TRANSCRIPT 2021 DISABILITY MATTERS NORTH AMERICA DAY-2 / RECORDING-2 WEBVTT 00:00:00.000 --> 00:00:00.000 I just haven't experienced where people care enough to make those shifts in life. And maybe it's my fault because maybe I 00:00:00.000 --> 00:00:00.000 don't complain enough. Maybe I don't say this is a problem. I just -- I'm always finding a work around. My life is a work 00:00:00.000 --> 00:00:00.000 around. It's crazy. 00:00:00.000 --> 00:00:00.000 >> Terry: Same thing. When you mentioned the steps and the handrail, one of the first things that came to mind, if you're 00:00:00.000 --> 00:00:00.000 ever at a sporting event and in the upper bleachers you got those steps going up and down and -- 00:00:00.000 --> 00:00:00.000 >> L.A.: I knocked my earphone out I can't hear you. 00:00:00.000 --> 00:00:00.000 >> Terry: When you are at the upper bleachers at the sports arenas, the huge steps with the decline with no handrails. 00:00:00.000 --> 00:00:00.000 >> L.A.: And it's funny because they got the escalators and elevators to get you to the level and the ramps to get you to the 00:00:00.000 --> 00:00:00.000 level but to get to your seat -- they forgot that part. 00:00:00.000 --> 00:00:00.000 >> Terry: Exactly! 00:00:00.000 --> 00:00:00.000 >> L.A.: And this conference to me, that's why it means so much. That's why it touches my heart. The conversation is all 00:00:00.000 --> 00:00:00.000 about how to get people who have the actual disability involved early enough in the process where something can be done about 00:00:00.000 --> 00:00:00.000 it. Right? Because after the fact it's always like a work around. We got to be doing this for you. If you think about it, 00:00:00.000 --> 00:00:00.000 everybody saw the ray Charles movie and they are like he get into the fight because he got, we got to find $1 bills for you? 00:00:00.000 --> 00:00:00.000 And then ray socks him. But if you made it to where it was easier to understand, then we wouldn't have no problems! We 00:00:00.000 --> 00:00:00.000 wouldn't have to do all that. I'm the kind of person even with cash and bills and thing like that, people say you can tell. 00:00:00.000 --> 00:00:00.000 I just tell everybody right now, I can't tell. But I'm gangster enough I dare somebody to try me. I ain't never had a single 00:00:00.000 --> 00:00:00.000 person in my entire career play with me when it came to my money because they know I don't play. I have one time a guy made a 00:00:00.000 --> 00:00:00.000 mistake but I chalked it up to a mistake because he was drunk. 00:00:00.000 --> 00:00:00.000 >> Terry: I said that's crazy. I never thought about that. 00:00:00.000 --> 00:00:00.000 >> L.A.: I can tell coins but not paper money. 00:00:00.000 --> 00:00:00.000 >> Terry: So what was crazy about it is that to really get more people involved with disability and corporate, because we all 00:00:00.000 --> 00:00:00.000 know somebody that is disabled whether you're able-bodied person, you probably have a family member or a friend that is 00:00:00.000 --> 00:00:00.000 disabled or a friend that has a disabled child to be able to say hey, you know what? We need to start looking at doing things 00:00:00.000 --> 00:00:00.000 for the disability community because we always know somebody got some type of disability. 00:00:00.000 --> 00:00:00.000 >> L.A.: You would be surprised because like my guy, call me dealer synergy and the Founder, said I never had a blind friend 00:00:00.000 --> 00:00:00.000 before you. So you be surprised how many people they don't have anyone who has maybe not -- especially not my specific 00:00:00.000 --> 00:00:00.000 disability. Or someone -- because when I come across people I'm like I don't know how to act but I know not to act weird, 00:00:00.000 --> 00:00:00.000 right? I do know that. If I come across somebody who is deaf, I'm more so going to allow them to dictate how I do things. 