TRANSCRIPT
2021 DISABILITY MATTERS NORTH AMERICA
DAY-1 / RECORDING-1

WEBVTT

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Good morning and welcome to the 2021 disability matters North America conference and awards live stream. But before we start the introductions, take a look at your screen.

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Yes, I can suddenly. Yes, I can.

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Gee, I'm afraid to go on it's turned into yes I can

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see

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33 pounds of confidence to feel and I can do anything. Yes, I can.

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Yes, I can.

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I was born today.

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Yes, I can.

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Yes, I can.

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Yes, I can.

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Yes, I can.

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Yes, I can.

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Yes.

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Yes, I

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know.

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You count.

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Yes.

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Are you ready I can climb Everest. Yes, I can.

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Yes, I can.

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I was just gone today.

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And yes we can. And we have for the last 15 years. Let's celebrate our 15 disability matters anniversary by welcoming to the stage, CEO springboard global enterprises and a dean Vogel Yay.

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Hello everybody and welcome welcome welcome to the 15th anniversary of disability matters. I cannot be more excited for this event. You know, we were hoping to be in person to celebrate but of course with Kobe, that was not possible, but we will next

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year I promise, but that does not take away from the celebration in any way shape or form, which is why we share that video with you Yes I can, which comes to you from the 2016 Rio Olympics.

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I think through our pillars of education. Inspiration celebration and networking which are the four standard pillars of disability matters, you will leave this event tomorrow saying yes I can, I can do more.

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I can even do better and make this a wonderful place for people with disabilities, either is customers as candidates, as employees.

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This is what disability matters is all about.

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So, when you look at your agenda, what you're going to find some new things, especially if you've been coming to the event for many years. First, his research, we not only believe the data is king.

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We believe it's king and queen. And so we have four sessions this year, focused on data and ensuring that you have information concrete information that you can take back to your offices and say, Yes, I can.

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Yes we can, because we have the data to support what we want to do.

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The other thing is our keynotes, we have two keynotes this year that are just going to blow you away. David window and Chris Downey now I'm not going to tell you much about them, because I want to make sure that you're surprised but I guarantee you, you

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will be blown away by each and every one of them.

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Now we always have an industry spotlight. This year we're going to have to one on the music industry, and one on healthcare. What is different this year, however, is that every single one of our presenters, on both of these sessions are professionals

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with disabilities in those industries. So we're going to have a very important and unique perspective to share about what it's like to work within these industries, with a variety of disabilities.

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Now, coven has been an interesting year for you I actually probably a year and a half now right for a lot of folks, but what I will say is that it's springboard we have been very very busy.

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And so tomorrow morning I'm going to share all the things that we have been doing to really increase our level of support for each and every one of you for the important work that you do.

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Now as everyone knows, an event like this cannot take place without sponsors.

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So I would like to thank first and foremost into it into it has served over the past year, as a host presenting anniversary sponsor, they have worked with us on every aspect of the event to ensure that what we bring to you is flawless so into it.

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Thank you for everything that you do and everything you've done for us to bring this conference to fruition.

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Next are our Ruby sponsors Colgate then own freighter and Medical College of Wisconsin and vfU are big supporters and we appreciate everything that you've been doing as well to bring this conference today together.

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Our silver sponsors who again have been with us a long time Bank of America and travelers.

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And our bronze sponsors. Electronic Arts HSBC Intel Sephora Toyota Unum, and Zappos. We appreciate everything that you do and have contributed to this conference.

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And last but certainly not least, is our media sponsor diversity MBA media and Pam McKelvey, a longtime partner of springboards and the disability matters conference.

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Now without further ado, I would like to bring our opening speaker, Sheldon Cummings is the Chief Diversity, Equity and Inclusion officer at into it. He has also been the lead behind them being sponsors for this conference and and really personally supporting

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Hello, everyone, my name is Sheldon Cummings and as Nadine mentioned, I am Intuit's new Diversity Inclusion officer.

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Thank you for joining all of us at this year's Disability Matters Conference.

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One of Intuit's values is stronger together.

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And we truly believe we are a stronger company when we have diverse and inclusive workforce.

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And Intuit is proud to be a Host Sponsor of the Disability Matters Conference.

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We are so proud to be working with Nadine and everyone around all of the great efforts and initiatives in this space, and as a

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continued partner of Springboard, and as we are on this journey of empowering people with all abilities, as well as driving

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awareness within our workforces, we know we have a lot of great initiatives in place and know there is a lot more work to do.

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I want to send a special thank you ought to our Intuit Abilities Network Leadership.

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Again, Nadine, amazing partner from Springboard.

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Thank you so much Nadine for continuing this partnership over the years and for all you have done for the communities impacted

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by your work.

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I know many of you don't know me so I want to take a few minutes and introduce myself and truly like share my journey into

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this new role.

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So I grew up in Brooklyn, New York and my mother is actually from Trinidad and my dad born and raised in New York City.

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So throughout my childhood, my neighborhood schools and my neighborhood school districts couldn't give me access to a lot of

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the academics I needed to thrive.

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I accelled academically, however, in my neighborhood where we lived, we didn't really have rigorous programs.

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A lot of the programs that existed in more of the predominantly white spaces.

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My parents had to advocate and seek out better education opportunities.

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And they started sending me to schools in another neighborhood.

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So far away I had to ride a couple of public buses to get there each day at about 10 years old.

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So luckily, I continued to accel in some of these environments and middle school when I was 14, I was rewarded a scholarship

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to attend the Boarding school in Pennsylvania.

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That scholarship was because they were looking to increase diversity of the student body, and at the time I didn't really know

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what boarding schools were.

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So as you might expect in after effort to continue to focus on learning and higher education, I always found myself where I

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was one of a few or one of the only people in the room.

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So this was true throughout my childhood and continued into college, my MBA and career, both in the U.S. and abroad.

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So now I'm the father of two girls.

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Mya is 12 and jada turned 8.

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And because of the pandemic, my daughters like many other children, needed to be in school virtually.

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And so through that process, I learned, jada, my youngest, was reading letters differently.

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Reading words differently, sometimes numbers as well.

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And so we went to a reading specialist and she was diagnosed with dix Lexia.

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Obviously she needs to approach reading for her to be able to thrive academically, a little differently.

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So I tell you these stories because I know what it is like to be the other and a parent of a child who faces unique

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challenges.

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So when I was approached about the Chief Diversity equity and Inclusion Officer role, I thought back to all of the times I

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wish I would have felt that sense of belonging and how I want my children to feel in whatever their life experiences might

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be.

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So I saw the Chief Diversity role as an opportunity to help create a work environment and community for people.

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As I shared the work of Diversity Equity and Inclusion or DEI, it is not about raising up one group.

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It's really about creating a rising tied for all boats.

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And at Intuit, our commitment to Diversity and Inclusion dates back to the founding of the company.

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The founding of the company when we first declared our coal values, and we know that people do their best work when they feel

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welcome and don't feel pressured to keep parts of themselves hidden.

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We believe that our company will be better able to deliver on our mission of empowerment and prosperity around the world

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because of forums just like this.

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So, the strength and courage of our employees with disabilities is to be their whole selves in all spaces at all times.

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It enables us to better serve each other and our customers.

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That's why we continue to strive to cultivate a talented, engaged and diverse workforce at all levels of the corporation from

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the front line to the Board of Directors.

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Now this requires accountability across the company.

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DEI is embedded in our values, Leadership competency and our true north goals.

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We know that our employees cannot lean in, they can't take on those brand new challenges we need them to if we are not in a

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place where they feel they belong and are included.

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Also, the more diverse we are, the better we can reflect the 50 million plus customers, empathize and create products and

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service that is solve their unique problems.

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For example, our 700 Accessibility Champions learn about people with disabilities, how to celebrate them and what it takes to

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make our prodetectives inclusive and accessible for everyone.

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Our champions volunteer in their communities.

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They lead customer interviews, they study inclusive design and engineering as well as driving global proproduct projects for

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our accessible products.

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So our Intuit ability network members partner with our benefits team and other Employee Resource Groups to drive awareness of

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our resources keeping in mind different abilities span all demographics.

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They provided sessions on mental health, how to create more employment opportunities for engineers on the Autism Spectrum with

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neurodevelopmental disabilities as well as more.

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So this is what it means to empower employees to bring their full selves to work.

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But we know we have more work to do.

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I wasn't able to attend the previous year's event but I read the stories and I witnessed the impact that the research, the

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programs and the experiences shared has made in the world.

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So I hope we are all able to take the next few days, Learning & Inclusion back to our spheres of influence so we can continue

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to drive change and continue to drive equity, we can continue to drive inclusion for all of us, including jada, my

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8-year-old.

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So, with that, thank you so much Nadine.

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Thank you so much for the partnership with Springboard.

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And back to you.

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>> Nadine: Thank you so much.

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Let me just say that Maya and jada are really lucky to have you as their dad as Springboard is lucky to have you and everyone

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at Intuit as our partner.

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And thank you for sharing such a personal part of yourself because that's what this is all about.

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At the end of the day, we are all people.

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We all come from different walks of life with different backgrounds and experiences.

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Yet somehow we can all come together successfully for the purpose of successfully including people with disabilities.

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Again, thank you very much!

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>> Sheldon: Thank you very much.

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Appreciate the partnership.

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Thank you.

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>> Nadine: Ivette.

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>> IVETTE: Thank you for opening up our event for us Sheldon.

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And now our first research session.

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This should be very exciting and informational.

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To the stage Chief Engagement Officer, Diversity MBA Media, Pam McElvane.

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Let's welcome her.

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[ Applause ]

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>> Pam: I'm here and let's see -- sharing the screen.

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Thank you for having me.

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I'm getting there.

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I'm wait toed to be here with you in this 15 years of doing this incredible work.

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I'm happy to have been a partner for about 8 of the 15 years, so I'm so excited to be able to participate and then Sheldon,

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your story it is a Leader story and humbled and vulnerable to step up and speak out and share that vulnerability, is what

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makes the invisible diversity a part of this new next normal.

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So, our panel group is holding company and Diversity MBA.

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Media is one of our three brands.

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We have been celebrating for 15 years, Diversity MBA Media.

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We have been doing 15 years of research with more than 35,000 insights and then we have our learning platform where we combine

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both of the content and research together in sharing.

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And so here today they are hoping to bring forward some of the insights that will help you give you a unique perspective and

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view into what is happening and what companies are saying.

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It's a strategic benchmarking tool where companies are able to take the intersection of Diversity Equity and Inclusion and

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Talent Management.

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We are also excited about the past 15 years we have been able to gather more than 35,000 insights with 38 industries, 68

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subindustries and as you can see on an annual basis, we have more than 400 companies participating in the index.

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So the information I will be sharing with you today, it changes every year as more companies participate that are bettering

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the journey and beginning in the journey.

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So I hope to basically be able to give you three perspectives.

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The landscape of the current data and the population which is validating information that those of you may know as well as

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some information around what is happening in in visibilities and the associated challenges.

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I wanted to focus -- Nadine provided this opportunity being a part of the BRG conversation yesterday, to really understand and

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engage folks in where they are having challenges unique challenge that is need to be heightened or brought forward.

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So also this presentation is available for you in the Resource Center and there is a lot of information in here and I'm going

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to talk to you pretty quickly.

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However, you do have the ability to chat and we will take some questions at the end for clarity.

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And then I'll be available and around here at the Conference over the next couple of days.

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So when I think about what really -- and I have to throw this in because of yesterday.

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When we think about the heightened social justice and racial injustices and the pandemic and all of the trajectories of what

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is happening today, come to convergence, each group has been heightened with this awareness of what is happening within the

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population.

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But what is still hasn't stepped out to the forefront and really I think been illustrated in the marketplace are the persons

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with disabilities who transcends every ethnicity, every identity, every aspect that there is.

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So, I think that when you want to bring a group of folks together at one commonalty and bringing intersection into it, 650

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million - alternate world's largest minority -- 10% of the world's population, are persons with disability on this Earth.

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35% the U.S. population aged 21-64 has a disability.

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If you look into the younger groups, the teenagers, it's even larger when you look at disability from that perspective.

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But here, I just want to give a good sense of the landscape.

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65% in the marketplace persons with disabilities.

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Look at intersectionality of Veterans and the orientation, why aren't we employing more?

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Why aren't organizations really leveraging those that work effectively and productively differently?

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Those are questions I am not necessarily sure I can answer but it clearly is a heightened opportunity that I believe

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organizations can thrust into, lean into.

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65%, and this is from the U.S. census.

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Persons with disabilities are of working age but only 19.3% are employed.

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It shows a small increase here but that really concerns me to see that we are still here.

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This chart here is from our index and it changes year-over-year but what is really important to notice is -- sorry about

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that.

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What is important to notice is here, the person with disabilities, the numbers are low.

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See that we have high numbers in the gender and the generations, but the numbers are low because it's around self identity and

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disclosure.

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It's around companies and individuals filling trusted and safe within those environments.

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This is data and information you should know within your workforce.

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Millennials with disabilities is a large invisible cohort.

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This group in our index is about 36% but in the marketplace about 44% of Millennials are in the workplace and I'm here to tell

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you in the next couple of years Gen-Zs in the workplace, it will be more than 60% combined Millennials and genZs in the

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workforce.

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We are going to want to know this vocal group, where they are and create environments that allows them to truly share.

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I wanted to shape a little bit for you.

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What organizations are doing around trying to bring in persons with disabilities, Veterans, LGBTQ community, so you have a

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sense in terms of the gap we have going on.

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While 76% of the companies -- when I say intentionally target people, they have relationships with organizations that they

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target to actually source talent for people with disabilities.

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Well, it should include all of them but they are only hiring 3.6 from these organizations last year.

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And it ranges from 2-10 depending on the companies that focus that year.

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But 70% of companies have a Disability ERG but less than 5% identify.

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Veterans in non government companies intentionally target Veterans, 9.6 were hired in 2020.

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The initiative, global initiative around veteran hiring has upped those numbers 81% of companies have veteran Employee

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Resource Groups with less than 10% that identify.

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Now it's growing.

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The good news is that companies really are looking for wrap around services where they can bring in the family to support

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Veterans.

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I think that is a great initiative when you're thinking about persons with disabilities to be able to literally bring people

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forward.

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The total family, the whole self.

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85% of companies intentionally target LGBTQ plus pro noun organizations, yet 1.5% were hired in 2020 that we know of.

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So we know this number is much larger but that we are aware of, 62% of companies have Employee Resource Groups and less than

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2% identify.

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So this is hard and we know this is a hard group to identify with because of the requirements by law and what have you.

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But you have to be create an environment to know who is in your workforce.

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That's what is important.

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Who is in our workforce?

00:17:03.000 --> 00:17:12.000
So the other issue or opportunity, when you look at the specialized training for acquisition of talent, particularly persons

00:17:12.000 --> 00:17:15.000
with disabilities, if you look here and see where companies are spending a lot of this time in training, ADA accommodations --

00:17:15.000 --> 00:17:19.000
I will tell you and Nadine, I give you credit on this.

00:17:19.000 --> 00:17:27.000
5 years ago etiquette was like 16% of companies.

00:17:27.000 --> 00:17:38.000
Today we have 64% of companies that have increased their awareness around etiquette in terms of that training platform.

00:17:38.000 --> 00:17:44.000
Now where we are today as you can see, mental health, biases, invisible disabilities, companies have an opportunity to really

00:17:44.000 --> 00:17:45.000
bring these education forums into their organizations at an exponential level.

00:17:45.000 --> 00:17:47.000
Why is that?

00:17:47.000 --> 00:17:51.000
Because of where we are.

00:17:51.000 --> 00:18:01.000
Because of the need to dismantle mental health.

00:18:01.000 --> 00:18:06.000
Yesterday we talked about that as such an intimate level and to understand some of the fear that is exist still within the

00:18:06.000 --> 00:18:11.000
workplace and employees you may sit next to and those are the kinds of things that we have to understand.

00:18:11.000 --> 00:18:15.000
Are we truly having a courageous conversation that is inclusive of everyone?

00:18:15.000 --> 00:18:16.000
And not just sharing stories but leaving feeling like they belong?

00:18:16.000 --> 00:18:18.000
So it's more than just being included.

00:18:18.000 --> 00:18:26.000
You also have to feel like you belong.

00:18:26.000 --> 00:18:37.000
So I want to take a few moments and talk about the challenge in understanding invisible disabilities in the workplace.

00:18:37.000 --> 00:18:44.000
This is imperative because what you see when you're looking at physical disabilities, you have one perception.

00:18:44.000 --> 00:18:47.000
And then what you also see when you see a full-body person that looks like -- they look okay to me.

00:18:47.000 --> 00:18:49.000
They might look a little sad but nothing can be wrong with them.

00:18:49.000 --> 00:18:55.000
Not potentially, not really.

00:18:55.000 --> 00:19:04.000
And that is the part of this story and a part of the opportunity that we have today.

00:19:04.000 --> 00:19:05.000
Because the reality is, 62% of employees don't share their disabilities in the workplace so the don't-ask-don't-tell, my

00:19:05.000 --> 00:19:07.000
goodness, it's becoming the norm.

00:19:07.000 --> 00:19:16.000
And we are talking about the new normal.

00:19:16.000 --> 00:19:16.000
You know be, we are pushing some of these nor mall cease into ab nor mall cease and it's becoming abnormal and that's not what

00:19:16.000 --> 00:19:18.000
we want.

00:19:18.000 --> 00:19:24.000
We want the better normal.

00:19:24.000 --> 00:19:28.000
So we want to take what didn't work well to make it part of the normal and create a better normal.

00:19:28.000 --> 00:19:33.000
So as we are going forward and thinking about what is next.

00:19:33.000 --> 00:19:35.000
I want to spend a few moments talking with you about the four challenges.

00:19:35.000 --> 00:19:43.000
First one is recognizing the disability.

00:19:43.000 --> 00:19:43.000
And I'm just going to highlight and not go through in-depth but when you get the deck to go through approximate with your

00:19:43.000 --> 00:19:48.000
team.

00:19:48.000 --> 00:20:00.000
BRGs, we also identify and take forward what can you and what is important here.

00:20:00.000 --> 00:20:01.000
So recognizing the disability is really significant because it's invisible disability that is the mouse of catch all term

00:20:01.000 --> 00:20:04.000
defined by ADA.

00:20:04.000 --> 00:20:16.000
Pretty much saying that everything goes in here.

00:20:16.000 --> 00:20:21.000
So we have to do some work in terms of the uncovering because it can go from being very severe to chronic impairment to mental

00:20:21.000 --> 00:20:30.000
illness to a lighter chronic or clinical illness we are thinking of.

00:20:30.000 --> 00:20:37.000
To separate and look at the in visibilities and disabilities is something that we stigmatize and is where our opportunity is.

00:20:37.000 --> 00:20:38.000
So recognizing the disability to be able to do that is creating the safe environment to allow that to happen.

00:20:38.000 --> 00:20:40.000
Training has to go in it.

00:20:40.000 --> 00:20:49.000
So many things have to become a part of it.

00:20:49.000 --> 00:20:51.000
But you have to understand intimately the challenges that we are facing and provide the opportunity, just like we do with any

00:20:51.000 --> 00:21:01.000
other business initiative to, have these conversations.

00:21:01.000 --> 00:21:09.000
So the second challenge is sufferers may appear perfectly normal because physically they -- you don't see a disability.

00:21:09.000 --> 00:21:18.000
Where this is where the opportunity, I believe, the greatest opportunities for companies have because you have employees that

00:21:18.000 --> 00:21:20.000
are sitting here with invisible disabilities, highly frustrated and do not have the ability to contribute at the level that

00:21:20.000 --> 00:21:27.000
they want to.

00:21:27.000 --> 00:21:37.000
And the covert inequities of microregression and micro-inequities, this is how they show up.

00:21:37.000 --> 00:21:37.000
So the potential for workplace discrimination and those kinds of things are heightened even more so with the invisible

00:21:37.000 --> 00:21:42.000
disabilities.

00:21:42.000 --> 00:21:52.000
And so the thing that when I think about it, it's more common than what we really know.

00:21:52.000 --> 00:21:54.000
26 million Americans are estimated to have a severe disability and that's up 34%.

00:21:54.000 --> 00:22:05.000
And it's a main identifier.

00:22:05.000 --> 00:22:17.000
We have to figure out what is the invisible trigger as we know what the physical trigger is around persons with disabilities.

00:22:17.000 --> 00:22:23.000
And when I was looking at some of the research outside of my own around the political issues, epilepsy.

00:22:23.000 --> 00:22:31.000
My brother-in-law, I literally take care right now every day at home, my brother-in-law who has epilepsy.

00:22:31.000 --> 00:22:31.000
But everything else outside of him having a seizure, which people would identify stigmatizes as a seizure disorder, you

00:22:31.000 --> 00:22:38.000
wouldn't know.

00:22:38.000 --> 00:22:44.000
And we have so many disabilities like this where folks dare not talk about it because it's real.

00:22:44.000 --> 00:22:53.000
The issues that are very real are that the stigma is tied to.

00:22:53.000 --> 00:23:01.000
So your front responders, recruiters, sourcing talent, hiring managers, unless you have an initiative corporate wide to share

00:23:01.000 --> 00:23:01.000
among everyone the level of mental health issues that are existing, that's something that -- the only way it is going to

00:23:01.000 --> 00:23:04.000
change.

00:23:04.000 --> 00:23:08.000
You have to make it a larger business imperative.

00:23:08.000 --> 00:23:10.000
9.3% of the entire population suffers from diabetes.

00:23:10.000 --> 00:23:12.000
Can you believe that?

00:23:12.000 --> 00:23:24.000
And 1.5 million.

00:23:24.000 --> 00:23:24.000
The reason I think about diabetes is -- 1.5 billion in terms of the global impact of what happens when folks with diabetes in

00:23:24.000 --> 00:23:29.000
pain.

00:23:29.000 --> 00:23:34.000
So you don't necessarily see it but there is all these dimensions of it.

00:23:34.000 --> 00:23:43.000
Pre diabetics, post diabetics, Type I, Type II and so many levels.

00:23:43.000 --> 00:23:44.000
Those that aren't diabetic yet and that maybe, that spans across ethnicities and identities.

00:23:44.000 --> 00:23:52.000
And that are in the workplace.

00:23:52.000 --> 00:23:53.000
So when you think about some of the things that is just healthy, well-being, organizations have shifted to move into the

00:23:53.000 --> 00:24:02.000
conversation of well-being.

00:24:02.000 --> 00:24:08.000
But have not really said where does invisible disabilities come in with that?

00:24:08.000 --> 00:24:17.000
Where does mental health, where does mental stress, where does that fit into this?

00:24:17.000 --> 00:24:17.000
And I tell you it needs to become a business imperative because it doesn't enhance the opportunity for workplace

00:24:17.000 --> 00:24:46.000
discrimination.

00:24:46.000 --> 00:24:56.000
Not to say that we want -- it's also all the biases if you can imagine, coming forward within persons with disabilities.

00:24:56.000 --> 00:25:04.000
So when you think about the biases, all these biases that prevent us from going forward show up this way.

00:25:04.000 --> 00:25:07.000
So while you're doing the awareness training, bias training has increased over the last three years by 70%.

00:25:07.000 --> 00:25:14.000
So companies are doing so much of the awareness training.

00:25:14.000 --> 00:25:23.000
Where are the rituals and habits to help change the behavior so we can bring that forward?

00:25:23.000 --> 00:25:33.000
So now I just like to briefly share with you, and you can take an opportunity and take this deck and really be able to ask

00:25:33.000 --> 00:25:33.000
your teams and work through what are some of the strategies that we may be thinking about but definitely should be moving

00:25:33.000 --> 00:25:39.000
forward?

00:25:39.000 --> 00:25:48.000
And we talked more than a few hundred companies that have validated this.

00:25:48.000 --> 00:25:57.000
Clearly the health care industry might not necessarily be the model but they are definitely better at it.

00:25:57.000 --> 00:26:06.000
And that is because they are the front industry with the pandemic and other issues going on but the issue of disparities, the

00:26:06.000 --> 00:26:12.000
issue of health inequities, all of those have come forward but the reality is, we haven't segmented and talked about persons

00:26:12.000 --> 00:26:21.000
with disabilities and/or physical or invisible.

00:26:21.000 --> 00:26:25.000
And what I love that will happen later today is part of the other research that is going to be discussed is sharing the

00:26:25.000 --> 00:26:27.000
disclosures, the difference in point of identification and disclosing and what that impact means and could be.

00:26:27.000 --> 00:26:35.000
But what really is going on?

00:26:35.000 --> 00:26:44.000
So the strategy, one of the strategies to create a psychologically safe place where no need to pass.

00:26:44.000 --> 00:26:45.000
Can you imagine having to appear to be normal when you are really not and you're afraid to share how you feel because you're

00:26:45.000 --> 00:26:47.000
going to be judged for it?

00:26:47.000 --> 00:26:54.000
So what is the duty of the employer?

00:26:54.000 --> 00:27:05.000
Yes it is to accommodate but how are you going to be able to accommodate if the person that is feeling impaired cannot share?

00:27:05.000 --> 00:27:13.000
If they cannot speak up because they know they'll be judged and/or misunderstood, that's one of the greatest opportunities

00:27:13.000 --> 00:27:16.000
organizations have in creating and I do mean reach one teach one, within the teams you have to start at a very basic level to

00:27:16.000 --> 00:27:23.000
ensure that everyone is gauging in that message.

00:27:23.000 --> 00:27:35.000
The second one is creating a larger environment to accept differences to mitigate covering.

00:27:35.000 --> 00:27:35.000
As I described before about epilepsy, it's like being able to talk about a real condition and not have it described in another

00:27:35.000 --> 00:27:46.000
way.

00:27:46.000 --> 00:27:57.000
What came out of the BRG yesterday which was really, really telling, is how mental health folks immediately take it to the

00:27:57.000 --> 00:27:57.000
negative connotation and the most negative disorder that you dare not talk about in different dimensions that can trigger that

00:27:57.000 --> 00:28:07.000
particular condition.

00:28:07.000 --> 00:28:15.000
So if you think about mental well-being, anxieties and stress that just can happen just in the nor mallsy of being overwhelmed

00:28:15.000 --> 00:28:22.000
with the level of work and the change of work environment with Zoom and technology has created, you have folks with heightened

00:28:22.000 --> 00:28:24.000
blood pressure, the increased tensions and all things that can affect that that maybe they may say I'm dressed and it's okay

00:28:24.000 --> 00:28:28.000
for me to say that.

00:28:28.000 --> 00:28:30.000
But how about the folks that have a condition that need additional support that have to downplay it?

00:28:30.000 --> 00:28:36.000
They have to continue to cover.

00:28:36.000 --> 00:28:43.000
So covering is really becoming not the friend of the enemy.

00:28:43.000 --> 00:28:53.000
It is becoming a way that helps to minimize the ability to be productive.

00:28:53.000 --> 00:28:58.000
And then it does affect the ability to be in a place to create and to support what the organization wants to do when it is

00:28:58.000 --> 00:29:07.000
talking about making all of its employees whole.

00:29:07.000 --> 00:29:17.000
So the practice of passive covering has to be passive when you look at how to mitigate biases and micro-aggressions.

00:29:17.000 --> 00:29:30.000
And the next one is, which organizations are supporting disclosure and self-identification.

00:29:30.000 --> 00:29:38.000
I want to make sure you're clear on the differences because disclosed -- to disclose is personal and individuals need to

00:29:38.000 --> 00:29:39.000
understand why is it necessary for me to do so and then if I do so, it should be to enhance my ability to perform within the

00:29:39.000 --> 00:29:49.000
organization.

00:29:49.000 --> 00:29:51.000
It should be a way to create an opportunity for the impairment that I have that can be better and more effectively utilized

00:29:51.000 --> 00:29:57.000
within the workplace.

00:29:57.000 --> 00:30:02.000
So companies should only want to encourage disclosure for that purpose.

00:30:02.000 --> 00:30:13.000
For self-identification, it's to create an understanding of who is in your workforce.

00:30:13.000 --> 00:30:13.000
So why do you want to know how many folks identify as LGBTQ+, pro noun and I'm binary and -- so you can make sure you're being

00:30:13.000 --> 00:30:16.000
inclusive.

00:30:16.000 --> 00:30:18.000
And that's where your BRGs can help.

00:30:18.000 --> 00:30:21.000
Same thing for your Veterans.

00:30:21.000 --> 00:30:25.000
Same thing for your clearly your person with disabilities.

00:30:25.000 --> 00:30:28.000
Think about what is going to be the new normal.

00:30:28.000 --> 00:30:36.000
What are the things that you need to know?

00:30:36.000 --> 00:30:38.000
When companies are thinking about who works at home, the return to work initiatives and the remote environments, the persons

00:30:38.000 --> 00:30:46.000
with disabilities was the smallest group.

00:30:46.000 --> 00:30:49.000
The largest group in the workforce -- largest minority in the world and definitely in North America.

00:30:49.000 --> 00:30:56.000
There was not separate consideration.

00:30:56.000 --> 00:30:59.000
Definitely by some but not the majority, are we ensuring that persons that need an accommodation are getting it.

00:30:59.000 --> 00:31:01.000
So that just wasn't prevalent.

00:31:01.000 --> 00:31:06.000
And we were shocked by that.

00:31:06.000 --> 00:31:09.000
How about now they were able to figure out how to be productive at home.

00:31:09.000 --> 00:31:14.000
Are we making sure that they can continue to be productive at home?

00:31:14.000 --> 00:31:19.000
Are we making sure that they can opt in to work from home?

00:31:19.000 --> 00:31:25.000
Is that something that we are putting there in our return to work initiatives strategies?

00:31:25.000 --> 00:31:26.000
And in the training it is beyond why are we doing etiquette?

00:31:26.000 --> 00:31:33.000
Any of this at all?

00:31:33.000 --> 00:31:42.000
It's so that folks have an awareness to be able to change their behavior and to be able to have the tough conversations.

00:31:42.000 --> 00:31:50.000
So if we are having courageous conversation whereas it increased from three years ago to 46% to today to, 86% of companies

00:31:50.000 --> 00:31:57.000
having some type of courageous conversation to talk about how do we listen and hear differently so we can do better, right?

00:31:57.000 --> 00:32:04.000
Are we having that conversation with the persons with disabilities to make sure we also are creating an authentic environment

00:32:04.000 --> 00:32:06.000
for them, for the workplace?

00:32:06.000 --> 00:32:10.000
I'm going to pause for a second here.

00:32:10.000 --> 00:32:15.000
Are there any questions, Ivette?

00:32:15.000 --> 00:32:22.000
>> Nadine: This is Nadine.

00:32:22.000 --> 00:32:30.000
A couple of comments did come in via chat that I thought would be important to just bring up.

00:32:30.000 --> 00:32:34.000
Folks really felt that your point was really well made that education is really what is going to be needed because folks are

00:32:34.000 --> 00:32:45.000
not thinking of invisible accessibility as necessarily being inclusive.

00:32:45.000 --> 00:32:52.000
And one of the other comments, a few in, was around your commentary around accountability.

00:32:52.000 --> 00:32:55.000
Accountability that we needed to prioritize and that we need to be accountable and that your comments really reflect that.

00:32:55.000 --> 00:32:59.000
So those were some of the comments we had in chat.

00:32:59.000 --> 00:33:09.000
>> Pam: Thank you very much for sharing and thank you all for your comments.

00:33:09.000 --> 00:33:18.000
And so you're absolutely right in terms of accountability and I'm going talk briefly about that as well.

00:33:18.000 --> 00:33:30.000
So here you can take this grid for pros and cons and use this throughout the conference and talking about it.

00:33:30.000 --> 00:33:32.000
But when I think about the pro column and you look there and look at all the reasons to be able to have initiatives that

00:33:32.000 --> 00:33:45.000
provide for disclosure.

00:33:45.000 --> 00:33:45.000
And I will tell you it is a Best Practice for companies to continue to distribute deployed surveys around opting into

00:33:45.000 --> 00:33:48.000
self-identify.

00:33:48.000 --> 00:34:00.000
We have some Best Practice companies.

00:34:00.000 --> 00:34:09.000
AT&T, Verizon, UPMC, advocate health.

00:34:09.000 --> 00:34:13.000
Many of the companies do encourage self-identification but they also go a step further in your on-boarding process but in

00:34:13.000 --> 00:34:20.000
explaining and training and creating awareness so everyone understands.

00:34:20.000 --> 00:34:23.000
This is why -- we want to self-identify soy woo can know who is in the workforce so we can provide the kind of accommodations

00:34:23.000 --> 00:34:28.000
and opportunities to you that we are not necessarily doing.

00:34:28.000 --> 00:34:37.000
So I absolutely think that is what we have to look to do.

00:34:37.000 --> 00:34:37.000
But mental health, and we have been talking about this -- and this is really one area that is now becoming prevalent with all

00:34:37.000 --> 00:34:42.000
of us.

00:34:42.000 --> 00:34:51.000
And being able to have this tough conversation in really different ways.

00:34:51.000 --> 00:35:00.000
I do know the first thing that occurred the last six months, companies looking at EAP, services and saying how do we increase

00:35:00.000 --> 00:35:04.000
those to provide Mental Health Services so that we can be better prepared to help folks in a wrap around way?

00:35:04.000 --> 00:35:09.000
Wrap around services that includes helping the family as well.

00:35:09.000 --> 00:35:16.000
So this is a conversation that is tough.

00:35:16.000 --> 00:35:18.000
But it's a conversation that is very real that needs to happen in the organization.

00:35:18.000 --> 00:35:24.000
Companies are slow to move.

00:35:24.000 --> 00:35:26.000
Senior Leaders are not making a big decision around it but guess what decision they are talking about?

00:35:26.000 --> 00:35:28.000
They are talking about equity.

00:35:28.000 --> 00:35:34.000
What does equity look like in our workforce?

00:35:34.000 --> 00:35:42.000
I'm going to tell you, disabilities needs to be a part of that equity conversation.

00:35:42.000 --> 00:35:43.000
Not just -- they are starting with pay and compensation because of course in their employee performance review that's a big

00:35:43.000 --> 00:35:46.000
place where it exists.

00:35:46.000 --> 00:35:54.000
But we do not want it to stop there.

00:35:54.000 --> 00:36:01.000
This is an opportunity for an initiative to come forward, is with the equity discussion.

00:36:01.000 --> 00:36:04.000
And we are Senior Leaders and Executive Sponsors and we can step up and own some of that.

00:36:04.000 --> 00:36:08.000
>> IVETTE: We have a question in before we move on.

00:36:08.000 --> 00:36:17.000
We were on a previous topic.

00:36:17.000 --> 00:36:18.000
Can we use self-ID data to educate employees about accommodations in a targeted way?

00:36:18.000 --> 00:36:20.000
>> Pam: Excellent question.

00:36:20.000 --> 00:36:26.000
You absolutely can.

00:36:26.000 --> 00:36:31.000
And if you're using it in the aggregate, it's absolutely legal.

00:36:31.000 --> 00:36:42.000
Anything in the aggregate you can share.

00:36:42.000 --> 00:36:52.000
As long as that is -- that you do not implicitly identify any particular small group.

00:36:52.000 --> 00:36:56.000
It's not an easy identifier but you could take your larger data and create opportunities to share those points and how you

00:36:56.000 --> 00:37:04.000
moved, have you made progress and what progress you want to make.

00:37:04.000 --> 00:37:09.000
Create user as a key performance indicator, and please, organizations, be bold and okay to say this is where we are.

00:37:09.000 --> 00:37:16.000
We are here today but this is where we want to be.

00:37:16.000 --> 00:37:18.000
So that way you're not having to worry about making an excuse as to why you're not here today.

00:37:18.000 --> 00:37:28.000
The reality is, I don't care.

00:37:28.000 --> 00:37:30.000
We're working with so many organizations, Nadine and I in helping organizations move forward in their Diversity Equity and

00:37:30.000 --> 00:37:36.000
Inclusion journey.

00:37:36.000 --> 00:37:39.000
So meeting people right where you are, meeting leaders right where they are is okay you didn't do it before.

00:37:39.000 --> 00:37:46.000
It's about what the better normal is going to be.

00:37:46.000 --> 00:37:51.000
So I love being able to take this self-identification -- that's what our best in class companies.

00:37:51.000 --> 00:37:52.000
You take that data and share it and be able to talk about solutions around it.

00:37:52.000 --> 00:38:00.000
So I think that is great.

00:38:00.000 --> 00:38:05.000
So I put together a couple of slides to talk about next practices for authentic engagement.

00:38:05.000 --> 00:38:09.000
Steps to immediate action.

00:38:09.000 --> 00:38:17.000
What immediate steps -- a lot of information I gave you here.

00:38:17.000 --> 00:38:19.000
I didn't necessarily want to go through it but just giving a lot of ideas in terms of what organizations are doing.

00:38:19.000 --> 00:38:23.000
So this is stuff that they are doing.

00:38:23.000 --> 00:38:30.000
This is stuff that organizations are actually doing.

00:38:30.000 --> 00:38:35.000
But the path to self-identification, 67% of persons with disabilities want a disability-friendly environment.

00:38:35.000 --> 00:38:38.000
So when you think about -- Nadine always said this to me and now I get it.

00:38:38.000 --> 00:38:40.000
Sometimes we talk to each other and she doesn't get it and I don't get it.

00:38:40.000 --> 00:38:46.000
But I now get it.

00:38:46.000 --> 00:38:52.000
I now know why a person with disability needs to be on the facilities planning committee.

00:38:52.000 --> 00:38:55.000
Not just for location, but also in terms of what it looks like inside the workplace.

00:38:55.000 --> 00:38:57.000
You know, the desk that rise where you stand.

00:38:57.000 --> 00:38:58.000
Those are cool and what have you.

00:38:58.000 --> 00:39:03.000
Open environments.

00:39:03.000 --> 00:39:06.000
But you have to think about the other coworkers with a disability.

00:39:06.000 --> 00:39:09.000
What does a friendly environment look like to them?

