Celebrate the ADA Anniversary!

DC Metro Business Leadership Network Monthly Newsletter: July 2017

Celebrate the ADA Anniversary

On July 26, the ADA will celebrate 27 years! 

Katherine McCary

The Hon. Katherine McCary, CEO DC Metro BLN

On July 26, 1990, President George H.W. Bush signed into law the Americans with Disabilities Act, which prohibits discrimination against people with disabilities in employment, transportation, public accommodations, commercial facilities, telecommunications, and state and local government services.

What is your organization doing to celebrate? 

There are many activities taking place in honor of the anniversary.  Here are some ideas you can include in your internal and community efforts: 

  • Share information about the ADA 
  • Promote your Disability ERG Activities 
  • Highlight your Self ID Campaign
  • Hold an internal share forum for employees to tell their success stories
  • Start an Awareness Campaign to address your workplace accommodations policy and procedures
  • Invite your community partners in for a facility tour and to meet your hiring managers
  • Host an in-house  Assistive Technology Fair 
  • Register and bring a Hiring Manager, D&I or Talent Acquisition leader to the JULY 13th program
  • Register and attend the US Chamber of Commerce/USBLN event July 27 "The Future of International Disability Inclusion"
  • Register a team for the August USBLN Annual Conference (Hurry, it's almost sold out!)
  • Connect and build a relationship with the Mid-Atlantic ADA Center and register to attend and sponsor the Annual Update in Tysons Corner in September
  • Become a DC Metro BLN Gala Sponsor- Support our Millennial Employer Collaborative
July is also a good time to plan for October National Disability Employment Awareness Month (NDEAM) and Disability Mentoring Day (DMD).

    Check out the programs and webinars listed in the newsletter!  If you need support in any internal activities or are interested in an in-house Disability Awareness Training, please contact me! 

    Katherine's firm, C5 Consulting, LLC, a USBLN certified Disability Owned Business Enterprise (DOBE), staffs both the DC Metro BLN and the Silicon Valley BLN and provided consultant services for 11 affiliate start ups. Katherine was the founding chair of USBLN. Today, C5 offers corporate leadership experience and customized disability inclusion training including e-learning for client LMS systems - developed by business experts  for business.


    This Facts for Features provides a demographic snapshot of the U.S. population with a disability and examines various services available to them. The statistics come from various Census Bureau censuses and surveys, covering differing periods of time.


    Table of Contents Contents

    2017 DC Metro BLN Programs


    Capital One

    AUTISM @ WORK: Recruiting, Interviewing and Retaining Top Talent

    Attend Virtually or join the Waitlist today


    July 13, 2017

    8:30 am - 12:00 pm

    Capital One

    1680 Capital One Drive, McLean, VA


                Melanie Whetzel                    Lou Orlesne

           Melanie Whetzel                           Lou Orslen

    Cognitive/Neurological Team                Co-Director

    Job Accommodation Network

    Hear from JAN-the leading experts on interviewing and Accommodating Talent! Using our Share Forum Approach, we will be discussing the following challenge questions with national employers who have added a focus on this disability.

    • What is appropriate language and etiquette to use in the Autism Dialog?
    • What are the barriers to recruiting Talent? Where is the pipeline?
    • What strategies have you put in place to retain this Talent?
    • What is your organization doing within your culture to ensure true inclusion of individuals with Autism? 

    Special Guests include representatives from Capital One, EY,

     Booz Allen Hamilton and Freddie Mac. 

    Invited Guests from SAP and Microsoft will share their perspectives.


    US Business Leadership Network

    USBLN 20th Annual Conference


    No DC Metro BLN Programming


    evolver agents of progressive change

    Mental Illness: Stay at Work/return to Work Strategies for Employers


    September 12, 2017

    8:30 am - 12:00 pm

    Evolver, Inc.