00:00:00.000 --> 00:00:00.000 Like I know a lady, political reads lips. And so she was in my training and the funny thing is there is so many people that 00:00:00.000 --> 00:00:00.000 drop-off in this industry. She makes phone calls and all that but you would never know she was deaf if she didn't tell you. 00:00:00.000 --> 00:00:00.000 She like I read lips. I'm like how you do that? You got skills! I'm super excited about it! For me, I just believe that 00:00:00.000 --> 00:00:00.000 people, because you don't have anybody around, most folks don't know how to act. So you just got -- I think that's the 00:00:00.000 --> 00:00:00.000 Number 1 thing that people need to learn is just, I think if you just chill and just be normal and let it come to you, and you 00:00:00.000 --> 00:00:00.000 know what is crazy is it's just because people generally aren't comfortable in their own skin. Don't get pee going down a 00:00:00.000 --> 00:00:00.000 different road Terry. I will go there with you, man. 00:00:00.000 --> 00:00:00.000 >> Terry: And you know what's so cool, I tell people all the time, man, I'm like you able-bodied people y'all stress out too 00:00:00.000 --> 00:00:00.000 much because disabled people, we're like we are loving life. We enjoying things. We're like we don't stress about anything. 00:00:00.000 --> 00:00:00.000 It's raining today? Getting your hair wet? We can deal with that. That's nothing. 00:00:00.000 --> 00:00:00.000 >> L.A.: Yes, I didn't even think about that. Yes. A lot of the stuff that people complain and whine about can be -- they 00:00:00.000 --> 00:00:00.000 challenge us to them but to us it's like it is what it is. And that is because we deal with something on a regular basis. I 00:00:00.000 --> 00:00:00.000 never really thought about it. People talk about how strong it makes you, right? I think Laura was just talking about that. 00:00:00.000 --> 00:00:00.000 And that you will good stuff. I think all of this stuff is cool. I think that what Nadine wants us to share is stuff about 00:00:00.000 --> 00:00:00.000 just specifically dealing with the music industry. Give us some like pros and cons of some stuff that just because you're in 00:00:00.000 --> 00:00:00.000 this industry, that it had an effect on your life, positive or negative. You can give us both. That would be cool. 00:00:00.000 --> 00:00:00.000 >> Terry: Okay, I would say the positive side as I mentioned before is that a -- I come from a hip-hop world. From the ray, 00:00:00.000 --> 00:00:00.000 gangster rap and you would think that these guys would probably be the most rude, most obnoxious when it comes to somebody 00:00:00.000 --> 00:00:00.000 with a disability. But they are like pulling me in like I'm a brother and man we love you and what can we do for you and we 00:00:00.000 --> 00:00:00.000 got you. So being really -- in a positive environment was for me coming into the music industry on a disability was 00:00:00.000 --> 00:00:00.000 definitely -- I would like to see more people on the negative side. I really like to see more people young disabled people 00:00:00.000 --> 00:00:00.000 really get a break by the music industry. We got a phenomenal young people out there that are killing it in the music 00:00:00.000 --> 00:00:00.000 industry bah they are not really being recognized and I think the Internet, whether it's tick tock or YouTube or any of 00:00:00.000 --> 00:00:00.000 those platforms, sort of helping to get their word out on the Internet. But when I came into the industry in 1986, I was the 00:00:00.000 --> 00:00:00.000 only executive on the East Coast. There was a guy that was the only disabled person on the West Coast. We were the two out 00:00:00.000 --> 00:00:00.000 of thousands of industry people out there. So I would love to see more young people, more even on the older people that can 00:00:00.000 --> 00:00:00.000 get out there and make a difference in the entertainment industry. 