00:39:09.000 --> 00:39:13.000
Have them tell you what that is.

00:39:13.000 --> 00:39:15.000
73% of persons with disabilities want flexibility.

00:39:15.000 --> 00:39:17.000
Who is saying they are not flexible?

00:39:17.000 --> 00:39:19.000
They want flexibility.

00:39:19.000 --> 00:39:24.000
They absolutely do.

00:39:24.000 --> 00:39:35.000
70% of persons with disabilities want opportunities and career growth.

00:39:35.000 --> 00:39:40.000
And so typically what happens, particularly on diverse slates, they are looking at companies look at gender and ethnicity and

00:39:40.000 --> 00:39:46.000
very few look at identity because they are saying we don't have it broadly in the workplace.

00:39:46.000 --> 00:39:50.000
So they group persons with disabilities in there with their others and they don't separate it.

00:39:50.000 --> 00:39:53.000
So is there a conversation for us to talk about -- do we need to call it out?

00:39:53.000 --> 00:40:04.000
That is something for you to answer and think about.

00:40:04.000 --> 00:40:04.000
And 100% of companies identify persons with disabilities in the on-boarding process when referencing accommodation

00:40:04.000 --> 00:40:09.000
requirements.

00:40:09.000 --> 00:40:15.000
But less than 5% have any other options that allows them to share.

00:40:15.000 --> 00:40:15.000
What that means, the companies are doing what they are supposed to do legally if they sit there and see that you have an

00:40:15.000 --> 00:40:25.000
accommodation.

00:40:25.000 --> 00:40:31.000
So what if we asked everybody in the on-boarding process, what if we asked everybody after they are immediately hired, is

00:40:31.000 --> 00:40:35.000
there a particular accommodation that you may need to do your job better?

00:40:35.000 --> 00:40:46.000
>> IVETTE: We have another question.

00:40:46.000 --> 00:40:53.000
If applicable, how do freedom of information requests impact organizations when it comes to self-ID data?

00:40:53.000 --> 00:41:03.000
>> Pam: So, what companies typically do in the surveys -- it's very applicable and that's a good question.

00:41:03.000 --> 00:41:05.000
They do a third-party survey and they ask for demographic information and they ask to get the data back and they don't ask for

00:41:05.000 --> 00:41:13.000
the person necessarily who they are.

00:41:13.000 --> 00:41:17.000
So they ask for gender, ethnicity, generation but they do not ask for their actual names.

00:41:17.000 --> 00:41:24.000
They give people an opportunity to opt-in if they want to give their names.

00:41:24.000 --> 00:41:33.000
And that is one of the most prevalent ways that organizations are gathering data in their internal workforce.

00:41:33.000 --> 00:41:38.000
And then when they ask and do their annual surveys and asking folks to opt-in to self-identify, people feel comfortable in

00:41:38.000 --> 00:41:44.000
being able to do that because they understand the initiative that the companies have.

00:41:44.000 --> 00:41:46.000
So companies cannot legally expose what you don't want to be.

00:41:46.000 --> 00:41:51.000
That's anyone else's protection.

00:41:51.000 --> 00:41:56.000
Most folks are opting in even on racial ethnicity.

00:41:56.000 --> 00:41:59.000
We always check without thinking it, but the reality is, we are opting in to do that.

00:41:59.000 --> 00:42:02.000
We are opting in to disclose that information.

00:42:02.000 --> 00:42:09.000
So you still have to be protective.

00:42:09.000 --> 00:42:16.000
We still have to make sure we do it within that framework but so what we want to do is create an environment where

00:42:16.000 --> 00:42:21.000
psychologically safe and trusted where folks will feel good about opting in.

00:42:21.000 --> 00:42:26.000
So like Sheldon shared, the Chief Diversity Officer at Intuit.

00:42:26.000 --> 00:42:30.000
He said I learned, uncovered that my daughter has this disability.

00:42:30.000 --> 00:42:37.000
So we had to focus and support this.

00:42:37.000 --> 00:42:40.000
So we shared with you that this is something very post-personal and being vulnerable about that.

00:42:40.000 --> 00:42:44.000
So that's what will allow folks to want to self-identify.

00:42:44.000 --> 00:42:48.000
But we can't expose it to any one group.

00:42:48.000 --> 00:42:50.000
We have to do it in the aggregate if we are going to share the data.

00:42:50.000 --> 00:42:52.000
And that's the requirement.

00:42:52.000 --> 00:42:56.000
Nothing we can do about that.

00:42:56.000 --> 00:43:01.000
But if you ask, you do have -- nothing that prevents you from asking.

00:43:01.000 --> 00:43:03.000
You legally can absolutely ask and allow people to opt-in.

00:43:03.000 --> 00:43:06.000
Because now they are driving the choice.

00:43:06.000 --> 00:43:08.000
I hope that makes sense.

00:43:08.000 --> 00:43:15.000
And then shear a question for you guys.

00:43:15.000 --> 00:43:20.000
How effective do you think your company is regarding supporting persons with invisible disabilities?

00:43:20.000 --> 00:43:21.000
Are they best in class, outstanding, above average, average or below average?

00:43:21.000 --> 00:43:26.000
I will say this to you.

00:43:26.000 --> 00:43:28.000
The best in class companies still have work to do.

00:43:28.000 --> 00:43:34.000
AT&T is one of the best in class.

00:43:34.000 --> 00:43:36.000
Cisco is one of the best in class companies.

00:43:36.000 --> 00:43:44.000
But we still have work to do.

00:43:44.000 --> 00:43:49.000
So recognizing and identifying where you are with benchmarks allows you to make that honest assessment.

00:43:49.000 --> 00:43:55.000
And then you have -- we were talking about accountability.

00:43:55.000 --> 00:44:03.000
So 96% of companies measures the effectiveness of Diversity Equity and Inclusion strategies.

00:44:03.000 --> 00:44:10.000
And I'm telling you, we have data on hundreds of inclusion metrics and key performance indicators so they are doing it.

00:44:10.000 --> 00:44:17.000
Companies want to know how effective and inclusive they are through their metrics.

00:44:17.000 --> 00:44:19.000
But less than 10% of the companies measure the effectiveness of persons with disabilities.

00:44:19.000 --> 00:44:32.000
And I don't think that's targeting the group.

00:44:32.000 --> 00:44:38.000
I think it's learning and creating awareness of how impactful and how productive this group is and where you're missing

00:44:38.000 --> 00:44:42.000
opportunities is why I think organizations should look at what they are looking at when it talks about any one group.

00:44:42.000 --> 00:44:44.000
They do look at the effectiveness of all other groups.

00:44:44.000 --> 00:44:49.000
So why not at BRGs?

00:44:49.000 --> 00:45:00.000
Why not be able to go in there and create what are you doing?

00:45:00.000 --> 00:45:08.000
Companies like Colgate who have in credible initiatives that they do to drive aware thinks with their groups globally.

00:45:08.000 --> 00:45:12.000
Not just locally, globally and you think about L'Oreal and what they are doing in their wrap around services.

00:45:12.000 --> 00:45:20.000
So but accountability has to be at the top.

00:45:20.000 --> 00:45:23.000
So your Executive Sponsor has to help you shape what do we want our organization to do?

00:45:23.000 --> 00:45:33.000
Why not help start with mental illness.

00:45:33.000 --> 00:45:35.000
Define it as you will and let people opt in and talk about levels of stress and anxiety and then get to some of the clinical

00:45:35.000 --> 00:45:41.000
things that they don't tell you.

00:45:41.000 --> 00:45:44.000
Make it anonymous and find out how many folks in your  workforce.

00:45:44.000 --> 00:45:50.000
You will be surprised those that will come back and say they have something.

00:45:50.000 --> 00:45:54.000
And then you're sitting here saying, oh, my goodness, this has to be more than a well-being initiative.

00:45:54.000 --> 00:46:00.000
It has to be a way of work balance life.

00:46:00.000 --> 00:46:02.000
And that's why I encourage you all to do.

00:46:02.000 --> 00:46:02.000
>> IVETTE: One more question.

00:46:02.000 --> 00:46:05.000
>> Pam: Okay.

00:46:05.000 --> 00:46:06.000
I'm just getting ready to get to the end.

00:46:06.000 --> 00:46:07.000
Good timing!

00:46:07.000 --> 00:46:13.000
>> IVETTE: Here we go.

00:46:13.000 --> 00:46:18.000
How effective do you think your company is regarding supporting people with invisible disabilities?

00:46:18.000 --> 00:46:22.000
How can we best answer how our company is?

00:46:22.000 --> 00:46:29.000
Below average seems hard to gauge without knowing what other companies are doing.

00:46:29.000 --> 00:46:29.000
Do we compare it to other support in our company?

00:46:29.000 --> 00:46:37.000
>> Pam: Great question.

00:46:37.000 --> 00:46:37.000
>> Nadine: Pam, when you're done answering, this I'd like to provide a response as well.

00:46:37.000 --> 00:46:45.000
>> Pam: Okay.

00:46:45.000 --> 00:46:45.000
So there is data to give you your leverages and I was already giving you a 40-page deck so I didn't want to add 10 more pages

00:46:45.000 --> 00:46:57.000
to it.

00:46:57.000 --> 00:47:08.000
So benchmarking is an incredible way to determine where you are in any metric.

00:47:08.000 --> 00:47:12.000
So there is data both available not just with my organization that can provide you, but organization that is focus on this

00:47:12.000 --> 00:47:16.000
information can help you say, where is the bar?

00:47:16.000 --> 00:47:24.000
Where are we in terms of how we engage information.

00:47:24.000 --> 00:47:32.000
And right now, you can start by looking at the data that you actually have in your employee base.

00:47:32.000 --> 00:47:32.000
For the most part when we ask companies, we know in the very beginning when you're hiring folks if they are self-identifying

00:47:32.000 --> 00:47:38.000
there.

00:47:38.000 --> 00:47:51.000
So you have points of entry you can look at and say, we don't get many of that here.

00:47:51.000 --> 00:47:53.000
Go look at your workforce retention data and break it down by not just ethnicity, but also by identity and then by Veterans,

00:47:53.000 --> 00:47:55.000
LGBTQ+ pro noun, persons with disabilities.

00:47:55.000 --> 00:48:02.000
And you'll see low numbers.

00:48:02.000 --> 00:48:12.000
This is the indicators that tell you that folks are not identifying.

00:48:12.000 --> 00:48:15.000
Also you can have one question to your engagement survey, which is the Best Practice, which most companies are doing, to begin

00:48:15.000 --> 00:48:19.000
to self-identification process.

00:48:19.000 --> 00:48:28.000
And so below average is those that are doing nothing.

00:48:28.000 --> 00:48:35.000
Averages are those that are at least asking the question and they're on-boarding around accommodation.

00:48:35.000 --> 00:48:38.000
Above average, those companies are actually seeking out organizations like Nadine, for example, to help us have some

00:48:38.000 --> 00:48:44.000
first-level foundational training and what are the Best Practices out there.

00:48:44.000 --> 00:48:45.000
And then the outstanding and best in class companies are just doing more year-over-year.

00:48:45.000 --> 00:48:50.000
They are adding to it.

00:48:50.000 --> 00:49:00.000
So Nadine, I'm going to let you be more specific in that.

00:49:00.000 --> 00:49:04.000
>> Nadine: I think it's a great question because one of the pieces of feedback we get from a lot of these questionnaires and

00:49:04.000 --> 00:49:06.000
surveys that are out there is it forces the company to basically know what you don't know.

00:49:06.000 --> 00:49:13.000
You're making decisions internally.

00:49:13.000 --> 00:49:15.000
You don't have that benchmarking necessarily, and you -- how do we know if we are above average or below average?

00:49:15.000 --> 00:49:19.000
Here is what we do.

00:49:19.000 --> 00:49:22.000
Not everyone is familiar with what is going on in different areas of the organization.

00:49:22.000 --> 00:49:31.000
And so it becomes a challenge.

00:49:31.000 --> 00:49:34.000
I have to say that Pam and diversity MBA is probably the only survey I have seen that also goes beyond just compliance.

00:49:34.000 --> 00:49:37.000
We all have to be compliant.

00:49:37.000 --> 00:49:40.000
If we are compliant, it doesn't make us above average.

00:49:40.000 --> 00:49:41.000
So we have to go beyond that.

00:49:41.000 --> 00:49:50.000
And so there are two things.

00:49:50.000 --> 00:49:56.000
One, Pam mentions with Springboard, we have organizational assessments and gap analysis so we can bring that external piece

00:49:56.000 --> 00:50:05.000
and marry it with what is going on internally to really let you know where you stand.

00:50:05.000 --> 00:50:15.000
And I'll just say that later in the coming months, Pam and I will be making an announcement that we are coming together once

00:50:15.000 --> 00:50:16.000
again jointly and going to be creating an opportunity for all of you to truly have data and disability-related benchmarking

00:50:16.000 --> 00:50:23.000
like you never had before.

00:50:23.000 --> 00:50:25.000
So I'm just going to leave you with that tease and Pam, I'm going to turn it back to you.

00:50:25.000 --> 00:50:29.000
>> Pam: Thank you, Nadine.

00:50:29.000 --> 00:50:36.000
And that was well said.

00:50:36.000 --> 00:50:49.000
So average is being compliant and then there is dimensions of how compliant you are.

00:50:49.000 --> 00:50:50.000
And I will tell you, using innovation and creativity, this is a time to bring forward the tough conversations around invisible

00:50:50.000 --> 00:51:00.000
disabilities.

00:51:00.000 --> 00:51:08.000
And asking within Leadership that is open to say, okay, with existing tools we have, what can we do to better engage, to

00:51:08.000 --> 00:51:17.000
better gather more information and conduct listening conversations.

00:51:17.000 --> 00:51:27.000
What is wrong with doing some around mental health and creating environments where folks can encourage and having support.

00:51:27.000 --> 00:51:29.000
So my Call to Action is not just for what I just shared, it's for this conference.

00:51:29.000 --> 00:51:38.000
One or two bold actions.

00:51:38.000 --> 00:51:39.000
Create a bold goal for yourself and then go back and talk to your team about and perhaps craft an initiative to present to

00:51:39.000 --> 00:51:45.000
your Leadership.

00:51:45.000 --> 00:51:58.000
That would be the Call to Action with all you're going to gather, it will be overwhelming and so much information but peel

00:51:58.000 --> 00:51:59.000
back one or two that will allow you to introduce new information, validate what you're already doing well and give yourself an

00:51:59.000 --> 00:52:01.000
opportunity to do more.

00:52:01.000 --> 00:52:02.000
I thank you for this opportunity to be here.

00:52:02.000 --> 00:52:09.000
It's my eighth year.

00:52:09.000 --> 00:52:12.000
Nadine, congratulations for 15 years in and I'm excited that I have been able to be a part of this incredible journey.

00:52:12.000 --> 00:52:17.000
>> Nadine: Absolutely.

00:52:17.000 --> 00:52:26.000
Thank you very much I have to give kudos to Pam.

00:52:26.000 --> 00:52:35.000
For many years, we didn't present a lot of research and then we became partners with diversity MBa and Pam started bringing

00:52:35.000 --> 00:52:38.000
research to us and has influenced us to a point of, as I said earlier, we now have four sessions this year all on data!

00:52:38.000 --> 00:52:42.000
Because we know data is king.

00:52:42.000 --> 00:52:48.000
But it's also to Pam's point having the right data, Number 1.

00:52:48.000 --> 00:52:53.000
And Number 2, my personal issue is, what are we doing with the data?

00:52:53.000 --> 00:53:03.000
Because I have found organization that is will take the data but what they do with it is really what matters.

00:53:03.000 --> 00:53:08.000
Getting it is one piece but having those Call to Actions like you were saying, what do we do with it and what do we do with it

00:53:08.000 --> 00:53:09.000
incrementally to make our work more innovative, more productive?

00:53:09.000 --> 00:53:14.000
I think you're right.

00:53:14.000 --> 00:53:17.000
The issue today is looking at more than anything, the invisible disabilities.

00:53:17.000 --> 00:53:23.000
We definitely are talking a lot about mental health, certainly.

00:53:23.000 --> 00:53:35.000
We have to remember, mental health, mental illness, it existed before COVID.

00:53:35.000 --> 00:53:37.000
It's just that COVID has brought it out in ways that hopefully we will now see it somewhat destigmatized because it is the

00:53:37.000 --> 00:53:42.000
most stigmatized disability.

00:53:42.000 --> 00:53:44.000
But in order to do that, what you said, Pam, and what some of the comments were, we have to educate.

00:53:44.000 --> 00:53:45.000
We have to communicate.

00:53:45.000 --> 00:53:47.000
We have to be bold.

00:53:47.000 --> 00:53:49.000
I love that you said that.

00:53:49.000 --> 00:53:52.000
Be bold, be brave.

00:53:52.000 --> 00:53:53.000
This work is not for the faint of heart.

00:53:53.000 --> 00:53:54.000
You got to be brave.

00:53:54.000 --> 00:53:56.000
You got to be bold.

00:53:56.000 --> 00:54:03.000
You got to be out there.

00:54:03.000 --> 00:54:06.000
And for being involved with Disability Matters, we know you are the brave bold ones but now we have to take it to the next

00:54:06.000 --> 00:54:14.000
level and we have to ask different types of questions.

00:54:14.000 --> 00:54:21.000
Yes, we have to make sure that we understand privacy and confidentiality but it's like when you put something into Google.

00:54:21.000 --> 00:54:31.000
The answer you get has a lot to do with the way in which you ask the question.

00:54:31.000 --> 00:54:34.000
So we or I challenge all of you, when it comes to data and collecting data and then what you do with that, think a little more

00:54:34.000 --> 00:54:38.000
about what is the question and how you ask it.

00:54:38.000 --> 00:54:43.000
Because the way in which you ask it will yield a different response.

00:54:43.000 --> 00:54:46.000
And if your intention is to act on those responses, that's a challenge.

00:54:46.000 --> 00:54:54.000
So Pam, thank you once again.

00:54:54.000 --> 00:55:02.000
As you all heard, I gave a teaser that Pam and I will be coming out with something very cool for all of you that will allow

00:55:02.000 --> 00:55:06.000
you to know you are asking the right questions and you're asking them in the right way and we'll be able to provide you

00:55:06.000 --> 00:55:10.000
guidance on what to do with those answers once you get them!

00:55:10.000 --> 00:55:16.000
So we are really, really excited about that.

00:55:16.000 --> 00:55:23.000
The next thing I want to talk about is not just data but social media.

00:55:23.000 --> 00:55:53.000
So you all see the #DMNA2021.

00:55:59.000 --> 00:55:59.000
WE WANT EVERYONE TO HEAR

00:55:59.000 --> 00:56:00.000
FROM YOU.

00:56:00.000 --> 00:56:02.000
OBVIOUSLY, YOU CAN PUT COMMENTS

00:56:02.000 --> 00:56:04.000
ABOUT WHAT YOU HEARD.

00:56:04.000 --> 00:56:05.000
IF YOU AS PRESENTERS WANT TO PUT

00:56:05.000 --> 00:56:08.000
INFORMATION OUT THERE ON WHAT

00:56:08.000 --> 00:56:08.000
YOU'VE PRESENTED ON THERE IS NO

00:56:08.000 --> 00:56:10.000
LIMIT.

00:56:10.000 --> 00:56:11.000
WE REALLY WANT TO SEE THIS ALL

00:56:11.000 --> 00:56:13.000
DAY LONG.

00:56:13.000 --> 00:56:16.000
WHY NOT, RIGHT?

00:56:16.000 --> 00:56:17.000
THIS IS DISABILITY MATTERS

00:56:17.000 --> 00:56:24.000
15th ANNIVERSARY.

00:56:24.000 --> 00:56:26.000
WE WANT TO CELEBRATE THIS YEAR.

00:56:26.000 --> 00:56:29.000
IVETTE BACK TO YOU.

00:56:29.000 --> 00:56:30.000
>>  IVETTE:   WE'RE GOING BACK

00:56:30.000 --> 00:56:34.000
TO THE WORK SESSION.

00:56:34.000 --> 00:56:36.000
VICE PRESIDENT GLOBAL DIVERSITY

00:56:36.000 --> 00:56:37.000
AT COLGATE AND PALMOLIVE

00:56:37.000 --> 00:56:40.000
COMMUNITY.

00:56:40.000 --> 00:56:46.000
EUGENE PLEASE COME TO THE STAGE.

00:56:46.000 --> 00:56:47.000
>> EUGENE:   HELLO EVERYONE AND

00:56:47.000 --> 00:56:52.000
HI.

00:56:52.000 --> 00:56:56.000
>>  IVETTE:   AND ACCOMPANYING

00:56:56.000 --> 00:56:57.000
HIM VICE PRESIDENT ENTERPRISE

00:56:57.000 --> 00:57:03.000
AND ORGANIZATION EFFECTIVENESS

00:57:03.000 --> 00:57:11.000
AND TRAVELLERS FRED COLON.

00:57:11.000 --> 00:57:17.000
AND CLINICAL PSYCHOLOGIST LEDDI

00:57:17.000 --> 00:57:21.000
FRASER AND FOUNDER OF KAPTIONS4U

00:57:21.000 --> 00:57:25.000
BRANDI KENT.

00:57:25.000 --> 00:57:27.000
>> EUGENE:   I'M SO EXCITED.

00:57:27.000 --> 00:57:29.000
I WANTED TO FIRST SAY A COUPLE

00:57:29.000 --> 00:57:30.000
THINGS BECAUSE MY ENERGY IS

00:57:30.000 --> 00:57:30.000
RUNNING.

00:57:30.000 --> 00:57:37.000
MY ENERGY IS GOOD NOW.

00:57:37.000 --> 00:57:39.000
I WANT TO SAY THAT A REALLY,

00:57:39.000 --> 00:57:42.000
REALLY IMPORTANT AND LOOKING AT

00:57:42.000 --> 00:57:44.000
WHAT WE'VE TALKED ABOUT THUS FAR

00:57:44.000 --> 00:57:46.000
A REALLY, REALLY IMPORTANT

00:57:46.000 --> 00:57:49.000
THEME, THAT I HOPE PEOPLE ARE

00:57:49.000 --> 00:57:53.000
HEARING IS COMING OUT IS THAT WE

00:57:53.000 --> 00:57:55.000
ARE TO BE ACCOUNTABLE AND

00:57:55.000 --> 00:57:55.000
ACCOUNTABILITY IS WHAT MAKES

00:57:55.000 --> 00:57:57.000
CHANGE.

00:57:57.000 --> 00:57:59.000
IF WE DON'T LOOK TO THE NEXT

00:57:59.000 --> 00:58:01.000
PERSON OR THE NEXT FUNCTION OR

00:58:01.000 --> 00:58:05.000
THE NEXT CORPORATION TO BE

00:58:05.000 --> 00:58:06.000
ACCOUNTABLE AND BE

00:58:06.000 --> 00:58:07.000
ACCOUNTABLEFUL OURSELVES THAT'S

00:58:07.000 --> 00:58:08.000
WHEN WE GET THE POSITIVE CHANGE.

00:58:08.000 --> 00:58:13.000
THE SECOND THING I WANT TO

00:58:13.000 --> 00:58:16.000
QUICKLY SAY IS I WANT TO THANK

00:58:16.000 --> 00:58:21.000
NADINE AS WELL AS PAM, PARTNERS

00:58:21.000 --> 00:58:22.000
OF COLGATE FOR FOR FRANKLY

00:58:22.000 --> 00:58:26.000
ALLOWING COLGATE AND MYSELF TO

00:58:26.000 --> 00:58:27.000
BE A PERENNIAL IN THIS WORK.

00:58:27.000 --> 00:58:30.000
I'VE BEEN WITH COLGATE FOR 20

00:58:30.000 --> 00:58:34.000
YEARS AND MOST OF THOSE YEARS

00:58:34.000 --> 00:58:35.000
HAVE BEEN WITH PAM AND NADINE.

00:58:35.000 --> 00:58:37.000
I WANT TOON THANK THEM FOR BEING

00:58:37.000 --> 00:58:38.000
SUCH INCREDIBLE LEADERS ON THIS

00:58:38.000 --> 00:58:42.000
TOPIC.

00:58:42.000 --> 00:58:47.000
AND THEN I ALSO WOULD LIKE TO

00:58:47.000 --> 00:58:48.000
SAY THAT THE ENERGY THAT COMES

00:58:48.000 --> 00:58:53.000
FROM THIS CONFERENCE IS VERY,

00:58:53.000 --> 00:58:56.000
VERY THERAPEUTIC FOR ME BECAUSE

00:58:56.000 --> 00:58:58.000
FOR US THAT CARE ABOUT THE TOPIC

00:58:58.000 --> 00:59:00.000
AND SOMETIMES WONDER WHAT WE CAN

00:59:00.000 --> 00:59:02.000
DO MORE WHEN WE COME TO THIS

00:59:02.000 --> 00:59:04.000
CONFERENCE, WHEN I COME TO THIS

00:59:04.000 --> 00:59:08.000
CONFERENCE I LEARN WHAT I CAN DO

00:59:08.000 --> 00:59:11.000
AND I LEARN IN SPECIFIC TERMS

00:59:11.000 --> 00:59:13.000
WHAT I CAN DO.

00:59:13.000 --> 00:59:14.000
SO, I HOPE EVERYONE IS VIEWING

00:59:14.000 --> 00:59:16.000
IT THAT WAY AND TAKING THE

00:59:16.000 --> 00:59:20.000
INFORMATION, THE CONVERSATION,

00:59:20.000 --> 00:59:22.000
THE NETWORKING ET-CETERA TO

00:59:22.000 --> 00:59:22.000
HEART AND USING IT TO GO

00:59:22.000 --> 00:59:26.000
FORWARD.

00:59:26.000 --> 00:59:28.000
OKAY, SO WITH THAT SAID WE ARE

00:59:28.000 --> 00:59:33.000
IN OUR VERY, VERY IMPORTANT

00:59:33.000 --> 00:59:38.000
WORKPLACE CATEGORY AND I AM

00:59:38.000 --> 00:59:41.000
VERY, VERY EXCITED TO PRESENT TO

00:59:41.000 --> 00:59:43.000
YOU TODAY THREE INDIVIDUALS WHO

00:59:43.000 --> 00:59:47.000
UNQUESTIONABLELY GOING TO HELP

00:59:47.000 --> 00:59:50.000
US MOVE FORWARD AND TO TEACH US

00:59:50.000 --> 00:59:54.000
SOME THINGS THAT I'M SURE I KNOW

00:59:54.000 --> 00:59:56.000
ABOUT BUT THINGS THAT WILL

00:59:56.000 --> 00:59:57.000
PROMPT APPROPRIATE DISCUSSIONS

00:59:57.000 --> 00:59:59.000
WITHIN OUR ORGANIZATIONS.

00:59:59.000 --> 01:00:01.000
I'VE ALREADY SEEN SOME TOPICS

01:00:01.000 --> 01:00:02.000
AND AREAS WITH THESE THREE

01:00:02.000 --> 01:00:04.000
INDIVIDUALS THAT I NEED TO KNOW

01:00:04.000 --> 01:00:08.000
MORE ABOUT SO I'M GOING TO LEARN

01:00:08.000 --> 01:00:10.000
WITH YOU AND I WOULD LIKE TO

01:00:10.000 --> 01:00:11.000
KICK OFF THE SESSION AND TELL

01:00:11.000 --> 01:00:13.000
YOU HOW IT WILL GO.

01:00:13.000 --> 01:00:18.000
WE WILL HEAR FROM EACH ONE OF

01:00:18.000 --> 01:00:21.000
OUR LEADERS AND THEN I WILL,

01:00:21.000 --> 01:00:23.000
AFTER WE HEAR FROM EACH ONE OF

01:00:23.000 --> 01:00:25.000
THEM ASK A COUPLE QUESTIONS AND

01:00:25.000 --> 01:00:27.000
THEN WE'LL OPEN IT UP TO YOU TO

01:00:27.000 --> 01:00:29.000
ASK WHATEVER QUESTIONS YOU ARE

01:00:29.000 --> 01:00:30.000
PROMPTED TO ASK.

01:00:30.000 --> 01:00:36.000
SO WITH THAT I WOULD LIKE TO

01:00:36.000 --> 01:00:38.000
BRING TO THE STAGE MR. FRED

01:00:38.000 --> 01:00:42.000
COLON, A DEAR COLLEAGUE OF MINE

01:00:42.000 --> 01:00:45.000
WITH TRAVELLERS IN THE SAME

01:00:45.000 --> 01:00:47.000
SPACE OF DBMI THAT I'M IN.

01:00:47.000 --> 01:00:49.000
SO FRED, PLEASE TELL US A LITTLE

01:00:49.000 --> 01:00:51.000
BIT ABOUT YOURSELF AND WHAT

01:00:51.000 --> 01:00:53.000
WONDERFUL WORK IS GOING ON AT

01:00:53.000 --> 01:00:55.000
TRAVELLERS.

01:00:55.000 --> 01:00:57.000
>>  FRED:   HELLO NADINE, THANK

01:00:57.000 --> 01:01:00.000
YOU SO MUCH AND HELLO TO THE

01:01:00.000 --> 01:01:00.000
PANELISTS AND EVERYONE IN

01:01:00.000 --> 01:01:01.000
ATTENDANCE.

01:01:01.000 --> 01:01:02.000
GREAT TO BE HERE.

01:01:02.000 --> 01:01:04.000
THANK YOU FOR HOSTING AND ALL

01:01:04.000 --> 01:01:06.000
THAT YOU DO.

01:01:06.000 --> 01:01:15.000
MY NAME IS FRED COLON.

01:01:15.000 --> 01:01:16.000
EUGENE I LOVED YOUMIZED THE

01:01:16.000 --> 01:01:18.000
IMPORTANCE OF ACCOUNTABILITY

01:01:18.000 --> 01:01:19.000
THAT IS THE KEY WORD.

01:01:19.000 --> 01:01:20.000
WHAT DOES ACCOUNTABILITY LOOK

01:01:20.000 --> 01:01:24.000
LIKE AND WHO DOES WHAT?

01:01:24.000 --> 01:01:26.000
SO, ONE OF THE THINGS THAT

01:01:26.000 --> 01:01:30.000
TRAVELLERS THAT WE CERTAINLY

01:01:30.000 --> 01:01:32.000
HAVE AS A KEY STRICT INITIATIVE

01:01:32.000 --> 01:01:34.000
IS LEADER ACCOUNTABILITY AROUND

01:01:34.000 --> 01:01:36.000
ALL DIVERSITY AND ESPECIALLY

01:01:36.000 --> 01:01:38.000
DIVERSITY RELATED TO THE TOPIC

01:01:38.000 --> 01:01:38.000
THAT WE'RE COVERING HERE,

01:01:38.000 --> 01:01:42.000
DISABILITY.

01:01:42.000 --> 01:01:42.000
I WORK FOR TRAVELLERS, THE RED

01:01:42.000 --> 01:01:46.000
UMBRELLA COMPANY.

01:01:46.000 --> 01:01:47.000
WE'RE A PROPERTY CASUALTY

01:01:47.000 --> 01:01:51.000
INSURANCE COMPANY.

01:01:51.000 --> 01:01:51.000
I'M BASED IN HARTFORD,

01:01:51.000 --> 01:01:53.000
CONNECTICUT.

01:01:53.000 --> 01:01:55.000
I'VE BEEN WITH THE COMPANY GOING

01:01:55.000 --> 01:01:58.000
ON 22 YEARS.

01:01:58.000 --> 01:02:01.000
THE WORLD OF CHIEF DIVERSITY

01:02:01.000 --> 01:02:02.000
CHIEF INCLUSION OFFICER WE MADE

01:02:02.000 --> 01:02:05.000
FIVE YEARS AGO IN APRIL SO I

01:02:05.000 --> 01:02:08.000
TOOK THE RESPONSIBILITY AT THE

01:02:08.000 --> 01:02:09.000
SAME TIME OUR NEW CEO

01:02:09.000 --> 01:02:10.000
ON-BOARDERED TO HIS JOB.

01:02:10.000 --> 01:02:16.000
SO FOR FIVE YEARS I'VE HAD THE

01:02:16.000 --> 01:02:17.000
PLEASURE OF SERVING UP OUR DMA

01:02:17.000 --> 01:02:18.000
STRATEGY AND WORKING WITH OUR

01:02:18.000 --> 01:02:20.000
LEADERS AND ORGANIZATION TO

01:02:20.000 --> 01:02:21.000
ADVANCE THINGS LIKE BUILDING

01:02:21.000 --> 01:02:27.000
EMPLOYEE RESEARCH GROUPS THAT WE

01:02:27.000 --> 01:02:32.000
CALLED DIVERSITY NETWORKS.

01:02:32.000 --> 01:02:34.000
WE HAVE A DISABILITY DN THAT HAS

01:02:34.000 --> 01:02:38.000
BEEN IN PLAY ALMOST I WOULD LIKE

01:02:38.000 --> 01:02:41.000
TO SAY 10 YEARS.

01:02:41.000 --> 01:02:42.000
IT HAS BEEN STRATEGICALLY

01:02:42.000 --> 01:02:46.000
EFFECTIVE BECAUSE THEY FOCUS ON

01:02:46.000 --> 01:02:49.000
THE ENGAGEMENT THAT IS ENABLED

01:02:49.000 --> 01:02:50.000
TO EMPLOYEES OR FUTURE EMPLOYEES

01:02:50.000 --> 01:02:53.000
AT THE COMPANY TO BUILD A SENSE

01:02:53.000 --> 01:02:53.000
OF INCLUSION TO MAKE SURE THEY

01:02:53.000 --> 01:02:54.000
UNDERSTAND THE IMPORTANCE OF

01:02:54.000 --> 01:02:59.000
THAT POPULATION TO TRAVELLERS

01:02:59.000 --> 01:03:00.000
WORKFORCE THAT'S BEEN EXTREMELY

01:03:00.000 --> 01:03:03.000
BENEFICIAL FOR US.

01:03:03.000 --> 01:03:06.000
OUR TALENT IN THE ORGANIZATION

01:03:06.000 --> 01:03:08.000
DOES A PHENOMENAL JOB AND BASED

01:03:08.000 --> 01:03:10.000
WOULD WORKING PERSPECTIVE

01:03:10.000 --> 01:03:15.000
FRIENDLY EMPLOYEES AND EQUIPPING

01:03:15.000 --> 01:03:19.000
PEOPLE THROUGH JOB FARES AND

01:03:19.000 --> 01:03:21.000
SHADOWS AND MENTORING AND

01:03:21.000 --> 01:03:23.000
PROGRAMMING TO TRANSITION INTO

01:03:23.000 --> 01:03:24.000
THE CORPORATE WORK ENVIRONMENT

01:03:24.000 --> 01:03:28.000
IN OUR EXAMPLE.

01:03:28.000 --> 01:03:29.000
THE RESULT OF THAT IS WE END UP

01:03:29.000 --> 01:03:33.000
WITH SOME INTERNS.

01:03:33.000 --> 01:03:34.000
WE'VE HAD TWO THAT HAVE BEEN

01:03:34.000 --> 01:03:37.000
INVOLVED THAT HAVE BECOME

01:03:37.000 --> 01:03:37.000
EMPLOYEES OF TRAVELLERS, WHICH

01:03:37.000 --> 01:03:39.000
HAS BEEN NUNOMINAL.

01:03:39.000 --> 01:03:41.000
TRYING TO CREATE CAREERS AND JOB

01:03:41.000 --> 01:03:42.000
OPPORTUNITIES FOR THIS

01:03:42.000 --> 01:03:45.000
PARTICULARLY TARGETED AUDIENCE.

01:03:45.000 --> 01:03:48.000
THE OTHER THING I WOULD SAY WE

01:03:48.000 --> 01:03:49.000
DO AT TRAVELLERS TO MAKE IT THE

01:03:49.000 --> 01:03:52.000
BEST PLACE TO WORK THAT INCLUDES

01:03:52.000 --> 01:03:54.000
INDIVIDUALS TO FALL INTO THIS

01:03:54.000 --> 01:03:55.000
DISABILITIES SPACE IS OUR

01:03:55.000 --> 01:03:57.000
COMMITMENT TO ENGAGEMENT,

01:03:57.000 --> 01:04:00.000
INCLUSION AND ALLYSHIP.

01:04:00.000 --> 01:04:03.000
SO TWO YEARS AGO WE VERY

01:04:03.000 --> 01:04:05.000
INTENTIONALLY HAD ALLYSHIP INTO

01:04:05.000 --> 01:04:07.000
THE NETWORK.

01:04:07.000 --> 01:04:09.000
DISABILITY DISVERSION NETWORK

01:04:09.000 --> 01:04:11.000
AND ALLIES AS WAYS TO ENSURE ALL

01:04:11.000 --> 01:04:13.000
OF OUR EMPLOYEES UNDERSTAND THAT

01:04:13.000 --> 01:04:15.000
ALLIES ARE GREAT PARTNERS AND AS

01:04:15.000 --> 01:04:17.000
A WAY TO ELEVATE AWARENESS

01:04:17.000 --> 01:04:19.000
AROUND ISSUES RELATED TO

01:04:19.000 --> 01:04:23.000
DISABILITY AND OTHER GROUPINGS.

01:04:23.000 --> 01:04:25.000
AND THEN I WOULD SAY WE HAVE AN

01:04:25.000 --> 01:04:27.000
INCLUSIVE LEADERSHIP OBJECTIVE

01:04:27.000 --> 01:04:29.000
FOR ALL OF OUR LEADERS AT

01:04:29.000 --> 01:04:30.000
TRAVELLERS AND MEASURE THE

01:04:30.000 --> 01:04:31.000
PERFORMANCE AGAINST THAT

01:04:31.000 --> 01:04:32.000
INCLUSIVE PERFORMANCE OBJECTIVE

01:04:32.000 --> 01:04:35.000
AND I THINK THAT'S EFFECTIVE.