    1943 Isaac Newton Square E #260, Reston, VA


    Anne Hirsh

    Anne Hirsh


    Job Accommodation Network


    DC Metro Business Leadership Network

    DC Metro BLN 3rd Annual Gala

    Date and Location Pending

    No DC Metro BLN Program


    4th Annual Federal Updates: ODEP, OFCCP, EEOC, VETS

    Host and Date Pending

    Our 2018 Calendar is Under Construction!

    If you want to host a 2018 program, please contact Katherine McCary. Our programs feature the Host's Disability Leadership, a keynote speaker and a Share Forum. 

    If you have suggestions for 2017 Webinar Speakers or Gala Speakers, please let us know!!

    2017  Membership

    2017 Annual Membership Levels

     Level  Annual Fee  Program Registration
     Platinum  $10,000 No Program Fees 
     Diamond  $5,000 $65 
     Gold  $3,000 $65 
     Corporate  $1,500 $65 
     Non-Profit  $750 $65 
     Small Business  $750 $65 
     Individual  $175 $65 
     Individual/SHRM  $150 $65 
     Student  $50 $30 

    Virtual Program Registration (As Available):          $45

    Webinar Attendee:                                                 $25

    Webinar Attendee - Member :                                $15

    Non-Member:                                                         $125

    Effective 2017, Membership Dues may be combined with Gala Sponsorship* for ONE combined annual invoice! Contact us to receive an invoice!

    Gala Sponsorships are available

    • Platinum $10,000
    • Diamond $5,000
    • Gold  $2,500
    • Silver $1000
    • Crystal $500

    * The 2017 Gala will continue the work of the Millennial Employer Collaborative! Stay tuned for details! Sponsors receive Gala tickets and 2018 Program Passes.

    2017 Discussion Board- NEW SECTION ADDED

    We are adding a new discussion board on Community Partners and want you to share your thoughts!

    All members have access to the Discussion Board where they can comment on topics including veterans, accommodations, Millennials, community partners and accessibility. Or add your own topic and start a discussion!

    DC Metro BLN Discussion Board

    In the News - Articles of Interest

    Millennial Corner: 

    Veterans Corner: Hire Vets Medallion Program

    Ron Drach
    Ron Drach

    On May 5, 2017 the President signed the Honoring Investments in Recruiting andEmploying American Military Veterans Act or better known as the HIRE VETS ACT(Public Law 115-31).

    The Department of Labor’s Veterans’ Employment and Training Service (VETS) is charged with writing regulations and guidelines to implement this program designed to honor  the country’s employers who “recruit, retain,and employ veterans, and who offer charitable services in support of the veteran community”. They will develop an application form and process. You can find detailed information about the law at https://www.dol.gov/vets/hirevets/

    VETS will establish two levels of awards for large employers (500 or more employees) and develop similar awards for small(50 or fewer employees) and medium employers (50 to 499 employees). The two levels are Gold and Platinum.

    The criteria include:

    • the percentage of hired employees who are veterans,
    • the percentage of veteran employees who are retained,
    • the establishment of related veterans' assistance and training programs,
    • the employment of dedicated human resources professionals for veterans, and
    • income and tuition support for veterans.
    • the Secretary may provide, by rule, additional criteria to determine qualification.

    Since the Secretary has discretion you may want to request additional criteria. Here are some suggestions:

    • Part-time or seasonal (this would take into account those veterans attending school or whose disabilities require part time or seasonal work)
    • “Covered”veterans as defined in VEVRAA (VETS already has an obligation to define“veteran” for purpose of the Act)
    • Veterans with a disability. Although this category would be included under “covered”veterans a distinct category would identify this population
    • Veterans with distinct disabilities, e.g. TBI, PTSD, Spinal Cord Injury (SCI), and blindness. These are just a few examples and you could add more

    VETS held two “listening sessions” to obtain input from employers and stake holders. There is still an opportunity to provide comment but time is of the essence as VETS is currently drafting regulations. You can comment now or wait until VETS publishes a Notice ofProposed Rule Making (NPRM) or both. I learned many years ago the importance of commenting when an opportunity presents itself. It is also important to comment positively on elements of a program or regulation you like as well as elements you disagree with and want deleted or amended.