00:00:00.000 --> 00:00:00.000 >> L.A.: I understand where you're coming from. And I feel that. Because in the age -- sometimes I feel like dang, you know, 00:00:00.000 --> 00:00:00.000 if I was 10 years -- I wasn't born until 81. You know what I'm saying. So sometimes I feel like you know, because of where I 00:00:00.000 --> 00:00:00.000 am as far as the world and technology and things like that, I feel like man, if I was 10 years earlier, like I would have been 00:00:00.000 --> 00:00:00.000 right on point because sometimes I feel technology is leaving me behind and I'm pretty tech savvy. I got my man teamed up in 00:00:00.000 --> 00:00:00.000 the building. His name is Terry too. I was working to get him on the Zoom and it can be extremely frustrating for him. And 00:00:00.000 --> 00:00:00.000 I'm really tech savvy and stuff but dealing with like up loading stuff to YouTube and now they got these NFTins and this 00:00:00.000 --> 00:00:00.000 and that and even dealing with clubhouse. Clubhouse supposed to be an audio App but yet everything is -- it totally is 00:00:00.000 --> 00:00:00.000 horrible on the iPad. Like the software for the voice over in clubhouse, don't even try it, right? But it works well on a 00:00:00.000 --> 00:00:00.000 phone but in order to have music going to clubhouse, you have to do it through a USBC, iPad and this pod -- or whatever. 00:00:00.000 --> 00:00:00.000 Certain equipment, okay that's cool but now the voice over is acting up. So again it's always some sort of problem. Some 00:00:00.000 --> 00:00:00.000 sort of this or that. And so technology seems like it's just running away with you like running as I already said, I'm on 8.5 00:00:00.000 --> 00:00:00.000 and sonar is up to 30. That alone. But I will say the positive side is as you said, folks really do embrace you and here is 00:00:00.000 --> 00:00:00.000 the other thing about life. When you find people who really grind it through, when you find people who really had to work 00:00:00.000 --> 00:00:00.000 their tail off to get where they are, then they more so look at you like, okay, let me give you a shot. But then when stuff 00:00:00.000 --> 00:00:00.000 is handed to people when -- they get confused and they don't understand. They don't know how to deal with situations and 00:00:00.000 --> 00:00:00.000 that's what I -- I just breaking down what I see. So -- literally, how funny. So Terry, I know we got started quarter after 00:00:00.000 --> 00:00:00.000 3 and I think we got 30 minutes and I wanted to save 10 minutes, we wanted to do some Q&A from the audience. You guys have 00:00:00.000 --> 00:00:00.000 questions, you can either read the questions - eye know people put that in the chat. Y'all some Dadgum winners. 00:00:00.000 --> 00:00:00.000 >> Terry: On the Q&A side here I see some people in chat. 00:00:00.000 --> 00:00:00.000 >> Nadine: I think Ivette you have some questions that came in? 00:00:00.000 --> 00:00:00.000 >> Ivette: Yes, so Terry, just like during our conversation, everybody wants to know what is the deal with the Platinum 00:00:00.000 --> 00:00:00.000 records and the Gold records back there? So if you could give us some insight into that. And then I have a few other 00:00:00.000 --> 00:00:00.000 questions. 00:00:00.000 --> 00:00:00.000 >> Terry: Okay, so the Gold records -- I got two in my office and I have one in my living room and my son -- 23-year-old son 00:00:00.000 --> 00:00:00.000 he snatched one but one is shenade O'Connor and the other is the self destruction record. 00:00:00.000 --> 00:00:00.000 >> L.A.: That was the jointed! 00:00:00.000 --> 00:00:00.000 >> Ivette: I was going to say drop a rhyme L.A. 00:00:00.000 --> 00:00:00.000 You can do it! 00:00:00.000 --> 00:00:00.000 >> Terry: I appreciate that! 00:00:00.000 --> 00:00:00.000 Thank you. 00:00:00.000 --> 00:00:00.000 >> L.A.: What you doing with that record. 00:00:00.000 --> 00:00:00.000 >> Terry: I helped put it together with Nelson George KRS1. Peter that. Thank you. 00:00:00.000 --> 00:00:00.000 >> L.A.: Everybody's always talks about doing a remake of it and they don't. 00:00:00.000 --> 00:00:00.000 >> Terry: Yes. It's a classic. I appreciate that. Thank you. 00:00:00.000 --> 00:00:00.000 >> L.A.: Absolutely. Phenomenal stuff. And then tell us the quick story about shenado conner. Didn't you tell me a game 00:00:00.000 --> 00:00:00.000 they played or something like that? 00:00:00.000 --> 00:00:00.000 >> Terry: I'll do a 30 second speel. One particular year I was hanging out with MC light doing a show. Shenado conner came 00:00:00.000 --> 00:00:00.000 out and hung out. She is real cool. She hangs out with -- 00:00:00.000 --> 00:00:00.000 [ Mute ] 00:00:00.000 --> 00:00:00.000 >> Ivette: Terry audio dropped. 