01:04:35.000 --> 01:04:37.000
AND FOR THE LAST THREE YEARS

01:04:37.000 --> 01:04:39.000
THAT WE'VE BEEN ENGAGING IN AN

01:04:39.000 --> 01:04:43.000
ENGAGEMENT SURVEY WE HAVE SEEN

01:04:43.000 --> 01:04:46.000
OUR ENGAGEMENT SCORES IMPROVE

01:04:46.000 --> 01:04:48.000
SIGNIFICANTLY SO THAT THE

01:04:48.000 --> 01:04:51.000
MINDSET AROUND INCLUSION AND

01:04:51.000 --> 01:04:54.000
BEING CULT REALITY COMPETENT HAS

01:04:54.000 --> 01:04:56.000
ALLOWED US TO MAKE WHAT I WOULD

01:04:56.000 --> 01:04:56.000
CONSIDER EXCELLENT PROGRESS IN

01:04:56.000 --> 01:05:00.000
THIS SPACE.

01:05:00.000 --> 01:05:01.000
>> EUGENE:   WOW.

01:05:01.000 --> 01:05:04.000
A LOT GOING ON THERE, FRED.

01:05:04.000 --> 01:05:07.000
I REALLY WANT TO PICK YOUR BRAIN

01:05:07.000 --> 01:05:09.000
A LITTLE BIT AFTERWARDS TO

01:05:09.000 --> 01:05:11.000
UNDERSTAND SOME THINGS BETTER.

01:05:11.000 --> 01:05:13.000
>>  FRED:   NOT A PROBLEM.

01:05:13.000 --> 01:05:16.000
>> EUGENE:   AT THIS POINT I

01:05:16.000 --> 01:05:20.000
WOULD LIKE TO WELCOME TO THE

01:05:20.000 --> 01:05:21.000
STAGE LEDDI FRASER AND HEAR

01:05:21.000 --> 01:05:23.000
ABOUT THE WORK YOU'RE DOING.

01:05:23.000 --> 01:05:25.000
TELL US WHO YOU ARE AND WHAT YOU

01:05:25.000 --> 01:05:26.000
DO AND PROCEED.

01:05:26.000 --> 01:05:28.000
>>  LEDDI:   I'M DOCTOR LEDDI

01:05:28.000 --> 01:05:30.000
FRASER, A CLINICAL PSYCHOLOGIST

01:05:30.000 --> 01:05:33.000
AND I WORK WITH INDIVIDUALS WITH

01:05:33.000 --> 01:05:35.000
MENTAL HEALTH DISORDERS AS WELL

01:05:35.000 --> 01:05:37.000
AS SUBSTITUTE DISORDERS.

01:05:37.000 --> 01:05:40.000
WHAT I WAS PLANNING ON TALKING

01:05:40.000 --> 01:05:43.000
ABOUT IS NOT NECESSARILY THE

01:05:43.000 --> 01:05:49.000
WORK THAT I DO BUT SOME OF THE

01:05:49.000 --> 01:05:52.000
INFORMATION ABOUT MENTAL HEALTH

01:05:52.000 --> 01:05:52.000
SUBSTANCE USE DISORDER AND

01:05:52.000 --> 01:05:57.000
RETURN TO WORK.

01:05:57.000 --> 01:05:58.000
SO THE IMPACTS THAT THE PANDEMIC

01:05:58.000 --> 01:06:00.000
HAS REALLY HAD ON MENTAL HEALTH

01:06:00.000 --> 01:06:01.000
AND WHAT THAT MIGHT BE TO

01:06:01.000 --> 01:06:04.000
EMPLOYERS.

01:06:04.000 --> 01:06:04.000
SO I'M GOING TO THROW OUT A FEW

01:06:04.000 --> 01:06:06.000
NUMBERS, BUT I THINK THEY ARE

01:06:06.000 --> 01:06:07.000
REALLY IMPORTANT BECAUSE THESE

01:06:07.000 --> 01:06:12.000
ARE REALLY HIGH NUMBERS THAT

01:06:12.000 --> 01:06:14.000
WE'RE SEEING IN TERMS OF IMPACTS

01:06:14.000 --> 01:06:17.000
ON MENTAL HEALTH WITH COVID-19.

01:06:17.000 --> 01:06:20.000
SO APPROXIMATELY 63% OF

01:06:20.000 --> 01:06:23.000
INDIVIDUALS WHO HAVE BEEN, YOU

01:06:23.000 --> 01:06:24.000
KNOW, ASKED IN TERMS OF SURVEYS

01:06:24.000 --> 01:06:25.000
AND RESEARCH, ARE SAYING THAT

01:06:25.000 --> 01:06:29.000
THEY ARE EXPERIENCING HIGHER

01:06:29.000 --> 01:06:32.000
LEVELS OF STRESS ASSOCIATED

01:06:32.000 --> 01:06:34.000
ASSOCIATED WITH

01:06:34.000 --> 01:06:35.000
COVID-19.

01:06:35.000 --> 01:06:37.000
42% OF INDIVIDUALS WHO ALREADY

01:06:37.000 --> 01:06:37.000
HAVE PRE-EXISTING HEALTH

01:06:37.000 --> 01:06:39.000
SATISFACTORY CONDITIONERIZE

01:06:39.000 --> 01:06:41.000
INDICATING THEY'VE HAD A

01:06:41.000 --> 01:06:42.000
WORSEERNING OF SYMPTOMS.

01:06:42.000 --> 01:06:45.000
WE'RE ALSO SEEING PEOPLE WHO

01:06:45.000 --> 01:06:47.000
HAVE NOT FORMERLY BEEN DIAGNOSED

01:06:47.000 --> 01:06:50.000
WITH ANY KIND OF MENTAL HEALTH

01:06:50.000 --> 01:06:51.000
ISSUES EXPERIENCING MENTAL

01:06:51.000 --> 01:06:54.000
HEALTH SYMPTOMS.

01:06:54.000 --> 01:06:57.000
SO WE'RE SEEING 31% OF

01:06:57.000 --> 01:07:00.000
INDIVIDUALS WORKHOLD ARE MEETING

01:07:00.000 --> 01:07:04.000
CRITERIA FOR GENERALIZED ANXIETY

01:07:04.000 --> 01:07:05.000
DISORDER AND 29% FOR MAJOR

01:07:05.000 --> 01:07:07.000
DEPRESSIVE DISORDER.

01:07:07.000 --> 01:07:09.000
SO THESE ARE REALLY SIGNIFICANT

01:07:09.000 --> 01:07:12.000
NUMBERS IN TERMS OF WHAT'S

01:07:12.000 --> 01:07:13.000
HAPPENING IN TERMS OF

01:07:13.000 --> 01:07:13.000
AMENDMENTAL HEALTH AND THIS

01:07:13.000 --> 01:07:15.000
PANDEMIC.

01:07:15.000 --> 01:07:20.000
WE'RE ALSO SEEING CONCERNS WITH

01:07:20.000 --> 01:07:25.000
REGARD TO RETURN TO WORK.

01:07:25.000 --> 01:07:27.000
SO EXECUTIVES WORKHOLD AS WELL

01:07:27.000 --> 01:07:29.000
FROM ORGANIZATIONS AND 68% OF

01:07:29.000 --> 01:07:31.000
THEM SAID THAT EMPLOYEES ARE

01:07:31.000 --> 01:07:33.000
FEARFUL ABOUT RETURNING TO WORK

01:07:33.000 --> 01:07:38.000
IN TERMS OF WORKPLACE SAFETY.

01:07:38.000 --> 01:07:39.000
WE'RE ALSO SEEING A STUDY THAT

01:07:39.000 --> 01:07:41.000
SAID 24% OF WORKERS WOULD

01:07:41.000 --> 01:07:41.000
WILLINGLY RETURN TO THE OFFICE

01:07:41.000 --> 01:07:46.000
WHEN IT REOPENS.

01:07:46.000 --> 01:07:49.000
SO THERE IS A LOT OF REAL

01:07:49.000 --> 01:07:57.000
CONCERN ABOUT RISKS FROM

01:07:57.000 --> 01:08:02.000
COVID-19 AND THE IMPACTS THIS IS

01:08:02.000 --> 01:08:02.000
HAVING WITH MENTAL HEALTH

01:08:02.000 --> 01:08:02.000
ISSUES.

01:08:02.000 --> 01:08:03.000
WHEN I TALK ABOUT INCREASE OF

01:08:03.000 --> 01:08:05.000
STRESS THERE ARE FOUR MAJOR

01:08:05.000 --> 01:08:09.000
FACTOR THAT INCREASE STRESS, ONE

01:08:09.000 --> 01:08:09.000
OF THEM IS INVOLVALTY SO

01:08:09.000 --> 01:08:10.000
ANYTHING THAT IS NEW OR THAT

01:08:10.000 --> 01:08:13.000
PEOPLE HAVE NOT EXPERIENCED

01:08:13.000 --> 01:08:15.000
BEFORE AND OF COURSE THE LEAST

01:08:15.000 --> 01:08:17.000
IN ALL OF OUR GENERATIONS NO ONE

01:08:17.000 --> 01:08:18.000
HAS HAD TO CONTEND WITH A

01:08:18.000 --> 01:08:22.000
PANDEMIC LIKE THIS.

01:08:22.000 --> 01:08:24.000
WE'RE ALSO STRESS IMPACTED BY

01:08:24.000 --> 01:08:25.000
ANY SORT OF THREATS AND AGAIN

01:08:25.000 --> 01:08:29.000
COVID-19 HAS BEEN AN EXTREME

01:08:29.000 --> 01:08:33.000
THREAT BOTH IN TERMS OF, YOU BE,

01:08:33.000 --> 01:08:36.000
PEOPLE'S LIVES, SAFETY AND ALL

01:08:36.000 --> 01:08:38.000
FROM AN ECONOMIC STANDPOINT.

01:08:38.000 --> 01:08:39.000
ALSO, ANYTHING THAT IS

01:08:39.000 --> 01:08:43.000
UNPREDICTABLE OR ANYTHING THAT

01:08:43.000 --> 01:08:44.000
FEELS OUT OF CONTROL FOR PEOPLE

01:08:44.000 --> 01:08:46.000
INCREASES STRESS LEVELS.

01:08:46.000 --> 01:08:48.000
SO WHEN YOU'RE LOOKING AT

01:08:48.000 --> 01:08:51.000
COVID-19 IT IS HITTING ALL OF

01:08:51.000 --> 01:08:53.000
THE CHECKMARKS HERE.

01:08:53.000 --> 01:08:54.000
WE'RE SEEING, YOU KNOW, SOME OF

01:08:54.000 --> 01:08:56.000
THE THINGS THAT WE'RE SEEING

01:08:56.000 --> 01:08:58.000
THAT'S HAPPENING FROM THAT IS

01:08:58.000 --> 01:09:00.000
WE'RE SEEING NEGATIVE COPING

01:09:00.000 --> 01:09:02.000
STRATEGIES SO WE'VE STARTED TO

01:09:02.000 --> 01:09:07.000
SEE THERE IS A STUDY THAT

01:09:07.000 --> 01:09:10.000
INDICATES THAT THERE IS 20%

01:09:10.000 --> 01:09:16.000
INCREASE IN ALCOHOL USE, THERE

01:09:16.000 --> 01:09:16.000
IS 29% INCREASE IN OVERDOSE

01:09:16.000 --> 01:09:17.000
DEATHS.

01:09:17.000 --> 01:09:20.000
THERE IS INCREASE IN PROCESSES

01:09:20.000 --> 01:09:22.000
DISORDERS, AS WELL AS DOMETTIC

01:09:22.000 --> 01:09:24.000
CHILD ABUSE AND SUICIDE.

01:09:24.000 --> 01:09:28.000
SO THESE ARE REALLY HIGH NUMBERS

01:09:28.000 --> 01:09:29.000
AND OUR IMPACTING NOT ONLY

01:09:29.000 --> 01:09:30.000
PEOPLE IN TERMS OF THEIR

01:09:30.000 --> 01:09:32.000
PERSONAL LIVES BUT OBVIOUSLY

01:09:32.000 --> 01:09:33.000
WHAT THEY TAKE BACK INTO THE

01:09:33.000 --> 01:09:34.000
OFFICE AND HOW THEY FEEL ABOUT

01:09:34.000 --> 01:09:36.000
GOING BACK INTO THE OFFICE IF

01:09:36.000 --> 01:09:36.000
THEY HAVE NOT BEEN IN THE

01:09:36.000 --> 01:09:39.000
OFFICE.

01:09:39.000 --> 01:09:40.000
#Z AND SO WHAT CAN COMPANIES DO

01:09:40.000 --> 01:09:43.000
TO HELP?

01:09:43.000 --> 01:09:46.000
ONE OF THE THINGS IS SOCIAL

01:09:46.000 --> 01:09:48.000
SUPPORT, SO PROVIDING SOCIAL

01:09:48.000 --> 01:09:50.000
SUPPORT IS DEFINITELY A

01:09:50.000 --> 01:09:54.000
PROTECTIVE FACTOR FOR

01:09:54.000 --> 01:09:58.000
INDIVIDUALS WHO ARE RETURNING TO

01:09:58.000 --> 01:10:00.000
WORK AND SO NORMALIZING MENTAL

01:10:00.000 --> 01:10:02.000
HEALTH CHALLENGES AS WELL AS

01:10:02.000 --> 01:10:03.000
SUBSTANCE USE DISORDER, HAVING

01:10:03.000 --> 01:10:05.000
DIRECT AND OPEN CONVERSATIONS

01:10:05.000 --> 01:10:06.000
ABOUT IT AND ALSO LETTING PEOPLE

01:10:06.000 --> 01:10:07.000
KNOWAL WHAT'S AVAILABLE TO

01:10:07.000 --> 01:10:11.000
SUPPORT THEM.

01:10:11.000 --> 01:10:13.000
SO A LOT OF COMPANIES HAVE THESE

01:10:13.000 --> 01:10:15.000
TYPES OF OFFERINGS IN TERMS OF

01:10:15.000 --> 01:10:17.000
EAP PROGRAMS, THEIR INSURANCE

01:10:17.000 --> 01:10:20.000
PROVIDES, YOU KNOW, THIS TYPE OF

01:10:20.000 --> 01:10:23.000
SUPPORT, BUT THERE WAS ANOTHER

01:10:23.000 --> 01:10:25.000
STUDY THAT INDICATED THAT 46% OF

01:10:25.000 --> 01:10:27.000
WORKERS SAID THAT THEY DID NOT

01:10:27.000 --> 01:10:30.000
HEAR PROACTIVELY ABOUT THESE

01:10:30.000 --> 01:10:31.000
TYPES OF SERVICES.

01:10:31.000 --> 01:10:33.000
IT IS REALLY IMPORTANT FOR

01:10:33.000 --> 01:10:35.000
INDIVIDUALS TO OBTAIN THIS

01:10:35.000 --> 01:10:37.000
INFORMATION AND FOR LEADERS TO

01:10:37.000 --> 01:10:41.000
PROVIDE IT AND MAKE SURE THAT

01:10:41.000 --> 01:10:42.000
PEOPLE ARE AWARE THIS IS

01:10:42.000 --> 01:10:43.000
AVAILABLE WITHIN THEIR

01:10:43.000 --> 01:10:47.000
COMPANIES.

01:10:47.000 --> 01:10:48.000
ALSO, DEBUNKING MYTHS AND STIGMA

01:10:48.000 --> 01:10:50.000
AND I THINK WE'VE HEARD A LITTLE

01:10:50.000 --> 01:10:54.000
BIT ABOUT THAT FROM OUR LAST

01:10:54.000 --> 01:10:56.000
INDIVIDUAL IN TERMS OF NOT

01:10:56.000 --> 01:10:58.000
HAVING PEOPLE FEEL LIKE THEY

01:10:58.000 --> 01:10:59.000
CAN'T COME FORWARD AND

01:10:59.000 --> 01:11:01.000
COMMUNICATE ABOUT SOME OF THE

01:11:01.000 --> 01:11:04.000
ISSUES THAT THEY ARE HAVING AND

01:11:04.000 --> 01:11:07.000
PROVIDING TRAINING FOR MANAGERS

01:11:07.000 --> 01:11:09.000
IN LEADERSHIP IN TERMS OF HOW TO

01:11:09.000 --> 01:11:10.000
ADDRESS THIS IN APPROPRIATE WAYS

01:11:10.000 --> 01:11:12.000
IN THE COMPANY.

01:11:12.000 --> 01:11:14.000
ALSO, MAKING SURE THERE IS

01:11:14.000 --> 01:11:17.000
SUPPORT FOR PSYCHOLOGICAL HEALTH

01:11:17.000 --> 01:11:20.000
AND PARTICULARLY FOR ANY HIGHER

01:11:20.000 --> 01:11:21.000
RISK POPULATIONS FOR THOSE WHO

01:11:21.000 --> 01:11:24.000
HAVE PRE-EXISTING MENTAL HEALTH

01:11:24.000 --> 01:11:27.000
ISSUES PRIOR TO THE PANDEMIC OR

01:11:27.000 --> 01:11:28.000
ISSUES THAT HAVE HAPPENED, YOU

01:11:28.000 --> 01:11:32.000
KNOW, DURING THE PANDEMIC.

01:11:32.000 --> 01:11:33.000
ALSO, IN TERMS OF WORK

01:11:33.000 --> 01:11:34.000
EXPECTATIONS.

01:11:34.000 --> 01:11:37.000
THERE HAS BEEN STUDIES THAT

01:11:37.000 --> 01:11:42.000
INDICATE THAT FLEXIBLE SICK

01:11:42.000 --> 01:11:45.000
LEAVE, MODIFYING WORK SCHEDULE

01:11:45.000 --> 01:11:46.000
POLICIES AND PRACTICES.

01:11:46.000 --> 01:11:48.000
RECOGNIZING THAT A LOT OF PEOPLE

01:11:48.000 --> 01:11:49.000
DURING THE PANDEMIC HAVE HAD TO

01:11:49.000 --> 01:11:55.000
CONTEND WITH ISSUES THAT THEY

01:11:55.000 --> 01:11:55.000
MAY NOT HAVE HAD TO CONTEND WITH

01:11:55.000 --> 01:11:56.000
IN THE PAST.

01:11:56.000 --> 01:12:01.000
FOR EXAMPLE, PEOPLE WHO HAVE

01:12:01.000 --> 01:12:02.000
ELDERLY THAT ARE HOUSE BOUND AND

01:12:02.000 --> 01:12:04.000
CAN'T GET OUT BECAUSE OF

01:12:04.000 --> 01:12:05.000
COVID-19 BEING ABLE TO SUPPORT

01:12:05.000 --> 01:12:07.000
AND PROVIDE HELP TO THEM AS WELL

01:12:07.000 --> 01:12:08.000
AS CHILDREN WHO ARE NOW TAKING

01:12:08.000 --> 01:12:09.000
SCHOOL FROM HOME.

01:12:09.000 --> 01:12:13.000
THIS IS IMPACTING EMPLOYEES.

01:12:13.000 --> 01:12:17.000
SO BEING ABLE TO FACTOR THAT IN.

01:12:17.000 --> 01:12:19.000
ALSO, MODELING HEALTHY BEHAVIORS

01:12:19.000 --> 01:12:23.000
FROM THE TOP ON DOWN, IN TERMS

01:12:23.000 --> 01:12:24.000
OF BOUNDARIES, SELF-CARE,

01:12:24.000 --> 01:12:25.000
BALANCING WORK AND PERSONAL

01:12:25.000 --> 01:12:28.000
LIFE, STRUCTURING THEIR DAY,

01:12:28.000 --> 01:12:30.000
ENGAGING AND EXERCISE, BEING

01:12:30.000 --> 01:12:34.000
OPEN ABOUT POTENTIALLY NEEDING

01:12:34.000 --> 01:12:36.000
THERAPY IS REALLY IMPORTANT YOU

01:12:36.000 --> 01:12:37.000
KNOW FROM LEADERSHIP ORN DOWN TO

01:12:37.000 --> 01:12:44.000
PREVENT STRESS AND BURNOUT.

01:12:44.000 --> 01:12:44.000
ALSO, FOCUSING ON WHAT ARE

01:12:44.000 --> 01:12:46.000
CRITICAL TASKS AND MAKING SURE

01:12:46.000 --> 01:12:48.000
PEOPLE KNOW EXACTLY WHAT THEY

01:12:48.000 --> 01:12:51.000
NEED TO DO TO BE EFFECTIVE

01:12:51.000 --> 01:12:52.000
EMPLOYEES DURING THIS PERIOD OF

01:12:52.000 --> 01:12:54.000
TIME IS REALLY IMPORTANT,

01:12:54.000 --> 01:12:57.000
PARTICULARLY IF PEOPLE ARE

01:12:57.000 --> 01:12:58.000
WORKING FROM HOME.

01:12:58.000 --> 01:13:01.000
PART OF THAT IS ACCOUNTABILITY,

01:13:01.000 --> 01:13:02.000
SURVEYING AND MEASURING AND

01:13:02.000 --> 01:13:05.000
MAKING SURE THAT PEOPLE ARE

01:13:05.000 --> 01:13:07.000
AWARE OF WHAT ARE THE

01:13:07.000 --> 01:13:09.000
BENCHMARKS, WHAT ARE THEY

01:13:09.000 --> 01:13:11.000
REQUIRED TO DO.

01:13:11.000 --> 01:13:12.000
COMMUNICATION IS KEY, RIGHT.

01:13:12.000 --> 01:13:13.000
I THINK IT IS KEY IN ANY

01:13:13.000 --> 01:13:16.000
ORGANIZATION BUT DEFINITELY

01:13:16.000 --> 01:13:19.000
DURING AND WHEN THE PANDEMIC

01:13:19.000 --> 01:13:23.000
STARTS TO DISSIPATE AND PEOPLE

01:13:23.000 --> 01:13:25.000
ARE RETURNING TO A MORE REGULAR

01:13:25.000 --> 01:13:26.000
WORK LIFE OR CREATING SOME SORT

01:13:26.000 --> 01:13:31.000
OF HYBRID SITUATION.

01:13:31.000 --> 01:13:32.000
PROVIDING CLEAR AND TRANSPARENT

01:13:32.000 --> 01:13:33.000
INFORMATION ABOUT THE

01:13:33.000 --> 01:13:36.000
ORGANIZATIONS FUTURE PLAN.

01:13:36.000 --> 01:13:38.000
ANY KIND OF CHANGES OR

01:13:38.000 --> 01:13:41.000
EXPECTATIONS OF CHANGES.

01:13:41.000 --> 01:13:45.000
THERE WAS ONE STUDY THAT

01:13:45.000 --> 01:13:47.000
SAID

01:13:47.000 --> 01:13:49.000
EMPLOYEES WHO WERENERFECTIVE OF

01:13:49.000 --> 01:13:51.000
COMMUNICATION WERE 23% MORE

01:13:51.000 --> 01:13:52.000
LIKELY TO HAVE AMENDMENTAL

01:13:52.000 --> 01:13:53.000
HEALTH DECLINED SINCE THE

01:13:53.000 --> 01:13:54.000
BEGINNING OF THE OUTBREAK.

01:13:54.000 --> 01:13:54.000
SO COMMUNICATION IS REALLY

01:13:54.000 --> 01:13:57.000
IMPORTANT.

01:13:57.000 --> 01:13:58.000
AND THEN THAT COMES TO TRAINING,

01:13:58.000 --> 01:14:01.000
RIGHT.

01:14:01.000 --> 01:14:04.000
IN TERMS OF TRAINING MANAGERS IT

01:14:04.000 --> 01:14:10.000
IS AN UNEXPECTED CREASES,

01:14:10.000 --> 01:14:11.000
EXPECTED CRISIS,

01:14:11.000 --> 01:14:12.000
COVID-19.

01:14:12.000 --> 01:14:13.000
SO MAKING SURE THAT TRAINING

01:14:13.000 --> 01:14:19.000
STARTS FROM THE TOP ON DOWN.

01:14:19.000 --> 01:14:21.000
PRIORITIZING AND, YOU KNOW,

01:14:21.000 --> 01:14:24.000
MENTAL HEALTH AND SUBSTITUTE

01:14:24.000 --> 01:14:25.000
DISORDER TRAINING WITH LEADERS

01:14:25.000 --> 01:14:28.000
BECAUSE THIS IS DEFINITELY AN

01:14:28.000 --> 01:14:29.000
IMPACT THAT IS OCCURRING FOR

01:14:29.000 --> 01:14:34.000
PEOPLE WITH COVID-19.

01:14:34.000 --> 01:14:37.000
ALSO TOO, PLANNING.

01:14:37.000 --> 01:14:38.000
INCLUDING AND APPROPRIATING

01:14:38.000 --> 01:14:41.000
INDIVIDUALS IN THE PLANNING SO

01:14:41.000 --> 01:14:44.000
THE EMPLOYEES, IF PEOPLE HAVE

01:14:44.000 --> 01:14:47.000
SOME SORT OF FEELING OF BUY-IN

01:14:47.000 --> 01:14:48.000
WHERE THEY FEEL AS THOUGH THEIR

01:14:48.000 --> 01:14:51.000
VOICES ARE BE EGHEARD IN TERMS

01:14:51.000 --> 01:14:53.000
OF HOW THINGS ARE GOING TO

01:14:53.000 --> 01:14:55.000
PROCEED IN TERMS OF REINT

01:14:55.000 --> 01:14:57.000
GRADING THEM INTO THE WORKPLACE

01:14:57.000 --> 01:14:59.000
OR HAVING A BLENDED SITUATION

01:14:59.000 --> 01:15:00.000
THAT DEFINITELY MAKES A

01:15:00.000 --> 01:15:04.000
DIFFERENCE.

01:15:04.000 --> 01:15:04.000
ALSO TOO, IN TERMS OF

01:15:04.000 --> 01:15:05.000
COMMUNICATION ABOUT WHAT IS

01:15:05.000 --> 01:15:07.000
BEING DONE TO MAKE SURE THAT THE

01:15:07.000 --> 01:15:14.000
WORKPLACE IS A SAFE WORKPLACE.

01:15:14.000 --> 01:15:18.000
THERE WERE 95% OF INDIVIDUALS, I

01:15:18.000 --> 01:15:22.000
THINK, THAT WERE INTERVIEWED

01:15:22.000 --> 01:15:25.000
SAID THAT IF THEY KNEW THAT THE

01:15:25.000 --> 01:15:27.000
WORKPLACE WAS SAFE IN TERMS OF

01:15:27.000 --> 01:15:29.000
VENTILATION, IN TERMS OF

01:15:29.000 --> 01:15:31.000
SANITIZEIZATION THEY WOULD BE

01:15:31.000 --> 01:15:32.000
LESS WORRIED ABOUT RETURNING TO

01:15:32.000 --> 01:15:34.000
THE WORKPLACE SO THAT

01:15:34.000 --> 01:15:37.000
COMMUNICATION IS KEY IN TERMS OF

01:15:37.000 --> 01:15:38.000
REDUCING STRESS LEVELS.

01:15:38.000 --> 01:15:40.000
AND THEN OF COURSE IF THERE IS

01:15:40.000 --> 01:15:42.000
GOING TO BE AN OFFICE FORM OF

01:15:42.000 --> 01:15:45.000
HYBRID REALLY MAKING SURE THAT

01:15:45.000 --> 01:15:48.000
PEOPLE HAVE TECHNOLOGICAL

01:15:48.000 --> 01:15:51.000
SUPPORT, MAYBE A GRADUAL RETURN

01:15:51.000 --> 01:15:53.000
TO WORK FOR INDIVIDUALS WHO HAVE

01:15:53.000 --> 01:15:54.000
HAD MENTAL HEALTH ISSUES AND

01:15:54.000 --> 01:15:57.000
ALSO OF COURSE IF PEOPLE ARE

01:15:57.000 --> 01:16:02.000
BEING ASKED TO WORK FROM HOME

01:16:02.000 --> 01:16:03.000
MAKING SURAL THAT THERE IS STILL

01:16:03.000 --> 01:16:05.000
OPPORTUNITIES FOR ADVANCEMENT

01:16:05.000 --> 01:16:07.000
AND PROMOTION DESPITE THE FACT

01:16:07.000 --> 01:16:08.000
THAT THEY ARE NOT IN OFFICE

01:16:08.000 --> 01:16:10.000
SITUATIONS.

01:16:10.000 --> 01:16:13.000
SO THESE ARE SOME OF THE AREAS

01:16:13.000 --> 01:16:16.000
THAT OFFICES OR, YOU KNOW,

01:16:16.000 --> 01:16:18.000
ORGANIZATIONS CAN FOCUS ON IN

01:16:18.000 --> 01:16:22.000
TERMS OF HELPING PEOPLE REDUCE

01:16:22.000 --> 01:16:25.000
STRESS LEVELS, ADDRESS MENTAL

01:16:25.000 --> 01:16:28.000
HEALTH ISSUES AND MAKE THIS A

01:16:28.000 --> 01:16:31.000
TOPIC THAT IS NOT STIGMATIZED

01:16:31.000 --> 01:16:33.000
BUT ONE INTEGRATED INTO THE

01:16:33.000 --> 01:16:34.000
OVERALL PLANNING OF THE

01:16:34.000 --> 01:16:36.000
ORGANIZATION.

01:16:36.000 --> 01:16:38.000
>> EUGENE:   WOW.

01:16:38.000 --> 01:16:40.000
THANK YOU DR. FRASER, I HAVE TO

01:16:40.000 --> 01:16:43.000
SAY QUITE COMPREHENSIVE NOT ONLY

01:16:43.000 --> 01:16:43.000
DATA BUT STRATEGIES AROUND WHAT

01:16:43.000 --> 01:16:47.000
WE SHOULD BE DOING.

01:16:47.000 --> 01:16:53.000
I THINK WHAT I HAVE TAKEN FROM

01:16:53.000 --> 01:16:57.000
IT IS THERE IS A BIG TRUST

01:16:57.000 --> 01:16:59.000
FACTOR, YOU KNOW, WHEN WE AS

01:16:59.000 --> 01:17:05.000
CORPORATIONS OR ORGANIZATIONS

01:17:05.000 --> 01:17:07.000
THAT EMPLOY PEOPLE HAVE THESE

01:17:07.000 --> 01:17:10.000
PEOPLE IN OUR EMPLOY THEY SHOULD

01:17:10.000 --> 01:17:11.000
BE ABLE TO TRUST US AND IN ORDER

01:17:11.000 --> 01:17:14.000
TO TRUST US WE HAVE TO

01:17:14.000 --> 01:17:16.000
COMMUNICATE WITH THEM, WE HAVE

01:17:16.000 --> 01:17:17.000
TO SHOW THEM WE THOUGHT ABOUT

01:17:17.000 --> 01:17:20.000
THINGS THEY ARE CONCERNED ABOUT,

01:17:20.000 --> 01:17:22.000
WE HAVE TO ALSO MAKE SURE WE'RE

01:17:22.000 --> 01:17:23.000
PROACTIVE ABOUT WHAT WE'RE GOING

01:17:23.000 --> 01:17:26.000
TO DO AND NOT WAIT FOR THEM TO

01:17:26.000 --> 01:17:27.000
ASK ABOUT THESE THINGS, THAT

01:17:27.000 --> 01:17:28.000
BUILDS THE TRUST AND IF YOU

01:17:28.000 --> 01:17:30.000
DON'T HAVE THE TRUST THERE IS

01:17:30.000 --> 01:17:31.000
REALLY NOT A LOT YOU CAN DO

01:17:31.000 --> 01:17:33.000
BECAUSE THEY DON'T TRUST YOU.

01:17:33.000 --> 01:17:35.000
SO THE STRATEGY IS THAT YOU TALK

01:17:35.000 --> 01:17:35.000
ABOUT THE ONES THAT HELP US TO

01:17:35.000 --> 01:17:38.000
GET THERE.

01:17:38.000 --> 01:17:39.000
SO REALLY, REALLY AMAZING

01:17:39.000 --> 01:17:40.000
INFORMATION.

01:17:40.000 --> 01:17:42.000
THANK YOU SO MUCH.

01:17:42.000 --> 01:17:44.000
>>  LEDDI:   ABSOLUTELY.

01:17:44.000 --> 01:17:48.000
>> EUGENE:   LAST BUT CERTAINLY

01:17:48.000 --> 01:17:50.000
NOT LEAST MRS. BRANDI KENT.

01:17:50.000 --> 01:17:59.000
I WOULD LIKE TO HAVE YOU SHARE

01:17:59.000 --> 01:18:01.000
WITH US WHO YOU ARE, WHAT YOUR

01:18:01.000 --> 01:18:03.000
ORGANIZATION IS DOING OR TALKING

01:18:03.000 --> 01:18:05.000
ABOUT TO PUSH FORWARD, IT IS A

01:18:05.000 --> 01:18:07.000
VERY IMPORTANT THICK IN TERMS OF

01:18:07.000 --> 01:18:09.000
CAPTIONING AND COMMUNICATION

01:18:09.000 --> 01:18:11.000
BECAUSE WE AT COLGATE WE ARE

01:18:11.000 --> 01:18:17.000
ALWAYS PUSHING TO MAKE SURE THAT

01:18:17.000 --> 01:18:19.000
WE DO NOT FORGET TO CONSIDER

01:18:19.000 --> 01:18:21.000
CAPTIONING SO THE FLOOR IS

01:18:21.000 --> 01:18:21.000
YOURS.

01:18:21.000 --> 01:18:23.000
>>  BRANDI:   THANK YOU.

01:18:23.000 --> 01:18:25.000
VERY NICE TO SEE YOU EUGENE AND

01:18:25.000 --> 01:18:26.000
THANK YOU FOR HAVING ME ON THE

01:18:26.000 --> 01:18:28.000
PANEL.

01:18:28.000 --> 01:18:30.000
I AM NORMALLY BEHIND-THE-SCENES.

01:18:30.000 --> 01:18:32.000
I'VE BEEN WORKING WITH NADINE

01:18:32.000 --> 01:18:35.000
FOR AT LEAST THE PAST 10 YEARS

01:18:35.000 --> 01:18:39.000
ON ALL OF HER EVENTS AND SO I

01:18:39.000 --> 01:18:40.000
KNOW MOST OF YOU VICARIOUSLY

01:18:40.000 --> 01:18:42.000
THROUGH SITTING IN THE BACKQUAL

01:18:42.000 --> 01:18:45.000
LISTENING TO EVERYTHING YOU'VE

01:18:45.000 --> 01:18:47.000
HAD TO SAY I AND I'VE LEARNED SO

01:18:47.000 --> 01:18:49.000
MUCH OVER THE YEARS AND I'VE

01:18:49.000 --> 01:18:50.000
VERY IMPRESSED WITH WHAT'S

01:18:50.000 --> 01:18:54.000
HAPPING HERE.

01:18:54.000 --> 01:18:56.000
MY NAME IS BRANDI KENT AND I AM

01:18:56.000 --> 01:18:59.000
A COMPANY CALLED KAPTIONS4U.

01:18:59.000 --> 01:19:00.000
I'VE BEEN IN BUSINESS FOR ABOUT

01:19:00.000 --> 01:19:03.000
23 YEARS AND I JUST REALLY AT

01:19:03.000 --> 01:19:05.000
FIRST WANT TO GIVE A SHOUTOUT TO

01:19:05.000 --> 01:19:09.000
MY BEAUTIFUL DAUGHTER, WHO IS

01:19:09.000 --> 01:19:10.000
TAKING OVER THE CAPTIONING FOR

01:19:10.000 --> 01:19:12.000
ME AT THIS MOMENT THAT YOU SEE

01:19:12.000 --> 01:19:15.000
ON THE BOTTOM OF YOUR SCREEN SO

01:19:15.000 --> 01:19:18.000
I CAN BE HERE RIGHT NOW.

01:19:18.000 --> 01:19:18.000
HER NAME IS RANEN.

01:19:18.000 --> 01:19:22.000
GIVE HER SOME LOVE.

01:19:22.000 --> 01:19:24.000
LET'S SEE.

01:19:24.000 --> 01:19:28.000
WHAT I TRY TO FOCUS ON NOW THAT

01:19:28.000 --> 01:19:32.000
I'VE BEEN IN BUSINESS FOR QUITE

01:19:32.000 --> 01:19:34.000
SOME TIME IS I'M A LARGE COMPANY

01:19:34.000 --> 01:19:36.000
WITH THE CORPORATIONS YOU WERE

01:19:36.000 --> 01:19:37.000
TALKING ABOUT TRYING TO HELP

01:19:37.000 --> 01:19:40.000
THEM DISCOVER HOW TO FIND A

01:19:40.000 --> 01:19:41.000
CAPTIONER, WHY IT IS IMPORTANT

01:19:41.000 --> 01:19:44.000
TO INCLUDE CAPTIONING IN

01:19:44.000 --> 01:19:48.000
EVERYTHING THAT YOU DO BECAUSE

01:19:48.000 --> 01:19:51.000
CAPTIONING DOESN'T ONLY PROVIDE

01:19:51.000 --> 01:19:53.000
EQUAL ACCESS FOR THOSE WHO MAY

01:19:53.000 --> 01:19:59.000
BE DEAF OR HARD OF HEARING BUT

01:19:59.000 --> 01:20:00.000
THERE ARE A MYRIAD OF OTHER

01:20:00.000 --> 01:20:02.000
DISABILITIES, THAT NEED TO SEE

01:20:02.000 --> 01:20:04.000
THE WORDS ON THE SCREEN AND I'LL

01:20:04.000 --> 01:20:07.000
JUST GIVE YOU A QUICK EXAMPLE.

01:20:07.000 --> 01:20:10.000
EARLIER THIS WEEK I WAS

01:20:10.000 --> 01:20:12.000
CAPTIONING FOR THE BUREAU OF

01:20:12.000 --> 01:20:13.000
LAND MANAGEMENT DIVISION AND

01:20:13.000 --> 01:20:14.000
FORESTRY DIVISION OUT OF

01:20:14.000 --> 01:20:14.000
CALIFORNIA AND IT WAS A HUGE

01:20:14.000 --> 01:20:19.000
CONFERENCE.

