED IN ILLINOIS, HAS EMPLOYED A GROUP OF DIFFERENTLY-ABLED INDIVIDUALS FROM COUNTRYSIDE ASSOCIATION. THE OFFER A VARIETY OF SERVICES TO ASSIST INDIVIDUALS WITH DISABILITIES IN LEARNING WORK SKILLS AND HABITS WHILE EARNING INCOME. ARE IN THE CASE OF CARDINAL HEALTH, A GROUP OF EIGHT TO 10 COUNTRYSIDE EMPLOYEES WORK ON SITE FOR FIVE HOURS TO SORT AND PROCESS EXCESS INVENTORY FROM THE OPERATION. IT IS THE OPERATION THAT PUTS TOGETHER KITS THAT GO INTO THE OPERATING ROOM. DR. SMITH DOES APPENDECTOMIES ALL DAY, AND WE KNOW WHAT GOES INTO HIS KIT, EVERYTHING FROM THE DOWN THAT HE WEARS, THE MASK THAT HE WEARS, THE SCALPEL THAT HE USES, AND MORE. IN SOME CASES, EVEN SOME OF THE DRUGS WE'RE GOING TO THOSE KITS. IT SAVES HOSPITALS TIME AND PRODUCTIVITY SO THAT THEY JUST TAKE THAT KIT OUT AND IT IS READY TO GO. THEY DO NOT HAVE TO FOCUS ON PUTTING THIS TOGETHER. THE EFFORTS OF THESE INDIVIDUALS ARE INSTRUMENTAL TO CARDINAL HEALTH WINNING THE ILLINOIS GOVERNOR'S SOLUTION PREVENTION OR IN 2005. FOR FOUR YEARS, WE'VE COVERED IN MORE THAN 14 MILLION POUNDS OF WASTE FROM THAT OPERATION. WE'RE VERY FOCUSED ON THESE KINDS OF INITIATIVES YOUR CARDINAL HEALTH, AND WE'RE VERY PROUD TO BE THE LEAD EMPLOYER HERE AT THE OHIO BLN. I AM GOING TO TURN IT OVER TO WHITNEY, VICE PRESIDENT OF OPERATIONAL EXCELLENCE. SHE'S ALSO THE CO-FOUNDER OF OUR DIFFERENTLY-ABLED EMPLOYEE RESOURCES.
00:06:27THANK YOU. OF COURSE I WANT TO ECHO HER WELCOME TO CARDINAL HEALTH. IT IS REALLY, REALLY EXCITING FOR ME TO SEE SO MANY EMPLOYERS REPRESENTED HERE FOR THIS VERY IMPORTANT ISSUE. AS SHE SAID, I WANT TO TAKE A FEW MINUTES TO TALK ABOUT SOMETHING WE'RE VERY PROUD OF HERE AT CARDINAL HEALTH. WE HAVE FORMED, OVER THE LAST 12 MONTHS OR SO, WHAT WE CALL THE DIFFERENTLY-ABLED NETWORK. WE CALL IT "DAN" FOR SHORT. IT IS ONE OF SEVERAL GROUPS WE HAVE HERE. THEY'RE THERE FOR THE SUPPORT, ENCOURAGEMENT, AND ADVANCEMENT OF MANY PEOPLE IN THE ORGANIZATION. WE HAVE WHAT WE CALL OUR WOMEN'S INITIATIVE NETWORK, "WIN." WE HAVE A HISPANIC EMPLOYEE NETWORK. THE DISABLED NETWORK IS OUR NEWEST NETWORK. WE ARE PROUD OF WHAT WE HAVE ACCOMPLISHED IN A FAIRLY SHORT TIME SPAN. THE CONVERSATIONS REALLY STARTED ABOUT THE DIFFERENTLY-ABLED NETWORK A COUPLE YEARS AGO. MYSELF AND A COUPLE OTHER COMMITTED INDIVIDUALS HAVE BEEN TALKING AND SPENDING TIME AROUND WHAT IT IS THAT WE NEED TO ACCOMPLISH AND HOW WE CAN BE SUCCESSFUL WITH THIS AT CARDINAL HEALTH. WE HAD A LOT OF CONVERSATIONS, AND WE WERE ABLE TO, MYSELF AND THREE OTHER COMMITTEE TEAM MEMBERS, WERE ABLE TO LAUNCH, ABOUT 12 MONTHS AGO, THE DIFFERENTLY-ABLED NETWORK. IT WAS TO BRING MORE AWARENESS. WE HAVE HAD A FUN YEAR. IT WAS TO BRING MORE AWARENESS. WE HAVE HAD A FUN YEAR. WE HAVE HAD A LOT OF PROGRESS MADE. WE HAVE SPENT A LOT OF TIME AND COMMUNICATION, MAKING SURE THAT ORGANIZATIONS KNOW THAT WE'RE HERE, WE EXIST, AND HELPING TO RECRUIT ADDITIONAL LEADERSHIP FOR EFFORTS, AS WELL AS ADDITIONAL MEMBERS FOR EFFORTS. WE ARE ALSO PROUD THAT WE HAVE BEEN ABLE TO LAUNCH A QUARTERLY EDUCATIONAL SERIES DESIGNED TO ADDRESS ISSUES AROUND THE DIFFERENTLY-ABLED, THE WORKPLACE AND IN THEIR LIVES. I AM HAPPY TO ANNOUNCE WE HAVE EXPANDED OUR LEADERSHIP TEAM FROM THE ORIGINAL FOUR TO NOW WE HAVE NINE PEOPLE ON OUR STEERING COMMITTEE. WE HAVE 50 MEMBERS THROUGHOUT THE ENTIRE COMPANY THAT ARE CURRENTLY MEMBERS OF THE DISABLED NETWORK. WE THINK THAT IS GREAT PROGRESS IN A YEAR. SENDING THAT IS PERSONALLY VERY EXCITING FOR ME, AND AS I LOOK AT THE MEMBERSHIP OF THE DIFFERENTLY-ABLED NETWORK, WE CERTAINLY HAVE REPRESENTATION AND PEOPLE ON THE TEAM THAT ARE DIFFERENTLY-ABLED THEMSELVES, BUT WE ALSO HAVE A LOT OF PEOPLE THAT HAVE FAMILY, FRIENDS, OR ARE ADVOCATES OF THE DIFFERENTLY-ABLED. IT IS A GREAT COMPREHENSIVE GROUP ACROSS THE ORGANIZATION THAT DOES THINK ABOUT OUR FUTURE, WHERE WE'RE HEADING IN A YEAR OR TWO. WE HAVE KIND OF DECIDED THAT IT IS TIME TO STEP BACK, TIME TO LOOK AT WHAT WE HAVE DONE, AND CELEBRATE WHAT WE HAVE ACCOMPLISHED. AND UNDERSTAND WHAT OUR ONGOING MISSION IS. DO WE NEED TO REDEFINE OUR MISSION? WE CERTAINLY HAVE PLANS TO CONTINUE TO BUILD UPON OUR VERY SUCCESSFUL SPEAKER SERIES. WE'RE DISCUSSING OPTIONS ON HOW TO ENGAGE IN COMMUNITY OUTREACH, PARTNERING WITH ORGANIZATIONS WITHIN THE COMMUNITY. ULTIMATELY, THIS YEAR, REALLY CERTAIN OF CONVERSATIONS IN PLANNING AROUND HOW WE ACHIEVE OUR ULTIMATE GOAL, WHICH IS TO BUILD AWARENESS WITHIN OUR MANAGEMENT TEAM ON HOW TO ATTRACT, HIRE, AND MAINTAIN OUR DIFFERENTLY-ABLED POPULATION. WE HAVE WITH US TODAY KEVIN MILLER, THE EXECUTIVE DIRECTOR OF OHIO REHABILITATION SERVICES COMMISSION AND JERMAINE BROWN, THE CHAIR OF THE GOVERNOR'S COUNCIL FOR PEOPLE DISABILITIES.