00:00:00.000 --> 00:00:00.000 >> Terry: -- can you hear me? 00:00:00.000 --> 00:00:00.000 >> L.A.: Rewind and start from where she hangs out. 00:00:00.000 --> 00:00:00.000 >> Terry: So shenado conner Haines out at the show. Let me tell you something about shenado conner, gives some of the best 00:00:00.000 --> 00:00:00.000 hugs I ever gotten from anybody. She gives fierce hugs. But anyway, we leave for the show one night and we pulled over to 00:00:00.000 --> 00:00:00.000 the gas station. MC light, her bodyguard, DJ, pouncers, two car fulls, pulled over to an abandoned gas station in the middle 00:00:00.000 --> 00:00:00.000 of New Jersey, 12:00 1:00 in the morning and they got out of the car and started to play round up. They are running around 00:00:00.000 --> 00:00:00.000 playing tag with each other. And one day years later somebody asked her what was your best time in the music industry? And 00:00:00.000 --> 00:00:00.000 she said, playing round up with first priority music. So, yes. That was cool. Before we go, let me hear one of your 00:00:00.000 --> 00:00:00.000 stories, man. 00:00:00.000 --> 00:00:00.000 >> L.A.: Man, it's so crazy. There are so many different stories I can share. Because when you have a studio like some of 00:00:00.000 --> 00:00:00.000 it, I don't know if it's confidential or whatever the case may be. I spent time with snoop. I spent time with told you about 00:00:00.000 --> 00:00:00.000 the whole situation with LL. I worked with jasmine Sullivan. I had Beyonce come to my studio. She wanted to recorroder 00:00:00.000 --> 00:00:00.000 freak em dress so that was me doing that. Dominic and I put that together through mealio sparks. So it's just been a lot of 00:00:00.000 --> 00:00:00.000 people but as far as -- just trying to think of stories. I think the funniest stories is I did the remix to I kissed a girl 00:00:00.000 --> 00:00:00.000 with Katy Perry. Let me see if I can find it real quick. But what was crazy is that it got nominated for a Grammy and all 00:00:00.000 --> 00:00:00.000 that good stuff. So the music industry is a lot like the movie industry where it's like everybody hurry up and wait right? 00:00:00.000 --> 00:00:00.000 So it was like a post-celebration type of thing and everybody was sitting around and they had the bottles and in the lobby of 00:00:00.000 --> 00:00:00.000 a hotel and we're sitting around with the bottles of champagne but no glasses. We like we need glasses. Nobody could figure 00:00:00.000 --> 00:00:00.000 out how to get no glasses. So Wayne comes down stairs and he is like, what is going on? Why y'all ain't drinking? He 00:00:00.000 --> 00:00:00.000 talking about drink out the bottle! 00:00:00.000 --> 00:00:00.000 [ Laughs ] 00:00:00.000 --> 00:00:00.000 And we was all like okay -- because there was plenty of bottles. Funny stuff. 00:00:00.000 --> 00:00:00.000 >> Terry: I love that. That was classic. 00:00:00.000 --> 00:00:00.000 >> Ivette: So I have another question for you guys. So corporations produce videos, commercials right? Is there any way for 00:00:00.000 --> 00:00:00.000 just anyone to source music with professionals that have disabilities? 00:00:00.000 --> 00:00:00.000 [ Multiple Speakers ] 00:00:00.000 --> 00:00:00.000 >> L.A.: Breakdown down the question. You're saying companies, how do they go specifically to people who have disabilities? 00:00:00.000 --> 00:00:00.000 >> Ivette: To get music that are producing music that have disabilities. 