01:20:19.000 --> 01:20:20.000
ONE PERSON ATTENDING WAS I DON'T

01:20:20.000 --> 01:20:22.000
THINK SHE WAS CULTURALLY DEAF

01:20:22.000 --> 01:20:26.000
BUT SHE HAD LOST HER HEARING

01:20:26.000 --> 01:20:27.000
QUITE SOME TIME AGO I COULD TELL

01:20:27.000 --> 01:20:30.000
BECAUSE OF THE SPEECH, SHE WAS

01:20:30.000 --> 01:20:34.000
PRESENTING AS WELL, A LOT OF THE

01:20:34.000 --> 01:20:40.000
SLIDES THAT HAD BEEN GIVEN BY

01:20:40.000 --> 01:20:41.000
THE DLM AND FORESTRY

01:20:41.000 --> 01:20:43.000
DIVISIONHOLE AUDIO INGRAINED IN

01:20:43.000 --> 01:20:45.000
THEIR POWERPOINT SO WHEN THEY

01:20:45.000 --> 01:20:49.000
PLAYED THE POWERPOINTS THE AUDIO

01:20:49.000 --> 01:20:49.000
WAS SUPER LOW AND IN THE CHAT NO

01:20:49.000 --> 01:20:53.000
ONE COULD HEAR THE AUDIO.

01:20:53.000 --> 01:20:55.000
THANK GOODNESS I HAD ALSET OF

01:20:55.000 --> 01:20:57.000
EXTERNAL SPEAKERS, I WAS ABLE TO

01:20:57.000 --> 01:20:57.000
BLOW IT UP AND CAPTION

01:20:57.000 --> 01:20:59.000
EVERYTHING.

01:20:59.000 --> 01:21:01.000
EVERYONE WAS ABLE TO HEAR WHAT

01:21:01.000 --> 01:21:01.000
WAS GOING ON NOT JUST THE PERSON

01:21:01.000 --> 01:21:02.000
WITH THE HEARING LOSS.

01:21:02.000 --> 01:21:05.000
AT THE END OF THE CONFERENCE

01:21:05.000 --> 01:21:06.000
EVERYONE ELSE TOOK OFF AND LEFT,

01:21:06.000 --> 01:21:09.000
IT WAS A LONG CONFERENCE AND SHE

01:21:09.000 --> 01:21:10.000
ASKED ME TO STAY ON AND SHE WAS

01:21:10.000 --> 01:21:11.000
SO APPRECIATIVE.

01:21:11.000 --> 01:21:14.000
AND I KNOW THAT EVERYONE ELSE

01:21:14.000 --> 01:21:18.000
WAS TOO SO IT IS NOT JUST PEOPLE

01:21:18.000 --> 01:21:19.000
WHO ARE HAVE LOST THEIR HEARING

01:21:19.000 --> 01:21:23.000
BUT THOSE WHO ARE LANGUAGE

01:21:23.000 --> 01:21:25.000
LEARNERS, PEOPLE WHO MAY HAVE

01:21:25.000 --> 01:21:27.000
BEEN DIAGNOSE WOULD THINGS LIKE

01:21:27.000 --> 01:21:29.000
ADD, YOU HAVE AN ATTENTION, YOU

01:21:29.000 --> 01:21:30.000
CAN'T SIT STILL LONG ENOUGH TO

01:21:30.000 --> 01:21:32.000
BE ABLE TO LISTEN TO WHAT'S

01:21:32.000 --> 01:21:34.000
HAPPENNISH, YOU'VE GOT NOISE

01:21:34.000 --> 01:21:38.000
GOING ON IN THE BACKGROUND OR

01:21:38.000 --> 01:21:40.000
WHAT HAVE YOU, SO PEOPLE WHO ARE

01:21:40.000 --> 01:21:42.000
IN SCHOOL, I HAVE A NURSING

01:21:42.000 --> 01:21:44.000
STUDENT, I'M LEARNING A LOT

01:21:44.000 --> 01:21:45.000
ABOUT NURSING AND I GET TO

01:21:45.000 --> 01:21:53.000
LISTEN TO ALL KINDS OF REALLY

01:21:53.000 --> 01:21:59.000
GREAT TOPICS NOT ALL THAT I CAN

01:21:59.000 --> 01:22:01.000
REMEMBER, ZOOM CALLS, WEBEX,

01:22:01.000 --> 01:22:03.000
MEETINGS, IT IS FOR EVERYONE SO

01:22:03.000 --> 01:22:05.000
YOU REALLY SHOULD LEARN HOW TO

01:22:05.000 --> 01:22:07.000
INCORPORATE IT IN EVERYTHING YOU

01:22:07.000 --> 01:22:09.000
DO, ESPECIALLY NOW WE'RE IN A

01:22:09.000 --> 01:22:09.000
VIRTUAL ENVIRONMENT IT IS PRETTY

01:22:09.000 --> 01:22:14.000
IMPORTANT.

01:22:14.000 --> 01:22:15.000
SO THAT'S A LITTLE BIT ABOUT ME.

01:22:15.000 --> 01:22:16.000
>> EUGENE:   ALL RIGHT.

01:22:16.000 --> 01:22:18.000
THANK YOU BRANDI.

01:22:18.000 --> 01:22:19.000
I HAVE A COUPLE QUESTIONS THAT I

01:22:19.000 --> 01:22:21.000
WANT TO SHOOT OUT TO YOU AND

01:22:21.000 --> 01:22:24.000
WE'LL GET YOUR RESPONSES AND

01:22:24.000 --> 01:22:26.000
THEN WE'LL OPEN IT UP TO THE

01:22:26.000 --> 01:22:31.000
REMAINING TIME TO OUR AUDIENCE.

01:22:31.000 --> 01:22:33.000
THE FIRST ONE IS FOR FRED.

01:22:33.000 --> 01:22:36.000
WHAT MAKES TRAVELLERS A BEST

01:22:36.000 --> 01:22:39.000
COMPANY, A BEST PLACE TO WORK?

01:22:39.000 --> 01:22:41.000
LET'S JUST SAY OVER THE LAST

01:22:41.000 --> 01:22:43.000
THREE YEARS.

01:22:43.000 --> 01:22:45.000
>>  FRED:   I THINK WE'VE

01:22:45.000 --> 01:22:49.000
EMBRACED THE NOTION OF EMPLOYEE

01:22:49.000 --> 01:22:49.000
EXPERIENCE IN THE BROADEST

01:22:49.000 --> 01:22:54.000
SENSE.

01:22:54.000 --> 01:22:57.000
I THINK IN THE COMMERCIAL SPACE

01:22:57.000 --> 01:23:03.000
WHETHER IT IS RETAIL OR

01:23:03.000 --> 01:23:04.000
HOSPITALITY OR AIRLINES HOW THE

01:23:04.000 --> 01:23:06.000
CONSUMERS EXPERIENCE PRODUCTS

01:23:06.000 --> 01:23:10.000
AND SERVICES HAVE BEEN MEASURED

01:23:10.000 --> 01:23:14.000
PROBABLY OVER A DECADE.

01:23:14.000 --> 01:23:18.000
COMPANIES LIKE MINE, A FINANCIAL

01:23:18.000 --> 01:23:21.000
INSURANCE INDUSTRYIVAL NOT

01:23:21.000 --> 01:23:22.000
NECESSARILY ALWAYS SOUGHT OUT

01:23:22.000 --> 01:23:23.000
WHAT WE CALL VOICE OF THE

01:23:23.000 --> 01:23:24.000
EMPLOYEES.

01:23:24.000 --> 01:23:26.000
SO OVER THE LAST THREE YEARS

01:23:26.000 --> 01:23:28.000
WE'VE BEEN VERY FOCUSED ON THE

01:23:28.000 --> 01:23:30.000
VOICE OF OUR EMPLOYEES AND WHAT

01:23:30.000 --> 01:23:32.000
WE'VE LEARNED, NOT JUST THROUGH

01:23:32.000 --> 01:23:36.000
SURVEY, BUT THROUGH LISTENING

01:23:36.000 --> 01:23:39.000
SESSIONS AND SENSING SESSIONS IS

01:23:39.000 --> 01:23:41.000
WHAT'S REALLY PARAMOUNT AND

01:23:41.000 --> 01:23:43.000
IMPORTANT TO EMPLOYEES TO OTHER

01:23:43.000 --> 01:23:45.000
POINTS THAT LEDDI WAS MAKING, IT

01:23:45.000 --> 01:23:47.000
IS IMPORTANT TO ENGAGE TO YOUR

01:23:47.000 --> 01:23:49.000
EMPLOYEES AND IN PARTICULAR

01:23:49.000 --> 01:23:51.000
SINCE THIS PANDEMIC WE ALL KNOW

01:23:51.000 --> 01:23:52.000
THE WORK ENVIRONMENT HAS CHANGED

01:23:52.000 --> 01:23:54.000
DRAMATICALLY PEOPLE NEED TO FEEL

01:23:54.000 --> 01:23:56.000
MORE CONNECTED TO THEIR

01:23:56.000 --> 01:24:00.000
LEADERSHIP AND TO EACH OTHER.

01:24:00.000 --> 01:24:02.000
SO I THINK HAVING AND THIS STUDY

01:24:02.000 --> 01:24:04.000
OF WORK AROUND THREE YEARS AGO

01:24:04.000 --> 01:24:07.000
AND PLACING MORE FOCUS ON IT IN

01:24:07.000 --> 01:24:09.000
THE THREE YEARS THAT ENSUED,

01:24:09.000 --> 01:24:11.000
HIRING SOMEONE TO FOCUS ON

01:24:11.000 --> 01:24:13.000
EMPLOYEE EXPERIENCE, DRIVING OUR

01:24:13.000 --> 01:24:17.000
INCLUSION STRATEGY HAS GONE VERY

01:24:17.000 --> 01:24:18.000
FAR IN IMPROVING OUR ENGAGEMENT

01:24:18.000 --> 01:24:21.000
EFFORTS AS HAVE BEEN VALIDATED

01:24:21.000 --> 01:24:24.000
BY OUR MOST RECENT ENGAGEMENT

01:24:24.000 --> 01:24:27.000
SURVEY, WHICH WE CLOSED

01:24:27.000 --> 01:24:28.000
MID-APRIL AND THE RESULTS LOOKED

01:24:28.000 --> 01:24:30.000
VERY STRONG AND POSITIVE.

01:24:30.000 --> 01:24:32.000
MORE WORK NEEDS TO BE DONE BUT I

01:24:32.000 --> 01:24:34.000
WOULD SAY LISTENING TO YOUR

01:24:34.000 --> 01:24:35.000
EMPLOYEES IS PROBABLY ONE OF THE

01:24:35.000 --> 01:24:36.000
MOST IMPORTANT THINGS ANY

01:24:36.000 --> 01:24:37.000
ORGANIZATION CAN DO AND SHOULD

01:24:37.000 --> 01:24:38.000
BE DOING.

01:24:38.000 --> 01:24:40.000
THEY ARE JUST AS IMPORTANT AS

01:24:40.000 --> 01:24:43.000
OUR CUSTOMERS.

01:24:43.000 --> 01:24:44.000
I THINK THAT'S REALLY BEEN A

01:24:44.000 --> 01:24:46.000
GREAT STRATEGY.

01:24:46.000 --> 01:24:48.000
I'M VERY PLEASED WITH OUR WORK

01:24:48.000 --> 01:24:49.000
EFFORT THERE.

01:24:49.000 --> 01:24:50.000
>> EUGENE:   FANTASTIC.

01:24:50.000 --> 01:24:51.000
THAT'S FANTASTIC.

01:24:51.000 --> 01:24:55.000
I'M GOING TO SWITCH IT UP A

01:24:55.000 --> 01:24:55.000
LITTLE BIT AND JUMP BACK TO

01:24:55.000 --> 01:25:02.000
BRANDI.

01:25:02.000 --> 01:25:03.000
THERE IS KIND OF A BUNDLE OF

01:25:03.000 --> 01:25:05.000
QUESTION ABOUT STENOGRAPHY.

01:25:05.000 --> 01:25:10.000
I'VE HEARD THAT TERM A LOT.

01:25:10.000 --> 01:25:11.000
WE TYPICALLY ASSOCIATE IT WITH

01:25:11.000 --> 01:25:15.000
THE COURTROOM.

01:25:15.000 --> 01:25:19.000
HOW DOES IT WORK?

01:25:19.000 --> 01:25:22.000
WHY IS CART CAPTIONING?

01:25:22.000 --> 01:25:23.000
YOU MENTIONED CART CAPTIONING,

01:25:23.000 --> 01:25:25.000
SO IMPORTANT?

01:25:25.000 --> 01:25:27.000
AND MORE IMPORTANTLY WHY IS IT

01:25:27.000 --> 01:25:32.000
IMPORTANT FOR PEOPLE OTHER THAN

01:25:32.000 --> 01:25:36.000
PEOPLE WITH HEARING IMPAIRMENT?

01:25:36.000 --> 01:25:36.000
>>  BRANDI:   YOU'RE ABSOLUTELY

01:25:36.000 --> 01:25:39.000
RIGHT.

01:25:39.000 --> 01:25:42.000
I STARTED OFF AS A COURT

01:25:42.000 --> 01:25:44.000
REPORTER BACK IN THE DAY.

01:25:44.000 --> 01:25:47.000
SO STENOGRAPHY USES, THE CART

01:25:47.000 --> 01:25:49.000
AND CAPTIONING, CAPTIONERS,

01:25:49.000 --> 01:25:52.000
STENOGRAPHIES WE USE THE SAME

01:25:52.000 --> 01:25:52.000
EQUIPMENT AND STENGRAPHIC

01:25:52.000 --> 01:25:54.000
MACHINE, IT IS JUST THE

01:25:54.000 --> 01:25:58.000
DIFFERENCE REALLY IS AS A

01:25:58.000 --> 01:26:00.000
CAPTIONER, CLOSED CAPTIONER OR

01:26:00.000 --> 01:26:01.000
CART PROVIDER, AS YOU CAN SEE

01:26:01.000 --> 01:26:03.000
THE WHOLE WORLD IS LOOKING AT

01:26:03.000 --> 01:26:04.000
YOUR CAPTIONING.

01:26:04.000 --> 01:26:07.000
SO WE HONE OUR SKILLS FOR YEARS

01:26:07.000 --> 01:26:09.000
AND YEARS AND YEARS.

01:26:09.000 --> 01:26:11.000
WE HAVE HUGE DICTIONARIES THAT

01:26:11.000 --> 01:26:14.000
WE'VE MANUALLY PUT INTO OUR

01:26:14.000 --> 01:26:17.000
SOFTWARE TO INCLUDE A VARIETY OF

01:26:17.000 --> 01:26:19.000
DIFFERENT, YOU CAN IMAGINE THE

01:26:19.000 --> 01:26:20.000
DIFFERENT THINGS THAT I CAPTION

01:26:20.000 --> 01:26:24.000
FROM DAY-TO-DAY.

01:26:24.000 --> 01:26:25.000
I MEAN, WE'RE A GLOBAL COMPANY

01:26:25.000 --> 01:26:26.000
SO EVERYTHING FROM LIKE I WAS

01:26:26.000 --> 01:26:30.000
TELLING YOU LAND MANAGEMENT

01:26:30.000 --> 01:26:33.000
YESTERDAY TO MY NURSING CLASS ON

01:26:33.000 --> 01:26:35.000
FRIDAY TO THIS DISABILITY

01:26:35.000 --> 01:26:36.000
CONFERENCE THE NEXT FEW DAYS, IT

01:26:36.000 --> 01:26:40.000
RUNS THE GAMUT.

01:26:40.000 --> 01:26:42.000
SO WE HAVE IT IS THE SAME IN A

01:26:42.000 --> 01:26:42.000
SENSE IT IS JUST THE WHOLE

01:26:42.000 --> 01:26:48.000
WORLDSELF WATCHING.

01:26:48.000 --> 01:26:50.000
AND I THINK I KIND OF TOUCHED ON

01:26:50.000 --> 01:26:53.000
THE REASON WHY CAPTIONING AND

01:26:53.000 --> 01:26:54.000
CART AND BY THE WAY THE ONLY

01:26:54.000 --> 01:26:56.000
DIFFERENCE BETWEEN CAPTIONING

01:26:56.000 --> 01:26:59.000
AND CART IS CLOSED CAPTIONING

01:26:59.000 --> 01:27:02.000
HAS VIDEO ATTACHED TO IT, RIGHT,

01:27:02.000 --> 01:27:02.000
THAT'S WHAT YOU SEE ON YOUR

01:27:02.000 --> 01:27:05.000
TELEVISION YOU CAN TURN YOUR

01:27:05.000 --> 01:27:07.000
CAPTIONING OFF AND ON ON THE TV.

01:27:07.000 --> 01:27:10.000
CART DOES NOT HAVE THE VIDEO.

01:27:10.000 --> 01:27:13.000
I MEAN, WE ARE SUPERIMPOSING

01:27:13.000 --> 01:27:16.000
THINGS TODAY AND WHEN I'M LIVE,

01:27:16.000 --> 01:27:18.000
I MEAN WE DON'T SUPERIMPOSE THE

01:27:18.000 --> 01:27:19.000
CAPTIONS, ACTUALLY I HAVE

01:27:19.000 --> 01:27:22.000
ANOTHER SCREEN TO THE SIDE AND

01:27:22.000 --> 01:27:22.000
YOU HAVE YOUR SLIDES AND

01:27:22.000 --> 01:27:23.000
CAPTIONS OVER HERE.

01:27:23.000 --> 01:27:26.000
SO THAT'S CARL.

01:27:26.000 --> 01:27:27.000
ANYONE WHO NEEDS IT CAN SIT IN

01:27:27.000 --> 01:27:30.000
FRONT OF THE CART SCREEN OR WHAT

01:27:30.000 --> 01:27:33.000
WE'RE DOING HERE BECAUSE IT

01:27:33.000 --> 01:27:34.000
COULD BE A LITTLE DISTRACTING

01:27:34.000 --> 01:27:36.000
SOMETIMES FOR THOSE WHO MAY NOT

01:27:36.000 --> 01:27:41.000
NEED IT SO IT IS SEPARATED.

01:27:41.000 --> 01:27:43.000
>> EUGENE:   THANK YOU FOR THAT.

01:27:43.000 --> 01:27:45.000
I THINK ONE OF THE THINGS WE'VE

01:27:45.000 --> 01:27:48.000
LEARNED IN COLGATE AS A GLOBAL

01:27:48.000 --> 01:27:51.000
COMPANY WHEN WE'RE HAVING

01:27:51.000 --> 01:27:53.000
MEETINGS OR WHAT HAVE YOU WE

01:27:53.000 --> 01:27:57.000
TEND TO DO BUSINESS IN ENGLISH

01:27:57.000 --> 01:27:58.000
AND THERE MAY BE PEOPLE WHO ARE,

01:27:58.000 --> 01:28:01.000
YOU KNOW, NOT HEARING IMPAIRED

01:28:01.000 --> 01:28:03.000
WHO REALLY JUST WANT TO READ THE

01:28:03.000 --> 01:28:07.000
WORDS TO FOLLOW BETTER.

01:28:07.000 --> 01:28:09.000
AND THAT HAS NOTHING TO DO WITH

01:28:09.000 --> 01:28:09.000
A DISABILITY, IT IS GOOD FOR

01:28:09.000 --> 01:28:11.000
ALL.

01:28:11.000 --> 01:28:14.000
SO ONE OF THE THINGS WE'VE TRIED

01:28:14.000 --> 01:28:15.000
TO EXPRESS TO OUR FOLKS AT

01:28:15.000 --> 01:28:24.000
COLGATE IS THAT IT IS HELPFUL

01:28:24.000 --> 01:28:25.000
FOR OTHER PEOPLE LIKEWISE.

01:28:25.000 --> 01:28:29.000
DR. FRASER, YOU'VE TALKED ABOUT

01:28:29.000 --> 01:28:32.000
A LOT OF STATISTICS AND

01:28:32.000 --> 01:28:33.000
STRATEGIES TO ADDRESS SOME OF

01:28:33.000 --> 01:28:34.000
THOSE STATISTICS.

01:28:34.000 --> 01:28:37.000
WHAT I WOULD BE CURIOUS TO KNOW

01:28:37.000 --> 01:28:39.000
IS A LITTLE MORE ABOUT WHAT ARE

01:28:39.000 --> 01:28:46.000
SOME OF THE MOST HIGH RISK

01:28:46.000 --> 01:28:49.000
POPULATIONS OF PEOPLE THAT COULD

01:28:49.000 --> 01:28:56.000
FACE MENTAL HEALTH ISSUES AND/OR

01:28:56.000 --> 01:28:58.000
ISSUES RELATED TO COVID.

01:28:58.000 --> 01:29:00.000
>>  LEDDI:   UNFORTUNATELY WITH

01:29:00.000 --> 01:29:00.000
COVID THERE ARE A LOT OF

01:29:00.000 --> 01:29:01.000
HIGH-RISK INDIVIDUALS AND

01:29:01.000 --> 01:29:03.000
CATEGORIES.

01:29:03.000 --> 01:29:05.000
SO DEFINITELY ONE OF THE THINGS

01:29:05.000 --> 01:29:06.000
THAT WE'VE BEEN SEEING IS FIRST

01:29:06.000 --> 01:29:08.000
RESPONDERS.

01:29:08.000 --> 01:29:13.000
ANYONE WHO IS A FRONT-AL LINE

01:29:13.000 --> 01:29:13.000
WORKER HAS HIGH RISK, YOU KNOW

01:29:13.000 --> 01:29:17.000
IN TERMS OF STRESS OR ANY KIND

01:29:17.000 --> 01:29:19.000
OF, YOU KNOW OCCURRENCE OF

01:29:19.000 --> 01:29:21.000
MENTAL HEALTH DIFFICULTIES.

01:29:21.000 --> 01:29:24.000
I KNOW THERE ARE STRONG NUMBERS

01:29:24.000 --> 01:29:26.000
IN TERMS OF HEALTH CARE

01:29:26.000 --> 01:29:27.000
PROVIDERS INDICATING THEY NEED

01:29:27.000 --> 01:29:30.000
PSYCHOLOGICAL SUPPORT.

01:29:30.000 --> 01:29:33.000
DEFINITELY ANYONE WHO IS IN A

01:29:33.000 --> 01:29:34.000
HIGH-RISK STATUS IS GOING TO

01:29:34.000 --> 01:29:35.000
EXPERIENCE A LOT OF ADDITIONAL

01:29:35.000 --> 01:29:38.000
STRESS.

01:29:38.000 --> 01:29:39.000
WOMEN HAVE STRUGGLED WITH THIS

01:29:39.000 --> 01:29:42.000
AND I THINK I MENTIONED THAT

01:29:42.000 --> 01:29:44.000
WHEN I WAS TALKING ABOUT HAVING

01:29:44.000 --> 01:29:46.000
THOSE MULTIPLE ROLES NOW WHERE

01:29:46.000 --> 01:29:48.000
THEY ARE HAVING TO TAKE CARE OF

01:29:48.000 --> 01:29:51.000
ELDERLY AS WELL AS THEIR

01:29:51.000 --> 01:29:52.000
CHILDREN WHO ARE AT HOME SO THAT

01:29:52.000 --> 01:29:54.000
PUTS THEM AT A HIGHER STRESS

01:29:54.000 --> 01:29:57.000
CATEGORY.

01:29:57.000 --> 01:29:59.000
DEFINITELY ADOLESCENTS AND YOUNG

01:29:59.000 --> 01:30:01.000
PEOPLE HAVE BEEN EXPERIENCING

01:30:01.000 --> 01:30:05.000
HUGE CHANGES IN TERMS OF THEIR

01:30:05.000 --> 01:30:07.000
DAY-TO-DAY STRUCTURE, ABILITY TO

01:30:07.000 --> 01:30:11.000
SOCIALIZE, CONNECT WITH OTHER

01:30:11.000 --> 01:30:12.000
PEOPLE, EVEN YOU'RE THINKING

01:30:12.000 --> 01:30:13.000
ABOUT KIDS WHOSE SPORTS HAVE

01:30:13.000 --> 01:30:15.000
BEEN INTERRUPTED AND THOUGHT

01:30:15.000 --> 01:30:16.000
THAT WAS GOING TO HELP THEM MOVE

01:30:16.000 --> 01:30:19.000
TOWARDS COLLEGE.

01:30:19.000 --> 01:30:21.000
SO THERE IS A LOT OF DIFFERENT

01:30:21.000 --> 01:30:25.000
INDIVIDUALS WHO ARE REALLY

01:30:25.000 --> 01:30:26.000
EXPERIENCING IMPACTS FROM

01:30:26.000 --> 01:30:28.000
COVID-19.

01:30:28.000 --> 01:30:31.000
SO IT IS, YOU KNOW IT IS ALMOST

01:30:31.000 --> 01:30:33.000
LIKE WHO IS NOT IMPACTED IS THE

01:30:33.000 --> 01:30:35.000
SMALLEST CATEGORY VERSUS WHO

01:30:35.000 --> 01:30:38.000
REALLY ARE FROM A MENTAL HEALTH

01:30:38.000 --> 01:30:39.000
PERSPECTIVE.

01:30:39.000 --> 01:30:41.000
>> EUGENE:   YES, WOW.

01:30:41.000 --> 01:30:44.000
COVID HAS REALLY THROWN US ALL

01:30:44.000 --> 01:30:44.000
FOR A LOOP AND IT SEEMS THOUGH

01:30:44.000 --> 01:30:49.000
THAT WE'RE LEARNING MORE AND

01:30:49.000 --> 01:30:52.000
THAT WE ARE KIND OF THE SCAR

01:30:52.000 --> 01:30:54.000
TISSUE OF IT ALL WILL BE THAT WE

01:30:54.000 --> 01:30:58.000
PLAN AHEAD FOR REALLY, REALLY

01:30:58.000 --> 01:31:01.000
THINGS THAT, YOU KNOW, ARE NOT

01:31:01.000 --> 01:31:02.000
LIKELY, THAT WE THINK ABOUT HOW

01:31:02.000 --> 01:31:04.000
WE ADDRESS SOME OF THOSE THINGS

01:31:04.000 --> 01:31:06.000
NOT ONLY FROM A CORPORATE

01:31:06.000 --> 01:31:07.000
STANDPOINT BUT AT PERSONAL

01:31:07.000 --> 01:31:10.000
STANDPOINT BECAUSE IT'S CHANGED

01:31:10.000 --> 01:31:11.000
ALL OF OUR LIVES.

01:31:11.000 --> 01:31:13.000
>>  LEDDI:   ABSOLUTELY.

01:31:13.000 --> 01:31:14.000
>> EUGENE:   WHAT I WOULD LIKE

01:31:14.000 --> 01:31:16.000
TO DO IF THERE ARE QUESTIONS

01:31:16.000 --> 01:31:19.000
FROM THE AUDIENCE OR OTHER

01:31:19.000 --> 01:31:21.000
PANELISTS OR WHAT HAVE YOU; ARE

01:31:21.000 --> 01:31:24.000
THERE ANY QUESTIONS OUT THERE?

01:31:24.000 --> 01:31:28.000
I DON'T SEE ANY.

01:31:28.000 --> 01:31:30.000
>>  IVETTE:   EUGENE I'M SEEING

01:31:30.000 --> 01:31:31.000
ONE AND THE QUESTION IS

01:31:31.000 --> 01:31:33.000
SPECIFICALLY TO TRAVELLERS.

01:31:33.000 --> 01:31:35.000
HOW ARE THEY CREATING A

01:31:35.000 --> 01:31:37.000
BACK-TO-WORK PLAN TO ENSURE THEY

01:31:37.000 --> 01:31:37.000
ARE MEETING UNIQUE ISSUES OF

01:31:37.000 --> 01:31:42.000
PEOPLE WITH DISABILITIES?

01:31:42.000 --> 01:31:45.000
>>  FRED:   THAT'S A, -- YOU

01:31:45.000 --> 01:31:46.000
KNOW, OF COURSE WE HAVE A

01:31:46.000 --> 01:31:48.000
RETURN-TO-WORK TEAM THAT'S

01:31:48.000 --> 01:31:50.000
WORKING ON OTHER LOGISTICS

01:31:50.000 --> 01:31:50.000
RELATED TO RETURN TO WORK IN

01:31:50.000 --> 01:31:54.000
GENERAL.

01:31:54.000 --> 01:31:57.000
WE'RE NOT, IF YOU'RE TALKING

01:31:57.000 --> 01:31:58.000
SPECIFICALLY HOW WE SUPPORT OUR

01:31:58.000 --> 01:32:01.000
COLLEAGUES WHO HAVE A DISABILITY

01:32:01.000 --> 01:32:03.000
OUR MANAGERS ARE CONNECTED TO

01:32:03.000 --> 01:32:06.000
THEIR EMPLOYEES SO IF THERE IS A

01:32:06.000 --> 01:32:07.000
SPECIFIC NEED OUR EMPLOYEE HAS

01:32:07.000 --> 01:32:10.000
RELATED TO THE CURRENT WORK

01:32:10.000 --> 01:32:13.000
ENVIRONMENT WE JUST WORK FROM

01:32:13.000 --> 01:32:16.000
HOME THE MANAGERS ARE ENGAGEMENT

01:32:16.000 --> 01:32:18.000
WITH THE EMPLOYEES WORKS OUT ANY

01:32:18.000 --> 01:32:21.000
SPECIFIC NEEDS AN EMPLOYEE MAY

01:32:21.000 --> 01:32:22.000
HAVE, IF THAT'S WHAT YOU'RE

01:32:22.000 --> 01:32:27.000
ASKING ME.

01:32:27.000 --> 01:32:32.000
>> EUGENE:   OKAY I GOT ONE FROM

01:32:32.000 --> 01:32:35.000
MS. ASHLEY HOBBS FOR DR. FRASER.

01:32:35.000 --> 01:32:35.000
HOW COME -- WHERE DID THE

01:32:35.000 --> 01:32:38.000
QUESTION GO.

01:32:38.000 --> 01:32:44.000
IT DISAPPEARED ON ME.

01:32:44.000 --> 01:32:46.000
>>  IVETTE:   SORRY EUGENE.

01:32:46.000 --> 01:32:48.000
IF YOU GO TO THE ANSWER SIDE

01:32:48.000 --> 01:32:50.000
YOU'LL SEE HER QUESTION.

01:32:50.000 --> 01:32:51.000
>> EUGENE:   I WAS TOO SLOW.

01:32:51.000 --> 01:32:53.000
[LAUGHS]

01:32:53.000 --> 01:32:55.000
HOW CAN WE ENCOURAGE OUR

01:32:55.000 --> 01:33:00.000
LEADERSHIP TO BE MORE OPEN AND

01:33:00.000 --> 01:33:00.000
ACCEPTING OF OUR EMPLOYEES

01:33:00.000 --> 01:33:04.000
TALKING ABOUT THEIR MENTAL

01:33:04.000 --> 01:33:04.000
HEALTH AND NOT BEING AFRAID FROM

01:33:04.000 --> 01:33:09.000
A LEGAL STANDPOINT?

01:33:09.000 --> 01:33:11.000
>>  LEDDI:   OKAY.

01:33:11.000 --> 01:33:13.000
I THINK ONE OF THE STRATEGIES,

01:33:13.000 --> 01:33:16.000
AND I THINK IT HAS BEEN TALKED

01:33:16.000 --> 01:33:20.000
ABOUT, I THINK WHEN PAM TALKED

01:33:20.000 --> 01:33:22.000
IN HER SESSION ABOUT AGGREGATE

01:33:22.000 --> 01:33:24.000
INFORMATION I THINK ONE OF THE

01:33:24.000 --> 01:33:31.000
DIFFICULTIES IS THAT THERE IS

01:33:31.000 --> 01:33:33.000
THE PRIVACY AND CONFIDENTIALITY

01:33:33.000 --> 01:33:35.000
OF EACH INDIVIDUAL EMPLOYEE SO

01:33:35.000 --> 01:33:37.000
HAVING LEADERSHIP TALK IN A MORE

01:33:37.000 --> 01:33:39.000
GENERAL WAY AND DEFINITELY

01:33:39.000 --> 01:33:40.000
DESTIGMATIZING CONVERSATIONS

01:33:40.000 --> 01:33:43.000
ABOUT MENTAL HEALTH.

01:33:43.000 --> 01:33:44.000
AS YOU CAN SEE BY THESE NUMBERS,

01:33:44.000 --> 01:33:47.000
YOU KNOW, AND IF YOU ACTUALLY

01:33:47.000 --> 01:33:48.000
LOOKED AT NUMBERS PRE-COVID I

01:33:48.000 --> 01:33:51.000
THINK ONE OF THE THINGS THAT

01:33:51.000 --> 01:33:51.000
PEOPLE LEAVE IS THAT IT IS RARE

01:33:51.000 --> 01:33:56.000
AND IT IS NOT.

01:33:56.000 --> 01:33:58.000
A LOT OF PEOPLE ARE CONTENDING

01:33:58.000 --> 01:34:00.000
WITH MENTAL HEALTH ISSUES AND IT

01:34:00.000 --> 01:34:04.000
MAY JUST NOT BE TALKED ABOUT AT

01:34:04.000 --> 01:34:07.000
WORK AND THERE IS SUCH A STIGMA

01:34:07.000 --> 01:34:08.000
IN TERMS OF ADDRESSING, SAME

01:34:08.000 --> 01:34:09.000
THING IN SUBSTANCE ABUSE

01:34:09.000 --> 01:34:11.000
DISORDER.

01:34:11.000 --> 01:34:13.000
SO REALLY AN OPEN CULTURE ABOUT

01:34:13.000 --> 01:34:15.000
HAVING DIALOGUE ABOUT IT RATHER

01:34:15.000 --> 01:34:17.000
THAN FOCUSING SPECIFICALLY

01:34:17.000 --> 01:34:19.000
BECAUSE AGAIN YOU HAVE TO BE

01:34:19.000 --> 01:34:20.000
CAREFUL IN TERMS OF RESPECTING

01:34:20.000 --> 01:34:24.000
PEOPLE'S PRIVACY.

01:34:24.000 --> 01:34:27.000
IN REGARDS TO THAT.

01:34:27.000 --> 01:34:29.000
>> EUGENE:   YOU KNOW, I OFTEN

01:34:29.000 --> 01:34:31.000
THINK ABOUT THE FACT THAT WHEN

01:34:31.000 --> 01:34:35.000
WE TALK ABOUT STIGMA ONE OF THE

01:34:35.000 --> 01:34:38.000
THINGS THAT WAS MY FRIENDS TRIED

01:34:38.000 --> 01:34:40.000
TO ENCOURAGE THEM TO BELIEVE AND

01:34:40.000 --> 01:34:42.000
UNDERSTAND IS THAT WE ARE

01:34:42.000 --> 01:34:46.000
PROBABLY ALL LIKELY TO END UP IN

01:34:46.000 --> 01:34:47.000
THE PEOPLE WITH DISABILITIES

01:34:47.000 --> 01:34:51.000
CATEGORY AT SOME POINT IN OUR

01:34:51.000 --> 01:34:52.000
LIVES IF WE LIVE LONG ENOUGH,

01:34:52.000 --> 01:34:53.000
RIGHT.

01:34:53.000 --> 01:34:55.000
SO WHEN YOU KIND OF PUT IT THAT

01:34:55.000 --> 01:34:57.000
WAY I THINK WE CAN APPRECIATE

01:34:57.000 --> 01:34:59.000
THE FACT THAT, YOU KNOW, WE

01:34:59.000 --> 01:35:01.000
SHOULDN'T BE SO FAST TO

01:35:01.000 --> 01:35:06.000
STIGMATIZE PEOPLE BECAUSE THERE

01:35:06.000 --> 01:35:07.000
WILL BE A TIME WHEN WE ARE THOSE

01:35:07.000 --> 01:35:07.000
FOLKS, RIGHT.

01:35:07.000 --> 01:35:11.000
AND SO JUST SOMETHING THAT, YOU

01:35:11.000 --> 01:35:12.000
KNOW, I THINK AS FOR ME HELP

01:35:12.000 --> 01:35:14.000
PEOPLE THINK ABOUT IT IN A

01:35:14.000 --> 01:35:15.000
LITTLE MORE POSITIVE AND

01:35:15.000 --> 01:35:18.000
PRODUCTIVE WAY.

01:35:18.000 --> 01:35:21.000
>>  LEDDI:   AND HOPEFULLY WITH

01:35:21.000 --> 01:35:23.000
COVID-19 AND THE IMPACTS THAT

01:35:23.000 --> 01:35:25.000
IT'S HAD HOPEFULLY THERE WILL BE

01:35:25.000 --> 01:35:27.000
MORE OPEN DIALOGUE BECAUSE SO

01:35:27.000 --> 01:35:29.000
MANY PEOPLE ARE EXPERIENCING

01:35:29.000 --> 01:35:31.000
IMPACTS WITH THIS STRESS SO

01:35:31.000 --> 01:35:34.000
HOPEFULLY IT WILL BECOME

01:35:34.000 --> 01:35:37.000
SOMETHING THAT YOU KNOW PEOPLE

01:35:37.000 --> 01:35:38.000
DON'T CATEGORIZE AS US AND THEM

01:35:38.000 --> 01:35:41.000
BUT SOMETHING THAT WE ALL HAVE

01:35:41.000 --> 01:35:42.000
TO CONTEND WITH AT SOME POINT.

01:35:42.000 --> 01:35:45.000
>> EUGENE:   AND YOU KNOW

01:35:45.000 --> 01:35:47.000
PERFECTLY HEALTHY PEOPLE THAT

01:35:47.000 --> 01:35:49.000
HAVE HAD COVID AND NOW HAVING

01:35:49.000 --> 01:35:51.000
AFTER EFFECTS OF IT THAT HAS

01:35:51.000 --> 01:35:52.000
HAPPENED QUITE A BIT TOO.