00:10:17THANK YOU. THANK YOU. IT IS GREAT TO BE HERE WITH SUCH AN INTEGRAL LEADER IN CENTRAL OHIO WHEN IT COMES TO EMPLOYING PEOPLE WITH DISABILITIES. ANYTIME WE CAN GO OUT AND TALK WITH INDIVIDUALS AND BUSINESSES AND TALK ABOUT HOW IMPORTANT IT IS TO HIRE INDIVIDUALS WITH DISABILITIES, IT IS A TREE. THE REASON WHY IT IS A TREAT IS BECAUSE SO MANY PEOPLE DURING THESE ECONOMIC TIMES, YOU KNOW, EMPLOYMENT IS SOMETHING THAT IS ON THE MIND OF EVERY INDIVIDUAL, WHETHER IT IS A LOVED ONE THAT YOU HAVE WITHOUT A DISABILITY OR NOT. OR IMAGINE WHAT IT IS LIKE FOR THOSE INDIVIDUALS WHO HAVE A DISABILITY. OUR NUMBERS SHOW THAT INDIVIDUALS IN OHIO WITH DISABILITIES, THE UNEMPLOYMENT RATE IS 16% AND 17%. WHEN YOU CONSIDER THAT STATEWIDE, IT IS A LITTLE LESS THAN 10%. ANYTIME WE CAN GET OUT AND TALK ABOUT WHAT REHAB SERVICES DOES AND A GREAT PARTNERSHIP WE HAVE WITH THE GOVERNOR'S COUNCIL UNDER THE LEADERSHIP OF MR. BROWN, WE HAVE HAD A GOOD OPPORTUNITY. IT IS ABOUT MY 85TH DAY BEING HERE SO FAR, HITTING THE GROUND RUNNING. WE HAVE TALKED ABOUT HOW IMPORTANT IT IS TO PARTNER WITH BUSINESSES. AND WHY IN NOT ONLY MAKES SENSE AND HELPS THE INDIVIDUAL WITH A DISABILITY, BUT OBVIOUSLY, IT HELPS BUSINESSES AND THEIR EMPLOYEES FEEL GOOD ABOUT INCLUDING INDIVIDUALS WITH DISABILITIES THAT THEY HAVE A LOT TO OFFER. COMING FROM A LARGE FAMILY, I HAVE A SISTER WHO WAS SEVERELY DISABLED, WHO RECEIVED SERVICES FROM THE REHAB SERVICES COMMISSION. I HAVE A SON WHO IS AUTISTIC. I AM SOMEBODY WHO KNOWS AND IS CONCERNED ABOUT WHAT IT MEANS FOR YOUTH IN TRANSITIONING WHEN THEY GET OLDER, AND ALSO WHEN THEY BECOME ADULTS AND HOW THEY BECOME GAINFULLY EMPLOYED. IT IS VERY IMPORTANT THAT INDIVIDUALS HAVE A PURPOSE. IF YOU HAVE A PURPOSE OF GETTING UP EACH MORNING AND FEELING GOOD ABOUT YOURSELF GOING TO WORK, YOU'RE GOING TO BE MUCH MORE SUCCESSFUL IN LIFE, PERSONALLY, AND OBVIOUSLY, PROFESSIONALLY. I CANNOT SAY ENOUGH ABOUT THE LEADERSHIP OF THE COMMUNITY HERE IN COLUMBUS, PARTICULARLY CARDINAL HEALTH AND MANY OF THE OTHER FINE BUSINESSES AROUND THE STATE, WHO STEP UP TO THE PLATE AND SHOW LEADERSHIP IN THEIR COMMUNITIES BY ACTIVELY SAYING, HEY, WE WANT TO MAKE SURE THAT PEOPLE UNDERSTAND THE DISABILITIES HAVE A VOICE AND ARE ACTIVELY HELPING US REACH OUR CORPORATE GOALS. I APPRECIATE YOU BEING HERE. I KNOW EVERYONE WAS HERE FOR MR. BROWN, BECAUSE HE IS REALLY THE MAN WHO MAKES THE ENGINES GO. SO LET ME INTRODUCE JERMAINE BROWN.
00:13:16ACTUALLY, I AM DEFINITELY NOT THE MAN WHO MAKES THE ENGINES GO. [LAUGHTER] I WANT TO START BY THANKING EVERYBODY. THANKING YOU FOR BEING HERE TODAY, AND THANK YOU FOR BEING COMMITTED TO HIRING PEOPLE WITH DISABILITIES. KNOW THAT THIS IS JUST THE FIRST STEP. IT IS A WONDERFUL FOR STEP, BUT IT IS JUST THE FIRST SET. WHEN WE EMBARK ON THIS WHOLE THING, PROBABLY TWO OR THREE -- WE HAVE BEEN AT THIS FOR A VERY LONG TIME. NEVER IN MY WILDEST DREAMS COULD I IMAGINE STANDING IN FRONT OF THIS MANY PEOPLE ALL COMMITTED TO THE SAME GOAL. FOR THOSE THAT DO NOT KNOW DISABLED PEOPLE WANT THE SAME THING THAT EVERYONE ELSE DOES. THEY WANT TO BE CONTRIBUTORS TO SOCIETY. I GUESS, FIRST AND FOREMOST, TO THEIR FAMILY, TO SOCIETY, TO THE STATE OF OHIO, TO THIS COUNTRY. THERE ARE SO MANY THINGS AND SO MANY TALENTS THAT WE BRING TO THE TABLE. I JUST WANTED THANK YOU FOR ACKNOWLEDGING THAT. I AM EXCITED TO HEAR ABOUT ALL THE NEW INITIATIVES THAT CARDINAL HEALTH HAS. I AM EXCITED TO HEAR AND TO SEE ALL THE COMPANIES THAT ARE REPRESENTED TODAY. I BELIEVE WE HAVE WALGREEN'S HERE TODAY. OH, WOW. LOWES -- ARE YOU HERE? ARE THESE SHAMELESS PLUG? I AM JUST SO PROUD OF YOU. [LAUGHTER] IS MANPOWER HERE? THOSE ARE JUST SOME OF THE EMPLOYERS THAT WILL BE FEATURED SPEAKERS TODAY. SO I AM VERY EXCITED. I AM GOING TO STEP ASIDE, BECAUSE I CAN STAND HERE AND TALK ALL DAY, AS YOU CAN PROBABLY TELL ALREADY. I THINK IT IS MY JOB TO INTRODUCE SOMEONE WHO'S VERY SPECIAL TO ME, AND IT IS IRONIC THAT THEY DID NOT GIVE ME ANY BULLET POINTS, NO SCRIPT, NO BIOGRAPHY. SO I SAID, THIS MUST BE A SET UP. BUT I THINK THE REASON FOR THAT IS THAT THIS PERSON HAS BEEN SUCH A CHAMPION FOR PEOPLE WITH DISABILITIES. SHE HAS BEEN A MENTOR TO ME. SHE WAS ALSO THE IMMEDIATE PAST CHAIR OF THE GOVERNOR'S COUNCIL FOR PEOPLE WITH DISABILITIES. SHE IS JUST A FANTASTIC HUMAN BEING. HER NAME IS CHRIS MORANDA. SHE IS WITH OHIO HEALTH. SHE'S ALSO THE PRESIDENT OF THE OHIO BUSINESS LEADERSHIP NETWORK. I'D LIKE TO INTRODUCE CHRIS MORANDA. [APPLAUSE]