    During the listening sessions VETS asked for comments on the following (the parenthetical comments are mine not VETS):

    • What are the Benefits? (The law requires only the award of a “medallion”. Are there other benefits that you believe will flow to the employer besides the “medallion”?)
    • What should the Criteria be? (The law sets out certain criteria as mentioned above but VETS can expand on it)
    • What about Retention? (As has been discussed including in two previous DCBLN articles, retention can be a complicated situation. If you have any strong thoughts about retention please let VETS know)
    • What about Verification? (This includes verification of veteran status. We all know these  self identification by veterans and PWD is problematic. Self identification for this program will help contractors and subcontractors with their affirmative action reports)
    • What should the Application Fee be? (See below)

    Employers will be urged to nominate themselves and it is not known at this point if someone else will be able to nominate a deserving employer. In any event Congress did not provide funding for this award but authorized DOL to assess a reasonable application fee to fund the program.

    The Congressional Budget Office (CBO) “scored” the cost of the first year to be $1M for 4,000 awards at an average cost of $250.00. It is not known as of this writing what the fee will be.

    I have some thoughts that may or may not align with yours. Please let me know if I can be of assistance.

    Comments can be sent immediately to:

    Randall"Smitty" Smith
    Office of Strategic Outreach
    Veterans' Employment and Training Service (VETS)
    U. S. Department of Labor | Veterans.Gov
    Tel: (202) 693-4745

    (There may be a different point of contact towrite to when the NPRM is issued.)

    About Drach Consulting,LLC

    Drach Consulting, LLC is a service disabled veteran owned firm that was established after a successful career that includes28 years with the Disabled American Veterans (DAV) and more than 8 years with the U.S. Department of Labor’s Veterans’ Employment and Training Service(VETS).   Ron Drach, President of Drach Consulting, LLC has nearly 50 years experience working on veteran’s issues including employment, affirmative action, vocational rehabilitation,homelessness, transitioning service members, and disability issues. Ron is available to provide consulting services on the issues mentioned above or other issues related to veterans, wounded warriors, or people with disabilities    

    Accessibility Corner: Attracting Applicants with Disabilities

    Eduardo Meza-Etienne
    Eduardo Meza-Etienne

    There are numerous, well-proven direct and indirect benefits to hiring employees with disabilities. Unfortunately, however, digital inaccessibility can get in the way of engaging and recruiting job applicants with disabilities. To compound matters, often the myths about workers with disabilities can overshadow the facts. The fact is, there’s genuine value in diversifying your workforce with employees who have disability experience.

    The unemployment rate of Americans with disabilities who are actively searching for a job – 10.7 percent in 2015 – is double that of people without disabilities. A similar trend is found in most other developed countries. According to the U.S. Department of Labor’s latest figures1, there are around 621,000 people with disabilities in this country who are ready and willing to work, but simply can’t find an organization that will hire them. At the same time, businesses report difficulty finding qualified, competent workers.

    To break down the barriers between job seekers with disabilities and fulfilling employment, potential employers need to let go of false assumptions about the contributions and capabilities of workers with disabilities. But they must also remove digital barriers in their recruitment process – which may be less accessible and inclusive than they realize. First, let’s break down at a few myths.

    Myth: Employees with Disabilities Won’t do a Good Job

    The facts: Although potential employers may assume that an applicant with a disabilities is less qualified or won’t perform as well as a worker without a disability, this hasn’t proven to be the case. Companies like Walgreens, which has made a point of recruiting people with disabilities for the past 10 years, have learned firsthand that these employees work to the same job standards as everyone else. Surveys and studies of the performance ratings of workers with disabilities have consistently found that they’re the same as, or higher than, the ratings of employers without disabilities.