01:35:52.000 --> 01:35:54.000
>>  LEDDI:   ABSOLUTELY.

01:35:54.000 --> 01:35:57.000
I WORK WITH SOME PEOPLE WHO ARE

01:35:57.000 --> 01:36:03.000
LONG HOLLERS AND IT REALLY HAS

01:36:03.000 --> 01:36:04.000
HAD A REALLY STRONG IMPACT.

01:36:04.000 --> 01:36:05.000
>> EUGENE:   I THINK

01:36:05.000 --> 01:36:06.000
UNFORTUNATELY OUR TIME IS UP.

01:36:06.000 --> 01:36:08.000
I COULD PERSONALLY SIT HERE ALL

01:36:08.000 --> 01:36:11.000
DAY AND TONG ABOUT THIS STUFF.

01:36:11.000 --> 01:36:11.000
I THINK IT IS ALL VERY, VERY

01:36:11.000 --> 01:36:12.000
IMPORTANT.

01:36:12.000 --> 01:36:13.000
IT GIVES US SOME DIFFERENT

01:36:13.000 --> 01:36:16.000
PERSPECTIVE.

01:36:16.000 --> 01:36:17.000
I, MYSELF, HAVE LEARNED A LOT

01:36:17.000 --> 01:36:21.000
FROM MY WONDERFUL PANEL.

01:36:21.000 --> 01:36:23.000
I HOPE YOU ALL HAVE TOO AND YOU

01:36:23.000 --> 01:36:27.000
KNOW I JUST WANT TO THANK EACH

01:36:27.000 --> 01:36:29.000
OF YOU FOR YOUR TIME AND FOR

01:36:29.000 --> 01:36:32.000
YOUR COMMITMENT TO THIS

01:36:32.000 --> 01:36:32.000
IMPORTANT TOPIC AND THE

01:36:32.000 --> 01:36:36.000
IMPORTANT COMPONENTS OF THAT

01:36:36.000 --> 01:36:40.000
TOPIC AND HOPEFULLY AS THE

01:36:40.000 --> 01:36:43.000
CONFERENCE GOES ON WE'LL HAVE

01:36:43.000 --> 01:36:44.000
OPPORTUNITIES TO BRING YOU INTO

01:36:44.000 --> 01:36:47.000
SOME DISCUSSIONS THAT WILL BE A

01:36:47.000 --> 01:36:49.000
LITTLE MORE FORWARD THINKING,

01:36:49.000 --> 01:36:51.000
BUT IN THE MEANWHILE I'D LIKE TO

01:36:51.000 --> 01:36:54.000
PERSONALLY THANK YOU ALL AND

01:36:54.000 --> 01:36:56.000
THANK ON BEHALF OF DISABILITY

01:36:56.000 --> 01:36:58.000
MATTERS FOR YOUR LEADERSHIP AND

01:36:58.000 --> 01:36:58.000
INPUT TO THIS IMPORTANT

01:36:58.000 --> 01:37:02.000
CONVERSATION.

01:37:02.000 --> 01:37:02.000
>> FRED THANK YOU.

01:37:02.000 --> 01:37:04.000
>>  LEDDI:   THANK YOU SO MUCH

01:37:04.000 --> 01:37:06.000
FOR HAVING US.

01:37:06.000 --> 01:37:09.000
>>  IVETTE:   THANKS TO EVERYONE

01:37:09.000 --> 01:37:11.000
FOR THE PANEL.

01:37:11.000 --> 01:37:13.000
LEDDI AND BRANDI WE DO HAVE

01:37:13.000 --> 01:37:15.000
QUESTIONS SO I'M GOING TO POST

01:37:15.000 --> 01:37:16.000
THEM IN CHAT SO YOU CAN CHAT

01:37:16.000 --> 01:37:18.000
THEM BACK.

01:37:18.000 --> 01:37:20.000
AND NOW WE'RE GOING INTO A 15

01:37:20.000 --> 01:37:21.000
MINUTE BREAK SO PLEASE CHECK

01:37:21.000 --> 01:37:23.000
YOUR LOCAL TIME.

01:37:23.000 --> 01:37:24.000
PLEASE COME BACK BY NOON EASTERN

01:37:24.000 --> 01:37:25.000
AND AGAIN PLEASE CHECK YOUR

01:37:25.000 --> 01:37:25.000
LOCAL TIME.

01:37:25.000 --> 01:37:55.000
THANKS SO MUCH.

01:39:59.000 --> 01:39:59.000
>> Ivette: Tote stage to introduce our Keynote, Chief inclusive diversity officers at Danone North America, Terance Irizarry.

01:39:59.000 --> 01:40:08.000
Welcome.

01:40:08.000 --> 01:40:20.000
>> Terrance: Thank you very much!  And I'm so excited to be here to talk to all of you today.  So I really appreciate the

01:40:20.000 --> 01:40:28.000
opportunity and I hope that everyone has had a great conference, meeting so far.  So, as was mentioned, my name is Terance

01:40:28.000 --> 01:40:39.000
Irizarry and I lead Diversity and Inclusion at Danone North America.  For many of you, you might be thinking what is Danone?

01:40:39.000 --> 01:40:47.000
But I'm sure you see the similarities probably in our main product, which is Dan an yogurt.  But that's just one of our

01:40:47.000 --> 01:40:59.000
products.  Danone is to bring health through foods.  We have a number of products that I know you would know and be familiar

01:40:59.000 --> 01:41:08.000
with.  Everything from silk almond milk, so delicious, too good yogurt.  I just saw the commercial as waiting for you guys and

01:41:08.000 --> 01:41:16.000
Evian water, happy family organics.  So a lot of different products you would know us by, Activa, light and fit yogurt but

01:41:16.000 --> 01:41:25.000
Danone is our parent company and we are headquartered out of Paris.  I sit in New York so I'm here on the East Coast enjoying

01:41:25.000 --> 01:41:38.000
a wonderful day today.  Many of us are.  It's supposed to be in the 80s here today so we are very fortunate.  Apologies for

01:41:38.000 --> 01:41:49.000
that.  My dog never barks.  And all of a sudden he chooses to bark today.  So apologies for that.  So, what I want to do is, I

01:41:49.000 --> 01:41:56.000
have the esteemed privilege today of introducing our Keynote Speaker.  Let me start off by saying that Danone, as far as our

01:41:56.000 --> 01:42:07.000
journey and inclusive diversity, let me start off by saying that I have been doing this work for 20 years.  I joined about

01:42:07.000 --> 01:42:17.000
2 1/2 years ago and let me start off by saying that part of our way of doing work is listening and learning and engaging with

01:42:17.000 --> 01:42:23.000
our employees.  And that's an important place for me to start.  Our initiative at Danone as far as the way we do diversity

01:42:23.000 --> 01:42:34.000
work, I speak a lot about kind of the philosophical approach that we use, and that is something that some of you may have

01:42:34.000 --> 01:42:41.000
heard.  We implement that work through what we call the heart, the head and then the hands.  So the 3Hs, right?  So in terms

01:42:41.000 --> 01:42:50.000
of diversity work, we want to talk about some of the heart work.  Why do you care about this?  Why does this matter?  For some

01:42:50.000 --> 01:42:57.000
people, when it comes to the topic of people with disabilities, for instance, all they need to hear is that someone doesn't

01:42:57.000 --> 01:43:05.000
feel included or they don't feel totally leveraged for the skill set that they have.  And that is all they need to take

01:43:05.000 --> 01:43:15.000
action.  But for some people, for instance, there is an aspects of the work we do in diversity that involves the head, the

01:43:15.000 --> 01:43:23.000
brain.  Make me think.  So what is this that I need to know from a business perspective?  What is the consumers out there?

01:43:23.000 --> 01:43:30.000
The aspects of talent we could be tapping into?  What is the impact this will have on our business?  Right?  And whatever your

01:43:30.000 --> 01:43:39.000
business is.  There is always -- and nothing wrong with that.  Because there is a strong business case for that.  And then

01:43:39.000 --> 01:43:49.000
lastly we try to use those two things to inspire the hands, right?  Action.  So it's all great that you are committed to

01:43:49.000 --> 01:43:58.000
diversity and that you value it, but what are you doing about it?  And that's taking action.  So I start with that because at

01:43:58.000 --> 01:44:07.000
Danone and my presence here today, and I have been involved and known this organization, Disability Matters, Springboard

01:44:07.000 --> 01:44:20.000
Consulting, Nadine.  I've had some connection to these organizations and Nadine for almost 20 years at various employers.  And

01:44:20.000 --> 01:44:28.000
the reason is they do important work like this.  When I was asked to introduce our Keynote Speaker, David Renaud, I said,

01:44:28.000 --> 01:44:35.000
no-brainer.  And I got a chance to spend some time with David before today and I started with that conversation on the head,

01:44:35.000 --> 01:44:45.000
the hands -- the head, the hart and the hands.  Because when I met David, that was exactly what I got.  And that's what you're

01:44:45.000 --> 01:44:56.000
going to get today.  We had a brief conversation and right from that conversation, I quickly realized that not only is David

01:44:56.000 --> 01:45:03.000
passion bat this work and can talk to you about it, but he also has the information, right, that many of us need and many of

01:45:03.000 --> 01:45:13.000
you need, whether from a practical sense of business sense in the work that he does in terms of why this all makes great sense

01:45:13.000 --> 01:45:20.000
for us; not only in society but as a business.  So when I had this honor to introduce David to you, it was like I said, I

01:45:20.000 --> 01:45:29.000
wanted to jump on this opportunity because he represents something I know Danone is strongly aligned with.  And I'll be the

01:45:29.000 --> 01:45:38.000
first to say that my presence here study also in learning.  We are starting our journey in this area.  And when I had initial

01:45:38.000 --> 01:45:49.000
conversation with David, that learning journey began right away.  So I'm excited to be able to introduce you today to our

01:45:49.000 --> 01:45:59.000
Keynote Speaker, David Renaud.  David is a former medical doctor himself, but you probably know him as a producer and human

01:45:59.000 --> 01:46:09.000
activity Award-Winning and Golden Globe nominated ABC series, the good doctor.  He's also written on the CBS medical drama,

01:46:09.000 --> 01:46:21.000
pure genius, and the ABC prime-time soap, blood and oil.  He's born and raised in Canada, holds both an MFA in screen writing

01:46:21.000 --> 01:46:30.000
from UCLA and an MD from the University of British Columbia.  Really importantly, David is committed to challenging

01:46:30.000 --> 01:46:40.000
conceptions about people with disabilities.  He's recognized for his work on the good doctor by the media access award in 2019

01:46:40.000 --> 01:46:50.000
and by variety in 2018.  He is just so committed to expanding opportunities for disabled artists in his industry and serves as

01:46:50.000 --> 01:47:01.000
a faculty Advisor to the Respectability summer lab for entertainment professionals with disabilities.  He's a proud father of

01:47:01.000 --> 01:47:12.000
two and aspiring musician and describes himself as a passible cook, which I'm sure many of might argue.  So with without any

01:47:12.000 --> 01:47:20.000
further adieu, I'm delighted to introduce to you David Renaud.  David take it from here.

01:47:20.000 --> 01:47:30.000
>> David: Hi, everyone.  Terrance, thank you very much for that delightful introduction.  And as you can see, I'm calling from

01:47:30.000 --> 01:47:40.000
my car.  An amazing turn of events over the last year that I can actually work from my car now on my phone and I can be

01:47:40.000 --> 01:47:50.000
Keynote Speaker and be honored Keynote Speaker at such a wonderful event, from my car.  And I'm calling from Santa Barbara,

01:47:50.000 --> 01:47:58.000
California, which we have lovely weather here today too.  I was thinking a lot about disability and inclusion.  I think about

01:47:58.000 --> 01:48:12.000
that all the time as Terrance said, I worked with Nadine and with respectability and I worked with all the major studios

01:48:12.000 --> 01:48:20.000
here -- not here in Hollywood but in Hollywood from CBS, lights camera 2.0.  Access, lights camera access, ABC's inclusion

01:48:20.000 --> 01:48:29.000
programs.  As I go on various circuits and talk to people about Disability Inclusion in the entertainment industry, it's got

01:48:29.000 --> 01:48:40.000
me thinking more and more about the word disability and what that word means.  And if you pull that word apart, it actually

01:48:40.000 --> 01:48:49.000
means dis, which means the lack or a loss.  And ability, a lack or loss of an ability.  That's not a very great word when I

01:48:49.000 --> 01:48:58.000
think about trying to make a case for people with disabilities, quote/unquote, as valued assets in the entertainment industry

01:48:58.000 --> 01:49:06.000
or in any industry.  So usually I'm not so up tight about language.  I guess as a writer, you think I would be.  But I'm not

01:49:06.000 --> 01:49:17.000
usually that up tight about language as much about the message.  In this case, I think people with disabilities have often

01:49:17.000 --> 01:49:27.000
started from this place of assumption, this place of these are people with a lack of an ability.  And so we have got to fight

01:49:27.000 --> 01:49:34.000
through that assumption first and make people understand that disability actually carries with it a lot of potential.  A lot

01:49:34.000 --> 01:49:43.000
of untapped potential.  And it also carries a very unique perspective.  And it's a perspective that everyone in the world, at

01:49:43.000 --> 01:49:51.000
some point in their lives, will share because it is the one under represented group that everyone will eventually become a

01:49:51.000 --> 01:49:59.000
part of at some point in their life.  And now my story, as Terrance had done a great job of introducing me, I feel like you

01:49:59.000 --> 01:50:09.000
know a lot about me all right.  I'm going to backtrack.  I'm currently right now writing on the good doctor, which is

01:50:09.000 --> 01:50:18.000
prime-time show about a doctor with Autism who is trying to train to become a surgeon.  If you haven't seen the show, doctor

01:50:18.000 --> 01:50:30.000
Shaun Murphy is a young autistic resident surgeon who is working his way up the ladder in the years that it takes to train to

01:50:30.000 --> 01:50:42.000
become a doctor.  I was drawn to this show very, very passionately when I first read the script as a pilot script because I

01:50:42.000 --> 01:50:50.000
felt very connected to Dr. Shaun Murphy's struggle as Terrance said, I'm actually -- my first career before -- careers before

01:50:50.000 --> 01:50:58.000
my medical career, but my first career was a doctor and I trained as a person with a disability.  I had to go through a

01:50:58.000 --> 01:51:05.000
training program that never had a person with a disability in their program.  When I applied to that program at the University

01:51:05.000 --> 01:51:15.000
of British Columbia in Canada, I had three interviews and two of those people had a lot of questions about how could someone

01:51:15.000 --> 01:51:26.000
in a wheelchair complete the training that is required to become a medical doctor?  And one of those doctors, Dr. Vick hukel,

01:51:26.000 --> 01:51:34.000
a cardiologist in Vancouver, he saw something different.  He saw interesting potential in me.  He thought this guy has been a

01:51:34.000 --> 01:51:42.000
patient and he has been in a hospital bed on the other side of medicine.  Maybe he could bring in unique perspectives our

01:51:42.000 --> 01:51:50.000
program.  And I'd like to think that I did do that as a medical doctor.  I had a unique perspective having been a patient and

01:51:50.000 --> 01:51:59.000
I had an opportunity to bring that to everything I did and to the experiences I had with my patients every day when I was

01:51:59.000 --> 01:52:08.000
practicing medicine and training in the hospital.  There were a lot of accommodations that we talked about and that we

01:52:08.000 --> 01:52:20.000
employed in order to make that possible for me to do what I did.  And the pinnacle of mi medical career, I became a Director

01:52:20.000 --> 01:52:29.000
for Manhattan beach's health care Partners site.  I was in charge of the entire site and I had five doctors working under me.

01:52:29.000 --> 01:52:40.000
And I think we implemented a lot of new and very successful programs taking care of patients with IV needs, patients chronic

01:52:40.000 --> 01:52:46.000
illnesses and people with chronic disabilities at that office.  I say that not to boast about my ascension but really just to

01:52:46.000 --> 01:52:59.000
point out that here is somebody that two out of 3 people who interviewed me to get into medical school didn't really think I

01:52:59.000 --> 01:53:14.000
was capable of doing that job and I ended up doing that job very well and being supervisor for five able-bodied -- as you

01:53:14.000 --> 01:53:22.000
might refer to them -- doctors.  So I was a kid when I had my car accident.  I was 19 years old, driving home from my

01:53:22.000 --> 01:53:31.000
friend's -- a homecoming party for my friend's hockey team, close friend of mine.  I was a very physical person.  I'd like to

01:53:31.000 --> 01:53:39.000
consider myself very able-bodied.  I was a bodybuilder and athlete.  I never knew a person with a disability.  I never had a

01:53:39.000 --> 01:53:47.000
friend with a 60 other than my grandmother who had spent six weeks in a wheelchair after a knee replacement surgery.  I hadn't

01:53:47.000 --> 01:53:56.000
even been around someone in a wheelchair.  So I had a lot of questions that I'm sure a lot of people maybe in this audience

01:53:56.000 --> 01:54:08.000
have when I had my accident.  What was my potential?  What was I going to be able to do with my life now that I was a

01:54:08.000 --> 01:54:18.000
paraplegic?  And how do I accept this and what does this mean?  And what I found over the years is that it's actually not a

01:54:18.000 --> 01:54:25.000
problem having a disability in and of itself.  There is no innate restrictions that is put on my life.  I was able to imagine

01:54:25.000 --> 01:54:37.000
and accomplish all the things I wanted to accomplish.  The problem I had was access.  It was a world that wasn't designed to

01:54:37.000 --> 01:54:44.000
accommodate me.  And as the world has -- when I first went to University, the campus was not wheelchair accessible.  A couple

01:54:44.000 --> 01:54:59.000
of classes I had to get moved into other rooms because there were stairs to get into those classes.  And over the years what I

01:54:59.000 --> 01:55:06.000
have seen is just an explosion of access.  And once those barriers were taken down, then unlimited access meant unlimited

01:55:06.000 --> 01:55:15.000
potential for me.  The same is true of when I first came here to Hollywood and decided I wanted to try and make it in the film

01:55:15.000 --> 01:55:26.000
industry.  There were a lot of old buildings here, a lot of meetings I had to take were upstairs and buildings without

01:55:26.000 --> 01:55:34.000
elevators.  I found a very warm and welcoming environment at Disney.  Disney has a lot of very groundbreaking Diversity

01:55:34.000 --> 01:55:47.000
Inclusion programs and they were one of the first to recognize disability as an identifiable underrepresented community that

01:55:47.000 --> 01:55:57.000
might, with access, be able to bring something new and interesting and insightful to the entertainment industry.  For me,

01:55:57.000 --> 01:56:07.000
working in the film industry and working with the cast and the actors on the show, the good doctor and working with the show

01:56:07.000 --> 01:56:16.000
writers and in the writer's room, I have come to realize that there are stories that need to be told.  There are stories that

01:56:16.000 --> 01:56:24.000
need to be told and that we all have these unique and interesting stories that we need to tell.  I have been bringing my

01:56:24.000 --> 01:56:32.000
experiences as a doctor almost every day to the writer's room and I think those experiences that I have as a doctor have

01:56:32.000 --> 01:56:40.000
created some very interesting narratives and stories on the show that I see every episode and that I feel from the Twitter

01:56:40.000 --> 01:56:49.000
feeds and from the feedback I get from fans of the show and the audience, that people can really relate to having had their

01:56:49.000 --> 01:56:57.000
own experiences in the health care community.  And I think that is also true of my disability.  I have come to be a

01:56:57.000 --> 01:57:09.000
representative of people with all disabilities in my writer's room.  Not only this one, in the prior rooms I was in on the

01:57:09.000 --> 01:57:18.000
other shows I have done.  I always have been that voice of authentic representation of disability, of what does a disabled

01:57:18.000 --> 01:57:25.000
experience and how does that feel uniquely through my lense and how do I project what I'm feeling on to what maybe doctor

01:57:25.000 --> 01:57:40.000
Shaun Murphy and the show might be feeling or some of our patients that come in that are characters on the show.  And then how

01:57:40.000 --> 01:57:51.000
does that story universally relate to everyone else who has ever felt like an underdog or like they have been underestimated?

01:57:51.000 --> 01:58:01.000
So that part of what I do on the good doctor, I think, is relatable to every business out there.  Now here is an interesting

01:58:01.000 --> 01:58:11.000
story.  When I -- I was thinking about my first job and we I'll talk about it a little later but here is the time.  The first

01:58:11.000 --> 01:58:19.000
job I had I created on my own.  Here is the weird thing.  I was in undergrad training.  I'm a blue collar guy, grew up blue

01:58:19.000 --> 01:58:30.000
collar.  Didn't have a lot of money.  I had a student loan paying for my college and my dorm fees and I needed to make some

01:58:30.000 --> 01:58:39.000
money and my cousin was working as a moving -- for a moving company as a moving company employee.  And I decided from watching

01:58:39.000 --> 01:58:50.000
him do that job that the one thing that I couldn't do was carry a couch.  I couldn't carry that furniture and do the things

01:58:50.000 --> 01:58:58.000
that I could do before when I was not paraplegic.  And what I brought to that -- I went to my cousin and said, why are you

01:58:58.000 --> 01:59:06.000
doing this yourself?  Why don't just get a truck and do your own moving company?  And why work for somebody when you can work

01:59:06.000 --> 01:59:15.000
for yourself?  And what I told him was, for me as someone who can't carry my own furniture around, what I really want in a

01:59:15.000 --> 01:59:25.000
moving company is I want someone who can treat my furniture like their own.  Someone who will treat everything like a valuable

01:59:25.000 --> 01:59:34.000
piece of not only their life but of there history and who they are as a person.  And me and my cousin and a friend of ours and

01:59:34.000 --> 01:59:47.000
we had a business plan for a moving company called 3D moving with three guys whose names started with a D.  It worked for us.

01:59:47.000 --> 01:59:56.000
It was sort of a family company and that company is still running today.  My cousin still runs that company.  I have since

01:59:56.000 --> 02:00:09.000
left obviously I moved away and moved out of the state and everything and left it in his charge, but creating that company was

02:00:09.000 --> 02:00:17.000
a really interesting experience for me because even though it was a small moving company in rural Canada, what I realized when

02:00:17.000 --> 02:00:26.000
I did that was with the right ideas, with the right mind and the right perspective, I'm capable of doing anything anyone else

02:00:26.000 --> 02:00:42.000
can do.  I'm capable of starting and running a company and what I want to do is be a doctor.  That's what I said at the time.

02:00:42.000 --> 02:00:59.000
And then when I decided I wanted to be a T.V. writer, I came to L.A. and made a career of that.  So yes.  Now I think we are

02:00:59.000 --> 02:01:01.000
going to open it up for questionings, right?  I just want to make sure I leave time for that.

02:01:01.000 --> 02:01:11.000
>> That was the plan, I think.

02:01:11.000 --> 02:01:21.000
>> Nadine: This is Nadine.  Someone just texted a question to me for you.  I'm not quite sure why but -- so the question is,

02:01:21.000 --> 02:01:27.000
if you think back to everything that you have done, how do you feel your life would have been different had you not had the

02:01:27.000 --> 02:01:40.000
accident?  And when you think about difference, is that a positive or a negative and why?

02:01:40.000 --> 02:01:53.000
>> David: That's a great question.  Thank you so much whomever texted that.  That's a great question.  Thank you very much.  I

02:01:53.000 --> 02:02:01.000
think -- before my accident, I was very focused on myself and what I wanted to do.  And I was very -- I think I was a very,

02:02:01.000 --> 02:02:16.000
very -- I know I was a very, very different person before my accident.  I was a little more selfish, a little less

02:02:16.000 --> 02:02:29.000
introspective.  The disability made me lookout ward a lot more and made me think a lot more about other people and about what

02:02:29.000 --> 02:02:40.000
I wanted to do.  What the limitations were that were put on people and on myself.  And because of that, I had to learn how to

02:02:40.000 --> 02:02:47.000
adapt.  I had to learn how to accommodate things.  And it made me creative.  I had to think of creative solutions.  There

02:02:47.000 --> 02:02:54.000
weren't even accessible rooms in my school so I had -- in my undergrad, when I first started University.  So I had to

02:02:54.000 --> 02:03:05.000
trailblaze a little bit and pioneer a little bit and think of what are creative ways -- how do I get access to a laboratory?

02:03:05.000 --> 02:03:14.000
When I went to medical school my first anatomy training program, I kind of went into anatomy lab where we are supposed to like

02:03:14.000 --> 02:03:23.000
dissect all these people to learn human anatomy to learn how to practice medicine.  And all of the tables were too high for me

02:03:23.000 --> 02:03:34.000
to work at.  And then my mede next thought is I'm going to need to train as a surgeon.  How am I going to operate?  How am I

02:03:34.000 --> 02:03:40.000
going to get up at a table and operate?  So I sort of looked around in the world and started doing research and I found this

02:03:40.000 --> 02:03:49.000
like Swiss wheelchair manufacturing company, which was the only one in the world that made this stand-up wheelchair.  There

02:03:49.000 --> 02:03:57.000
were other types of stand up wheelchairs but they were all big and bulky things made for rehab.  I need something practical

02:03:57.000 --> 02:04:05.000
every day I can wheel into a operating room or anatomy lab and do my work as a surgeon when I was training that part of my

02:04:05.000 --> 02:04:17.000
training.  And so I got in touch with this Swiss company and it was a -- at the time, which seemed like a lot of money to me

02:04:17.000 --> 02:04:26.000
at the time.  It was a $7000 manual stand-up wheelchair.  I'm like, I don't have $7000 even.  So I went to the University

02:04:26.000 --> 02:04:38.000
faculty and I said look, this is what I want and what I need.  I have $3000.  I need another $4000 to get this thing.  How am

02:04:38.000 --> 02:04:50.000
I going to do this?  And they put a word out to all their alumni and their alumni raised $4000 extra, the extra money I needed

02:04:50.000 --> 02:05:03.000
to buy this Chair.  So it really -- I mean it made me a more creative person, a problem-solver.  I had to learn how to adapt

02:05:03.000 --> 02:05:16.000
to things.  And I apply that every day in my life, in my job as a parent.  Essentially at work, I really apply that every day.

02:05:16.000 --> 02:05:26.000
And the other thing about how it's changed me is, when I first got in a wheelchair, my immediate reaction to it was, I don't

02:05:26.000 --> 02:05:33.000
want to be different than anybody else.  I want to be like everybody else.  I just want to be not seen.  When I enter a room,

02:05:33.000 --> 02:05:40.000
I don't want that awkwardness of people looking at me going there is a person in a wheelchair.  Or worse, people looking away

02:05:40.000 --> 02:05:49.000
from it.  And I just wanted to be normal.  I wanted to be like everybody else.  And what I slowly learned over the years and

02:05:49.000 --> 02:05:56.000
the more time I spent in a Chair as the more experiences I have had, is there no normal.  And I'm sure that is not news to

02:05:56.000 --> 02:06:09.000
anybody in the audience.  But there there is no normal.  In fact, normal is boring, man.  Like I wouldn't have got a job

02:06:09.000 --> 02:06:17.000
working on my first T.V. show if I had just a normal, boring life experience.  When I applied to get into the Disney ABC

02:06:17.000 --> 02:06:24.000
writing program, they were looking for diversity.  And by diversity they weren't looking for desist tow check a box.  They

02:06:24.000 --> 02:06:32.000
were looking for diversity because they wanted unique people with unique experiences and unique voices because they wanted to

02:06:32.000 --> 02:06:39.000
create unique and interesting television programming.  And they wanted to tell unique and interesting stories.  People were

02:06:39.000 --> 02:06:46.000
bored and everyone gets bored of the same thing over and over again.  They didn't want it sort of consuming the same type of

02:06:46.000 --> 02:06:57.000
television that had been told for a decade.  They wanted something new.  They wanted something novel and something unique.

02:06:57.000 --> 02:07:05.000
And that unique perspective, a big part of what I brought to that need was my experience as a person with a disability.

02:07:05.000 --> 02:07:18.000
Someone who had had learned how to be adaptive.  Someone who really understood what it felt like to be underestimated and to

02:07:18.000 --> 02:07:24.000
be an underdog and we all love underdog stories.  And when I was able-bodied and everything, it was always assumed in my mind

02:07:24.000 --> 02:07:31.000
that I would be able to do the things I wanted to do.  I wanted to be an engineer and go to University and I was going to get

02:07:31.000 --> 02:07:39.000
married and have kids, all the things I was going to do, I assumed it was going to happen for me.  It never occurred to me

02:07:39.000 --> 02:07:48.000
there would be any obstacles in my way.  Never occurred there would be any insurmountable obstacles in my way.  As soon as I

02:07:48.000 --> 02:07:56.000
got paraplegic and I was in a wheelchair, all of a sudden, there were all these obstacles, the physical obstacles and then

02:07:56.000 --> 02:08:06.000
there were the biases and the perceptions of people.  There was what I physically struggled to do, which is that part about

02:08:06.000 --> 02:08:18.000
accessibility that I talked about and access, but then there was the sort of pre conceptions about this disabilitiy, lack of

02:08:18.000 --> 02:08:27.000
ability that I was facing every day.  And overcoming those obstacles was not only a great challenge but also a great reward

02:08:27.000 --> 02:08:36.000
because it taught me a lot of things about what it takes to do that.  And it also made me much more aware of where I fit into

02:08:36.000 --> 02:08:44.000
my community and how my community sees me and perceives me and the value I can add to it.  But also the responsibility I have

02:08:44.000 --> 02:08:47.000
to help foster an environment where other people behind me can come up and have those opportunities and go beyond what I have

02:08:47.000 --> 02:08:56.000
been capable of accomplishing.

02:08:56.000 --> 02:09:04.000
>> Terrance: Thank you for that, David.  I'm sure that that is hopefully helpful to the person that asked that and it's really

02:09:04.000 --> 02:09:11.000
interesting to hear that perspective.  One of the things you mentioned came up in another question that we received.  You

02:09:11.000 --> 02:09:18.000
alluded to it again and talked about it in your initial comments around the word, disability.  The question we got from Carol

02:09:18.000 --> 02:09:22.000
asked, given the drawback you pointed out with the term disability, have you identified a better phrase that you prefer or

02:09:22.000 --> 02:09:30.000
that you use?

02:09:30.000 --> 02:09:42.000
>> David: It's kind of a joke but in a way I wish -- maybe it shouldn't be a joke.  I always called it disaccessability.  So

02:09:42.000 --> 02:09:55.000
it sort of the notion of we all have disabilities but we don't call people disabled.  Like whether you struggle with anxiety

02:09:55.000 --> 02:10:04.000
or whether financially you have struggles.  We all in some ways have our struggles, our things that, our lack of ability,

02:10:04.000 --> 02:10:15.000
whatever it is.  Maybe you're a gifted athlete, whatever it is.  And my children both my son and daughter both have very good

02:10:15.000 --> 02:10:28.000
ear for music.  A gift for music.  I say some kids don't have that ability.  They have to work a little harder or differently

02:10:28.000 --> 02:10:37.000
to get that ear for music training.  So we all have that lack of something and we all have incredible strengths.  And the

02:10:37.000 --> 02:10:46.000
problem, as I said with that word, is it sets us up to come in and have to sort of fight that misconception.  We are starting

02:10:46.000 --> 02:10:54.000
from a lower place.  And I think a lot of people who are underrepresented, a lot of underrepresented communities and certainly

02:10:54.000 --> 02:11:02.000
women and people of color, have all struggled with this notion of first I have got to overcome this one hurdle, which is the

02:11:02.000 --> 02:11:12.000
disadvantage that everyone sees me in this way, and now I'm on a level playing field hopefully, and now I have to work from

02:11:12.000 --> 02:11:24.000
there to get up to where I need to go.  So as I said before, I'm actually not a person who is usually sort of quickly drawn to

02:11:24.000 --> 02:11:35.000
like politically-correct language.  I never actually saw the value in parceling out language as a way to solve big problems.

02:11:35.000 --> 02:11:44.000
But it is true.  It's an important word.  And the reason I say disaccessability is because the world that we designed all

02:11:44.000 --> 02:11:57.000
around us, I'm sitting here in my car and I'm looking at a building in front of me that has a flight of stairs.  We built the

02:11:57.000 --> 02:12:07.000
stairs.  We built the building off the ground.  We made it so it needs stairs.  We designed this world to be accessible to

02:12:07.000 --> 02:12:14.000
certain people.  People who don't need wheelchairs or people who don't have any pain or arthritis.  We built the world that is

02:12:14.000 --> 02:12:22.000
not accessible.  And we can just as easily have built it accessibly.  The building right next door is flat and all the

02:12:22.000 --> 02:12:29.000
doorways are accessible to get into.  I'm sure if you went in that building, you would find an accessible bathroom.  We make

02:12:29.000 --> 02:12:37.000
certain choices and we value certain things at a time.  A lot of these buildings were built before the Americans with

02:12:37.000 --> 02:12:45.000
disability act.  So they are old buildings and it's an old world building next to it clearly was built after that.  There is a

02:12:45.000 --> 02:12:54.000
job opportunity there for someone with a disability.  This is going to be more challenging this other building.  So but I

02:12:54.000 --> 02:13:05.000
promise you this, either the families of people with disabilities or people with disabilities themselves have helped to design

02:13:05.000 --> 02:13:12.000
these new buildings.  They innovated these new concepts and new ideas because of their need to access.  So again that comes

02:13:12.000 --> 02:13:23.000
down to that way that the Chair changed me.  It made me creative in new and interesting ways.  I wanted to mention this

02:13:23.000 --> 02:13:35.000
earlier and I forgot in the moment.  But a lot of what we try to do, and I really pushed doing, David shore was my boss on the

02:13:35.000 --> 02:13:42.000
good doctor, is have disability representation on television.  We want to show not just our character Shaun Murphy as someone

02:13:42.000 --> 02:13:53.000
on the Spectrum but we want to cast actor with disabilities everdisabilities and put them on screen and give them roles.  We

02:13:53.000 --> 02:14:04.000
have done that every season we have done it more and more every season.  A lot of these pre conceived ideas that we have

02:14:04.000 --> 02:14:11.000
whether it be about race or about a disability or gender or whatever it is, a lot of that stuff is given to us by the media,

02:14:11.000 --> 02:14:20.000
by people like me, by writing stories and putting it on screen and saying, this is the world you live in.  We are reflecting

02:14:20.000 --> 02:14:30.000
it back on you.  What we want to do is reflect a world that is a world not only we aspire to live in but also the reality of

02:14:30.000 --> 02:14:40.000
the world we live in.  So, we have really, really worked hard on the good doctor and I know many other shows, not just ours

02:14:40.000 --> 02:14:46.000
but many other shows are starting to do this in big initiatives.  All over to include people with disabilities not only in

02:14:46.000 --> 02:14:56.000
front of the camera, the people you see on the screen, but behind the camera telling the story, the writer, Director, the

02:14:56.000 --> 02:15:05.000
producer of the shows, people like me and also the crews that work the sets.  And we're lucky  in this business because unlike

02:15:05.000 --> 02:15:14.000
this building here that I'm referencing across from me with a staircase, we build our sets from scratch every new show.  So

02:15:14.000 --> 02:15:23.000
just my presence on the set of the good doctor has created a barrier-free show because not only am I a writer and a producer

02:15:23.000 --> 02:15:31.000
of the show but I go to set and do a lot of medicals and season 1 and 2, I was constantly flying up to Vancouver and making

02:15:31.000 --> 02:15:40.000
sure the medical world was accurate on the show, accurate as it could be on a T.V. show.  And so I would be onset and I would

02:15:40.000 --> 02:15:50.000
walk around with our Director and production people and they would go, you can't get into this.  We built stairs on the set.

02:15:50.000 --> 02:15:58.000
Why did we build stairs on this set?  So when we broke the set at the end of the season, we rebuilt that set without stairs.

02:15:58.000 --> 02:16:06.000
So just that term, disaccessability really is what I think the issue is.

02:16:06.000 --> 02:16:15.000
>> Terrance: Thank you for that.  I'm learning as you're speaking because that question also is something that we've talked

02:16:15.000 --> 02:16:23.000
about and part of it, to all the points you're making, I love the last point you made which is your simple presence.  Like,

02:16:23.000 --> 02:16:29.000
I've had this conversation internally about even the diversity of our teams because sometimes you just -- your presence alone

02:16:29.000 --> 02:16:38.000
and having that perspective is going to help others and help create the awareness and the environment that you know is needed.

02:16:38.000 --> 02:16:45.000
So thank you for sharing that.  And one thing you mentioned is it's in line with someone who wanted to be sure -- just a

02:16:45.000 --> 02:16:52.000
comment.  They wanted to make sure that you knew and you kind of mentioned it.  Thank you for the creation of the character,

02:16:52.000 --> 02:16:56.000
Dr. Shaun Murphy.  Every episode is inspiring and thought provoking and never fails to tug at your heart.  So I wanted to be

02:16:56.000 --> 02:17:04.000
sure to pass ta along to you.

02:17:04.000 --> 02:17:17.000
>> David: Thank you very much for watching.  I'm so happy to know that -- that's what we try to do.  We actively always say we

02:17:17.000 --> 02:17:30.000
want tissues and issues on the show.  We really want to make people feel as much as we can the experiences we are bringing.