00:16:05WOW, THANK YOU SO MUCH. OH, LOOK AT ALL YOU PEOPLE. YOU ARE FABULOUS. THANK YOU, FROM MY HEART. ALSO, I WANT TO THANK RSC AND THE GOVERNOR'S COUNCIL FOR REALLY HELPING THE BLN TO BE THE OHIO BLN. IT IS MY SINCERE WELCOME TO EACH OF YOU FOR BEING HERE TO HELP LAUNCH THIS. OHIO BLN STATEWIDE -- AND DOESN'T THAT SOUND GREAT? OH, SO WONDERFUL. [APPLAUSE] WE HAVE BEEN DOING THIS FOR A WHILE. WE HAVE DONE IT CENTRALLY. PEOPLE HAVE BEEN IN CINCINNATI AND EVERYWHERE. SO WE WANT TO WRAP THIS ALL TOGETHER. IT HAS BEEN A JOURNEY. THERE HAVE BEEN EMPLOYERS BEFORE, AND SOME OF YOU THAT ARE GOING TO COME ALONG WITH US NOW. I WANT TO MAKE SURE -- YOU KNOW, IT IS A WONDERFUL MESSAGE THAT KEEPS COMING. CAROLE SPOKE OF THE USBLN, AND THAT IS REALLY WHY WE'RE HERE AND WHY WE WANT TO CELEBRATE THIS NEW BEGINNING. INTERESTING STORY -- I WAS PROMOTING THIS. I WAS LIKE OUT HERE. EVERYBODY, YOU NEED TO COME. I WAS AT A CENTRAL OHIO SELF-INSURED MEETING, AND I WAS PASSING OUT FLIERS. A COLLEAGUE LOOKED AT ME AND SAID, "WHY WOULD AN EMPLOYER HIRE A PERSON WITH A DISABILITY?" AND I WAS LIKE -- WHOA, I JUST STOPPED. I DID NOT KNOW WHAT TO SAY. OF COURSE, I JUST JUMP IN -- I SAID, WELL, IF THERE TWO PEOPLE. ONE WHO HAS A DISABILITY AND ONE WHO DOES NOT, YOU WOULD TAKE THE BEST-QUALIFIED PERSON. AND IT THAT WE DO NOT DISCRIMINATE AGAINST INDIVIDUALS WITH DISABILITIES. YOU GO ON AND ON. WE HAVE DONE THE RESEARCH, ALL THOSE THINGS. AFTERWARDS, I KIND OF TOOK A STEP BACK. I CALLED HIM A DAY LATER OR SO AND SAID, I REALIZE THERE ARE MANY EMPLOYERS WHO DO NOT HIRE OR CONSIDER HIRING PEOPLE WITH DISABILITIES BECAUSE THEY HAVE CONCERNS, THEY HAVE FEARS, THEY HAVE DOUBTS, AND THEY DO NOT HAVE THE EDUCATION. THEY DO NOT UNDERSTAND IT. THAT IS WHY THE USBLN'S MISSION IS TO EDUCATE, ENCOURAGE EMPLOYERS TO RECRUIT, HIRE, TRAIN, AND RETAIN EMPLOYEES WITH DISABILITIES, AS PART OF PROMOTING GOOD BUSINESS PRACTICE. SO NOW, I AM GOING TO GO INTO A LITTLE BIT MORE ABOUT SOME INFORMATION ON THE BLN OR HOW WE CAN HELP AND JUST THINK ABOUT HIS ABILITIES. A SURVEY OF EMPLOYERS FOUND IN THE BERLIN REASON THEY DO NOT HIRE IS ATTITUDE. THAT IS AT ALL CORPORATE LEVELS. WHAT CAN WE DO TO CHANGE THOSE ATTITUDES? THAT IS WHERE OHIO BLN CAN HELP. IT IS THE PURPOSE TO CREATE THAT AWARENESS AND THE SKILLS. ABOUT THE SKILLS AND ABILITIES FOR WORKERS WITH DISABILITIES, AND TODAY YOU WILL HEAR FROM THREE OF OUR EMPLOYERS THIS AFTERNOON WHO LEARNED THAT HIRING PEOPLE WITH DISABILITIES SAVE THEIR COMPANY MONEY AND INCREASE THEIR PROFIT MARGIN. SO IT IS ALL GOOD. AND ALSO, CHANGING ATTITUDES REQUIRES A COORDINATED COMMUNITY EFFORT ON THAT EMPLOYER-TO-EMPLOYER APPROACH, AND THAT IS REALLY WHAT THIS IS ABOUT. WHERE DO WE BEGIN? I KIND OF DID THIS IN MY COMPANY, BUT YOU KNOW, WE ARE ALL DRIVEN BY DATA. I AM SURE THAT IN YOUR WORLD, SOMEONE WANTS TO KNOW SOMETHING ABOUT WHAT YOU'RE DOING, HOW YOU ARE DOING IT, THE LEADERSHIP WANTS TO KNOW WHAT YOUR ROI IS -- ALL OF THAT. WHAT I WANT TO DO IS JUST SHARE WITH YOU SOME WAYS TO BEGIN, LIKE, A DIVERSITY DISABILITY INITIATIVE, LIKE SOME OF OUR EMPLOYERS HAVE DONE AND SOME OF YOU MAYBE HAVE DONE. A FEW FACTS AND IF YOU MYTHS AND THINGS. I WILL GO THROUGH THESE QUICKLY. WE HAVE TALKED ABOUT NUMBERS, AND I HAVE SOME NUMBERS, TOO. THERE IS AN ESTIMATED 36 MILLION AMERICANS WITH DISABILITIES. IT IS DEFINITELY AN UNTAPPED MARKET FOR BUSINESSES AND EMPLOYERS AND FOR THEIR EMPLOYEES AND FOR BRINGING IN CUSTOMERS, TOO. 19.8 MILLION AMERICANS BETWEEN THE AGES OF 16 AND 64, THAT NUMBER IS GOING TO INCREASE AS WE HAVE VETERANS RETURNING FROM BOTH OF OUR WARS. 1.5 MILLION IN OHIO BETWEEN THE AGES OF 18 AND 64, SO REALLY, TWO OUT OF THREE OR 53% OF THOSE WHO WERE NOT WORKING WOULD PREFER TO WORK, ACCORDING TO US. THERE IS A HARRIS SURVEY. THE OTHER THING TO NOTE IS THERE IS SO MUCH A DATA OUT THERE. IF YOU WERE TRYING TO PUT ONE OF THESE INITIATIVES TOGETHER, THAT IS WHAT I DID. WE HAD TO GO AND LOOK -- CORNELL HAS A GREAT WEB SITE. THE DEPARTMENT OF LABOR HAS A BUNCH OF STATISTICS YOU CAN FIND. ALL THOSE WILL SUPPORT WHAT YOU ARE GOING TO SAY TO YOUR SENIOR LEADERSHIP OF WHY YOU NEED TO DO THIS. A COUPLE OF MYTHS THAT PEOPLE HAVE TALKED ABOUT ABOUT, OH, MY GOSH, ACCOMMODATIONS ARE SO EXPENSIVE. PAT MENTIONED ABOUT ACCOMMODATIONS. WHEN SOMEONE COMES INTO A COMPANY AND REALLY LOOKING AT HOW WE CAN ACT THAT, I DO NOT HAVE THE ANSWER FOR THAT. BUT ONE PLACE TO CONNECT THIS THROUGH THE JOB ACCOMMODATION NETWORK, WHICH MANY OF YOU KNOW ABOUT. IT IS ASK JAN, AT THE UNIVERSITY OF VIRGINIA MORGANTOWN. I WILL GIVE YOU AN EXAMPLE. WE GO TO THEM WHEN WE NEED TO FIND AN ACCOMMODATION FOR SOMEONE. JUST RECENTLY, I REACHED OUT TO THEM, BECAUSE I FEEL LIKE FOR SOMEONE TO APPLY FOR A JOB AT MY COMPANY, IT IS KIND OF DIFFICULT IF YOU HAVE A DISABILITY. SO WHAT I DID IS I ASKED THEM -- THEY DID WHAT IS CALLED A SNAP ASSESSMENT. SO THEN I, WHO KNEW NOTHING ABOUT THAT, COULD THEN PASS THAT ON TO OUR WEB MASTER KIND OF PEOPLE. SO THEY COULD LOOK AT IT AND SAY, OK, WE COULD DO THIS OR THAT TO HELP. THAT IS JUST AN IDEA. ACCOMMODATIONS DO NOT COST THOUSANDS OF DOLLARS. IT IS USUALLY $500 TOPS. HIRING PEOPLE WITH DISABILITIES WILL SCARE MY CUSTOMERS -- A SURVEY WAS DONE. ON A 92% OF THE FOLKS THAT WERE SURVEYED WERE MORE FAVORABLE TOWARDS COMPANIES THAT HIRED PEOPLE WITH DISABILITIES. 