    Myth: Job Accommodations are Costly

    The facts: The majority (59%) of job accommodations for employees with disabilities have zero cost associated with them, reports the Job Accommodation Network (JAN)2. Accommodations may be as simple as raising a desk on blocks for someone who uses a wheelchair, providing screen magnifying software for someone with partial vision, or allowing a lunch break to be divided into shorter breaks so someone with fatigue can have rest periods.

    For those job accommodations that do have a price tag, the average cost is around $500. According to JAN, that’s only $100 more than what the same employer would typically have spent to accommodate a worker without a disability!

    Myth: There Will Be More Absenteeism and Higher Turnover

    The facts: Most research has found that people with disabilities have the same or lower rates of absenteeism compared to the average worker. In other words, they aren’t taking more sick days, and in many cases they’re taking fewer. As for retention, several studies have demonstrated that employees with disabilities actually have a much lower rate of turnover compared to employees who don’t have disabilities.

    Myth: Our Bottom Line will Suffer

    The facts: The JAN report notes that there are major benefits to companies that accommodate employees with disabilities. For instance, productivity goes up, attendance is improved and morale is higher – not just for the worker with a disability, but for the entire work force! The companies surveyed by JAN report a 16% increase in their customer base and a 27% increase in profitability as indirect results of accommodating employees with disabilities.

    Fact: Hiring People with Disabilities is a Competitive Advantage

    Hiring workers with disabilities can put your company ahead of the pack. There are several reasons why. Diversity on your work force inevitably results in a stronger rapport with a diverse public. Thus hiring people with disabilities and tapping into their expertise allows your organization to better reach and meet the needs of customers who themselves have disabilities.

    That’s powerful, considering that people with disabilities globally have over $200 billion in discretionary spending!

    As we noted above, accommodating employees with disabilities can also improve your productivity and bottom line. For instance, making a modification, such as removing technology barriers, can end up boosting the output of all employees.

    Having a diverse work force is also quite attractive to potential customers and clients. A national survey published in the Journal of Vocational Rehabilitation3 found that 87% of consumers would rather give their business to organizations that hire people with disabilities. LinkedIn Talent Solutions, in its Global Recruiting Trends 2017 Report4, finds that companies are heavily relying on diversity initiatives as a way to increase engagement and stand out from their competitors.

    Digital Barriers to Employment

    Recruitment today is digital. It starts with your own website: According to recruitment trend experts, potential employees are scrutinizing your brand online to get a sense of your identity, culture and reputation. Thus your online presence is playing an increasingly vital role in attracting qualified job candidates. Job searches, applications and screening are also online.

    Unfortunately, job seekers with disabilities face not just attitudinal barriers, but digital barriers as well. A significant portion of employer sites, recruitment boards and online tools are not fully accessible to people with disabilities.

    In a 2015 survey of job seekers with disabilities, the Partnership on Employment & Accessible Technology (PEAT)5 highlighted many of the web accessibility barriers they routinely face. Almost half of them (46%) said that the last time they tried to apply online for a job, the process was “difficult to impossible.” Of those who were required to complete tests or assessments as part of the job screening, 40% said they couldn’t do it independently.

    These job seekers reported a whole range of web accessibility problems. They encountered navigation issues, timeouts, poor color contrast, graphics without alternative text descriptions, and job applications that could only be completed using a mouse, among other barriers.

    All these barriers, incidentally, could easily have been remediated if website designers followed the Web Content Accessibility Guidelines (WCAG), which are universal standards for web accessibility. Instead, countless opportunities for richer talent are potentially lost when companies rely on these inaccessible online recruitment tools.

    Attracting Qualified Job Applicants with Disabilities

    Section 503 of The Rehabilitation Act6 establishes seven percent as the “utilization goal” for federal contractors hiring people with disabilities. This means that, in their recruitment and hiring practices, they should be aiming for seven percent of their work force to be made up of employees with disabilities (or seven percent of each job or trade group, if the organization has more than 100 employees).