02:17:30.000 --> 02:17:35.000
Every episode there are 12 writers on the good doctor.  Myself and 11 other writers in the writer's room and we all sit down

02:17:35.000 --> 02:17:43.000
multiple times over the course of the season and almost every day at the beginning for sure.  We break the season.  What kind

02:17:43.000 --> 02:17:51.000
of stories are we going to tell?  Where is the show going?  And our show renature will have the ideas of what he wants the

02:17:51.000 --> 02:18:00.000
season to look like and then we'll all talk about our experiences.  What happened to us in the last year?  The pandemic has

02:18:00.000 --> 02:18:07.000
been obviously a difficult and heartbreaking time for so many families.  And it's been a learning experience for everyone

02:18:07.000 --> 02:18:16.000
working on our show.  Because we all have been exposed in one way or another to what it means to deal with illness.  And so

02:18:16.000 --> 02:18:23.000
we'll all bring our personal stories, our personal experiences and every once in a while someone with my family will watch the

02:18:23.000 --> 02:18:34.000
show and go, I know where that idea came from.  That happened to us.  So we bring our personal experiences to those stories

02:18:34.000 --> 02:18:40.000
and when we do our job well, you should feel those experiences.  And that person who made that comment, it sounds like has at

02:18:40.000 --> 02:18:49.000
least on occasion felt what we wanted them to feel, which is feel what those experiences were really like or not only the

02:18:49.000 --> 02:18:49.000
people who are writing those things but the actors who project their own experiences into their performances.  So nice to

02:18:49.000 --> 02:18:56.000
hear.

02:18:56.000 --> 02:19:04.000
>> Terrance: That's great.  And one additional question, going back to something you talked about earlier, like the

02:19:04.000 --> 02:19:15.000
accessibility piece and some of the measures you had to take to make sure that you had the -- that you could make sure you

02:19:15.000 --> 02:19:24.000
were able to have the accessibility that you needed.  The person asked about did you engage like any legal aspect or HR

02:19:24.000 --> 02:19:31.000
regarding accommodations?  Or was it more acceptable for you to kind of hand in on your own or did you ask for an

02:19:31.000 --> 02:19:35.000
accommodation?  I guess for specifically for people with disabilities, it's always a question I hear come up as -- and I guess

02:19:35.000 --> 02:19:47.000
they want to know about how did you handle that?

02:19:47.000 --> 02:19:58.000
>> It's changed over the years because as I said, I have been like -- 19 -- I don't do the math anymore.  But I was injured in

02:19:58.000 --> 02:20:08.000
91.  So I don't know, 30 years or so in a wheelchair now.  When I for the -- when I was first injured it was a very different

02:20:08.000 --> 02:20:15.000
world.  There weren't the same -- there weren't people you could call.  You had to really do it yourself.  Like I literally

02:20:15.000 --> 02:20:23.000
had to go to my Professors or -- I had to go to my science lab Professor and say I can't get into this building.  Is there

02:20:23.000 --> 02:20:35.000
anywhere else we can do this?  I need this class.  I want it to go to medical school and I need this class.  In the beginning,

02:20:35.000 --> 02:20:44.000
I did my own advocacy and I sort of like as I said, trailblazed and I definitely left a path behind me for others to take that

02:20:44.000 --> 02:20:55.000
minutedel and follow and but now there is a lot more people like, for example, respectability is a name that if you go to

02:20:55.000 --> 02:21:05.000
Disney or CBS or NBC, they all know that name.  They are advocacy groups now that you can rely on to go and say, hey, I need a

02:21:05.000 --> 02:21:17.000
window.  I need access.  I need a way in.  So and the Americans with Disabilities Act sort of before my time and basically

02:21:17.000 --> 02:21:27.000
before my injury.  It was a game changer in that regard.  I have found -- I haven't ever needed to get legal, if you will, not

02:21:27.000 --> 02:21:39.000
that I wouldn't advocate for that if you needed to, but what I have found and I'm sure people in this audience probably more

02:21:39.000 --> 02:21:49.000
than likely for most part feel the same.  What I have found is most people want to help.  They want to create access.  They

02:21:49.000 --> 02:21:55.000
just don't know how.  And there are two things that I think get in the way.  One is, ignorance.  And I don't mean purposeful

02:21:55.000 --> 02:22:04.000
ignorance, they just don't know anything about what access they need because like me before my accident, they don't know

02:22:04.000 --> 02:22:17.000
anything about people with a disability and because every disability is unique in some ways, just like every person unique in

02:22:17.000 --> 02:22:24.000
some way, where do you start?  And so what I found is very receptive people everywhere I went.  And sometimes walls for sure,

02:22:24.000 --> 02:22:33.000
because they are like we can't afford to do that or don't know how to do that or we don't have the power to sign that to make

02:22:33.000 --> 02:22:42.000
that class change or we don't have the power to build that ramp or whatever it is.  But what I have tried to do, and I

02:22:42.000 --> 02:22:51.000
continue to do today, is partner with people and try to do exactly what you are trying to do in this conference right now,

02:22:51.000 --> 02:23:00.000
which is say, this is not just to help me.  This is definitely going to help make me do what I want to do and help me

02:23:00.000 --> 02:23:11.000
accomplish my dream and I always tried to lead by passion and example.  But also this is going to make your life better at the

02:23:11.000 --> 02:23:18.000
end of the day.  That remind me of a story.  When I went to work on my second show, pure genius, Jason tatum show, who created

02:23:18.000 --> 02:23:26.000
Friday night lights and parenthood.  He is an Emmy-Award-Winning writer, a wonderful guy.  I started on this show called pure

02:23:26.000 --> 02:23:34.000
genius.  What we were on the universal lot, universal backlot.  When you do your tour, if you ever come to California and go

02:23:34.000 --> 02:23:42.000
to universal studios, you can do a tour and it's like a ride, basically at universal studios.  And on that ride was our sound

02:23:42.000 --> 02:23:55.000
stage.  So people would go by the sound stage and say this is where Mindy's project is and I would hear them every day on the

02:23:55.000 --> 02:24:05.000
speaker.  And they would say this is a CBS show, I think.  Our show hasn't been aired yet.  On that universal barque lot we

02:24:05.000 --> 02:24:12.000
had a second set of writing officers and -- offices there for writers producing an episode and since every episode I was there

02:24:12.000 --> 02:24:21.000
doing medical production stuff and there were writers rooms in there, to get into that office, there was Noelle variate.  What

02:24:21.000 --> 02:24:31.000
there was, if you took the tram around the sign like the tour tram around the site, you go up this hill and there was like a

02:24:31.000 --> 02:24:38.000
earthquake part of the ride so it was a big, steep driveway and I could go around that big steep driveway and then a little

02:24:38.000 --> 02:24:47.000
two steps and a little cat walk on the back and I could get into the second floor of the building there and then I would go

02:24:47.000 --> 02:24:54.000
through the -- I can't remember what it was.  Like a live theater show that was on NBC, I think.  So I would go through their

02:24:54.000 --> 02:25:03.000
production offers and then I would come out and be in this pure genius office.  I did this every day for like a month and a

02:25:03.000 --> 02:25:12.000
half when we were in production.  So one day I went to lunch with Jason tatum, the writer of the show and we were walking back

02:25:12.000 --> 02:25:19.000
from lunch to that building.  And he said, we get to the front door and he was like -- I said I'll meet you inside.  He's

02:25:19.000 --> 02:25:25.000
like, meet you inside?  We'll just walk together.  I said okay.  So he walked around with me and we went to the side and we

02:25:25.000 --> 02:25:32.000
went up this giant ramp and he was the local time he's like what the hell is happening right now?  This is how you have been

02:25:32.000 --> 02:25:41.000
coming to work every day?  This is where you're going?  How is this possible?  I said it's fine.  I'm getting by.  I'm fine.

02:25:41.000 --> 02:25:48.000
I can get in and all I want to do is have this job and get in this building.  And I like to think Jason is just a good human

02:25:48.000 --> 02:25:59.000
being but I also like to think I brought a lot to that show.  I mean I did all the medical prep, all the production for them.

02:25:59.000 --> 02:26:05.000
I was doing a lot on that show as a producer as well as a writer on top of my writing duties.  And I think Jason really valued

02:26:05.000 --> 02:26:13.000
both parts of that.  Valued me as a person and as a friend and valued what I brought to that show.  I show up a week later,

02:26:13.000 --> 02:26:23.000
the whole production office is moved to the other building on university lot that doesn't have an elevator I park my car and

02:26:23.000 --> 02:26:31.000
now treated like the CEO of like NBC.  I park my car, boom, I go in and I'm right in there.  I'll tell you something,

02:26:31.000 --> 02:26:41.000
everybody, everybody who came to that office was like, this is so much better than those stairs we have been going up.

02:26:41.000 --> 02:26:49.000
Everybody in that office had a reason why they liked it better.  It was a newer building, there was a guy with knee pain who

02:26:49.000 --> 02:26:57.000
didn't have to go up the stairs every day.  It wasn't just me.  And in the shorter everyone in that office preferred that

02:26:57.000 --> 02:27:06.000
space.  So it was a win fer everybody.  A win for me and everybody.  But again, that is the kind of partnerships that I've

02:27:06.000 --> 02:27:14.000
tried to foster over the years.  I did that at UBC when I was going to medical school.  I did it as a screen writer in

02:27:14.000 --> 02:27:21.000
Hollywood.  I did it when I had my moving company.  I've always tried to work with people and partner with people to say,

02:27:21.000 --> 02:27:24.000
let's make this better for not just me but for the people who -- the untapped potential out there of people with disabilities

02:27:24.000 --> 02:27:34.000
and also for everybody.  We all win.

02:27:34.000 --> 02:27:42.000
>> Terrance: That's right.  Exactly.  I would be one of those people like thank you.  This is so much better.  So we are

02:27:42.000 --> 02:27:54.000
getting so much stuff in the chat, David.  This is life changing stuff.  This is touching.  I got people that are looking --

02:27:54.000 --> 02:28:01.000
they are going to be looking for information on how to audition for the good doctor.  So we are right at time, so

02:28:01.000 --> 02:28:07.000
unfortunately, our talk is over today.  I feel like we could be talking about this topic forever and especially your stories

02:28:07.000 --> 02:28:16.000
are and what you're sharing are like real-life things and I agree with what I'm seeing in the chat.  To hear your stories and

02:28:16.000 --> 02:28:25.000
know this is your life experiences and the impact that it had is just powerful.  So I want to thank you for sharing your

02:28:25.000 --> 02:28:32.000
stories, your thoughts with us and I'm sure the audience would like to equally thank you for sharing your perspective and your

02:28:32.000 --> 02:28:35.000
story with us as well.  So thank you very much, David and I think at that point, I see Nadine popping up so I'm going to fass

02:28:35.000 --> 02:28:37.000
to Nadine.

02:28:37.000 --> 02:28:38.000
>> Nadine: David!

02:28:38.000 --> 02:28:49.000
>> David: Thank you!

02:28:49.000 --> 02:28:57.000
>> Nadine: I'm a raging fan, personally, Professorally, I could listen to you 7 days a week, 24-7.  And I have to echo what

02:28:57.000 --> 02:29:02.000
everyone said.  We had more comments like wow!  Life changing.  People said that they never watch T.V. and they will now.

02:29:02.000 --> 02:29:06.000
Everybody is virtually clapping so I just want you to know that.  And so thank you.

02:29:06.000 --> 02:29:16.000
>> David: Tell them to make sure if they watch T.V. it's the good doctor.

02:29:16.000 --> 02:29:24.000
>> Nadine: Exactly.  So I wanted to thank you once again.  David, I don't know if -- our theme this year is yes, we can.  You

02:29:24.000 --> 02:29:29.000
represent that theme better than anyone I know.  So thank you so much.  Terrance thank you for your sponsorship, for leading

02:29:29.000 --> 02:29:36.000
this conversation and I'm going to turn it back to Ivette.

02:29:36.000 --> 02:29:44.000
>> Ivette: Thank you, Terrance, that was amazing.  Thank you very much again.  And now the favorite time of the day, it's the

02:29:44.000 --> 02:29:44.000
lunch break.  We'll be back at 1:45 p.m. eastern.  Please check your local times and have a wonderful lunch.  See you soon.

02:29:44.000 --> 02:29:47.000
[ Break ]

02:35:35.000 --> 02:35:43.000
>> Ivette: Hope you had a wonderful lunch and those bellies are full.  Before we start, as a reminder, check out the resources

02:35:43.000 --> 02:35:50.000
area of our Conference Center for presentations and other materials, including our event evaluation form.  This helps us,

02:35:50.000 --> 02:36:01.000
Springboard, improve the event and we appreciate the feedback.  Visit and pick that up and submit.  Thank you very much.  So

02:36:01.000 --> 02:36:11.000
now we are on to the digital usability session and to the stage are two Panelists, first Senior Consultant for Beckley

02:36:11.000 --> 02:36:21.000
University User Experience Center, Peter McNally and Managing Director, litigation at Disability Rights Advocates, Stuart

02:36:21.000 --> 02:36:34.000
Seaborn.  Welcome!  I have you both on.  I leave it in your hands.

02:36:34.000 --> 02:36:41.000
>> Peter: Thank you.  I'm going to share and we should see some slides.  Hopefully this will work.

02:36:41.000 --> 02:36:52.000
>> Stuart: You can see Pete is the tech side and I'm the attorney in the group.  Can't even do something like sharing slides.

02:36:52.000 --> 02:37:04.000
Appreciate you taking this on

02:37:04.000 --> 02:37:18.000
>> PETE: If anyone has any issues with any of the technology, just let us know.  Thank you again.  So Stuart and I will be

02:37:18.000 --> 02:37:29.000
talking about digital usability.  First off, an however view of what we were talking about today and why we are talking about

02:37:29.000 --> 02:37:38.000
it.  So you probably all have heard of the term, accessibility and that is very important, especially when we think about

02:37:38.000 --> 02:37:45.000
digital access, technology, websites, et cetera.  But we want to call out usability also and I'll explain what the difference

02:37:45.000 --> 02:37:53.000
is and how they are related.  So accessibility is important but usability is critical.  So this session will address both the

02:37:53.000 --> 02:38:03.000
legal and the practical issues when it comes to ensuring your candidates, employees and customers can successfully engage with

02:38:03.000 --> 02:38:03.000
you and your business no matter their disability.  So just a little bit of bio.  Stuart do you want to talk about yourself

02:38:03.000 --> 02:38:10.000
is.

02:38:10.000 --> 02:38:21.000
>> Stuart: It's probably not typical to have an attorney particularly, litigator, involved in this kind of presentation.  I'm

02:38:21.000 --> 02:38:30.000
really here to talk about the legal ramifications of usability when it comes to digital access, things like on line access and

02:38:30.000 --> 02:38:37.000
web access.  We are a national non-profit legal center mostly doing systemic litigation and class-action.  We represent groups

02:38:37.000 --> 02:38:49.000
of people with disabilities, groups include sometimes the American council of the blind, independent living centers across the

02:38:49.000 --> 02:38:56.000
country, mostly systemic work.  We don't do suits involving small business.  I'm very pleased to be speaking to a group like

02:38:56.000 --> 02:39:03.000
this and involved in something where I'm not being brought in where there is a complaint, where one of our client groups has

02:39:03.000 --> 02:39:10.000
Your Honor usability that they are really happening after the fact.  And after the design has been Vetted and tested and so

02:39:10.000 --> 02:39:20.000
on.  Oftentimes after the fact, as you know, it can result in something more costly and attorneys like myself, get brought in

02:39:20.000 --> 02:39:26.000
and there is litigation.  So I'm very impressed and pleased that there is this group of folks who are looking at things

02:39:26.000 --> 02:39:33.000
affirmatively at the design stage and have been pleased to work with Pete and some of these discussions even beforehand to

02:39:33.000 --> 02:39:42.000
talk about usability and being proactive on usability.  I also wanted to mention a personal note on accessibility.  I have

02:39:42.000 --> 02:39:50.000
been doing this work for 20 plus years even before I went to law school just answering the phones at Disability Rights

02:39:50.000 --> 02:39:57.000
Advocates, and I was brought in partially because I was so intrigued by a very new statute called the Americans with

02:39:57.000 --> 02:40:05.000
Disabilities Act and the burgeoning movement that came out of the Civil Rights Movement around Disability Rights.  Since then,

02:40:05.000 --> 02:40:13.000
as I have grown older, I had disability impact my life, my family, and it is something that I realized that could impact any

02:40:13.000 --> 02:40:22.000
of us at any point.  So it's not when folks are doing accessibility and usability work, it's not focused on a limited category

02:40:22.000 --> 02:40:30.000
of people or limited community.  It really could impact any of us at any time.  That's how I approach this moving lessor

02:40:30.000 --> 02:40:39.000
moving away from very specific issue by issue barrier by barrier approaches to Universal Design and I have been pleased to

02:40:39.000 --> 02:40:48.000
have had a lot of discussions with Pete around usability because I think that fits into Universal Design and access for all.

02:40:48.000 --> 02:40:57.000
>> Peter: Thank you.  A little bit about myself.  This is Peter McNally.  I'm a consultant at the user experience center at

02:40:57.000 --> 02:41:09.000
Bentley University in the Boston area.  I have been in the field for over 20 years doing consulting with clients around user

02:41:09.000 --> 02:41:21.000
experience or usability.  And we are working with all kinds of clients, Financial Services, health care, technology.  I have

02:41:21.000 --> 02:41:31.000
also done some work with Nadine at Springboard around custommability over the last few years.  So it's really good to see and

02:41:31.000 --> 02:41:44.000
we'll talk about this around user experience, but I feel a lot of people are becoming more aware of the disability and the

02:41:44.000 --> 02:41:52.000
importance of inclusive Universal Design.  We'll talk more about that.  So kind of before we move on too far, just I want to

02:41:52.000 --> 02:41:59.000
set on the definitions.  So when I think of accessibility, I think about giving people with disabilities the ability to use

02:41:59.000 --> 02:42:09.000
technology.  Pretty basic but to the point.  We want to give everyone the ability to access products and services.  Then I

02:42:09.000 --> 02:42:17.000
would say this is really a first step of a good experience.  It's not the only step but it's the first, I would say,

02:42:17.000 --> 02:42:29.000
foundation of a good experience.  So how is this done?  So you probably heard some of these terms maybe in other sessions

02:42:29.000 --> 02:42:37.000
today and you'll hear about them a little bit in this session.  So WCAG2 is the current version and coming out with Version 3

02:42:37.000 --> 02:42:48.000
as a draft.  And then section 508 are standards and guidelines that the industry uses both government and commercial to make

02:42:48.000 --> 02:42:57.000
sure that digital products are accessible.  So moving on with definitions.  Usability is a measure of how easy or difficult a

02:42:57.000 --> 02:43:09.000
product or digital product, but any product for that matter, so for example website, Mobile App or a kiosk is to use.  That's

02:43:09.000 --> 02:43:20.000
really a quality of how typically it's how difficult it is to use.  And then, over the last 10 years, the term user experience

02:43:20.000 --> 02:43:30.000
or UX is in some ways eclipsed usability.  User experience is looking at every aspect of the user's interaction with a product

02:43:30.000 --> 02:43:40.000
or service.  Or even the company that makes up the user's perception of the whole part.  So then we talk about UX design, that

02:43:40.000 --> 02:43:50.000
is really concerned with all of the elements that together make up the product, the user interface.  So that would include the

02:43:50.000 --> 02:44:00.000
layout, digital design, text, brand, sound, in this case as we move into products like Alexa and Siri, for example.

02:44:00.000 --> 02:44:08.000
Interaction, you you name it.  Anything that a human deals with is really part of the UX.  So and this really works to

02:44:08.000 --> 02:44:16.000
coordinate these elements to allow for the best possible interaction by users.  So I want to hand it off to Stuart and Stuart

02:44:16.000 --> 02:44:24.000
will talk about the legal history over the last year or few years.  When you're ready, I'll advance the slides.

02:44:24.000 --> 02:44:32.000
>> Stuart: Sure, go to the next slide and actually I'm going to go deeper to 1990.  We get a lot of questions whether it is in

02:44:32.000 --> 02:44:43.000
the context of working with companies that are working on solutions after the fact when there is a settlement or even from our

02:44:43.000 --> 02:44:52.000
clients, about requirements for accessibility under the ADA and even getting usability what that all means.  And I think it's

02:44:52.000 --> 02:44:59.000
helpful to give some context of the history and we are left with a little bit of a mess in terms of coverage and a lack of

02:44:59.000 --> 02:45:08.000
binding or enforceable standards today.  But it's helpful to understand how we got to where we are today and I'm going give a

02:45:08.000 --> 02:45:16.000
spoiler alert.  My position when I worked with advocates and when I'm advocating on behalf of my clients but also in talking

02:45:16.000 --> 02:45:23.000
to companies who want to make sure that they avoid litigation, in addition to doing the right thing, is that usability is

02:45:23.000 --> 02:45:31.000
actually a requirement.  You have to piece the law together to get there but that is my recommendation based on how this is

02:45:31.000 --> 02:45:43.000
all evolved.  So I'm going give that away right off the bat but I want to walk through a little bit of the history.  A lot of

02:45:43.000 --> 02:45:51.000
you may know this but it's worth having in the context.  So the ADA was passed in 1990.  No seek relate there was no web or

02:45:51.000 --> 02:46:02.000
App-based technology.  The on line commerce and digital commerce that we take for granted today didn't exist.  What you have

02:46:02.000 --> 02:46:09.000
got is what is written in the statute and the main kind of branch of the ADA that applies to private business is Title III,

02:46:09.000 --> 02:46:18.000
which the term they use, it's at the end of that second bullet, in terms of what is covered is any place of public

02:46:18.000 --> 02:46:27.000
accommodation.  But the problem is that much of the business we look at today just didn't exist at that time.  Place of public

02:46:27.000 --> 02:46:35.000
accommodation is literally a private entity that opens its doors to the public; but when those in Congress and when the law

02:46:35.000 --> 02:46:43.000
was written, there is a list of categories of businesses, that the ADA describes as covered entities but of course you're not

02:46:43.000 --> 02:46:52.000
going to find businesses like Amazon.com on that list because they didn't exist.  So what we are left with is advocates

02:46:52.000 --> 02:47:01.000
trying to make the type of entity we are dealing with today that is usually a digital business, make it fit within one of

02:47:01.000 --> 02:47:10.000
those categories.  They have categories of brick-and-mortar, physical places, such as stores, restaurants, museums, service

02:47:10.000 --> 02:47:19.000
establishments.  And the other thing the ADA did that could eventually be helpful but hasn't necessarily yet, is task the

02:47:19.000 --> 02:47:28.000
Justice Department with issuing regulations interpreting the law and in some cases to interpret to require standards and

02:47:28.000 --> 02:47:36.000
provide guidance.  Some of you probably already know this, we are still waiting over 20 years into the advent or 20 plus years

02:47:36.000 --> 02:47:46.000
of on line comers and there are no standards yet from the Justice Department.  So maybe if we could go to the next slide.

02:47:46.000 --> 02:47:53.000
That is really left us with a mixed bag response in terms of what the courts do.  And because the statute isn't specific and

02:47:53.000 --> 02:48:02.000
because the Justice Department hasn't acted, it has been left to the courts for the most part in terms of interpretation.  I

02:48:02.000 --> 02:48:13.000
want to take folks back to 2007, we are looking at 14 years ago but it's in the world of litigation.  It's still a fairly

02:48:13.000 --> 02:48:22.000
recent case that national federation of lion's versus target.  That was ground baking because it was the first time the courts

02:48:22.000 --> 02:48:31.000
really determined that on line business, on line commerce could be covered by the accessibility mandate of the ADA even

02:48:31.000 --> 02:48:42.000
without specific language in the statute.  And since then, last 13-14 years, there-a ton of settlement agreements, a lot of

02:48:42.000 --> 02:48:52.000
cases filed some decisions.  I mentioned some Netflix has settled to some of its services accessible.  Some on line-only

02:48:52.000 --> 02:49:02.000
businesses such as hotels.com, Harvard and MIT, after being sued entered a settlement agreement to make their on line courses

02:49:02.000 --> 02:49:10.000
accessible.  And then I mentioned the last one there was an on line book depository which had no Brooke and mortar presence

02:49:10.000 --> 02:49:19.000
whatsoever and that has been helpful to us as we move away from physical structures being required in terms of doing business

02:49:19.000 --> 02:49:30.000
in this country.  It's been helpful to point to those cases.  Now we can go to the next slide.  What we are left with and for

02:49:30.000 --> 02:49:41.000
my clients in particular, it's kind of a mess is that oftentimes whether the coverage applies to your on line-only business or

02:49:41.000 --> 02:49:48.000
on line commerce whether it is web or App-based commerce, it depends on where your client lives.  And so if you look at the

02:49:48.000 --> 02:49:59.000
northeast, that case was you got the first and second circuits, they generally don't seem to care whether there is a

02:49:59.000 --> 02:50:08.000
brick-and-mortar presence or  not.  That's that's where the Netflix and scrib case was and so there is generally a view

02:50:08.000 --> 02:50:17.000
that you can require at least some form of access under the general accessibility requirements.  On the flip side, if you move

02:50:17.000 --> 02:50:28.000
towards other parts of the country like the south or the Southwest and Texas, 11th and 5th circuits, you have a narrow

02:50:28.000 --> 02:50:38.000
view of coverage of the ADA.  Some of you may be aware a recent decision made the news in the WinnDixie case and in 2021,

02:50:38.000 --> 02:50:49.000
circuit court found the WinnDixie's website wasn't covered.  So that is a situation of multiple or two bowls in terms of what

02:50:49.000 --> 02:50:57.000
is covered and what is not.  On the West Coast, part of the 9th circuit and the 9th circuitet taken a hybrid approach

02:50:57.000 --> 02:51:05.000
that has been applied in multitell cases, including the target case.  That is looking at whether there is a nexus or direct

02:51:05.000 --> 02:51:17.000
connection between whatever the technology at issue is and the case of target, it was target's website and a brick-and-mortar

02:51:17.000 --> 02:51:29.000
presence.  So folks could peruse, browse the target website to buy goods or at least browse goods that are the same goods sold

02:51:29.000 --> 02:51:38.000
in target stores and a nexus.  That is still the case in the 9th circuit.  Next slide.  So companies often and folks ask

02:51:38.000 --> 02:51:47.000
me, what does that mean for me with this mixed bag of case law and a lack of real action from the regulators at the federal

02:51:47.000 --> 02:51:56.000
level that could do something about it?  What am I supposed to do as a company?  Clients ask what do I ask for when I'm

02:51:56.000 --> 02:52:06.000
working with companies?  And I come back to the same position I started with and there are many reasons why I company would

02:52:06.000 --> 02:52:13.000
want to make its technology accessible at least to outside of doing the right thing, to avoid litigation.  And that includes

02:52:13.000 --> 02:52:19.000
usability.  That Pete will describe.  One of the things that Pete mentioned was section 508 of the Rehab Act.  If you're a

02:52:19.000 --> 02:52:29.000
company that does business with the Federal Government or you work on government contracts, utilize federal funds, you're

02:52:29.000 --> 02:52:35.000
still going to have to comply with the accessibility requirements of 508.  States irrespective of the ADA, state laws more

02:52:35.000 --> 02:52:43.000
protective of the rights of people with disabilities to Accessible Technology.  If you think states like Massachusetts and

02:52:43.000 --> 02:52:52.000
California.  California has a requirement in section 508.  If you're doing business with the state or using state funds, you

02:52:52.000 --> 02:52:59.000
have got to comply with some minimal accessibility requirements.  Apart from that, the courts in California and a few other

02:52:59.000 --> 02:53:06.000
states interpreted the state law, so not the ADA, which is federal law, but the state law, to not necessarily require a

02:53:06.000 --> 02:53:14.000
physical presence or a brick-and-mortar presence.  So if you're doing business in California or California or Massachusetts,

02:53:14.000 --> 02:53:24.000
it's important to heed the state law as well.  And my recommendation would be many of the companies represented here do

02:53:24.000 --> 02:53:31.000
business in multiple states.  It makes sense to take heed to to focus on things like usability for the end user in advance as

02:53:31.000 --> 02:53:38.000
opposed to waiting for a complaint or getting sued.  And then the other point around multi-national companies.  I know there

02:53:38.000 --> 02:53:47.000
are multi-national companies who are he.  There is increased movements towards enforcement in the European Union and the U.K.

02:53:47.000 --> 02:53:56.000
I am no expert on national law but I have seen examples.  One of them that stands out that we learned about a couple of years

02:53:56.000 --> 02:54:04.000
ago was the regulatory enforcement agency in Norway had required a company that had been found to be out of compliance with

02:54:04.000 --> 02:54:12.000
the accessibility standards there and been on notice that it was out of compliance.  The Government of Norway gave the company

02:54:12.000 --> 02:54:20.000
a certain amount of time to respond and to correct its barriers.  It didn't do that and ended up being fined on a daily basis

02:54:20.000 --> 02:54:26.000
in the equivalent of thousands of dollars.  For all these reasons, it points towards even if the Justice Department has been

02:54:26.000 --> 02:54:35.000
slow to act and we're hopeful they may act in the next four years but if it's been slow to act, there are other reasons why

02:54:35.000 --> 02:54:45.000
usability is something to take heed of and the kinds of techniques Pete is discussing are important to do affirmatively.  I

02:54:45.000 --> 02:54:56.000
want to make a couple more points on legal history on the next slide as well.  The other thing that is just a fact of life,

02:54:56.000 --> 02:55:05.000
more prominent in my life because I'm a litigator.  It is just where we are with the ADA and access litigation.  Litigation

02:55:05.000 --> 02:55:10.000
has been booming.  If you look at 2020, the year of the pandemic, still more than 10,000 lawsuits under Title III, which

02:55:10.000 --> 02:55:20.000
applies to private business.  Many of those and increasing number of those involve access to technology.  That is still the

02:55:20.000 --> 02:55:27.000
case.  The numbers are still going up in 2021.  There is also just the headache of litigation and PR problems, paying

02:55:27.000 --> 02:55:34.000
attorney's fees to your lawyers and the other side.  So I'm happy as I said, to be talking to folks in this group who are

02:55:34.000 --> 02:55:45.000
wanting to do things long before litigation gets into the picture but what we advise both companies and our clients is that

02:55:45.000 --> 02:55:53.000
it's important to take advantage of the existing technologies and what is feasible to avoid litigation.  Next slide.  And then

02:55:53.000 --> 02:56:01.000
the final point I wanted to make and this is a question that comes up quite a bit both from companies we work with when we are

02:56:01.000 --> 02:56:10.000
engaging in settlements or monitoring of settlement agreements but also from our clients.  What standards are required?  We

02:56:10.000 --> 02:56:19.000
are talking today about things like the WCAG standards but in the absence of a particular standard from the Justice

02:56:19.000 --> 02:56:29.000
Department, what do I need to do to make sure I'm in compliance given there is that lack of definitive guidance?  It's not

02:56:29.000 --> 02:56:35.000
like when you enter into business and construct a store.  You have your architectural plans and you work with your contractors

02:56:35.000 --> 02:56:47.000
and architects.  You know from the Justice Department's standards exactly what you need to do with the accessible entrance,

02:56:47.000 --> 02:56:58.000
accessible bathroom and so on.  It's not the case with these requirements under the ADA as it exists.  But I always, since the

02:56:58.000 --> 02:57:05.000
dominoes pizza case came into play a couple of years ago, I point folks to that because the Court and dominoes pizza told the

02:57:05.000 --> 02:57:11.000
public we recognize that there is a lack of standards but that does not mean a judge can't apply general accessibility

02:57:11.000 --> 02:57:23.000
requirements and look to what is out there in the industry.  So there might not be binding standards but it's okay for a judge

02:57:23.000 --> 02:57:31.000
to look to the WCAG for guidance.  So that is what I advise folks.  It's at this point, although coverage hasn't caught up

02:57:31.000 --> 02:57:38.000
formally with the ADA, courts are looking else where and the kinds of things that Pete will talk about is how to avoid

02:57:38.000 --> 02:57:45.000
liability and avoid litigation.  So Pete, I'll turn it over to you.  I don't want to be necessarily a downer and talking in

02:57:45.000 --> 02:57:53.000
terms of the carrot-and-stick.  Don't want to talk about it too much but I want to emphasize there is in addition to doing the

02:57:53.000 --> 02:58:02.000
right thing and expanding your markets, to this market of people with disabilities, which my interpretation of that is

02:58:02.000 --> 02:58:09.000
it could impact anybody.  There is a stick out there and it's important from a litigation perspective.  If I was advising a

02:58:09.000 --> 02:58:22.000
company, I'd want to advise that company they have to avoid dealing with people like me.

02:58:22.000 --> 02:58:29.000
>> Peter: Thank you, Stuart.  Great overview.  I'm going talk next about the practical issues to think about.  So as Stuart

02:58:29.000 --> 02:58:37.000
mentioned, we -- we want to avoid litigation if possible.  The stick is out there but we don't want to get hit with the stick.

02:58:37.000 --> 02:58:49.000
So what are some practical steps?  I'm going to go over that.  First thing I want to say here is we want to be proactive and

02:58:49.000 --> 02:58:57.000
not reactive.  And what I have on the screen here is a pyramid.  And if anyone is familiar with has love's hierarchy of needs,

02:58:57.000 --> 02:59:13.000
this is based on that.  This is a company which had ray lot of good accessibility information on there.  We have a pyramid

02:59:13.000 --> 02:59:23.000
here and at the bottom which is the lowest level we have guilt and then moving up the suspect Spectrum is punish, require,

02:59:23.000 --> 02:59:34.000
reward, enlighten and inspire.  So what this is saying is, we are going from in some ways, a stick to the carrot in the sense

02:59:34.000 --> 02:59:47.000
that if you don't do things correctly you may be punished because you may get sued.  However, if you really do the right thing

02:59:47.000 --> 03:00:00.000
and really own a great experience for your users, you might be providing inspiration and enlightenment and might not have to

03:00:00.000 --> 03:00:10.000
worry about litigation because everyone just loves your product or service.  So just something to think about.  When you think

03:00:10.000 --> 03:00:17.000
of a disability, you may be thinking about testing.  Typically a lot of companies have a testing in place.  Might be called

03:00:17.000 --> 03:00:37.000
Quality Assurance and part of that may be going through accessibility testing and to make sure that we're covering all the

03:00:37.000 --> 03:00:48.000
requirements.  And that is super important that's good folks to have in your company to do a great job.   I would say it may

03:00:48.000 --> 03:01:01.000
not be good enough.  What you're doing s really just looking at the code and reacting to code that is being developed.  And

03:01:01.000 --> 03:01:12.000
that may have been driven by a poor designed interface or a poorly-designed concept from the get-go.  So, what I would say is,

03:01:12.000 --> 03:01:19.000
our goal should be we want to infuse accessibility across the design process.  So some more practical issues.  So we talked

03:01:19.000 --> 03:01:36.000
about user experience in the beginning.  So I want to spend a little more time talking about that.  So if you work for a

03:01:36.000 --> 03:01:44.000
company, maybe a big company, multinational or even just in the U.S., if you work say in Diversity Inclusion or advocate for

03:01:44.000 --> 03:01:45.000
people with disabilities.  If you don't already know the UX team, I would really recommend you get to know them.  Typically UX

03:01:45.000 --> 03:01:56.000
is broken up in two parts.

03:01:56.000 --> 03:02:04.000
There is UX design, which is the folks who create the design of the product, so this is typically before a code is created so

03:02:04.000 --> 03:02:13.000
typically you may think of the visual design but not just visual.  It could be how people interact with the product.  And then

03:02:13.000 --> 03:02:20.000
there is a group typically called UX research and these folks focus on getting feedback on end users and improving the design.

03:02:20.000 --> 03:02:28.000
Besides how your company is organized, this could be one team if it's a small company.  It could be separate teams or it

03:02:28.000 --> 03:02:38.000
could be multiple teams that are embedded in different product lines.  It depends on your company structure and product

03:02:38.000 --> 03:02:47.000
structure if you build products.  So what I would do when you talk to these folks, ask how does accessibility incorporate into

03:02:47.000 --> 03:02:56.000
the UX?  In my experience a lot of folks who work in UX, they care about the user and they want to design a great experience.

03:02:56.000 --> 03:03:07.000
And however, they may not really know a lot about people with disabilities and it may just be because they just -- no one

03:03:07.000 --> 03:03:13.000
educated them.  So again, if you haven't done that, I would say get to know these folks.  And then if you know customers or

03:03:13.000 --> 03:03:22.000
users with disabilities, introduce them to the team.  I'll talk about this in a few minutes.  There is lots of opportunities

03:03:22.000 --> 03:03:32.000
for folks to get involved and provide feedback on the product that they are involved with.  So I just want to talk about

03:03:32.000 --> 03:03:42.000
design.  So some things to look for just maybe this is new as a concept or maybe you haven't had a chance to work with the UX

03:03:42.000 --> 03:03:53.000
team.  But if you have a website or a product that you're selling digitally, a service, I want to pick out a few things to

03:03:53.000 --> 03:04:04.000
look at, simple things.  First I would start with color.  So really when I talk about color, there are two things to think

03:04:04.000 --> 03:04:13.000
about.  So really one area is color contrast.  So I have two images here.  Our first on the left, this is from a company -- I

03:04:13.000 --> 03:04:24.000
won't mention the name but you probably know this company.  And this is a very common design problem that I see a lot of

03:04:24.000 --> 03:04:35.000
times.  So what we have here is, we have a field you fill out and the there is a go button.  Now the field has the label

03:04:35.000 --> 03:04:43.000
embedded.  That is not it in itself.  But the point is the font of the text it says, enters e-mail address is gray.  And the

03:04:43.000 --> 03:04:52.000
background of the field is white.  Now from a color contrast standpoint, this would reduce a low color contrast and make this

03:04:52.000 --> 03:05:04.000
very hard to see.  So this would be an accessibility violation.  This is something that there is no code involved.  It is

03:05:04.000 --> 03:05:13.000
something you can test by looking at the web page.  The second example is seeing color is the only visual way to communicate.

03:05:13.000 --> 03:05:23.000
So for example, a status change.  So what I have here is, I have two screen shots.  This is from a tool called jabber, which

03:05:23.000 --> 03:05:32.000
is like a text-based communication tool.  What we have on the left here is some names arranged vertically and to the left of

03:05:32.000 --> 03:05:42.000
each name is an icon.  So we have a green circle, a yellow triangle and a red square.  The icon represents the status of the

03:05:42.000 --> 03:05:53.000
user if they are available, if they are idle or away from your desk.  Now the second image on the right of that is showing how

03:05:53.000 --> 03:06:04.000
this could be designed in an accessible way.  So again, this is showing how this would look for someone who is color-blind.