87% SAID THEY WOULD PREFER TO GIVE THEIR BUSINESS TO THOSE COMPANIES. THEY CANNOT PERFORM THE JOB. DEPAUL DID A STUDY THAT SAID THEY HAD THE SAME JOB PERFORMANCE RATING. PEOPLE WITH DISABILITIES, THEY WERE NO MORE LIKELY TO BE ABSENT, LATE, OR NOT COMING TO WORK. THEY DID REQUIRE MORE SUPERVISOR'S TIME. AGAIN, LESS LIKELY TO LEAVE A JOB. SO YOU'RE BUSTING THOSE MYTHS. YOU JUST HAVE TO BREAK DOWN THOSE ATTITUDES. I WILL BE SUED. THERE'S NOTHING IN THE EOC CHARGE DATA TO SHOW THAT PEOPLE WITH DISABILITIES FILED FEWER CLAIMS THAN PEOPLE OF COLOR, GENDER, OUR AGE. NOTHING THERE. WORKERS' COMPENSATION RATINGS, NOTHING WAS FOUND. BECAUSE, REALLY, WORKERS' COMPENSATION IS BASED ON THE NATURE OF THE BUSINESS. THE JOBS EMPLOYEES PERFORM AND THE USE OF BENEFITS. SO THERE WAS NOT ANY INCREASE FOUND BECAUSE A PERSON WOULD HAVE A DISABILITY. THAT IS TALKING ABOUT THAT BUSINESS IMPERATIVE IN DIVERSITY AND INCLUSION. I FEEL LIKE HIRING PEOPLE WITH DISABILITIES FALLS INTO THAT CATEGORY. THAT IS WHERE OHIO HEALTH STARTED. THAT WAS THE PLACE TO BEGIN TO GET THE CONVERSATION GOING. THE OTHER PART OF WANT TO SHARE WITH YOU, AND WHERE I COME FROM, THERE'S NOT A FEDERAL CONTRACTOR, BUT I KNOW SOME OF YOU ARE. I WANT YOU TO THE 25% OF THE U.S. WORKERS WORK FOR COMPANIES THAT HOLD FEDERAL CONTRACTS. FEDERAL CONTRACTS HAVE DONE A PRETTY GOOD JOB OF HIRING AND PROMOTING WOMEN AND MINORITIES, BUT THEY HAVE LARGELY IGNORED WHAT IS CALLED SECTION 503, WHICH REQUIRES AFFIRMATIVE RECRUITMENT OF PEOPLE WITH DISABILITIES. I IMAGINE SOME OF YOU KNOW ABOUT THAT. THE U.S. DEPARTMENT OF LABOR, OFFICE OF FEDERAL CONTRACT COMPLIANCE, OFCCP, STATES THAT THEY SHOULD TAKE APPROPRIATE OUTREACH AND POSITIVE RECRUITMENT ACTIVITIES THAT ARE REASONABLY DESIGNED TO EFFECTIVELY RECRUIT QUALIFIED INDIVIDUALS WITH DISABILITIES. SO WHAT HAS HAPPENED RECENTLY, WHICH YOU MAY KNOW, IS THE OFCCP HAS HIRED MORE AUDITORS, AND THEY'RE STEPPING UP THAT SECTION 503. WHAT DOES THAT MEAN FOR BUSINESSES? IT MEANS THAT THERE IS GOING TO BE MORE ENFORCEMENT ON HIRING FOR THE RECRUITMENT PART OF THE HIRING. BY BECOMING A MEMBER -- YOU KNEW I WILL TURN THIS AROUND, DON'T YOU? YOU'LL BECOME A MEMBER OF THE OHIO BLN AND THAT IS ONE WAY TO SHOW THAT YOUR COMPANY IS MAKING A GOOD-FAITH EFFORT TO HIRE AND RECRUIT. THIS ADDS UP TO THE FACT THAT IT IS TIME FOR OHIO BUSINESSES TO LOOK AT THEIR DIVERSITY RECRUITING PRACTICES AND EXPAND THEM TO INCLUDE PEOPLE WITH DISABILITIES. NOT BECAUSE IT IS THE RIGHT OR NICE THING TO DO, BUT BECAUSE IT MAKES SENSE. HIRING PEOPLE WITH DISABILITIES WILL HELP YOU BETTER SERVE THE GROWING NUMBER OF CUSTOMERS WHO WILL BECOME DISABLED AS THE POPULATION AGES. I BEING ONE OF THOSE BABY BOOMERS, ESTIMATED 77 MILLION BOOMERS, 52%, WILL BECOME DISABLED. THAT IS A BIG NUMBER. YOU KNOW WE ARE TALKING ABOUT ACCOMMODATIONS AT WORK. YOU KNOW THAT IS WHAT IS OUT THERE FOR US. THROUGH YOUR MEMBERSHIP TO THE OHIO BLN, YOU CAN TAKE THE NEXT STEP TO EDUCATE YOUR RECRUITERS, FRONT-LINE MANAGERS, AND YOUR WORK FORCE AT NO CHARGE TO YOUR COMPANY. SO THAT IS MY COMMERCIAL. SO I HOPE THAT -- I APPRECIATE YOU LETTING ME KIND OF WRAP ALL THAT TOGETHER FOR YOU. BUT I GET TO WHERE MY OHIO HEALTH HAT FOR A MINUTE, BECAUSE I REALLY WANT TO SHARE WITH YOU SOMETHING THAT HAS BEEN GOING ON SINCE 2007 THAT IS VERY CLOSE TO MY HEART. WE RETAIN OUR ASSOCIATES WITH DISABILITIES AND OUR ASSOCIATES WHO GET INJURED OR ILL. WE HAVE PICKED A NOMINAL INTEGRATED DISABILITY MANAGEMENT PROGRAM THAT INCLUDES AN ACCOMMODATIVE WORK PROGRAM. WE HELP OUR ASSOCIATES TRANSITION BACK TO WORK IF THEY HAVE RESTRICTIONS FROM AN ILLNESS OR INJURY. AND IN THE LAST THREE YEARS, WE HAVE ADDED A VOCATIONAL COMPONENT TO OUR PROGRAMS. IF ONE OF OUR ASSOCIATES IS UNABLE TO COME BACK TO WORK IN THEIR ORIGINAL JOB, EITHER DUE TO AN ILLNESS OR OUT FOR AN EXTENDED PERIOD OF TIME -- WE ALL KNOW HOW IT IS IN L.A., AND UNFORTUNATELY PEOPLE CANNOT COME BACK, AND THEY DO NOT HAVE A JOB TO RETURN TO OR THEY ARE DISABLED AND CANNOT DO THAT JOB. WE HAVE A VOCATIONAL SPECIALIST THAT WORKS WITH HR AND MANAGERS TO THEIR FIND A DIFFERENT JOBS IN OHIO HEALTH IF POSSIBLE, WITH OR WITHOUT AN ACCOMMODATION. WE ALSO PROVIDE JOBS TRIALS, ADAPTIVE EQUIPMENT, JOB COACHING, VOCATIONAL GUIDANCE. IT REALLY IS IMPORTANT. OUR CULTURE IS WE ARE A FAMILY, AND WE HAVE ASSOCIATES TO HAVE BEEN THERE 30 PLUS YEARS. WE DID NOT WANT THEM WALKING OUT THE DOOR. WE WANT TO KEEP THEM. SINCE 2007, WHEN WE BEGAN THE PROGRAM, WE COST-AVOIDED $5 MILLION. AND A LARGER PERCENT OF THE ASSOCIATES HAVE STAYED IN THEIR HOME DEPARTMENT WITH AN ACCOMMODATION. SOME ARE SCHEDULED CHANGES ALL THE WAY TO PURCHASING AND PULLING THE CARDS. IT GOES THE GAMUT. THE OTHER THING THAT OHIO HEALTH DID IN 2007 IS INVESTED IN THE INITIATIVE WITH AN ONGOING MISSION BUDGET. SO THAT SORT OF CAME OUT OF ALL OF THAT AS A NEED TO PAY FOR ACCOMMODATIONS, TO PAY FOR THOSE JOBS TRIALS. SO WE CONTINUED TO DO THAT. DURING THE INITIAL YEARS TO WORKED WITH RSC. WE WORKED WITH OUR OWN COUNSELOR ON SITE. IT WAS A PHENOMENAL RELATIONSHIP, AND I HOPE WE CAN DO THAT AGAIN. I REALLY DO. IT WAS A WONDERFUL PARTNERSHIP. BECAUSE WE WERE ABLE TO CAPTURE FOLKS THAT NEEDED SOME EARLY EQUIPMENT, EARLY STUFF, AND WE WOULD WORK TOGETHER. THAT WAS A WONDERFUL, WONDERFUL WAY TO WORK TOGETHER. ANYWAY, I ALSO WANTED TO TELL YOU THAT I LOVE TO SHARE MY STORIES, AND I LOVE TO HELP FOLKS GET EITHER A DISABILITY INITIATIVE GOING -- WE ARE A LEARNING AND SHARING ORGANIZATION, AND ANY TIME YOU NEED ANYTHING AND HAVE A QUESTION, IF I CAN HELP YOU, I WOULD BE SO HAPPY TO DO THAT. SO BEFORE WE HAVE OUR EMPLOYER'S SHARE THEIR INITIATIVES, I WOULD LIKE TO INVITE MELISSA INGWERSEN, A DISTRICT REPRESENTATIVE FOR KEYBANK TO COME UP AND SHARE HER WELCOME.