    Businesses and organizations that are serious about diversity in their work force should get serious about digital accessibility. Let potential job candidates know they are welcomed from the moment they visit your brand online. Eliminate any barriers from your website. Make sure that your online application process is fully accessible to people with disabilities.

    Full digital accessibility will enable all job seekers to learn about your policies and apply to your organization without encountering frustrating barriers. It will project to potential employees with and without disabilities that your company is progressive and inclusive. Importantly, it will also build trust, making it more likely that your employees will feel comfortable self-identifying as having disabilities. That’s essential, of course, if you’re aspiring to meet the Section 503 utilization goal.

    The benefits don’t end there. By complying with digital accessibility standards, your organization will reap the rewards of tapping into a rich talent pool. You’ll diversify your reach and engagement. And you’ll differentiate yourself from your competitors.


    1. U.S. Department of Labour’s latest figures. Bureau of Labor Statistics, 2016.
    2. Job Accomodation Network (JAN) Job Accomodation Network, 2016.
    3. Journal of Vocational Rehabilitation Journal of Vocational Rehabilitation, 2005.
    4. Global Recruiting Trends Report Maria Ignatova, 2016.
    5. Partnership on Employment & Accessible Technology (PEAT) PEAT, 2015.
    6. Section 503 of the Rehabilitation Act U.S. Department of Labor, 2014.

    CODEP - Office of Disability Employment Policy

    ODEP Hosting Online Dialogue on Stay at Work/Return to Work

    June 26 - July 7

    Promoting timely and effective stay-at-work (SAW) and return-to-work (RTW) services and supports for workers with injuries or illness that disengage them temporarily from the workforce is one of many issues that are being addressed by ODEP through its Stay-at-Work/Return-to-Work (SAW/RTW) Policy Collaborative. From June 26 through July 7

    ODEP will be hosting an online dialogue to get ideas for how the SAW/RTW Policy Collaborative can reach the appropriate audiences for its policy products, including what dissemination strategies it should use and how to package the information in a way that is useful, appealing, and above all, motivating. This dialogue will also contribute to development of a strategic outreach plan for dissemination of policy products developed through this ODEP initiative.

    • Log in to join the SAW/RTW online dialogue
    • Learn more about the SAW/RTW online dialogues


    A Few Things to Know About American Sign Language

    Did you know that American Sign Language (ASL) has regional accents? Or that people who use sign language may sign in their sleep? A new brief video can help employers and employees better understand sign language and Deaf culture, as well as learn a few basic signs to assist when interacting with people who are deaf or hard of hearing and use ASL. Titled “A Few Things to Know About ASL,” the video was produced by National Public Radio with assistance from Gallaudet University (DC Metro BLN Member) in Washington, D.C.

    Partnership on Employment & Accessible Technology

    PEAT Talks Recap: Making Taleo Accessible

    As one of several technology products dominating the eRecruiting space, Oracle’s Taleo Talent Acquisition Cloud(link is external) is a solution that many businesses worldwide use to source and manage talent. But Taleo is also a case study in accessibility, and those tuning in to our latest PEAT Talk had a front row seat for the story of Oracle’s ongoing journey to make this platform accessible to users with disabilities. PEAT was excited to welcome Peter Wallack, Senior Director of Oracle's Accessibility Program; Ali Moosvi, Product Management Director of Taleo Development; and Priyanka Jampana, Accessibility Test Engineer.

    Peter began by introducing the company’s development model, which makes Oracle its own customer by design—thereby ensuring that they experience the multifaceted value of making accessible products firsthand because they use their own products internally. “By making our products accessible,” Peter explained, “we're increasing our ability to sell, the ability of our customers to sell and interact with people with disabilities, and our own ability to employ the best and brightest, regardless of whether they have a disability or not.”