03:06:04.000 --> 03:06:13.000
So what we are showing here is that we have the same screen but this could be similarly how someone with color blindness may

03:06:13.000 --> 03:06:22.000
see it.  So the colors are all washed out and it's very hard to distinguish different icons based on color alone.  However,

03:06:22.000 --> 03:06:31.000
the designer smartly used shape in addition to color to distinguish the icon.  So we have the circle, we have the triangle and

03:06:31.000 --> 03:06:42.000
the square to represent different statuses.  So we don't need color to interpret those.  So that's an example of using two

03:06:42.000 --> 03:06:54.000
visual ways to communicate color and then shape.  So that would be something to really pay attention to.  Next example I want

03:06:54.000 --> 03:07:03.000
to talk about is keyboard access.  So this is very important from a UX standpoint and accessibility standpoint.  So a question

03:07:03.000 --> 03:07:15.000
I would ask for your product or service that is digitally-based.  Can someone who uses a keyboard only, navigate the product?

03:07:15.000 --> 03:07:28.000
So this is an example from cure egg.  An old example I think this being a is being fixed.  What I'm showing here is the

03:07:28.000 --> 03:07:36.000
homepage or a page from the website and then a pop up has appeared presenting a discount to get 20% off.  Now the problem with

03:07:36.000 --> 03:07:45.000
this pop up is that, this pop up only works with a mouse.  So this basically is not accessible for someone using a keyboard.

03:07:45.000 --> 03:07:53.000
Now why a keyboard access is important is because it pretty much is a given that if there is a problem with keyboard access,

03:07:53.000 --> 03:08:02.000
that would probably also mean that someone whose a screen reader, someone who is blind or needs the screen reader for other

03:08:02.000 --> 03:08:15.000
reasons, will not be able to access also because they are very much tied together around accessibility.  So way want to talk

03:08:15.000 --> 03:08:24.000
about a couple more things here that is important is at text.  So this would be for images to make sure that all the images

03:08:24.000 --> 03:08:34.000
have all thive text.  And also heading levels.  So make sure that -- and I'll show you an example what I mean by that.  So

03:08:34.000 --> 03:08:47.000
make sure in your web pages that you're using headings so people who can use a screen reader can navigate.  Let me show you an

03:08:47.000 --> 03:09:00.000
example of that.  So this is an example and we talked about target.  This is an example of a target web page.  What we are

03:09:00.000 --> 03:09:12.000
seeing here is an image.  We see three women on the screenshot wearing different clothing.  And there is -- in the middle of

03:09:12.000 --> 03:09:23.000
the screen there is an image that says, free $10 target gift card.  And I have a tool that will tell me what the headings are.

03:09:23.000 --> 03:09:30.000
Someone who who is using a screen reader that would use the heading to get an overview of the page.  This will be very

03:09:30.000 --> 03:09:42.000
helpful.  So someone who can see can get an overview by looking at the visual structure, someone who is blind and using a

03:09:42.000 --> 03:09:52.000
screen reader can get an overview by looking at the headings.  And typically they start from H1 and gup up or down to H5 or

03:09:52.000 --> 03:10:19.000
H6.  And then below we have some buttons that refer to other options, dresses, tops, bottoms and shoes that have headings next

03:10:19.000 --> 03:10:28.000
to them Shiu.  If someone is navigating the screen, they can get a quick hierarchy of the site structure.  Now how do we

03:10:28.000 --> 03:10:36.000
understand this design is a good design?  We do that through UX research.  This is getting feedback from people.  So what I

03:10:36.000 --> 03:10:44.000
want to -- when you talk to your UX team, you want to make sure that people with disabilities are part of the user research

03:10:44.000 --> 03:10:55.000
process.  So for example, it could be introduce upfront, early in the process to understand needs or requirements.  It could

03:10:55.000 --> 03:11:04.000
be maybe more along marketing approach, more focus groups.  So one thing I would say, we really talked a lot about employee

03:11:04.000 --> 03:11:13.000
Resource Groups.  So make sure that if you have employees with disabilities they could serve as a great resource in this early

03:11:13.000 --> 03:11:26.000
research work around maybe looking at the concepts and seeing what works or what doesn't work.  The other thing I would say

03:11:26.000 --> 03:11:36.000
around UX is ask the team if they do personas.  Personas are a tool in UX design where or research, where you create the

03:11:36.000 --> 03:11:46.000
fictitious users that represent your customer base.  And this has been around for a while.  One thing I would make sure is

03:11:46.000 --> 03:11:50.000
make sure that people with disabilities are included in the personas.  So this is a screenshot of a persona that I got from a

03:11:50.000 --> 03:11:50.000
book called web everyone.  It's by

03:11:50.000 --> 03:12:00.000
[ Inaudible ]

03:12:00.000 --> 03:12:09.000
And the persona here is just a snapshot that a lot more could go with this persona but it shows a picture or a cartoon of

03:12:09.000 --> 03:12:16.000
Emily.  And it says that Emily goes to college and works in a community center, has cerebral Palsy and uses computer for

03:12:16.000 --> 03:12:24.000
communication and uses a scooter for mow billion dollarsy and has minimal use of her hand.  If you went through detail, you'll

03:12:24.000 --> 03:12:34.000
learn about what kind of technology she uses, what some of her preferences are and how she would typically use the product

03:12:34.000 --> 03:12:43.000
you're focusing on and things like that.  That could help the design team as they think about design on the product.  So next

03:12:43.000 --> 03:12:53.000
up I want to make sure that I don't forget about usability testing.  So this is important part of UX research.  So as you

03:12:53.000 --> 03:13:04.000
develop your designs, you want to make sure that you get feedback from users and I would ask our people with disabilities in

03:13:04.000 --> 03:13:13.000
that process.  So in your usability testing, are people with disabilities recruited to come in as users and give feedback on

03:13:13.000 --> 03:13:26.000
the design?  So this is what I should here on the right is a picture of me and a blind user looking at a product or service

03:13:26.000 --> 03:13:31.000
from a company called ebb so.  We did that a few years ago.  -- EBSCO.  We got a lot of good feedback from blind users around

03:13:31.000 --> 03:13:41.000
their products.  So I'm going to hand it off to Stuart who can finish up the rest of the slides.

03:13:41.000 --> 03:13:51.000
>> Stuart: I hate to bring it back to the stick again but the last couple slides Pete mentioning, in terms of incorporating

03:13:51.000 --> 03:13:58.000
users who would use the Accessible Technology, users who have disabilities, into UX research and testing, I wanted to mention

03:13:58.000 --> 03:14:10.000
an anecdote of a case where the litigation has been going on for multiple years.  This is a large public entity that paid a

03:14:10.000 --> 03:14:20.000
vendor a significant amount of money to do accessibility reviews and testing but there wasn't much -- there was a lot of UX

03:14:20.000 --> 03:14:30.000
testing done not on the accessibility side but there wasn't testing done by user groups or people with disabilities so you had

03:14:30.000 --> 03:14:38.000
a lot of checking boxes, things like automated tests.  There were multiple rollouts and iterations over multiple years and

03:14:38.000 --> 03:14:47.000
each time that there was a rollout there would be new issues from client groups we worked with and I remember one situation

03:14:47.000 --> 03:14:56.000
where there was a form that probably takes the sited user in light of good UX testing for sighted users between 5-10 months to

03:14:56.000 --> 03:15:05.000
fill out and our client -- minutes -- our client groups tested gave up after a couple of hours because they were bouncing

03:15:05.000 --> 03:15:14.000
around different pieces of the form that weren't useful and that was something that apparently passed a quality compliance

03:15:14.000 --> 03:15:20.000
review at an automated level.  I encourage folks, case has been in litigation for multiple years.  If the UX piece would have

03:15:20.000 --> 03:15:28.000
included use worse disabilities at the front end, a lot of this could have been avoided.  The public again has good

03:15:28.000 --> 03:15:37.000
intentioning.  I thought the vendor had good intentions but just wasn't applying these UX usability principles when it comes

03:15:37.000 --> 03:15:45.000
to actually working with folks in the disability community who can test and provide feedback.  I also want to mention there

03:15:45.000 --> 03:15:54.000
are teams either on the design team where there are folks who would use Accessible Technology or where the design teams have

03:15:54.000 --> 03:16:02.000
been trained by people with disabilities who use this type of technology.  Our work on the legal side has been much less.

03:16:02.000 --> 03:16:11.000
There have been fewer resources spent on that and things have moved much more quickly.  And so, I just -- it's a plug to do

03:16:11.000 --> 03:16:21.000
this kind of work in advance to do it as your web materials are updated to incorporate this kind of UX testing and this is

03:16:21.000 --> 03:16:28.000
kind of a sad story of I think good intentions at the start.  But the result is multiple years of litigation and hundreds of

03:16:28.000 --> 03:16:37.000
thousands of dollars in bills.

03:16:37.000 --> 03:16:47.000
>> Peter: All right.  So that's all we have.  Thank you very much for your time.  So you see our contact details and I'm

03:16:47.000 --> 03:16:52.000
assuming we can get these slides out to folks and we'll make sure that we'll check everything for accessibility.

03:16:52.000 --> 03:16:55.000
>> Nadine: Pete, this is Nadine, you do have a question in the Q&A section, you want to address that?

03:16:55.000 --> 03:17:09.000
>> Peter: Sure.

03:17:09.000 --> 03:17:16.000
I'll just read the question and I'll see if Stuart and I can answer that.  So, this is from Aaron west.  As it happens I work

03:17:16.000 --> 03:17:28.000
in product management and work closely with UX and would be responsible with ordering accessibility tests.  In my experience,

03:17:28.000 --> 03:17:38.000
UX is focused more on the screens being clean, crisp and intuitive.  But they draw blanks when its and to accessibility.  We

03:17:38.000 --> 03:17:52.000
have to order an accessibility test and that will usually delay us going to market.  Any thoughts on how corporate

03:17:52.000 --> 03:18:04.000
accessibility testing earlier in the UX process?  A great question.  So I would say one thing to think about is before you

03:18:04.000 --> 03:18:10.000
even get a testable product, I think one of the challenges with -- especially with visually impaired users, screen readers, a

03:18:10.000 --> 03:18:19.000
lot of time the pushback is we don't have anything developed yet and that won't work with a screen reader.  But maybe early on

03:18:19.000 --> 03:18:31.000
when you have a content, when you -- when you start having mock ups.  Get some people with disabilities involved and you could

03:18:31.000 --> 03:18:41.000
just kind of more of an interview format, go through the concept, maybe go through some of the flows even just if you don't --

03:18:41.000 --> 03:18:53.000
if it can't be accessed through technology, describe it to them eventually if possible.  -- verbally.  Anything you can do as

03:18:53.000 --> 03:19:04.000
early as possible.  Sometimes it's too little or they want to ship it.  I don't know if that is helpful but especially an

03:19:04.000 --> 03:19:12.000
adjunct environment where you might only have small pieces of a concept, you won't have the whole thing.  So that'sing in I

03:19:12.000 --> 03:19:20.000
would say to look at -- that's something -- and then maybe folks who work at your company, maybe have them on an Advisory

03:19:20.000 --> 03:19:25.000
Board where they can look at designs as they get developed so you don't have the overHead of Having to recruit people

03:19:25.000 --> 03:19:33.000
externally.  Just a thought.  I don't know if you have anything to add there.

03:19:33.000 --> 03:19:40.000
>> Stuart: I don't.  Even in the design process, it's a great question because there are often stages and often we hear from

03:19:40.000 --> 03:19:46.000
folks it is too early on.  But even in the design process.  I know a client we work with that are involved often at the design

03:19:46.000 --> 03:19:55.000
stage and just the brainstorming about how is this going to work, what is this going to look like?  I don't know if it would

03:19:55.000 --> 03:20:02.000
help in the specific situation but it has helped shape including usability going forward.  And I would say like this is

03:20:02.000 --> 03:20:09.000
annotative process.  Design is annotative process.  I'd include usability at each stage.

03:20:09.000 --> 03:20:22.000
>> Peter: I have one more thought for Aaron that I would want to add.  So one thing I have seen a lot of discussion on in the

03:20:22.000 --> 03:20:29.000
UX world is a lot of tools, for example, XD from adobe let's you add in some accessibility characteristics.  So there are

03:20:29.000 --> 03:20:37.000
things like the allot text, heading levels, colors.  Those could be specified in your wiring frames.  You don't have to wait

03:20:37.000 --> 03:20:50.000
forward code.  There are a lot of things that can be done early on that don't have to wait for actual coding as far as UX

03:20:50.000 --> 03:20:56.000
design goes.  It's all about ALT text and there is a lot more than just screen reader access.  So that is something that I

03:20:56.000 --> 03:21:00.000
would throw out there.  Thank you.

03:21:00.000 --> 03:21:09.000
>> Ivette: All right.  Thank you very much, Peter and Stuart.  Just want to make a note that you actually have a few questions

03:21:09.000 --> 03:21:19.000
within the chat area.  So if you would like to take a look at those and maybe answer our attendeeos chat, that would be great.

03:21:19.000 --> 03:21:21.000
Thank you very much!  That was a fantastic and informative session.

03:21:21.000 --> 03:21:30.000
>> Peter: Do you want me to look at those now?

03:21:30.000 --> 03:21:31.000
>> Ivette: As you come off the screen, go ahead and answer them straight on chat and just make sure you include the attendeeos

03:21:31.000 --> 03:21:34.000
your chat.

03:21:34.000 --> 03:21:37.000
>> Peter: So just on the chat.  Okay.

03:21:37.000 --> 03:21:41.000
>> Nadine: Okay please stop your screen there.

03:21:41.000 --> 03:21:49.000
>> Ivette: Thank you, Nadine.

03:21:49.000 --> 03:21:57.000
And now we're on to another informative research session.  So we are bringing to the stage Managing Director as Accenture,

03:21:57.000 --> 03:22:21.000
Laurie Henneborn.  Welcome.

03:22:21.000 --> 03:22:25.000
>> Laurie: Thank you very much.  I'm going to here we go.  Start video.  Can you see me?  I h everyone!

03:22:25.000 --> 03:22:39.000
>> Ivette: I will leave the stage to you.

03:22:39.000 --> 03:22:49.000
>> Laurie: I'm going to share my screen and scroll everybody can see this?  Thank you!  I need to minimize.  So much is

03:22:49.000 --> 03:22:58.000
going on on my screen right now.  So thank you very much.  Ivette, Nadine, really hello, everyone from New York.  We are

03:22:58.000 --> 03:23:07.000
having just a lovely spring weather day.  My name is Laurie Henneborn.  I'm thrilled to be joining you all during this

03:23:07.000 --> 03:23:15.000
incredible event.  I I am a white woman with blonde hair and green eyes and I'm waring a Navy blue top.  I'm Managing Director

03:23:15.000 --> 03:23:26.000
at assenture, a leading global professional services firm and I'm responsible for research and thought Leadership Development

03:23:26.000 --> 03:23:37.000
focused on raising awareness and taking actions pertaining to disability inclusion and equality in the workplace.  To that

03:23:37.000 --> 03:23:46.000
end, I led the research for the study you're going to hear about today.  And also for 2018 study called, getting to equal

03:23:46.000 --> 03:23:55.000
Disability Inclusion advantage, which was a collaborative effort between ack senature, disability unit and the American

03:23:55.000 --> 03:24:02.000
Association of People with disabilities.  This was what some have called the first-ever business case quantifiable business

03:24:02.000 --> 03:24:03.000
case for why it's so important to be including persons with disabilities in the workforce.  I'm on the Board of Directors for

03:24:03.000 --> 03:24:12.000
the AAP.

03:24:12.000 --> 03:24:21.000
And I sit on the Disability Inclusion Leadership Council here at axe senature and I'd say I'm especially passionate about

03:24:21.000 --> 03:24:34.000
coaching and mentoring colleagues with invisible disabilities joined from my own experience as being diagnosed with Multiple

03:24:34.000 --> 03:24:42.000
Sclerosis in 2004.  So, let's take a look at the journey.  It's been so exciting to launch this new study.  It's our major --

03:24:42.000 --> 03:24:54.000
our second major thought Leadership that is focused on Disability Inclusion as I mentioned.  And this time we launched on such

03:24:54.000 --> 03:25:05.000
a global stage.  It's really because of all of the hard work that went into shaping such a robust Inclusion and Diversity

03:25:05.000 --> 03:25:12.000
research program that is sponsored by our own CHRO.  Not to mention of course the partnership with our amazing global IND

03:25:12.000 --> 03:25:24.000
organization.  As you can see here, we have been on quite the journey with this getting to equal program, which traditionally

03:25:24.000 --> 03:25:36.000
has focused on the critical gender equality issue.  The last ye had the opportunity to incorporate several pillars of

03:25:36.000 --> 03:25:47.000
diversity and this was possible due to a truly multi-facetted survey of 30,000 employees from almost 30 countries adopted in

03:25:47.000 --> 03:25:57.000
2019.  And from this robust survey, we have been able to release that core of getting to equal report earlier in 2020 but also

03:25:57.000 --> 03:26:06.000
chapters for the pride season and now with results from 6000 employees and nearly 700 executives with disabilities globally.

03:26:06.000 --> 03:26:15.000
We have this study focused on the role of culture for Disability Inclusion titled, enabling change, which we were lucky.  We

03:26:15.000 --> 03:26:27.000
launched in time for International day of persons with disabilities in December.  And ultimately, I would say that all of this

03:26:27.000 --> 03:26:38.000
powerful contented really aims to confirm our passion, our position on Inclusion and Diversity and its broadest sense while

03:26:38.000 --> 03:26:52.000
delivering or seeking to deliver and understanding of the tangible actions that organizations can take to advance along their

03:26:52.000 --> 03:27:02.000
own journeys.  So lets take a look at the -- we'll take a look at the research findings and then at the highest level and then

03:27:02.000 --> 03:27:12.000
go to the deep taled findings.  So what -- detailed findings.  What is the story line that emerged?  So persons with

03:27:12.000 --> 03:27:21.000
disabilities represent about 15%, one billion of the world's population.  But their participation in the workforce is

03:27:21.000 --> 03:27:29.000
disproportionately low.  It's estimated that across the world, close to 80% of persons with disabilities are not employed.  In

03:27:29.000 --> 03:27:37.000
most Developed Countries, the official unemployment rate for persons with disabilities of working age is at least twice that

03:27:37.000 --> 03:27:45.000
of those who have no disability.  What about those of us who are in the workforce?  Are we as a community confident in our

03:27:45.000 --> 03:27:57.000
roles and in the contributions that we are making?  Are we feeling supported?  Are we thriving and as the culture of the

03:27:57.000 --> 03:28:09.000
organization in this we work enabling a more diverse, inclusive workforce overall?  Our research suggests organizations are at

03:28:09.000 --> 03:28:19.000
risk of seeing wasted talent among this community of aspirational employees who want to and do love their jobs.  We love them.

03:28:19.000 --> 03:28:27.000
We are more likely by 1 1/2 times or just over 60% more likely to feel excluded in the workforce and lack a sense of

03:28:27.000 --> 03:28:38.000
achievement, a sense of confidence in terms of the contributions that we're making.  All such important criteria for an

03:28:38.000 --> 03:28:48.000
individual to be and to feel engaged and change is needed.  But our research reveals that achieving real meaningful change is

03:28:48.000 --> 03:28:59.000
hampered by two things, first is the lack of transparency and trust.  Where we have strong evidence that a vast majority of

03:28:59.000 --> 03:29:08.000
employees and leaders alike, 77 and 81% respectively, are not not disclosing their disabilities at work.  And second, which is

03:29:08.000 --> 03:29:18.000
here but it's not highlighted here, but is discussed in the report, is the lack of urgency to change, which is likely driven

03:29:18.000 --> 03:29:30.000
by the gap you will see and how supportive the leaders believe their culture is versus what the employees actually experience.

03:29:30.000 --> 03:29:40.000
In fact, a mere 20% of the employees with disabilities that we surveyed feel their organization is fully committed to

03:29:40.000 --> 03:29:51.000
supporting them.  What we conclude is that culture is the key that will unlock the door to the thriving disability workforce

03:29:51.000 --> 03:30:03.000
and to growth for the organizations that get this right.  In fact, we found that a 50% boost to engagement is possible if the

03:30:03.000 --> 03:30:12.000
culture is as equal and inclusive as the top 10% in our sample.  So what's the correlation of all of this to financial

03:30:12.000 --> 03:30:22.000
outcomes?  For the companies who get it right?  We were able to unEarth this by focusing on the organizations that identified

03:30:22.000 --> 03:30:35.000
and actively focused on helping employees with disabilities to thrive.  The result was that these organizations and it works

03:30:35.000 --> 03:30:45.000
out to about 253 of our samples, so about 15% of all of the companies represented in our sample, their growing sales and

03:30:45.000 --> 03:31:01.000
profits faster than their peers by nearly 3 times and 4 times respectively.  And then our thought Leadership concludes with

03:31:01.000 --> 03:31:11.000
eight actions that executives can take today to raise that engagement among their employees with disabilities.  Let's dig into

03:31:11.000 --> 03:31:20.000
the findings.  And of course, with anything like this its first so important to ground that research in the scale of

03:31:20.000 --> 03:31:33.000
disability and how employment is trending around the world.  And I shared some of those stats just now.  But it's important

03:31:33.000 --> 03:31:43.000
not to forget, 80%, roughly 80% of disabilities emerge when people are working age.  Like myself.  It means any of us could

03:31:43.000 --> 03:31:52.000
acquire a disability at any time.  So this is not a mattered of them versus us it's a matter of all of us.  This is not a

03:31:52.000 --> 03:32:04.000
niche issue.  And we know, and I shared the numbers about participation in the workforce that it is in fact disproportionately

03:32:04.000 --> 03:32:14.000
low.  And COVID-19 has exacerbated this employment gap while the pandemic has shown us that remote working and reasonable

03:32:14.000 --> 03:32:24.000
accommodations at scale are possible, that hasn't been the case for persons with disabilities whose economic and employment

03:32:24.000 --> 03:32:37.000
prospects have worsened.  Our COVID-19 impact survey which included roughly 2000 persons with disabilities in seven countries

03:32:37.000 --> 03:32:50.000
found that the proportion of employees with disabilities confident in their job or their income security, fell from 73% to 40%

03:32:50.000 --> 03:32:58.000
in the six months prior to August 2020.   So, persons with disabilities are less likely to be in paid employment than their

03:32:58.000 --> 03:33:11.000
peers.  What of those who do make it into employment?  Well, the harsh reality is that they are less likely to thrive than

03:33:11.000 --> 03:33:24.000
their peer when is they get there.  We found from our sufhave a, and you'll see that here in the top -- survey -- top Purple

03:33:24.000 --> 03:33:33.000
bars is that in the workplace compared with the angel, and by included, we mean they feel like a key component of their team

03:33:33.000 --> 03:33:44.000
with real influence over decisions.  And theyure 60% more likely to feel excluded and you'll see this in those lighter blocks

03:33:44.000 --> 03:33:56.000
at the foot of the chart.  And by excluded we mean ignored or feeling like they have no voice in their team.  So the bottom

03:33:56.000 --> 03:34:09.000
line here is employees with disabilities are less likely to feel included, more likely to feel excluded.  And the next

03:34:09.000 --> 03:34:18.000
question is, why do employees with disabilities feel excluded and we uncovered there is a lack of transparency and trust in

03:34:18.000 --> 03:34:27.000
workplaces.  This says that employees don't feel safe opening up about the disabilities that they have.  From employee

03:34:27.000 --> 03:34:39.000
introducing we conducted around the globe, we found there are fierce around things like retaliation, slower progression, less

03:34:39.000 --> 03:34:48.000
meaningful roles.  What we find from the survey is some of the challenges or barriers that they say is important for them to

03:34:48.000 --> 03:34:58.000
have the freedom to be the same person at work as they are at home.  Now if you shift to the chart on the right-hand side at

03:34:58.000 --> 03:35:11.000
the top of the bar labeled employees, you see that just 24% of employees with disabilities are fully open with their

03:35:11.000 --> 03:35:20.000
colleagues about their disability.  I was one of them.  I kept my MS a secret for almost 14 years so there is a clash here.

03:35:20.000 --> 03:35:33.000
If you want to be the same person at work then surely you should be able to bring your whole self to work and to tell others

03:35:33.000 --> 03:35:40.000
about who you are as an individual, about your lived experience and each yes, about your disability.  And 71% of Eves say

03:35:40.000 --> 03:35:51.000
that -- employees say seeing a senior role model is important for them to thrive.  Now look at the top bar on the left.

03:35:51.000 --> 03:36:01.000
That's the portion of executives who are fully open.  So executives are even less transparent about their disabilities just

03:36:01.000 --> 03:36:17.000
20% fully open, denying employees with disabilities those role models that they want, that would allow them to thrive and feel

03:36:17.000 --> 03:36:26.000
confident in the workforce.  And that point about feeling safe is brought out strongly in this chart.  Across a range of

03:36:26.000 --> 03:36:39.000
indicators, we see leaders overestimating how safe employees feel raising sensitive issues.  For example, 84% of executives

03:36:39.000 --> 03:36:49.000
believe their employees feel safe being open about a physical disability.  And this drops 65% of the employees agreeing.  And

03:36:49.000 --> 03:36:58.000
you'll see a similar pattern emerging down the chart about having mental health challenges, about being open regarding a

03:36:58.000 --> 03:37:06.000
neurological condition.  There is a big perception and reality gap which leads to this lack of urgency that I mentioned

03:37:06.000 --> 03:37:19.000
earlier.  Why should executives or why would executives change if they believe that the organization is doing a good job for

03:37:19.000 --> 03:37:30.000
their employees with disabilities?  And here we are again with some of these perception gaps presented on this slide.  So

03:37:30.000 --> 03:37:37.000
through our survey, we asked executives and employees about whether they feel their workplace -- or the workplace that they

03:37:37.000 --> 03:37:40.000
operate en able employees --

03:37:40.000 --> 03:37:45.000
[ Lost audio ]

03:37:45.000 --> 03:37:57.000
>> Ivette: Lauren, we lost audio and video.  If you can hear me.

03:37:57.000 --> 03:38:10.000
Ladies and gentlemen loose give her a few minutes and see if she reconnects.

03:38:10.000 --> 03:38:39.000
I see your chat.  She was deep in the data.

03:38:39.000 --> 03:38:47.000
>> Nadine: While we are waiting for Lauren to rejoin us, I know there has been some chats and questions that perhaps have not

03:38:47.000 --> 03:38:57.000
gone answered for any of the topics up until now and I'm wondering if there is knack on top of someone's mind that I can

03:38:57.000 --> 03:39:09.000
answer as we are going forward?  And I'll start by saying some of the comments that have come in specifically to me throughout

03:39:09.000 --> 03:39:18.000
the morning, has been as folks were listening to this, a little anxiety, I guess I would say, relative to the plans that are

03:39:18.000 --> 03:39:29.000
either in place or are about to be put in place for folks to come back to physical offices.  And that they are looking at what

03:39:29.000 --> 03:39:38.000
they have done thus far and it's giving them pause to say perhaps we need to change even what our plans have been to this

03:39:38.000 --> 03:39:49.000
point.  And I'm happy to come on screen.  But what plans have been to this point for folks.  If you're not already working

03:39:49.000 --> 03:39:57.000
with your HR teams, your facilities teams, I really encourage you, strongly encourage all of you to do so because what is

03:39:57.000 --> 03:40:07.000
happening is some of the plans that are in place for returning to work are not considering some of the most recent changes

03:40:07.000 --> 03:40:20.000
from OSHA, from CDC, and that they are impacting or will impact accessibility at many levels.  So if you have not done that,

03:40:20.000 --> 03:40:35.000
we talked a little about this yesterday during our disability business resorcery source development resource Summit.

03:40:35.000 --> 03:40:44.000
BRG -- you have the ability to get on a team that is looking at returning to work.  And making sure that you are being top of

03:40:44.000 --> 03:40:53.000
mind in terms of how we are including individuals with disabilities.  Because think about it.  When we talk about our

03:40:53.000 --> 03:40:59.000
sanitation hand washing stations, or sanitizing stations, are they at a height that if someone is using a wheelchair or is of

03:40:59.000 --> 03:41:08.000
short stature that they have the ability to use it?  And that's just one example of many that we have been talking about.

03:41:08.000 --> 03:41:16.000
Some of you already heard issues specific to the mask and having the see-through mask or if someone is blind and typically

03:41:16.000 --> 03:41:26.000
people hold on to the back of someone's arm and that may not allow the 6-feet distance.  Again, these are just some of the

03:41:26.000 --> 03:41:34.000
examples.  But as we are seeing changes, I think we just heard was it yesterday, President Biden saying if you're vaccinated

03:41:34.000 --> 03:41:42.000
and you are outside you no longer need to wear a mask.  So we are seeing these things change by the day but also recognizing

03:41:42.000 --> 03:41:53.000
that not everyone in your organization may be vaccinated when you come back to work.  And so what does that mean?  And going

03:41:53.000 --> 03:42:01.000
back to some of Leddi's comments earlier around mental health.  The anxiety levels of individuals relative to what do I do if

03:42:01.000 --> 03:42:12.000
people aren't vaccinated that are sitting around me?  And I am health compromised relative to my disability?  How do I handle

03:42:12.000 --> 03:42:20.000
that?  What do I do with that?  So another piece to bring up is when we're talking about training and talking about bringing

03:42:20.000 --> 03:42:30.000
mental health training, and issues around mental wellness to the workplace, I really implore you to think about these kinds of

03:42:30.000 --> 03:42:38.000
issues that are very unique and very specific to COVID right now.  And whether someone had a disability before they went out,

03:42:38.000 --> 03:42:47.000
whether it was a mental health issue or some other disability or it developed as a result of COVID.  These are very real

03:42:47.000 --> 03:42:56.000
issues.  And I can only tell you at Springboard we are getting multiple calls per day, I would say over the last maybe 4-6

03:42:56.000 --> 03:43:06.000
weeks, about a variety of these topics.  Including by the way, we have done all this mental health training and mental health

03:43:06.000 --> 03:43:13.000
awareness, but we are getting these questions coming up, what do we do?  We talked about resilience when COVID first impacted

03:43:13.000 --> 03:43:22.000
and how do we stay resilient?  I have to tell you that we have to deal with that again as we are coming back into the

03:43:22.000 --> 03:43:32.000
workplace.  Because people are experiencing new levels of anxiety, new fears.  It's impacting or can impact productivity.  So

03:43:32.000 --> 03:43:43.000
just some things to think about.  So there is the day-to-day, the practical issues I want you to consider on top of some of

03:43:43.000 --> 03:43:52.000
these, like I said, OSHA, CDC, regulatory changes.  And I just ask you to ensure someone is on top of this so that as you come

03:43:52.000 --> 03:43:56.000
back you do so successfully.  As I'm about to end, Laurie has rejoined.  Back to you.

03:43:56.000 --> 03:43:59.000
Gist need to unmute.

03:43:59.000 --> 03:44:05.000
>> Ivette: We can see you.  Can we hear you?

03:44:05.000 --> 03:44:08.000
>> Laurie: Can someone please tell me where it dropped?  I'm so sorry.

03:44:08.000 --> 03:44:20.000
>> Ivette: I think you were right here on this particular screen.

03:44:20.000 --> 03:44:25.000
>> Laurie: Okay.  Let me -- I'm so sorry

03:44:25.000 --> 03:44:33.000
>> Ivette: Our audience was specifically engaged.  So it's okay.

03:44:33.000 --> 03:44:41.000
>> Laurie: I'm going to just pick up with this slide and what I had previously shared was the context for what our survey

03:44:41.000 --> 03:44:47.000
tells us about the situation in the workplace, what executives perceive and what employees are experiencing and clearly we

03:44:47.000 --> 03:44:57.000
need to take this further.  We need to unEarth the lessons to be learned from the environments in which employees with

03:44:57.000 --> 03:45:04.000
disabilities are thriving.  So again, we focused on responses from almost 6000 employees with disabilities to assess that

03:45:04.000 --> 03:45:14.000
level of potential, human potential and engagement in the workplace.  And when we talk about human potential what we really

03:45:14.000 --> 03:45:23.000
mean and meant in this study is around two things.  The first is their career.  Are they satisfied in their career?  Are they

03:45:23.000 --> 03:45:31.000
firing for bigger, greater things?  Do they aspire for example to be among Senior Leadership?  That sort of thing.  And the

03:45:31.000 --> 03:45:39.000
second is their sense of confidence and belonging.  Their ability to give up their best to the organization.  Are they

03:45:39.000 --> 03:45:50.000
comfortable raising issues?  Asking questions?  And being open about who they are and what they want to do?  Do they have the

03:45:50.000 --> 03:45:59.000
freedom to innovate?  These sorts of things.  And we took that sense of employee potential and set that against -- this is the

03:45:59.000 --> 03:46:08.000
research geek part.  We wanted to set that against 200 workplace culture factors, mapping one against the other and the idea

03:46:08.000 --> 03:46:19.000
behind this exercise was to say, which factors are characteristics of the workplace culture have a significant and positive

03:46:19.000 --> 03:46:28.000
effect on employee potential?  And what this allowed us to do is identify those factors which positively and significantly

03:46:28.000 --> 03:46:38.000
influence thriving among employees with disabilities.  And once we had those in place, we were able to also identify the

03:46:38.000 --> 03:46:54.000
workplaces at the very top, our top 10% where the key workplace factors were most common and we refer to these as the more

03:46:54.000 --> 03:46:59.000
equal cultures.  And again, this is where I would love at some point to have a drum role.

03:46:59.000 --> 03:47:13.000
- drum roll.

03:47:13.000 --> 03:47:20.000
I'm not having much -- technology is not my friend today!  So these are the eight factors which our model shows have a

03:47:20.000 --> 03:47:31.000
positive and significant impact on the likelihood of an employee with a disability to thrive in the workplace and remember by

03:47:31.000 --> 03:47:43.000
thriving, we mean their career satisfaction, their aspirations and sense of confidence and belonging.  Now, there is no sense

03:47:43.000 --> 03:47:54.000
of causality here.  By putting these factors in place, you absolutely will lead to an employees with disabilities workforce

03:47:54.000 --> 03:48:03.000
that is thriving.  What our model does is it shows the likelihood of these factors being present in an organization where

03:48:03.000 --> 03:48:12.000
these individuals are thriving.  And our study reveals examples of companies which stand out for each of these factors such as

03:48:12.000 --> 03:48:20.000
our own thriving minds program created in partnership with Stanford medicine and thrive global, to focus on better

03:48:20.000 --> 03:48:31.000
understanding the impact of stress and steps that we can all take to build resiliency.  And I personally love the lemon tree

03:48:31.000 --> 03:48:42.000
hotel's example where this hotel chain in India, which has rigorous and comprehensive training program in place for employees

03:48:42.000 --> 03:48:57.000
that raises both understanding and skills and empathy pertaining to a variety of disabilities.  For example, new recruits must

03:48:57.000 --> 03:49:07.000
take an introductory Sign Language class in order to communicate with their non-hearing colleagues and customers.  Now, you

03:49:07.000 --> 03:49:15.000
will have noticed that the eight factors are quite general, not obviously disability specific at face value.  But again, we

03:49:15.000 --> 03:49:26.000
know there is an important layer over the top of these factors to maximize the likelihood of employees with disabilities

03:49:26.000 --> 03:49:36.000
thriving in the workplace and we talked about some of these in our report, Disability Inclusion advantage.  These relate to

03:49:36.000 --> 03:49:45.000
disability -- digital accessibility and other workplace accommodations.  You see a list of our initiatives listed on this

03:49:45.000 --> 03:49:54.000
slide.  What we wanted to achieve with the study was to uncover less obvious factors.  You think about things like

03:49:54.000 --> 03:50:00.000
accessibility and accommodations and such and what we put into place, and you can say, yes, I can see why this makes sense for

03:50:00.000 --> 03:50:08.000
persons with disabilities.  But what else is there?  What are the other things that work for one group and can work for other

03:50:08.000 --> 03:50:17.000
groups?  And this is important, right?  That we pinpoint factors that help everyone because we know from the interviews that

03:50:17.000 --> 03:50:32.000
we have conducted that many employees with disabilities do not want to be singled out for special treatment.  We simply wanted

03:50:32.000 --> 03:50:41.000
to a level playing field so we can thrive at the same level as our peers.  The final piece is around what employees with

03:50:41.000 --> 03:50:51.000
disabilities stand to gain and what do our organizations stand to gain when eight factors are in place.  In terms of the

03:50:51.000 --> 03:50:58.000
employee, we see major differences to employee engagement if we compare the best workplaces with 10% with the eight factors

03:50:58.000 --> 03:51:08.000
with the most common.  And there are big increases in engagement levels.  50% higher in the most disability inclusive

03:51:08.000 --> 03:51:16.000
workplaces comparing top workplaces with those lower down.  And you can see these areas where we break that down into strong

03:51:16.000 --> 03:51:29.000
career satisfactions and higher sense of confidence and belonging.  This is what our model suggests that employees gain in the

03:51:29.000 --> 03:51:36.000
best organizations, those organizations where persons with disabilities are able to thrive.  And what about the commercial

03:51:36.000 --> 03:51:44.000
benefits?  What is the business case as it were?  We know that there are a range of studies that shown that teams are more

03:51:44.000 --> 03:51:52.000
productive and innovative when employees are engaged and we list some of those in the report.  Our survey analysis goes

03:51:52.000 --> 03:52:12.000
further to show that companies led by executives who are focused on disability engagement, again in that top 10%, are growing

03:52:12.000 --> 03:52:22.000
sales by nearly 3 times and profits 4 times faster than their peers.  And I am going to land it there.  You can see here on

03:52:22.000 --> 03:52:30.000
this slide there is a link to the report.  I know that Ivette and Nadine, you posted the report and this presentation.  My

03:52:30.000 --> 03:52:36.000
contact information is here if you want to reach out.  I'm on LinkedIn, Twitter as well.  So I'm available for any questions

03:52:36.000 --> 03:52:48.000
because I know our blip probably pushed me past my 30 minutes.