00:30:31THANK YOU. LET ME ADD MY EXPRESSION OF THANKS TO CARDINAL HEALTH FOR GRACIOUSLY HOSTING US IN THIS BEAUTIFUL FACILITY, AND TO ALL OF YOU FOR TAKING THE TIME TO BE HERE TODAY. THIS IS AN IMPORTANT CONVERSATION AND ONE THAT I AM DELIGHTED THAT WE ARE A PART OF. I AM HERE REPRESENTING SORT OF TWO HATS. ONE IS KEYBANK, WHICH EMPLOYS 8000 PEOPLE ACROSS THE STATE OF OHIO. AND IMPORTANTLY TODAY, AS A REPRESENTATIVE OF THE CENTRAL OHIO CHAMBER OF COMMERCE. YOU CAN THINK ABOUT CHAMBERS OF COMMERCE ACROSS THE ENTIRE STATE OF OHIO. AT CHAMBERS, WE'RE ALL THINKING, ALONG WITH THE STATE, ABOUT ECONOMIC DEVELOPMENT. HOW DO WE CREATE JOBS AND HOW DO WE ATTRACT NEW BUSINESSES INTO THE STATE TO ENHANCE EMPLOYMENT? AS WE WERE OUT THERE TOUTING THE INCREDIBLE BUT IT SAID THE STATE, NUMBER ONE ON THAT LIST REGULARLY, WHETHER YOU ARE IN TOLEDO, CINCINNATI, MARIETTA, COLUMBUS, PICK YOUR PLACE, IS THE QUALITY OF OUR WORK FORCE. WE TALK ABOUT THE ACCESS TO HIGHLY MOTIVATED EMPLOYEES, HIGHLY EDUCATED EMPLOYEES TO HAVE THAT MIDWESTERN WORK ETHIC. THAT MAKES SOMETHING SPECIAL HERE IN OHIO. EMPLOYERS ARE STARTING TO GET THAT THE WORK FORCE IN AND ATTRACTING TALENTED WORKERS IS REALLY IMPORTANT. AS SUCH, YOU WILL SEE IN MANY, MANY COMPANIES -- MINE, PROBABLY ALL OF YOURS, DIVERSITY PROGRAMS. WE UNDERSTAND THAT TALKING ABOUT DIVERSITY, AND DOING EVEN MORE THAN TALKING ABOUT IT, ENGAGING IN A DIVERSITY CONVERSATIONS TO ENSURE THAT OUR LEADERSHIP TEAMS REFLECTED DIVERSITY OF OUR CUSTOMERS. AND ALSO THAT OUR CUSTOMERS UNDERSTAND THAT THE WORK FORCE REPRESENTS THE COMMUNITIES. AND THAT IS OCCURRING. AND AS AN OPPORTUNITY, WE CAN DO BETTER. MY EXPERIENCE IS, AND I THINK THE EXPERIENCE OF MANY COMPANIES IS, THAT RIGHT NOW, OUR DIVERSITY REALLY IS NOT THINKING QUITE AS WHOLESOMELY ABOUT DISABILITIES. SOMEONE SAID TO ME IT WAS THE HIT IN "D" IN DIVERSITY. I REFLECTED UPON THAT, AND I THOUGHT IT WAS PROBABLY CORRECT. SO THE EFFORTS THAT CHRIS AND DESCRIBED AND IN THE BLN ARE CRITICALLY IMPORTANT TO BRING THE CONVERSATION TO THE FOREFRONT. IF YOU THINK ABOUT CHAMBERS OF COMMERCE AND ITS MEMBERS: I KNOW CENTRAL OHIO BETTER THAN MANY OTHERS, BUT WE HAVE 2200 MEMBERS, AND THEIR SMALL BUSINESSES. THEY DO NOT HAVE VAST RESOURCES IN THE HUMAN RESOURCE DEPARTMENT. THEY MIGHT EMPLOY 10, 12, 15, 16 PEOPLE. THEIR ORGANIZATIONS WITH THE GOVERNOR'S OFFICE AND WITH THE BLN THAT ARE CREDIBLE RESOURCES FOR US AS EMPLOYERS TO ENHANCE THE DIVERSITY OF OUR WORK FORCE, TO ATTRACT THE BEST AND BRIGHTEST REGARDLESS OF DISABILITY OR ABILITY. I AM DELIGHTED TO BE HERE TODAY. I WANT TO THANK ALL OF YOU FOR YOUR COMMITMENT TO THIS VERY IMPORTANT CONVERSATION. IT WILL BE GREAT FOR THE STATE OF OHIO AND OUR BUSINESS COMMUNITY. THANK YOU. [APPLAUSE]
00:33:46THANK YOU SO MUCH, MELISSA. I APPRECIATE THE CHAMBER'S SUPPORT. THROUGH THE GOVERNOR'S COUNCIL, THE OHIO BLN HAS RECENTLY BECOME A MEMBER. I AM GRATEFUL FOR THE FOLLOWING SPEAKERS, THAT YOU'RE ABLE TO COME HERE TODAY AND SHARE YOUR EMPLOYMENT STORIES. FIRST, WE'RE GOING TO WATCH A SHORT VIDEO FROM WALGREEN'S, FOLLOWED BY REMARKS FROM LYNN MALLOUX. SHE'S HUMAN-RESOURCES AT THE WALGREEN'S DISTRIBUTION CENTER IN PERRYSBURG. [APPLAUSE]
00:38:47THANK YOU VERY MUCH. I AM LYNN MALLOUX. I THINK LEVEL AT THE VIDEO SPEAKS FOR ITSELF. IT IS A VERY TOUCHING PICTURE. EVERY TIME I SEE IT, IT REMINDS ME OF THE PASSION I HAVE TO DO THIS JOB FOR WALGREEN'S, FOR PEOPLE WITH DISABILITIES. IT IS DEFINITELY THE RIGHT THING TO DO. LET ME CHANGE THE NEWS IN A LITTLE BIT AND SAY THANK YOU, CARDINAL HEALTH, THANK YOU FOR HOLDING THIS TODAY. THANK YOU TO OHIO BLN. A WARM THANK YOU TO LESLEY AND TO CHRIS FOR INVITING ME. I REALLY DO NOT HAVE A LOT TO ADD TO THAT. PUBLIC TO MAYBE TAKE A COUPLE OF QUESTIONS. SINCE WE HAVE BEEN IN THIS BUSINESS A LITTLE WHILE, SEVERAL YEARS ACTUALLY, AND WE HAVE QUITE A FEW OPERATIONS UP AND RUNNING FOR PEOPLE WITH DISABILITIES, IT MIGHT BE HELPFUL IF YOU CAN ASK ME SOME QUESTIONS. A COUPLE OF THINGS I WOULD LIKE TO SAY THOUGH, IN PREPARATION FOR YOURSELF, IF YOU HAVE YET TO START AN INITIATIVE OF WORKING WITH PEOPLE WITH DISABILITIES, THERE ARE SOME THINGS THAT YOU NEED TO DO PERSONALLY TO BE READY FOR THAT. ONE OF THEM IS TO LEARN THE PEOPLE-FIRST LANGUAGE. THERE IS A WAY TO SPEAK ABOUT PEOPLE WITH DISABILITIES. SOMETIMES YOU FALL INTO IT. SOMETIMES YOU MAKE A FEW MISTAKES BEFORE YOU GET THERE. BUT I THINK IT IS ENCOURAGING TO KNOW THAT YOU CAN PREPARE YOURSELF FOR THIS. THERE IS SOME LEGAL PEOPLE-FIRST LANGUAGE. IF YOU USED A SEARCH ENGINE ON THE INTERNET -- AS EVERYONE SAYS, GOOGLE IT, YOU CAN FIND A LOT OF INFORMATION ABOUT PEOPLE-FIRST. LITERALLY, WHAT IT MEANS IS TALKING ABOUT A PERSON BEFORE YOU TALK ABOUT THEIR DISABILITY. INSTEAD OF SAYING A HANDICAPPED PERSON, YOU'RE GOING TO USE THE WORD PERSON WITH A DISABILITY. INSTEAD OF SAYING HE IS HEARING IMPAIRED, YOU MIGHT SAY, THE INDIVIDUAL HAS A HEARING IMPAIRMENT. WE DO NOT REALLY REFER TO PEOPLE AS HAVING -- THEY ARE NOT DEAF. WE USUALLY CALL IT HEARING IMPAIRED. AS YOU LEARN THE GAMUT OF INFORMATION ABOUT THE PEOPLE-FIRST LANGUAGE, THERE ARE A LOT OF THINGS YOU CAN DO FOR YOURSELF. IT IS DISCIPLINED. THE RIGHT WORDS TO USE. I KNOW OUR ENGLISH LANGUAGE IS NOT BUILD ON THAT TYPE OF COVERAGE. IT STARTS WITH AN ADJECTIVE AND THEN A NOUN TO DESCRIBE A PERSON. THIS IS KIND OF TURNING THINGS AROUND. HOWEVER, I STARTED THIS WITH MY FAMILY AND WITH MY GROWN KIDS IN TRYING TO TEACH THEM WHAT WORDS YOU TO USE AND WHAT WORDS NOT TO USE. I THOUGHT A NATIONAL PLEDGE THAT YOU CAN PUT UP ON THE REFRIGERATOR TO HELP YOURSELF THINK OF OTHER THINGS TO SAY, MORE COMMON VERB IS TO USE. I THINK IT WAS IN 2010 MAY BE WHEN THE OHIO STATE LEGISLATURE, SENATE BILL 79, REMOVED THE WORDS MENTAL RETARDATION FROM ALL THE LEGISLATURE. THAT WAS A VERY IMPORTANT STEP. IT WAS A BIG STEP FOR PEOPLE WITH DISABILITIES ACROSS THE STATE. IT IS TIME THAT WE DO THE SAME THING. I, PERSONALLY, HAVE WORKED VERY HARD TO REMOVE THE WORDS MENTAL RETARDATION OR RETARDED FROM MY VOCABULARY, AS WELL AS HANDICAPPED. I DO NOT FEEL LIKE PEOPLE ARE NATURALLY HANDICAPPED. THEY MAY HAVE A DISABILITY THAT THEY HAVE LEARNED TO DEAL WITH. IT DOES NOT MEAN THAT THEY'RE NOT AS ABLE-BODIED AS ANYBODY ELSE. THAT IS MY LITTLE SPEECH TODAY. I WANT TO MAKE SURE YOU CAN LEARN TO PREPARE YOURSELF FOR THIS. OK? I THINK WE HAVE TIME FOR A COUPLE QUESTIONS. ANYBODY?