    Peter went on to frame Oracle’s five-step development process, which makes accessibility standards such as WCAG(link is external) and the recent Section 508 refresh a top priority. He outlined the five steps they follow to make a product accessible:

    1. Design it properly
    2. Develop it properly
    3. Do the proper documentation
    4. Test it
    5. Write a Voluntary Product Accessibility Template (VPAT)

    While Oracle applies this process to products it develops from the ground up, Taleo came to Oracle through an acquisition in 2012. The company has since worked to build accessibility into the existing platform, a more complicated task that underlines the need to prioritize accessibility in the beginning of any development process.

    Although Oracle knew of certain accessibility issues before a session with PEAT in 2015, Peter credits PEAT for publicizing the extent of problems plaguing online job application systems. In particular, PEAT’s finding that 46% of people with disabilities had rated their last experience applying for a job online as “difficult to impossible” served as a wake-up call.

    One of the biggest issues Oracle uncovered is that many accessibility problems arise post-purchase, when customers customize the product to match company branding and add their own content. To assist clients in maintaining the accessibility of Taleo, Oracle provides accessibility documentation and encourages them to reach out for support from the Taleo accessibility team when configuring and deploying the system. However, Peter stressed that HR staff training is also a critical piece of the puzzle, as online job application accessibility requires use of features such as HTML heading structures and proper color contrast.

    In the second half of the presentation, Ali provided an overview of Oracle’s accessibility successes to date, as well as their next priorities. The Talent Acquisition Cloud includes three core modules that form a funnel of interaction:

    • Sourcing, where job candidates learn about and apply for positions;
    • Applications, where recruiters use the platform to screen candidates, schedule interviews, and extend job offers; and
    • Onboarding, where new hires receive access to what they need to prepare for their first day on the job.

    Currently, the Taleo team’s top priority is to ensure full accessibility at the sourcing level, where the most people interact with the system. Through a continuously alternating process of coding followed by a series of six rigorous accessibility tests, the team has succeeded in bringing about a significantly more accessible product. Ali mentioned several noteworthy accessibility accomplishments, including such features as alt text on images, meaningful headings, skip links, and screenreader-accessible error alerts. The company is also aware that Taleo is not yet fully accessible, and it works to be transparent about existing accessibility issues within its VPATs.

    Priyanka wrapped up the webinar by leading attendees through a live demonstration of how Taleo works with a screenreader, including a demo of how users receive system alerts about errors in accessible formats. The team concluded by emphasizing that eRecruiting technology does not exist in a vacuum, so “it’s important to recognize that while we are focusing on building out an accessible candidate experience, we sit inside a broader ecosystem that also needs to become aware of these needs and also build with those requirements in mind.”

    And that’s a call-to-action for all technology developers to heed.

    To learn more about Taleo and Oracle’s overall focus on accessibility, check out the archived PEAT Talk. And please be sure to share your thoughts and comments below on how your business is making the most of accessible eRecruiting technology to connect with qualified job candidates from a diverse pool of talent.

     Read the newsletter.

    Upcoming Events in the DC Metro Area & Beyond

    nTIDE Lunch & Learn Webinar Series

    Friday, July 7, 2017 at 12 Noon EST.

    Join us for our monthly webinar detailing findings of the latest Jobs Report release, announcements from the Disability Employment field, and a guest presentation.

    National Trends in Disability Employment (nTIDE)



    12:00 pm: Overview of National Trends in Disability Employment (nTIDE) Jobs Report Release – Andrew Houtenville, UNH-IOD & John O'Neill, Kessler Foundation

    12:15 pm: News from the field of Disability Employment – Denise Rozell, AUCD

    12:30 pm: Guest Panelist, TBD

    12:45 pm: Open Question & Answer period for attendees

    About the nTIDE Lunch & Learn Webinar
    On the first Friday of every month, corresponding with the Bureau of Labor Statistics jobs report, the nTIDE Lunch & Learn Webinar will take place as a live broadcast via Zoom Webinar to share the results of the latest nTIDE findings. In addition, we will provide news and updates from the field of Disability Employment, as well as host an invited panelist who will discuss current disability related findings and events. The archived webinar will be available as a video as well as an audio-only download the following week.