03:52:48.000 --> 03:52:51.000
>> Ivette: You are just over by three minutes.  Not bad.  If a question can be answered quickly.  If you could talk about the

03:52:51.000 --> 03:52:53.000
OSHA change.  I think that was about when you fell off.

03:52:53.000 --> 03:52:54.000
>> Nadine: I think that was for me.

03:52:54.000 --> 03:52:57.000
>> Ivette: I'm sorry.

03:52:57.000 --> 03:53:03.000
>> Nadine: We'll address that later.

03:53:03.000 --> 03:53:10.000
>> Laurie: I was going to say, I'll have to get back to you on that one.  Ivette: I just saw it post at that time so I was

03:53:10.000 --> 03:53:12.000
unsure if it was for you or Nadine.  Thank you very much.  That was informative.  Everyone was very engaged in that.  I

03:53:12.000 --> 03:53:13.000
appreciate it.

03:53:13.000 --> 03:53:23.000
>> Laurie: Thank you.

03:53:23.000 --> 03:53:23.000
>> Ivette: So we'll go to a small 15-minute break and we will see you back at 3:15 p.m. eastern.  Please check your local

03:53:23.000 --> 03:53:23.000
time.

03:53:23.000 --> 03:53:53.000
[ Break ]

04:05:01.000 --> 04:05:13.000
>> Ivette: Now to our market place panel.  Lauren Guthrie, welcome.  And the Panelists, Vice President Global Diversity equity

04:05:13.000 --> 04:05:26.000
and inclusion, at Colgate-Palmolive Company, Eugene Kelly and George-Axelle Broussillon Matschinga and Business Development

04:05:26.000 --> 04:05:35.000
Manager at Zappos, Dana Zumbo.  Welcome, everybody!  I see you all.  Do we have sound?  Lauren, I leave it in your hands.

04:05:35.000 --> 04:05:35.000
>> Lauren: You're a phenomenal Host.  I feel guilty taking the floor from you.  But thank you very much.

04:05:35.000 --> 04:05:47.000
[ Laughs ]

04:05:47.000 --> 04:05:55.000
I appreciate it.  Thank you very much for having us today and for all of our participants, I'm really excited to hear from

04:05:55.000 --> 04:06:04.000
these three cooperate leaders being awarded at this year's conference for completing initiatives that focus on serving

04:06:04.000 --> 04:06:13.000
consumers who have a disability or special needs.  I'm Lauren Guthrie the Vice President of Global inclusion diversity equity

04:06:13.000 --> 04:06:21.000
and action at VF Corporation.  And it's my honor to facilitate conversation with our three Panelists who are my peers and

04:06:21.000 --> 04:06:29.000
driving incredible industry-leading initiatives.  So we'll save 10 minutes at the end of the conversation for audience Q&A so

04:06:29.000 --> 04:06:38.000
please don't be shy about typing questions into the Q&A below as we go along.  So with that, we'll get started.  I would love

04:06:38.000 --> 04:06:46.000
to invite our panelists to introduce themselves so if you could tell us your name, your title, a little bit about the work you

04:06:46.000 --> 04:06:52.000
do and what inspired you to step into DEI work?  So Dana we'll start with you.

04:06:52.000 --> 04:07:00.000
>> Dana Zumbo thank you very much to Nadine and the Springboard Consulting team for the opportunity today and thank you for

04:07:00.000 --> 04:07:08.000
moderating our discussion.  I'm Dana Zumbo, born and raised in Pittsburgh, Pennsylvania.  I grew up in mima, Florida and now

04:07:08.000 --> 04:07:17.000
living my best life in Las Vegas, Nevada.  I'm the Business Development Manager are Zappos adaptive, which is a curated

04:07:17.000 --> 04:07:26.000
experience of functional and fashionable products to make it easier for people with disabilities.  I will be celebrating 12

04:07:26.000 --> 04:07:35.000
years at Zappos, which is a leading Customer Service company and innovator in experience commerce.  I have been working in the

04:07:35.000 --> 04:07:44.000
retail for over 30 years, which also afforded me the opportunity to work closely and support people with disabilities.  It's

04:07:44.000 --> 04:07:52.000
always been part of my DNA as long as I can remember from volunteering with many different organizations to coaching and

04:07:52.000 --> 04:08:00.000
teaching recreational classes for people with disabilities.  And you know, being able to take my passion for serving people

04:08:00.000 --> 04:08:09.000
with disabilities along with the knowledge from the retail scope and merge those two things together has been some of the most

04:08:09.000 --> 04:08:16.000
rewarding work that I have ever done.  And now I'm really able to work closely with our brand Partners and people within the

04:08:16.000 --> 04:08:24.000
disability community to help bridge that gap around the need for products that are more accessible for everyone.  And really

04:08:24.000 --> 04:08:33.000
the key component that we always look at is making sure that people with disabilities are included in the conversation from

04:08:33.000 --> 04:08:42.000
the very beginning all the way through the process to help educate us on what the needs are around accessible clothing,

04:08:42.000 --> 04:08:50.000
footwear, and other products.  And Zappos adaptive just celebrated our four-year anniversary yesterday.  We have accomplished

04:08:50.000 --> 04:08:59.000
quite a bit in the last four years but there is so much more work to be done and we are really just excited about the future.

04:08:59.000 --> 04:09:02.000
>> Lauren: Thank you.  I'm really excited to learn more about Zappos adaptive in a little bit.  Thank you for that overview.

04:09:02.000 --> 04:09:06.000
Eugene, you're up next.

04:09:06.000 --> 04:09:06.000
>> Eugene: I'm on the other side of the table now!

04:09:06.000 --> 04:09:19.000
[ Laughs ]

04:09:19.000 --> 04:09:33.000
I'm Eugene Kelly, I am Vice President of Global Diversity equity and inclusion at Colgate-Palmolive Company.  And I've been

04:09:33.000 --> 04:09:46.000
with the organization for approaching 20 years in June.  I have had multiple roles with Colgate, all in HR.  The culmination

04:09:46.000 --> 04:09:56.000
has been this role where kind of a combination of all of the things that I had to work through as a generalist in HR in a

04:09:56.000 --> 04:10:04.000
different problemses of our company.  The one -- the different problemses of our company.  -- businesses -- the common

04:10:04.000 --> 04:10:13.000
denominator that sparked me and made me feel happy was the work I did in the Diversity and Inclusion space.  And that has been

04:10:13.000 --> 04:10:26.000
the case in previous opportunities also so I think that that is one of the things that inspired me.  But the second thing that

04:10:26.000 --> 04:10:35.000
really inspired me and really maybe the first, is kind of where I come from.  And the fact that having elevated to a place in

04:10:35.000 --> 04:10:48.000
a major corporation where I actually have some authority to do something about some of the things that I always worried about

04:10:48.000 --> 04:10:55.000
and always wish were different is really something that inspires me to kind of use my privilege to helptharths don't have that

04:10:55.000 --> 04:11:07.000
privilege.  So, that's what inspires me and hopefully you can feel my energy.

04:11:07.000 --> 04:11:17.000
>> Lauren: Absolutely.  Very well said, thank you.  And a mats mats.

04:11:17.000 --> 04:11:27.000
>> George: Thank you for this opportunity.  Thank you Lauren.  It's a privilege to be on this panel with you.  I'm George

04:11:27.000 --> 04:11:38.000
axle.  I do have a French accent and I have been trying to -- so I'm French and I have been working in the field of Diversity

04:11:38.000 --> 04:11:49.000
and Inclusion for over 15 years so it's been a true passion of mine.  Started my career in France and always I've always been

04:11:49.000 --> 04:11:56.000
involved in advancing people with disabilities.  That's why I have been knowing Nadine for quite sometime and I remember being

04:11:56.000 --> 04:12:07.000
on a Disability Matters Conference in Jacksonville for quite sometime ago to share more about the Best Practices I was doing

04:12:07.000 --> 04:12:19.000
at that time with the team.  Fast forward, I have been here for over a year and privileged to shape their first Diversity and

04:12:19.000 --> 04:12:25.000
Inclusion strategy at Sephora and advancing people with disabilities in the workforce and also providing more access at the

04:12:25.000 --> 04:12:29.000
consumer level.  Something we have been working on timelessly and we know there is still work to do.  So it's a privilege to

04:12:29.000 --> 04:12:36.000
be here today and to share more about this great work.

04:12:36.000 --> 04:12:45.000
>> Lauren: Thank you.  And thank you again to Nadine and Springboard for pulling together this incredible group of leaders.  I

04:12:45.000 --> 04:12:51.000
think you can all hear their passion and commitment for this work.  Eugene to your point, I share this desire to really lean

04:12:51.000 --> 04:13:01.000
into values-driven work every day and feel the impact not only in our organization but more broadly societally as well.  So

04:13:01.000 --> 04:13:10.000
thank you all for the work that you do.  But jumping into our panel conversations, this panel is really intended to spotlight

04:13:10.000 --> 04:13:21.000
the incredible work being done in each one of your organizations.  And would love to give you a moment to talk through your

04:13:21.000 --> 04:13:29.000
award-winning initiatives and maybe spend some time highlighting the consumer insights that have supported your work.  So

04:13:29.000 --> 04:13:38.000
George axle, provide an overview of the programs that Sephora is trying to promote for women with disabilities.

04:13:38.000 --> 04:13:52.000
>> George: Sure.  So first, before speaking about that project, I have to say that we do have a very holistic approach of what

04:13:52.000 --> 04:14:02.000
we can do to foster accessibility and people with disabilities.  And I have to mention one of the great programs that we are

04:14:02.000 --> 04:14:09.000
running right now, which is an accessibility employment program, that is fostering the advancement of people with

04:14:09.000 --> 04:14:20.000
disabilities.  And as we speak about the solution centers, we cannot disconnect from the stories.  So we have been working

04:14:20.000 --> 04:14:31.000
also with the teams to make sure that not only especially in wheelchairs and access to our stores, so we still working

04:14:31.000 --> 04:14:43.000
progress.  We are working to make more of our stores ADA compliant and also we wanted to make sure that consumers could have

04:14:43.000 --> 04:14:56.000
access to some of the great work we are doing with our charity Partners.  So namely Best Buddies and the ARC.  What we have

04:14:56.000 --> 04:15:06.000
been doing is to use our charity works -- I believe some of you are -- shop at Sephora and insider members.  Thank you thank

04:15:06.000 --> 04:15:16.000
you.  So what we do is to offer an opportunity to our clients to use points to support some of the charities we are working

04:15:16.000 --> 04:15:28.000
with.  So of course we know from the company standpoint we donate a lot to those organizations.  But we want to make sure that

04:15:28.000 --> 04:15:39.000
we create a correctively effort and a sense of purpose and commitment around those organizations and coming across from our

04:15:39.000 --> 04:15:49.000
clients.  So our employees can donate to those organizations but this campaign that we have been doing to raise awareness on

04:15:49.000 --> 04:16:00.000
the imperatives on the business imperative that employing people with disabilities and better serving consumers with

04:16:00.000 --> 04:16:15.000
disabilities is driving this effort.  And so not only we use those charity rewards program but also we are utilizing our own

04:16:15.000 --> 04:16:25.000
media platform to organize equity on different topics, including fostering inclusion and accessibility for people with

04:16:25.000 --> 04:16:39.000
disabilities.  So we have been doing that in our Instagram live and been raising funds, sometimes up to the million dollars,

04:16:39.000 --> 04:16:49.000
which is amazing, to support this great work.  So I will be happy to answer any additional questions.  But it's still work in

04:16:49.000 --> 04:16:58.000
progress for sure but we have been trying to leverage those organizations to make sure that as we think about the way we

04:16:58.000 --> 04:17:09.000
develop our stores and also build our clients engagement programs, that those organizations can also shape our efforts.

04:17:09.000 --> 04:17:17.000
>> Lauren: That's amazing.  In chatting with you, I have been so impressed by Sephora's truly holistic nature from consumer to

04:17:17.000 --> 04:17:25.000
associate experience and associate empowerment and the leveraging organizations who are really doing the work on the front

04:17:25.000 --> 04:17:33.000
lines to drive significant change, making sure that you're enabling better reach also.  So it's truly a holistic initiative.

04:17:33.000 --> 04:17:39.000
We also talked a little bit about some of the research that Sephora commissioned.  I think the approach is not only how you as

04:17:39.000 --> 04:17:41.000
an organization can be better but you're also really Championing research on behalf of retail more broadly.  Can you talk a

04:17:41.000 --> 04:17:55.000
little bit about that.

04:17:55.000 --> 04:18:04.000
>> George: Yes, sure.  So all year -- so in January, this year, we published our first national research study on racial bias.

04:18:04.000 --> 04:18:16.000
And it was really key because it was the first time ever that the retailer brought attention to this topic with a collective

04:18:16.000 --> 04:18:28.000
of not only social justice advocate but also other retailers.  So our intent was really to identify where racial bias was

04:18:28.000 --> 04:18:36.000
occurring during the shopping experience.  And also to provide key actions to reduce that.  And of course our intent is to

04:18:36.000 --> 04:18:49.000
foster shopping experiences for shoppers and also to go beyond and also in the next phase what we can do for people with

04:18:49.000 --> 04:18:58.000
disabilities.  One thing we are very proud of, frons at Sephora, is as I said, our accessibility program is 9-week program

04:18:58.000 --> 04:19:08.000
where we get an opportunity to candidates with disability to shop and be coached during nine weeks and then to be fully

04:19:08.000 --> 04:19:21.000
integrated to be offered an opportunity in our distribution centers.  And this works super super well because we saw that for

04:19:21.000 --> 04:19:29.000
instance that 30% of the workforce in our Mississippi Distribution Center is composed of people with disabilities, employees

04:19:29.000 --> 04:19:43.000
with disabilities, who are really true talent, really driving to business there and really driving productivity.  And another

04:19:43.000 --> 04:19:53.000
thing we saw is that if we look at conservessive view of our efforts, employees with disabilities present another 7% in our

04:19:53.000 --> 04:20:02.000
distribution centers also.  And we want to bring this 30% number to each different Distribution Center.  So it is great work

04:20:02.000 --> 04:20:15.000
being done and what is helping us also driving this work and making sure that we replicate that in our offices and in our

04:20:15.000 --> 04:20:25.000
stores in the future as we go because it's still work in progress.  It's about bringing the facts on the table.  When we did

04:20:25.000 --> 04:20:34.000
research for our distribution centers, we saw that we have employees with disabilities that sometimes our productivity was

04:20:34.000 --> 04:20:44.000
much higher than employees who have not disabilities or not self-identified as employees with disabilities.  We would see as

04:20:44.000 --> 04:20:57.000
well lower absenteeism rate, lower turnover rate.  When we took this real data and that to our Leadership people, it really

04:20:57.000 --> 04:21:10.000
made a bigger case around this effort.  Of course we are looking at it from a talent and equity standpoint but bringing also

04:21:10.000 --> 04:21:10.000
the business piece in research-driven approach was really key and is continuing helping us with this effort throughout the

04:21:10.000 --> 04:21:19.000
company.

04:21:19.000 --> 04:21:27.000
>> Lauren: Incredible.  When you mentioned the statistics around productivity and even the percentages you have been able to

04:21:27.000 --> 04:21:33.000
reach, it's incredible this work.  It's so empowering for those associates who are being given the chance to fully lean in and

04:21:33.000 --> 04:21:35.000
they are proving their worth day in and day out.  Pretty incredible program.  Thank you for sharing that.

04:21:35.000 --> 04:21:45.000
>> George: Thank you.

04:21:45.000 --> 04:21:52.000
>> Lauren: Eugene back to you next.  Colgate is being awarded for oral health in dentistry for children adults with special

04:21:52.000 --> 04:21:55.000
needs.  Tell us a little bit more about the programming that Colgate is driving in this space.

04:21:55.000 --> 04:21:55.000
>> Eugene: I'm going to start way back in time.

04:21:55.000 --> 04:22:13.000
[ Laughs ]

04:22:13.000 --> 04:22:26.000
And I'll do it quickly.  A long, long time ago, Nadine and I met and I invited Nadine to come speak at our headquarters about

04:22:26.000 --> 04:22:36.000
such things as to our employees about where to find certain things, certain resources for people who had children with

04:22:36.000 --> 04:22:54.000
disabilities.  And of course that morphed into bigger and better things.  But the major part of the journey around, that I

04:22:54.000 --> 04:23:08.000
feel led to the marketplace for us, was in-house.  It was the formation of or Colgate Abilities Network in 2016.  It was the

04:23:08.000 --> 04:23:23.000
sponsorship of that organization by our Chief Technology Officer who is a self-identified person with a disability.  The

04:23:23.000 --> 04:23:33.000
incredible thing that immediately happened there was she commissioned an Advisory Council that consisted of leaders in the

04:23:33.000 --> 04:23:42.000
company at the Number 1 or Number 2 level in all of the different functions, to have conversations about people with

04:23:42.000 --> 04:23:53.000
disabilities, what we can do from a product stand pointed, what we could do in every one of the functions to assist to make

04:23:53.000 --> 04:24:04.000
life easier and increase productivity and increase hearing and I think very importantly, to impact people outside of the

04:24:04.000 --> 04:24:16.000
Colgate community and in the marketplace.  It didn't seem like it was much of a start but it accelerated very, very quickly

04:24:16.000 --> 04:24:25.000
and ideas just started to come up.  And one of the things that you kind of noticed in a corporate environment is when you have

04:24:25.000 --> 04:24:36.000
these ideas and they are scattered about, you usually have hurdles that are somewhere in the functions.  But if you have the

04:24:36.000 --> 04:24:49.000
Number 1 or Number 2 person in the room, all at once in every function, quick resolution.  And that kind of started some of

04:24:49.000 --> 04:25:04.000
the ideas, some of the innovation and things of that sort.  And in 2017, we had our -- one of our first major foras into

04:25:04.000 --> 04:25:15.000
the marketplace and that's a partnership that we started with Magnus mode.  We created with them a set of cards, five sets of

04:25:15.000 --> 04:25:26.000
cards that instructed with a detection an App, that instructed people with special needs, particularly people with Autism on

04:25:26.000 --> 04:25:37.000
how to brush, how to take care of their mouths properly, how to find resources in terms of just good oral health.  And then we

04:25:37.000 --> 04:25:50.000
took that and partnered with our bright smiles and bright futures program, our Flagship Program intended to reach over two

04:25:50.000 --> 04:25:57.000
billion kids around the world with specific focus on oral care.  And we learned, this is some insight.  We learned that there

04:25:57.000 --> 04:26:09.000
were so many young people around the world, as well as adults but this program focused on young people, that were really

04:26:09.000 --> 04:26:19.000
having a tough time really didn't know what to do, caregivers didn't know how to necessarily solve certain issues around good

04:26:19.000 --> 04:26:32.000
solid oral care for people with special needs.  So a train started and we started to think about all of these things in a much

04:26:32.000 --> 04:26:46.000
more holistic fashion.  Shout out to Maria Ryan, our Chief dental officer who has always been thinking about this type of

04:26:46.000 --> 04:26:57.000
stuff.  And something that I'm super proud of is that in April of last year, we, our company, donated a million dollars to

04:26:57.000 --> 04:27:07.000
specifically support and partner with the University of Pennsylvania, the dental care center there specifically for people

04:27:07.000 --> 04:27:19.000
with special needs, in oral care.  And the center is not open yet.  It's expected to open in the fall.  But this is something

04:27:19.000 --> 04:27:31.000
that is amazing for our employees.  It's amazing for our consumers, but it's very important to Public Health and it's very,

04:27:31.000 --> 04:27:40.000
very important to realize that the oral cavity is the place where a bunch of the disease enters the body.  And so, if we are

04:27:40.000 --> 04:27:57.000
overlooking people with disabilities, we are frankly not doing any service.  So this center is going to be amazing.  We are

04:27:57.000 --> 04:28:06.000
going to have Colgate professionals embedded to work closely with dentists and scholars from the UPenn.  And the idea is to

04:28:06.000 --> 04:28:17.000
really not only learn, innovate, but to also solve some issues and spread Best Practices through publications, through

04:28:17.000 --> 04:28:33.000
research and things of that sort to try to eradicate some of the issues that people with special needs have as a result of

04:28:33.000 --> 04:28:45.000
poor oral care.  The center is going to have 12-seat, 3500 square feet technological one der.  And it will support the

04:28:45.000 --> 04:29:02.000
treatment of people with disabilities who may be in wheelchairs, who may frankly have not been to a dentist because of their

04:29:02.000 --> 04:29:16.000
special situations.  The lab will sit right on the campus and it is something that we have, as a goal of not only educating,

04:29:16.000 --> 04:29:23.000
but innovating in the dental profession.  Not only dennists but dental hygienists, caregivers as well as parents and folks who

04:29:23.000 --> 04:29:34.000
care for medically people with disabilities.  So it's something we are extremely proud of.  There is going to be obviously

04:29:34.000 --> 04:29:43.000
much more to cover on it.  We are sure to learn a lot in this year, but it is something that leads the way, frankly, for as we

04:29:43.000 --> 04:29:46.000
would see it, social change.  It's not about necessarily just customers.  It's about trying to make an improvement in the

04:29:46.000 --> 04:29:53.000
communities where we live and work.

04:29:53.000 --> 04:30:01.000
>> Lauren: That's an incredible initiative.  And it's funny you proactively answered many of the questions I was going to ask

04:30:01.000 --> 04:30:07.000
you.  I was going to ask you about both internal stakeholder engagement but you got that.  You got to get the key stakeholders

04:30:07.000 --> 04:30:21.000
in the room from the beginning.  And I was going to ask you about key insights that drove the formation of the strategy and

04:30:21.000 --> 04:30:28.000
you answered that too.  So I guess I'll come to my third question.  Around success.  I think in this space within we are

04:30:28.000 --> 04:30:29.000
challenged to quantifiably measure impact.  How are you thinking about measuring impact with this incredibly ambitious

04:30:29.000 --> 04:30:43.000
initiative?

04:30:43.000 --> 04:30:54.000
>> Eugene: You know, that is something yet to be determined for us because the job of DE&I people or the tasks we are

04:30:54.000 --> 04:31:03.000
challenged with is too quantifying.  In this particular situation it hasn't been given to us as in the past.  It is -- that's

04:31:03.000 --> 04:31:18.000
one of the things that is so unique about it.  It's like this came from the business.  As you know, you may know that in our

04:31:18.000 --> 04:31:26.000
four categories at Colgate-Palmolive, the crown jewel is oral care.  And so the people in the business, the clinical folks are

04:31:26.000 --> 04:31:34.000
dentists, in-house dentists, thought about something in the midst of all of the social justice-type stuff and some of the

04:31:34.000 --> 04:31:45.000
things that we are realizing are not being done for people with disabilities, that this was something that would not only help

04:31:45.000 --> 04:31:59.000
innovation, not only help the science but would also help people not only inside our company but people who frankly are not

04:31:59.000 --> 04:32:11.000
getting the care that they need.  You got  1-4 Americans 65 or a million or so, who are people with disabilities.  That's a

04:32:11.000 --> 04:32:17.000
big population of people who perhaps may not be getting the right dental care.  So, I'm sorry I don't answer the question as

04:32:17.000 --> 04:32:25.000
precisely but it's one of those things that it's kind of a joy to see the business take a lead on.

04:32:25.000 --> 04:32:37.000
>> Lauren: Congratulations to you and the team for taking the approach and similar to what we heard from George on behalf of

04:32:37.000 --> 04:32:44.000
the greater good, right?  You're picking up the mantel to lead the way.  So thank you for that.  Dana, coming to you to talk

04:32:44.000 --> 04:32:48.000
more about Zappos adaptive.  Would love to hear the story and really also how you have embedded consumer insight throughout

04:32:48.000 --> 04:32:55.000
the creation of the strategy.

04:32:55.000 --> 04:33:02.000
>> Dana Zumbo so thank you very much.  You know, as everybody is talking and what I love about this panel is we are all

04:33:02.000 --> 04:33:16.000
serving the same people but in very different ways which just helps with broadening the awareness of people with disabilities.

04:33:16.000 --> 04:33:28.000
And so I love this.  And when we talk about Zappos, and I mentioned it in the intro that we are a service company and part of

04:33:28.000 --> 04:33:40.000
that service is all about customer experience.  We have anywhere from 300-500 people, depending on the time of year, a call

04:33:40.000 --> 04:33:48.000
center that their sole job is to answer phones, live chat and e-mail to help customers and provide a solution.  And it's

04:33:48.000 --> 04:33:57.000
interesting.  Since I have been with Zappos, we have been hearing from the call center and our customer agents that people

04:33:57.000 --> 04:34:05.000
have been asking for years if they could buy a single shoe or possibly two different size shoes.  And for a majority of those

04:34:05.000 --> 04:34:17.000
customers, we have not been able to really provide a solution or even help them.  Because it's just not the way that the

04:34:17.000 --> 04:34:25.000
footwear industry is.  We buy everything in pairs.  And when Zappos adaptive launched, which was April of 2017, we started

04:34:25.000 --> 04:34:32.000
getting more requests through our queue, because we were really focusing on serving people with disabilities.  And those

04:34:32.000 --> 04:34:42.000
requests started coming in so frequently we were like, what is happening?  This has to be something.  And so it was too much

04:34:42.000 --> 04:34:52.000
to ignore.  We said you know what?  The best way for us to really understand what the need is let's just ask our customers.

04:34:52.000 --> 04:35:02.000
And so, in March of 2019, we created a survey, something very simple that we all do, we created a survey and we asked a lot of

04:35:02.000 --> 04:35:14.000
different questions because we really wanted to understand why did people need one or two shoes?  Did they -- what are the

04:35:14.000 --> 04:35:23.000
reasons?  What sizes?  What brands would they like us to -- what brands would they want?  And so with this extensive survey,

04:35:23.000 --> 04:35:33.000
we decided to post on our social channel, the easiest way to engage.  We have a very engaged audience.  And our goal was to

04:35:33.000 --> 04:35:45.000
get a few hundred responses.  And enough information for us to build a program to share interimy with our stakeholders around

04:35:45.000 --> 04:35:54.000
the opportunity.  And if I can tell you within three weeks, we had to turn the survey off because we had 2600 responses.  And

04:35:54.000 --> 04:36:03.000
it was more than we had ever even imagined.  But just purely from the responses, the number of responses, we knew that the

04:36:03.000 --> 04:36:14.000
point that this was way bigger than we ever expected.  But it was very exciting to us.  So we took all of the information from

04:36:14.000 --> 04:36:24.000
the survey, the brands that people were requesting, what types of footwear would they buy one single shoe or two different

04:36:24.000 --> 04:36:34.000
sizes just as much in-depth information.  We had representation from all 50 states in the United States, as well as

04:36:34.000 --> 04:36:43.000
Internationally.  And we currently don't sell Internationally.  So it was just a -- knowing that people shared this

04:36:43.000 --> 04:36:53.000
exponentially because it was something that was really impactful to them.  And so, after we gathered all the data, took us a

04:36:53.000 --> 04:37:00.000
while because there was so much of it, but it really allowed us to build a structure, a program, for us to be able to share

04:37:00.000 --> 04:37:10.000
internally with our teams.  Because we knew this was going to be Number 1 something very different than anybody has done

04:37:10.000 --> 04:37:19.000
before.  We did our research to see if any other companies or brands perhaps were selling single or two different size shoes.

04:37:19.000 --> 04:37:31.000
And there were a few options on line but it really wasn't the same type of customer experience that we wanted.  So we set out

04:37:31.000 --> 04:37:44.000
to change that.  And after all of the analyzing and -- we put a structure in place, met with all of our internal teams and

04:37:44.000 --> 04:37:54.000
when I tell you there was 20 plus teams that were part of this program, because we needed help from not only content, writing

04:37:54.000 --> 04:38:01.000
the descriptions for a single shoe, photography instead of pairs, which is typical on our website, single shoes.  We needed

04:38:01.000 --> 04:38:11.000
some of our development help in the back end because the shopping experience was going to have to be different.  And so, once

04:38:11.000 --> 04:38:19.000
we put all that together, everybody was so excited because what we did is we just shared with them what the problem that we

04:38:19.000 --> 04:38:28.000
were trying to solve is.  And when they saw all the responses -- and not only what I thought was interesting about the

04:38:28.000 --> 04:38:37.000
responses, people obviously answered all of the questions we asked very specific tactile questions.  They also, we gave them

04:38:37.000 --> 04:38:45.000
an opportunity to share their personal stories if they wanted to.  And let me tell you, some of the stories that people were

04:38:45.000 --> 04:39:00.000
sharing were very touching and it just kind of helped motivate us to continue figuring out how to build this program and make

04:39:00.000 --> 04:39:08.000
it successful.  And so, it took us about a year and a half and we knew a few things, as I mentioned before.  We knew we needed

04:39:08.000 --> 04:39:17.000
to educate our customers around this unique shopping experience because it was something that hadn't been done before and what

04:39:17.000 --> 04:39:25.000
we did was created some educational videos and how to shop on the site, how to measure your feet if you were wearing a

04:39:25.000 --> 04:39:35.000
prosthetic, perhaps.  Or if you had AFOs or braces.  Because we did get some responses from people saying I have never

04:39:35.000 --> 04:39:43.000
really -- I don't know what size shoe I would need.  So we of thed to just make that shopping experience the best that we

04:39:43.000 --> 04:39:52.000
could.  We also knew that in order for us, and we always think of this because it's all about feedback.  It's all about making

04:39:52.000 --> 04:40:02.000
sure that we are listening to the customers what they need and really leaning into that and we knew that if we were going to

04:40:02.000 --> 04:40:11.000
launch a program that was supporting people with disabilities that would need this type of product that we needed to bring

04:40:11.000 --> 04:40:20.000
them into the efforts around marketing.  And so we did a photo shoot.  We wanted it to be authentic.  We pulled together a

04:40:20.000 --> 04:40:28.000
diverse group of models, people with disabilities, who would benefit from the program and we did a photo shoot which afforded

04:40:28.000 --> 04:40:40.000
us the opportunity not only to get content around this program and the impact it would have, but also we were able to do

04:40:40.000 --> 04:40:56.000
interviews and have them share their personal stories, which we do share on our website as well to engage with the community.

04:40:56.000 --> 04:41:02.000
And then we were planning to launch the program in March of 2020 and things came to a halt at that time.  And right away we

04:41:02.000 --> 04:41:12.000
started getting responses from people with disabilities in the community that we were already engaged with saying, don't hold

04:41:12.000 --> 04:41:22.000
off on this program.  This is something that we still need.  And we heard the community loud and clear and we knew we couldn't

04:41:22.000 --> 04:41:33.000
push this off until 2021, which was a discussion because retail at the time was pretty -- it was unknown.  And we were able to

04:41:33.000 --> 04:41:41.000
delay the launch but launched in July of 2020.  When we looked at all the information around the program, we used the feedback

04:41:41.000 --> 04:41:49.000
from the surveys to determine which brands we were going to use.  We wanted to make sure that what people were asking for that

04:41:49.000 --> 04:41:59.000
we were giving it to them.  So we started with a core group of brands.  We brought them into the discussion because we really

04:41:59.000 --> 04:42:07.000
wanted them to know and be involved with this launch of a single and different size shoes program.  The brands were very

04:42:07.000 --> 04:42:20.000
excited about it because a lot of them said that they also get requests from customers wanting to buy a single shoe.  So in

04:42:20.000 --> 04:42:30.000
July of 2020, we were able to launch this program and within the first two weeks of the program, we had over 1.7 billion media

04:42:30.000 --> 04:42:40.000
impressions and outlets across the nation picking up the story.  It was very, very exciting because we heard just different

04:42:40.000 --> 04:42:47.000
reasons why people thought this program would benefit them.  One of the major successes when we launched, we actually sold out

04:42:47.000 --> 04:42:55.000
of product much quicker than we had anticipated.  We weren't sure, this has never been done before, and the first two weeks we

04:42:55.000 --> 04:43:06.000
sold out of product and we had to scramble knowing that we did not want to disappoint our customers with the experience and so

04:43:06.000 --> 04:43:15.000
we had to scramble and get more product in.  And another thing we are always in tune with is on our landing page of where this

04:43:15.000 --> 04:43:25.000
program is launched, there is a survey button because we need to hear feedback.  We wanted to hear from the customers around d

04:43:25.000 --> 04:43:34.000
we have the brands that you are looking for?  The sizes, the widths, styles of product?  And within the first month, we had so

04:43:34.000 --> 04:43:44.000
much feedback from the community asking for sandals and boots and flats and more dress shoes because we initially started with

04:43:44.000 --> 04:43:53.000
more on the athletic side.  So we very quickly were able to expand the assortment, probably six months before we had

04:43:53.000 --> 04:44:02.000
anticipated, before the end of the year, just because of the feedback and the success of the program.  And really, for us,

04:44:02.000 --> 04:44:10.000
it's all about listening to the feedback and finding out what people are looking for, working with our brands, again it's a

04:44:10.000 --> 04:44:21.000
close brand partnership, to be able to expand the assortment and just continue to iterate on that customer experience as we

04:44:21.000 --> 04:44:27.000
go.  And we'll continue until we have -- I guess the goal would be that every product on our website would be sold as a single

04:44:27.000 --> 04:44:33.000
or two different sizes.  Because then it would give everybody the option that they need.

04:44:33.000 --> 04:44:42.000
>> Lauren: It's incredible work.  And I think it's such a great example of putting the consumer at the heart of everything

04:44:42.000 --> 04:44:50.000
that you do from, to your point, the brands that you focused on to the consumer experience and continued feedback loop,

04:44:50.000 --> 04:45:00.000
reinvesting those insights.  So no surprises it's been wildly successful and congratulations for that.  I'll come back to you

04:45:00.000 --> 04:45:07.000
with a quick question that is also being elevated from our audience as well.  What is next in bringing additional brand

04:45:07.000 --> 04:45:16.000
Partners on line?  I can imagine thane you're solving a huge logistical challenge for them, right?  And it's probably one of

04:45:16.000 --> 04:45:27.000
the barriers to entry in getting into this space.  But as you think about what is on that horizon forZappos, are you bringing

04:45:27.000 --> 04:45:34.000
other brand Partners on line and what is next in ensuring this experience is seamless for consumers.

04:45:34.000 --> 04:45:43.000
>> Dana Zumbo thank you for the question.  I'm going to answer two part.  One focusing on the singles program I just shared

04:45:43.000 --> 04:45:51.000
with you.  One of the goals is really just to pull all the data and really analyze the customer behavior around this program.

04:45:51.000 --> 04:46:02.000
So we can share that with our brand Partners so they can understand what people are buying.  Are they buying two different

04:46:02.000 --> 04:46:10.000
sizes?  Or is the majority a single shoe?  And I think once we are able to really capture the behavior and share with our

04:46:10.000 --> 04:46:23.000
brands, we can continue to iterate on what that looks like.  I mean, at the end of the day, we are hoping to be able to buy

04:46:23.000 --> 04:46:35.000
single shoes from our brands and I do have one brand right now that is exploring creating a single box so they can ship us

04:46:35.000 --> 04:46:43.000
single boxes with the shoes in, which would completely change the dynamic of the program.  Again, we are kind of taking the

04:46:43.000 --> 04:46:53.000
ownership and working the program on our own but when we have brands like this stepping up to the plate saying they see and

04:46:53.000 --> 04:46:59.000
understand what the need is, and willing -- I love they are willing to try it.  I always say like, try it.  If it doesn't

04:46:59.000 --> 04:47:08.000
work, we're going to iterated and figure it out.  Figure out what the next thing is.  So I think what is next for singles is

04:47:08.000 --> 04:47:17.000
to continue pulling that data together and sharing it with our brands.  The program is not even a year old yet and we are

04:47:17.000 --> 04:47:29.000
again, seeing lots of success.  And we are going to continue to expand as we go.  And then the second part, I do want to

04:47:29.000 --> 04:47:39.000
answer because it's more, Lauren you mentioned brand Partners.  From a Zappos adaptive standpoint, what we are really focused

04:47:39.000 --> 04:47:50.000
on is working with our brands and bringing in and including people with disabilities in the conversation around more

04:47:50.000 --> 04:47:59.000
accessible product.  When we started out this journey four years ago and plus a little further, we were just learning about

04:47:59.000 --> 04:48:09.000
the level of needs out there in the community, 61 million people within the U.S. are diagnosed with a disability.  And when we

04:48:09.000 --> 04:48:19.000
started looking at what our responsibility as retailers to provide options as it relates to dressing, we saw that there was

04:48:19.000 --> 04:48:32.000
not a lot of brands out there with product that was either universally designed for all or that had specific features that

04:48:32.000 --> 04:48:40.000
just made it easier to get dressed.  We set out to have those discussions with brands to completely open the conversation up

04:48:40.000 --> 04:48:47.000
around inclusivity with people with disabilities and bridging the gap between brands and our customer base, which is people

04:48:47.000 --> 04:48:57.000
with disabilities, to have that conversation.  I always say you can't build something for somebody if you really don't know

04:48:57.000 --> 04:49:02.000
what they need.  So it is really important.  One of our key things that we always go back to is the inclusive discussion

04:49:02.000 --> 04:49:14.000
between brands and our community that we are serving.

04:49:14.000 --> 04:49:22.000
>> Lauren: Thank you for that.  One question to open up to all of you and Dana you mentioned 1.5 billion impressions.  Really

04:49:22.000 --> 04:49:30.000
curious to understand how you're telling your story about these incredible initiatives both internally to your associates as

04:49:30.000 --> 04:49:36.000
well as externally with your consumers.  So to open to any of you to jump in but would love to just talk about the power of

04:49:36.000 --> 04:49:42.000
storytelling and really fueling these initiatives.