00:42:22THERE IS THE WALGREEN'S INITIATIVE IN INDIANA. [INAUDIBLE]
00:42:34ARE YOU REFERRING TO THE STORES?
00:42:40YES.
00:42:41I REPRESENT THE DISTRIBUTION SIDE OR THAT INITIATIVE STARTED FIRST. HE ASKED IF THERE WAS AN INITIATIVE THAT OHIO IS HANDLING IN THE STORES, LIKE THEY'RE DOING IN THE STATE OF INDIANA? I BELIEVE THEY'RE STARTING SOME OF THOSE THINGS. I THINK THE INITIATIVE WAS A DESCRIBED AS A PER LOCATION. SO IF THEY'RE RAISING THEIR HANDS AT A SPECIFIC STORE AND WHAT TO START HIRING PEOPLE WITH DISABILITIES, THEN THEY ARE GIVEN ALL THE SUPPORT THEY NEED TO START THAT. AS THE VIDEO SHOW, OUR INITIATIVE STARTED WITH THE DISTRIBUTION CENTERS, AND IT WAS NOT FOCUSED ON A STORE SIDE OR RETAIL AS OF YET. BUT THE RETAIL STARTED ABOUT TWO YEARS AGO. I AM NOT SURE WHEN INDIANA STARTED. IT JUST STARTED. THAT IS WONDERFUL. SO, YES. YOU HAVE TO HAVE SUPPORT SYSTEMS AVAILABLE FOR THE TYPE OF WORK THAT YOU KNOW YOU'RE GOING TO HAVE PEOPLE WITH DISABILITIES IN, AND THAT STARTS FIRST. THEY HAVE TO KNOW WHAT THOSE JOBS ARE GOING TO BE. GOOD QUESTION. THANK YOU. ANYBODY ELSE?
00:43:40WHAT ABOUT RECRUITING PEOPLE WITH DISABILITIES? DO YOU ADVERTISE THE POSITION IN A NEWSPAPER OR DO YOU GO TO A PARTICULAR ORGANIZATIONS?
00:43:55OUR NORMAL RECRUITING PROCESS STANDS AS APPLICATIONS ONLINE. THAT IS HOW IT IS DONE. BUT WE DID GO TO THE OUTREACH FACILITIES . WE OUTREACH WITH RSC SPECIFICALLY. THERE ARE VENDORS WITHIN OUR CITY, AND THEY HAVE ALL HELPED US TO THEN LOOK THROUGH THEIR CATALOGS OF FOLKS THAT ARE LOOKING FOR WORK AND WOULD MEET THE REQUIREMENTS OF THE PHYSICAL JOB THAT WE HAVE. SO YES, WE DID A LITTLE BIT OF BOTH. WE DID SOME ADAPTATIONS TO OUR ONLINE APPLICATION ASPECT, SO THAT IF SOMEONE WAS NOT COMPUTER LITERATE, WE ALLOWED SOME HELP. SOMEONE CAN ASSIST THEM WITH GOING TO THE PROCESS. IF THAT WAS NOT POSSIBLE, WE COULD SIT DOWN AND DO A PAPER APPLICATION, TOO. IF THERE IS A HEARING IMPAIRMENT ISSUE, THERE'S ALWAYS AN INTERPRETER AVAILABLE TO ASSIST. WE DID WHATEVER WE COULD. I, LIKE YOU, WHEN THIS PROCESS STARTED IN MY BUILDING, I THOUGHT, WHAT DO I DO? AND IT IS STARTED WITH ONE PERSON. I SAT DOWN WITH ONE PERSON TO DO AN APPLICATION. AND WHEN YOU'RE DONE, IT IS KIND OF LIKE, WELL, THAT WAS NOT SO HARD. LET'S TRY ANOTHER ONE. BRING MORE PEOPLE IN. THAT IS REALLY HOW IT STARTED. IT WAS NOT DIFFICULT. AS LONG AS YOU ARE FOLLOWING THE LAW ABOUT OPENING UP RECRUITMENT TO EVERYONE, AND WE DO NOT HAVE ANY BARRIERS IN THAT AREA, BUT WE DID HAVE A LOT OF HELP FROM RSC IN BEING ABLE TO FIND A POOL OF THE FOLKS THAT WERE READY TO COME TO WORK. IT WAS VERY HELPFUL. I CAN TAKE ONE MORE QUESTION. ANYBODY ELSE?
00:45:31[INAUDIBLE]
00:45:34IN MY BUILDING, I HAVE A FEW ADMINISTRATIVE RULES. YET, WE'RE PLACING PEOPLE WITH DISABILITIES IN ALL THOSE AREAS. I HAVE ASSET PROTECTION FOR SECURITY IN THE BUILDING. I HAVE COMPUTER ROOM OPERATORS. YES, WE'RE USING THEM IN THAT AREA ALSO. WE'RE BEGINNING TO GROW INTO THOSE AREAS. I WOULD LOVE TO HIRE A MANAGER AND HR STAFF WITH A DISABILITY. I HAVE NOT HAD AN OPENING. NO ONE WANTS TO LEAVE. I THINK THAT IS A GOOD THING. BUT STILL, YES, OUR MINDS ARE OPEN AND READY FOR THAT TO HAPPEN FOR US. AND WE HAVE LEARNED, FROM HIRING PEOPLE IN OUR BUILDINGS, IS NOT AS HARD AS YOU THINK IT MIGHT BE. SO YOU ENTERTAIN THE IDEA OF FIRST STARTING WITH THE INTERVIEW AND GOING FROM THERE. AS CHRIS MIGHT HAVE ALLUDED TO, YOU HIRE THE PERSON WITH THE BEST CAPABILITIES TO DO THE JOB, WHETHER THEY HAVE A DISABILITY OR NOT. SO IT IS NOT REALLY MATTER. GOOD QUESTION. I APPRECIATE YOUR QUESTIONS TODAY, AND I WILL STICK AROUND IF ANYBODY HAS ANY DISCUSSIONS OR QUESTIONS AFTERWARD. BUT THANK YOU VERY MUCH. [APPLAUSE]
00:46:57THANK YOU SO MUCH. WE REALLY APPRECIATE SEEING THE VIDEO. I LOVED THE PEOPLE-FIRST LANGUAGE BUT I AM ALWAYS TALKING ABOUT THAT, TOO. SO THANK YOU. NEXT, I WOULD LIKE TO INVITE JEANNE FARMER, THE REGIONAL DIRECTOR FOR MANPOWER GROUP. SHE IS GOING TO SHARE ABOUT THEIR PROJECT ABILITY AND INITIATIVE WITH US. JEANNE FARMER.