    ADA In Focus Webinar Series

    TransCen, Inc. Webinar Series

    No Need to be Awkward: Disability Etiquette for Everyone!

    disability symbols for blind and wheelchair access

    Wednesday, July 12, 2017 12:30-1:00

    Join us for this free no nonsense 30 minute webinar where experts offer direct answers to the questions you want to ask, but haven’t found the right environment to do so. It’s more basic than you think!

    The ADA Generation: Who We Are and How the ADA Changed Our Lives

    Wednesday, July 19, 2017 2:00 - 3:30 PM ET

    Brown Bag Lunch and Learn

    July Brown Bag 

    Lunch and Learn Webinars

    Presented by TransCen, Inc.

    and the Mid-Atlantic ADA Center

    The Olmstead Decision: 5 Things You Need to Know 

    Tuesday, July 11, 2017                     

    12:30 - 1:00 PM ET

    ADA Basics for Museums

    Tuesday, July 25, 2017

    12:30 - 1:00 PM ET

    (800) 949-4232 V/TTY (DC, DE, MD, PA, VA, WV) 

    (301) 217-0124 V/TTY 


     Mid-Atlantic ADA CenterTransCen, Inc. Logo

    The Mid-Atlantic ADA Center, operated by TransCen Inc., provides information, guidance and, training, to DC, DE, MD, PA, VA, and WV on the Americans with Disabilities Act.(ADA). The information, guidance and/or materials provided are intended solely as informal guidance. The Mid-Atlantic ADA Center is funded under a grant from the Department of Health and Human Services (HHS), NIDILRR grant #90DP0089-01-00.  However, these contents do not necessarily represent the policy of the HHS, and you should not assume endorsement by the Federal Government.

    Virginia Commonwealth University Rehabilitation Research and Training Center

    Disclosing Disability in the Workplace Webinar

    July 13, 2017 2:00 - 2:45 ET



    Phillip Rumrill, PhD, CRC, Professor & Coordinator of the Rehabilitation Counseling Program & Director of the Center for Disability Studies

    This presentation will review the provisions of the Americans with Disabilities Act Amendments Act (ADAAA) pertaining to disclosure of disability in the workplace and examine the considerations that workers with disabilities must make in deciding whether to disclose.  Research findings from several recent studies of the disclosure decision will be presented. Presented by the Virginia Commonwealth University Rehabilitation Research and Training Center on Employment of People with Physical Disabilities

    You're invited to the
    The Future of International 
    Disability Inclusion

    July 27 | Washington D.C. | 8:00am - 12:00pm

      Co-Hosted by the U.S. Chamber of Commerce


    Join EY, Facebook, Sprint, IBM and other business colleagues in discussing 
    international disability inclusion

    Speaker: Congresswoman Cathy McMorris Rodgers (WA-05)


    Tom Donohue, President and CEO, U.S. Chamber of Commerce
    Jill Houghton, President and CEO, USBLN (U.S. Business Leadership Network)

    Accessibility Panel

    Mike Ellis, Global Vice President of Accessibility, Sprint

    Tom Wlodkowski, Vice President of Accessibility, Comcast NBCUniversal

    Bob O’Hara, United Technologies

    Paula Kelley, Managing Director, U. S. Trust, Bank of America Private WealthManagement; Enterprise Executive Co-sponsor, Bank of America Disability Advocacy Network

    Supply Chain Panel

    Regina Heyward, Senior Vice President, Head of Supplier Diversity, Wells Fargo

    Theresa Harrison, Diversity and Inclusiveness Leader, EY

    Needra Dickson, Global Supplier Diversity and Sustainability Lead, Accenture

    Manika Turnbull, Vice President & Chief Diversity Officer, Health Care Services Corporation

    Regulations for Hiring Panel

    Randy Johnson, Senior Vice President, Labor, Immigration, & Employee Benefits,U.S. Chamber of Commerce

    Rosalia Thomas, Director, Global & Americas Diversity & Inclusion, IBM

    Elizabeth Peregrino, Head of People Compliance, Facebook

    Ann M. Anaya, Assistant Chief Diversity Officer, Global Diversity and Inclusion Strategic Lead, 3M

    Bryan McHugh, Director, International Workplace Planning, UPS

    20th National USBLN Conference

    Orlando -USBLN 20th National Conference & Biz2Biz Expo


    2017 USBLN 20th Annual Conference and Biz2Biz EXPO

    Orlando, August 21-24  

    24th Annual Mid-Atlantic ADA Update- TYSONS!