00:47:21HI. I AM JEANNE FARMER, REGIONAL DIRECTOR FOR MANPOWER IN OHIO. FIRST, I WOULD LIKE TO THANK YOU FOR INVITING ME TO COME HERE TODAY TO SPEAK, AND ALL OF YOU FOR ATTENDING, TO GIVE US AN OPPORTUNITY TO TALK ABOUT SOME OF THE INITIATIVES MANPOWER HAS PARTICIPATED IN. ALSO, I WOULD LIKE TO THANK CARDINAL HEALTH FOR INVITING US AND HOSTING US TODAY. A LITTLE BIT ABOUT MANPOWER GROUP. MANPOWER GROUP CREATES AND DELIVERS HIGH IMPACT SOLUTIONS TO ENABLE OUR CLIENTS TO WIN IN A CHANGING WORLD OF WORK, AND ALSO TO ENHANCE THEIR COMPETITIVENESS. FOR OVER 60 YEARS, MANPOWER, A $19 BILLION COMPANY, HAS WORKED TO HELP OUR CLIENTS, AND DURING AN AVERAGE YEAR, WE SERVICE ABOUT 400,000 CLIENTS, AND THAT IS SMALL TO MIDSIZED CLIENTS. LOCAL, MULTINATIONAL, INTERNATIONAL, AND GLOBAL. WE MAINTAIN THE WORLD'S LARGEST AND MOST ROBUST NETWORK OF OFFICES, NUMBERING 3900, AND WE ARE IN 80 COUNTRIES. A LITTLE BIT OF BACKGROUND ON HOW THIS INITIATIVE GOT STARTED. THE IMPENDING TALENT CRUNCH WILL CAUSE EMPLOYERS TO HAVE TO LOOK AT THE UNTAPPED TALENT RESOURCES IN ORDER TO FILL THEIR NEEDS. ONE OF THESE TALENT POOLS IS THE PEOPLE WITH DISABILITIES THAT ARE ESTIMATED TO COMPRISE APPROXIMATELY 20% OF THE POPULATION, AND HAVE EXPERIENCED THE HIGHEST UNEMPLOYMENT RATE, WHICH IS OVER 80%. AND THIS INFORMATION COMES FROM THE U.S. DEPARTMENT OF LABOR. AND A FEW MORE COMPELLING STATISTICS I WOULD LIKE TO GIVE YOU. 31% OF EMPLOYERS WORLDWIDE ARE HAVING TROUBLE FILLING POSITIONS WITH THE RIGHT SKILLED PEOPLE, MEANING THESE SKILLS ARE IN DEMAND. AS A RESULT, EMPLOYERS WILL NEED TO LOOK AT TALENT POOLS THAT HAVE TRADITIONALLY GONE UNTAPPED. OVER 80% OF DISABILITIES ARE ACQUIRED, AS A RESULT OF AGE AND ILLNESS. AT THE SAME TIME, THE AGING WORK FORCE WILL INCREASE FROM 12% TO 20%. OF THE WORKING POPULATION BY 2025. AND THAT COMES FROM THE UNITED NATIONS POPULATION DIVISION. THERE IS A WHOLE UNTAPPED WORTH OF WORKERS AVAILABLE TO EMPLOYERS. TRADITIONALLY, THESE GROUPS HAVE NOT BEEN ON THE RADAR SCREEN. EMPLOYERS WERE NOT LOOKING TO THEM TO FILL POSITIONS. BUT THEY NOW WILL NEED TO BEGIN TO LOOK AT THESE UNTAPPED MARKETS. CHANGING DEMOGRAPHICS, TALENT AND SKILLS MIX, AND EMPLOYERS WITH A SERIOUS RISK TO PRODUCTIVITY WILL NEED TO BECOME CREATIVE. MANY OF THESE INDIVIDUALS WILL COME FROM THE POOL OF TALENT WITH DISABILITIES. AND MANY OF THESE INDIVIDUALS, WITH APPROPRIATE RESKILLING OR UPSKILLING, WILL FILL THE POSITIONS AND INCREASE THE PRODUCTIVITY. ADVOCATE TO ACCESS WORK FORCE OPPORTUNITIES ON BEHALF OF PEOPLE WITH DISABILITIES AND PROJECT ABILITIES THAT HAS RAISED MANPOWER'S AWARENESS IN THIS EFFORT. PROJECT ABILITY PROVIDES A TALENT SOLUTION THAT PROJECT ABILITY PROVIDES A TALENT SOLUTION THAT WORKS FOR THE BENEFIT OF THE EMPLOYERS. PEOPLE WITH DISABILITIES IN THE COMMUNITY AT LARGE. WITH THE TALENT AND SKILLS SHORTAGE IN IMMINENT AT THE END OF THIS ACCEPTABLE PULL WILL BE ABSOLUTELY IMPERATIVE. PROJECT ABILITY IS A COLLABORATIVE EFFORT. WE'RE LEVERAGING THE EXPERTISE OF COMMUNITY-BASED ORGANIZATIONS, AS WELL AS MANPOWER, AND HIGHLY RESPECTED COMMUNITY-BASED ORGANIZATIONS TO TAP INTO THESE PEOPLE WITH DISABILITIES. THE PROGRAM FOCUSES ON AN MATCHING THE NEEDED JOB SKILLS WHICH OUR EMPLOYERS REQUIRE, TO THE SKILLS THAT THAT TALENT POOL POSSESSES. AND IT IS INCLUSIVE OF PEOPLE WITH DISABILITIES. IT IS THE FIRST OF MANY PREDICTABILITY PROGRAMS TO BE LAUNCHED. OUR FIRST PILOT PROGRAM WAS LAUNCHED IN AT SAN JOSE, CALIFORNIA. THE CALIFORNIA TEAM, THE PROGRAM WORKS IN PARTNERSHIP WITH TRANSACCESS, PROJECT HIRED, AND THE CALIFORNIA STATE DEPARTMENT OF REHABILITATION. THESE ARE THE AGENCIES THAT CONNECT COME IN DIFFERENT CAPACITIES, TO THE DESIRED DISABLED POPULATION. IT IS UNIQUE IN THAT A PRIMARY COMMUNITY-BASED ORGANIZATION, IN COOPERATION WITH OTHER COMMUNITY-BASED ORGANIZATIONS IN THE STATE DEPARTMENT OF REHABILITATION, BECOME A SELLING POINT FOR REFERRING POTENTIAL CANDIDATES TO MANPOWER FOR APPOINTMENT. WE HAVE A SERIOUSLY DEFINED PROCESS TO FACILITATE THE REFERRAL OF THE APPROPRIATE INDIVIDUALS, AND QUALIFIED INDIVIDUALS WITH DISABILITIES. THIS INCLUDES PRESCREENING BY THE COMMUNITY-BASED ORGANIZATIONS, AS WELL AS MANPOWER'S COMPREHENSIVE SKILLS ASSESSMENT. A CUSTOMIZED REPORTING PROCESS WAS DEVELOPED TO TRACK INDIVIDUALS WHO ARE REFERRED TO MANPOWER AND THEIR OUTCOME AND THE REPORT INCLUDES INFORMATION ON THE NUMBER OF INTERVIEWS, THE PLACE, TYPE OF PLACEMENT, AND PERFORMANCE RATING, WITH COMMENTS ON THE MANPOWER CLIENTS. THIS PROGRAM IS SUCCESSFUL BASED UPON THE FOLLOWING THINGS: STRONG RELATIONSHIPS BETWEEN THE LOCAL MANPOWER OFFICE AND AT THE LOCAL INFLUENTIAL COMMUNITY-BASED ORGANIZATIONS THAT SERVE THE PEOPLE WITH DISABILITIES. A STRONG RELATIONSHIP WITH THE LOCAL DEPARTMENT OF REHABILITATION AND/OR VOCATIONAL REHABILITATION. THE MANPOWER OFFICES AND INTAKE OFFICES ARE ALL ACCESSIBLE TO PEOPLE WITH DISABILITIES, AND STAFF NEEDS TO BE WELL TRAINED. RESULTS AND OUTCOMES. MANPOWER HAS PLACED 115 INDIVIDUALS WITH DISABILITIES INTO EMPLOYMENT, WITH ANOTHER 155 IN THE PIPELINE. PROJECT ABILITY IS UNIQUE, IN THAT WE WANTED SOMETHING THAT WE CAN REPLICATE ACROSS THE COUNTRY AND HAVING A FLEXIBLE FRAMEWORK, BECAUSE WE WILL NEED TO COLLABORATE WITH EMPLOYERS AND COMMUNITY-BASED ORGANIZATIONS THROUGHOUT THE COUNTRY. WE HAVE 155 IN THE PIPELINE AND HOPE TO BE PLACING MORE. PROJECT ABILITY IS TRULY A COLLABORATIVE PROJECT WHERE WE ARE LEVERAGING THE EXPERTISE OF BOTH THE COMMUNITY-BASED ORGANIZATIONS AND MANPOWER. IT WAS LAUNCHED INITIALLY, AS WE SAID, IN SAN JOSE, BUT HAS RECENTLY BEGUN OPERATING IN BOSTON AND WILL BEGIN OPERATING IN CHICAGO AND HOUSTON IN THE NEAR FUTURE. PLANS ARE UNDER WAY TO LAUNCH THE PROGRAM IN FIVE ADDITIONAL MARKETS, WHICH ARE YET TO BE DETERMINED. AND WOULDN'T IT BE NICE TO BE ABLE TO LAUNCH THAT IN OHIO? JUST IN CLOSING, WHAT I WOULD LIKE TO LEAVE YOU WITH IS THAT THIS COLLABORATION AND VISION IS FOCUSED ON THE FACT THAT IT IS THE ABILITY, NOT THE DISABILITY, THAT MATTERS. THESE FOLKS ARE PLACED BECAUSE THEY HAVE THE APPROPRIATE SKILLS THAT OUR CLIENTS ARE LOOKING FOR. SO IT IS JUST A MATTER OF GETTING THAT WORKING. THAT IS ONE OF THE QUESTIONS THAT WAS ASKED. I THINK THAT IS ONE THING THAT WE HAVE, AND OPPORTUNITY THAT WE CAN FILL THAT FOR YOU. SO THANK YOU. [APPLAUSE]