    Mid-Atlantic ADA Center

    September 13, 2017 1:00pm to September 15, 2017 3:00pm

    Sheraton Tysons Hotel
    8661 Leesburg Pike
    Tysons, Virginia 22182

    Mid-Atlantic ADA Update

    Registration $425  

    Early bird $375 through August 1

    Including Featured Business Focused Sessions

    • Employer- provided leave and the ADA  
    • IT accessibility for your business  
    • Creating a culture of disability inclusion
    • Reasonable accommodation and the interactive process
    • Millennials with disabilities in the workplace  
    • Best practices for customer service
    • 2010 Standards for Accessible Design

    Featured Speakers include:

    DC Metro Business Leadership Network

    Equal Employment Opportunity Commission

    Capital One  

    Northrop Grumman  

    DXC Technology

    Booz Allen Hamilton 

    More information: ADAUpdate.org

    For Sponsorship Opportunities Download Sponsorship Form

    The Mid-Atlantic ADA Update is presented by the Mid-Atlantic ADA Center, a project of TransCen, Inc.

    The Mid-Atlantic ADA Center invites corporations, organizations and agencies to become sponsors, exhibitors or advertisers at the Mid-Atlantic ADA Update. Download our Sponsor-Exhibitor-Advertiser Package for more information and an application. Questions? Contact the Mid-Atlantic ADA Center at ADATraining@transcen.org or call 301-217-0124.

    About Us

    The DC Metro Business Leadership Network is an employer led non-profit that uses a business-to business model offering education, training programs and resources to change attitudes and address concerns of businesses so that they learn how to proactively include people with disabilities in the workforce, marketplace and supplier diversity.

    Andrea Hall, Chair

    DXC Technology

    Dan Ellerman, Vice Chair

    Brooke Thomas, Secretary

    Lockheed Martin

    Ellen de Bremond, Treasurer


    • Jenn Bassett, JBG Companies
    • Karen Cook, Gallaudet University
    • Michelle Crabtree, Hyatt 
    • Sophie Howard, General Dynamics IT
    • Patricia Jackson, Booz Allen Hamilton
    • Misty Koper, EY
    • Charlesiah McLean, Leidos
    • Eduardo Meza-Etienne, eSSENTIAL Accessibility
    • Dan Sullivan, KPMG
    • Myra Wilder, Marriott International
    • Emily Yee, Deloitte

    Advisory Board

    • Dinah Cohen, Dinah Cohen Consulting, LLC (CAP Director, retired)
    • Ron Drach, Drach Consulting, LLC (Chair, Wounded Warrior Committee)
    • Donnielle DeMesme, Golden Key Group
    • Rikki Epstein, The Arc of Northern Virginia
    • Denyse Gordon, CACI
    • Tisha Herne, AudioEye
    • Karen Herson, Concepts, Inc.
    • Dorothy Meekins, Evolver, Inc.
    • Bryan Moseley, TCS Associates
    • Chrissone Palmer, EY
    • Ann Rader, Healthcare Transformation, Strategy Execution & Management Consultant Leading Innovative Solutions
    • Carrie Schroeder, PwC
    • Jenn Sharp, KPMG
    • Kia Silver Hodge, Lockheed Martin
    • Sue Werber, C5 Consulting, LLC (Chair, ME Committee)

    CEO, Executive Director: The Honorable Katherine O. McCary, C5 Consulting, LLC

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