00:56:42WOW, OK. WE ARE READY, OHIO. AREN'T WE READY FOR THEM? I AM TELLING YOU, WE'RE HOOKING UP WITH MANPOWER. WE'RE GOOD TO GO. WE'RE READY. ONE THING I WOULD LIKE TO MENTION, TOO, IS THAT LOWES AND MANPOWER ALSO BOARD MEMBERS OF THE USBLN, WHICH IS WONDERFUL THAT THEY ARE SITTING THERE, TOO. NEXT UP, LAST BUT NOT LEAST, ABSOLUTELY, YES A GOING TO INVITE MARK STEWART, GENERAL MANAGER FROM LOWES DISTRIBUTION CENTER IN FINLEY TO TELL US ABOUT THE LOWES INITIATIVES, AND WHAT HIS DISTRIBUTION CENTER'S JOURNEY HAS BEEN. [APPLAUSE]
00:57:33THANK YOU. AND THANK YOU FOR THE INVITATION TO BE HERE TODAY. IT IS AN HONOR. I THINK THAT IS VERY IMPORTANT, AND I TRULY BELIEVE IN IT. I HAVE GOT A COPY OF THAT GREAT VIDEO. I HAVE SEEN IT MANY TIMES. EVERY TIME I SEE IT, I THINK, WOW, I HOPE WE DO THAT WHEN THEY. I AM PROUD TO BE HERE THIS YEAR. WE HAVE OUR OUTREACH PROGRAM, WHICH IS THE PROGRAM THAT WE COINED TO ACTIVELY RECRUIT CANDIDATES WITH DISABILITIES. OUR OUTREACH PROGRAM ALIGNS WITH OUR VALUES OF DIVERSITY AND INCLUSION. AND MORE IMPORTANTLY, WE'RE GIVING PEOPLE A CHANCE THAT MIGHT NOT OTHERWISE HAVE A CHANCE. SO IT IS THE RIGHT THING TO DO. ABOUT TWO YEARS AGO, THE GENERAL MANAGER OF OUR PENNSYLVANIA LAW DIVISION ENCOURAGED DISABLED APPLICANTS TO APPLY. SHORTLY THEREAFTER, WE TOOK ON SPONSORSHIP FOR THE ENTIRE DISTRIBUTION NETWORK AROUND THE COUNTRY. WE CURRENTLY HAVE 14 CC'S, EMPLOYING ABOUT 300 PEOPLE WHO HAVE COME TO US THROUGH THE PROGRAM, IN ADDITION TO THE INDIVIDUALS WITH DISABILITIES WHO WE ALREADY EMPLOYED THROUGH NORMAL RECRUITING CHANNELS. SPECIFICALLY IN FINLEY, WE LAUNCHED, WITH THE HELP OF THE FOLKS, AND THE ASSISTED US WITH A PROVIDER EVALUATION AND SENSITIVITY AND AWARENESS TRAINING FOR OUR LEADERSHIP TEAM. AND ALSO, THANKS AGAIN TO WALGREEN'S. THERE WERE KIND ENOUGH TO INVITE US UP AND SHARE A LOT OF INFORMATION WITH US, WHICH WAS GREAT. IT HELPS US GET STARTED. WE THEN BEGIN OUR PARTNERSHIP WITH THE REGIONAL LOCATION, VALLEY CENTER. THEY HAVE BEEN A GREAT PARTNER IN SERVICE A SINGLE SOURCE PROVIDER FOR PROVIDING CLIENTS FROM VARIOUS ORGANIZATIONS WITHIN THE COMMUNITY. ADDITIONALLY, THEY PROVIDED JOB COACHES ACROSS ALL THREE SHIFTS OF OUR OPERATION. WE CURRENTLY EMPLOY ABOUT 10 INDIVIDUALS WHO HAVE COME TO US THROUGH THE PROGRAM, AND WE CONTINUE TO ENCOURAGE APPLICANTS TO APPLY. THEY ARE PAID AT THE SAME AS EVERYONE ELSE IN WASHINGTON, D.C., AND THERE HELD TO THE SAME PERFORMANCE EXPECTATIONS. ADDITIONALLY, MANY OF OUR FOLKS EARNING PERFORMANCE ABOVE AND BEYOND THEIR BASE PAY. ANOTHER POSITIVE OUTCOME, AND THIS WAS KIND OF A SURPRISE TO ME, BUT A VERY PLEASANT SURPRISE, SINCE WE BEGAN OUR OUTREACH PROGRAM, WE HAVE BECOME MORE CREATIVE IN THINKING OUTSIDE THE BOX ON HOW WE TRAIN AND DEVELOP OUR TEAM MEMBERS. BEING ABLE TO ADAPT OUR TRAINING METHODS BENEFITS ALL OF OUR TEAM MEMBERS AS WE ARE BRINGING DIFFERENT SKILL LEVELS, CAPABILITIES, AND PERSONAL CHALLENGES TO WORK WITH US EACH DAY. IT IS MY JOB AND THE JOB OF MY LEADERSHIP TEAM TO BE ABLE TO HELP ALL OF OUR FOLKS SPEAK AS SUCCESSFUL AS THEY POSSIBLY CAN. SO THAT CREATIVE THINKING AND TRAINING AND HELPING EVERYONE AS THEY GROW AND DEVELOP HAS BEEN A GREAT SIDE EFFECT THAT REALLY WAS NOT ANTICIPATED. OVERALL, THE INITIATIVE TO ACTIVELY RECRUIT PEOPLE WITH ABILITIES HAS CREATED A MORE INCLUSIVE ENVIRONMENT, PROVIDED A CHANCE FOR SUCCESS FOR SOME WONDERFUL MEMBERS OF OUR COMMITTEE, AND GIVING LOWES ANOTHER AVENUE OF RECRUITING AS CONTINUE TO GROW AND TO SERVE OUR CUSTOMERS. IT HAS BEEN A GREAT OPPORTUNITY TO BE INVOLVED IN SOMETHING SO BENEFICIAL TO THE COMMUNITY, AND I AM VERY PROUD TO BE PART OF IT. THANK YOU. THANKS AGAIN FOR HAVING ME. I APPRECIATE IT. [APPLAUSE]
01:01:41THANK YOU. I THANK ALL OF YOU FOR BEING HERE TODAY. WE REALLY APPRECIATE IT. CARDINAL HEALTH IS PROUD TO BE THE LEADING EMPLOYER FOR BLN. WHAT A WONDERFUL ORGANIZATION AND GREAT STORIES TODAY. I WANTED TO TURN YOUR ATTENTION TO THE HANDOUT. IF YOU LOOK IN THERE, YOU SHOULD BE ABLE TO FIND A LITTLE CARD. WE WOULD LOVE IT IF YOU WOULD MAYBE FILL THAT OUT, AND YOU COULD GIVE IT TO PAM BACK HERE. OR YOU COULD FILL IT OUT AT A LATER TIME AND MAIL THAT IN TO BECOME A MEMBER. WE'RE LOOKING FORWARD TO HAVING YOUR INPUT AND SHARING YOUR STORIES ON HOW WE CAN ALL BE BETTER AT THIS. ANOTHER COUPLE OF ITEMS TO SHARE. THERE IS ALSO A PREVIEW OF WORKSHOPS AND THE EVENTS THAT WE HAVE GOING ON, AND WE WOULD LOVE IT IF YOU COULD ATTEND THE WORKSHOP IDENTIFYING AND APPROPRIATELY MANAGING MENTAL HEALTH ISSUES IN THE WORKPLACE, TRENDS AND TECHNIQUES. WE ARE TARGETING THAT ON JUNE 7, AND WE HAVE APPLIED FOR HRCI CREDIT FOR THE EVENT. IN ADDITION, THERE'S CONTACT INFORMATION FOR YOU TO UTILIZE FOR YOUR NETWORKING PURPOSES. FEEL FREE TO REACH OUT TO ANYBODY HERE WITH BLN IF YOU HAVE ADDITIONAL QUESTIONS. WE WOULD ALSO LIKE TO LET YOU KNOW THAT THERE ARE BOARD POSITIONS AND COMMITTEE POSITIONS AVAILABLE WITH BLN IF YOU LIKE TO BE INVOLVED. SO PLEASE PARTICIPATE. WE REALLY APPRECIATE THAT. I WANT TO THANK ALL THE PEOPLE WHO HAVE PARTICIPATED AND SPOKEN. I WOULD BE REMISS IN NOT ADD THAT THE GOVERNOR'S COUNCIL EMPLOYER OF THE YEAR NOMINATIONS ARE OUT. SO ANOTHER BIG THING THAT WE WANT TO SHARE WITH EVERYONE, AND IT IS SOMETHING TO LOOK FORWARD TO THERE. AND OUTSIDE OF EVERYTHING THAT WE HAVE LEARNED TODAY, I WANT TO THANK EVERYBODY FOR YOUR PARTICIPATION AND FOR COMING. WHAT A WONDERFUL TURNOUT. WE WISH YOU ALL THE BEST OF LUCK IN YOUR ENDEAVORS AS IT RELATES TO HELPING FOLKS OUT THERE IN THE COMMUNITY. SO THANK YOU VERY MUCH FOR BEING HERE. [APPLAUSE]
Note : Transcripts are compiled from uncorrected captions
 
 
Set In Point : sec Set Out Point : sec
Width : px Height : px
Transcript :
Code :
 Facebook Embed : To embed this video into your Facebook page, copy and paste the above URL into Facebook's 'Link' box in its 'Share' options.
Please Note : End points and dimensions are not recognized by Facebook.
Set In Point : sec Set Out Point : sec
URL :
 
Date : 04-06-2011     View : 187,235 Views     Duration : 01:03:50     Size : 293.2 MB