00:00:00.000 --> 00:00:00.000 >> L.A.: I don't know if it's like a club. I do -- 00:00:00.000 --> 00:00:00.000 >> Ivette: You should have a club. 00:00:00.000 --> 00:00:00.000 >> L.A.: We got to make a club. Specifically for people with disabilities because I mean to me, again that's also part of 00:00:00.000 --> 00:00:00.000 what makes the music industry so competitive because your music just has to be in the right places at the right time. You 00:00:00.000 --> 00:00:00.000 need to have a publishing company or you need to have your music on like -- even on like -- there is a website like sound 00:00:00.000 --> 00:00:00.000 libraries and different things like that, different twice have your music out. You should always have your stuff on tune 00:00:00.000 --> 00:00:00.000 core, make sure to get the iTunes and different things like that. You got hustle. That's the thing about the game. Again, 00:00:00.000 --> 00:00:00.000 it's not one of those things where people just kind of come to you. They might come to your publishing company and -- like my 00:00:00.000 --> 00:00:00.000 publishing company, missing link music, they send out e-mails saying we are looking for something that sound like this and I 00:00:00.000 --> 00:00:00.000 decide to submit something or I don't. So that is a good idea, though. We could probably make one. 00:00:00.000 --> 00:00:00.000 >> Ivette: I would suggest you start. So I have one question because we are winding down. We have three minutes. So this is 00:00:00.000 --> 00:00:00.000 your last question. So just came in from Katie in the audience. Energy! Love you! Have you experienced people who maybe 00:00:00.000 --> 00:00:00.000 want to stifle your energy? I know when trying to make change, sometimes my energy or opinions get quiet. 00:00:00.000 --> 00:00:00.000 What advice to do you have to people who continue to have their opinions quieted? How did you stay upbeat while continuing to 00:00:00.000 --> 00:00:00.000 breakdown barriers? 00:00:00.000 --> 00:00:00.000 >> Terry: Well, basically funny when you lead that comment I will say I was thinking about the young in Masoning, just goat to 00:00:00.000 --> 00:00:00.000 shake them off your body. I just know who I am every day. I know what I'm capable of doing and those that can't see it, I 00:00:00.000 --> 00:00:00.000 just have to prove them wrong. I have a philosophy. For those who are praying for my downfall, they going to be waiting a 00:00:00.000 --> 00:00:00.000 long time. I'm not going anywhere. 00:00:00.000 --> 00:00:00.000 >> Ivette: L.A., any thoughts? 00:00:00.000 --> 00:00:00.000 >> L.A.: So when you talk about people want to stifle my energy, that's every day. I mean literally because they can't handle 00:00:00.000 --> 00:00:00.000 it. So they like, you all hype, you all hype. I'm like okay. That's who I am. So again, one thing or one place I did find 00:00:00.000 --> 00:00:00.000 when you have a lot of energy and you know you have input and all that, this is one reason why I love the clubhouse App. 00:00:00.000 --> 00:00:00.000 Because it's not based off of if I -- it is raise your hand but -- there is a certain safety that I feel there. Let's say if 00:00:00.000 --> 00:00:00.000 I'm -- when you go up on stage the only thing people can judge you by is your audio and how you sound. And so it's a little 00:00:00.000 --> 00:00:00.000 bit of a different scenario. Like when I'm in a room or something like that, I don't know. Sighted people they just got this 00:00:00.000 --> 00:00:00.000 whole visual communication that they do. And they may or may not come to you or goat you or may not even look at you as being 00:00:00.000 --> 00:00:00.000 valuable and a lot of times I use that to my advantage personally because I'm real chill. Like a lot of people don't know 00:00:00.000 --> 00:00:00.000 this about me. I guess especially if I'm on a stage environment. But when I go to the studio, I sit back and I'm chilling in 00:00:00.000 --> 00:00:00.000 the cut. And they're like, we need to somebody to play this piano part. I let somebody else go. They can play the keys. 00:00:00.000 --> 00:00:00.000 You do? I'm like a little bit. And then they be like, can you play this? And I get up there and I'm like -- you know what 00:00:00.000 --> 00:00:00.000 I'm saying. Just do my thing. Because I rather -- it doesn't even bother me when somebody tries to quote/unquote 00:00:00.000 --> 00:00:00.000 underestimate me but you are not going to put out my shine. I'm going to be me and I think that's the thing when you have a 00:00:00.000 --> 00:00:00.000 quote/unquote disability. You got to definitely be comfortable like in your own. And you got have a certain acestiveness to 00:00:00.000 --> 00:00:00.000 you that says, listen, I will not be denied. A little quick example. So I do voicers and things like that and I will be 00:00:00.000 --> 00:00:00.000 quick. My son plays basketball. And so whenever we go to the game, people be their kids shooting and scoring and people 00:00:00.000 --> 00:00:00.000 like. 00:00:00.000 --> 00:00:00.000 [ Clapping ] 00:00:00.000 --> 00:00:00.000 Clap but when Jeremiah shoots the score I'm like -- 00:00:00.000 --> 00:00:00.000 [ Echo ] 00:00:00.000 --> 00:00:00.000 Some people think I'm drawing attention. I think there should be an announcer for the games. Other than that it is boring! 00:00:00.000 --> 00:00:00.000 That's just how I feel about it. 00:00:00.000 --> 00:00:00.000 >> Ivette: Here is my next comment. I think you guys and me are going to switch places next year and y'all need to voice over 00:00:00.000 --> 00:00:00.000 and MC this event. L.A.: That's awesome! I already texted you and said I can't wait for next year, man! Because we going -- 00:00:00.000 --> 00:00:00.000 I was looking for the song which I don't know if I can find the song quick, but I'm likeio, so many people you guys are doing 00:00:00.000 --> 00:00:00.000 like such an amazing job! Like an amazing job with this stuff and after you finish speaking there needs to be something 00:00:00.000 --> 00:00:00.000 lika -- 00:00:00.000 --> 00:00:00.000 [ Applause ] 00:00:00.000 --> 00:00:00.000 >> Ivette: So we have come to the end. So L.A., you want to shut this down with a rhyme? Give me a rhyme. 00:00:00.000 --> 00:00:00.000 >> L.A.: I don't really rap. 00:00:00.000 --> 00:00:00.000 >> Ivette: Give it to us going out. 00:00:00.000 --> 00:00:00.000 >> L.A.: 00:00:00.000 --> 00:00:00.000 [ Music Playing ] 00:00:00.000 --> 00:00:00.000 Good innocence gracious, okay. Coming in the place to be, Springboard and me. And T. YO! You ain't no Disability Matters. 00:00:00.000 --> 00:00:00.000 L.A. and Terry mowing your platter T goes down the Zoom. Bras Springboard is? 00:00:00.000 --> 00:00:00.000 The room! Come on! Thank you very much! I appreciate it. 00:00:00.000 --> 00:00:00.000 >> Ivette: That was amazing! 00:00:00.000 --> 00:00:00.000 >> Terry: I appreciate you. Thank you! 00:00:00.000 --> 00:00:00.000 >> Ivette: We are going to move on to our final research session and poor Sheri has to follow that up. So up to the stage, 00:00:00.000 --> 00:00:00.000 partner, PricewaterhouseCoopers, Sheri Wyatt. Welcome! 00:00:00.000 --> 00:00:00.000 >> Sheri: Sorry about that. I don't know how to follow that. 00:00:00.000 --> 00:00:00.000 [ Laughs ] 00:00:00.000 --> 00:00:00.000 I'm a little bit of a disadvantage here. Thank you for being here. 00:00:00.000 --> 00:00:00.000 >> Sheri: Thank you for having me. That was a very inspired conversation and so to follow it with these conversations, I'm 00:00:00.000 --> 00:00:00.000 going to try to keep it as upbeat adds possible but I don't think it's going to be as energizing as that last dialogue. So 00:00:00.000 --> 00:00:00.000 thank you for having me. Do we have slides to put up? While you're pulling that up I'll start with a quick introduction. So 00:00:00.000 --> 00:00:00.000 I'm a partner at PW R and I'm in a practice where we work with our clients around environmental, social and governance 00:00:00.000 --> 00:00:00.000 matters -- PwC. Many of you are in the news and reading the news and there is not a day that goes by where there is not a 00:00:00.000 --> 00:00:00.000 discussion around environmental matters, certainly with the Biden administration around climate change and discussions at the 00:00:00.000 --> 00:00:00.000 SEC and then social related matters have taken on even more enhanced focus over the past year given the events of last spring 00:00:00.000 --> 00:00:00.000 and summer. But coupled with that a lot of demand coming from investors and SEC around these topics. Topics around human 00:00:00.000 --> 00:00:00.000 capital and social related issues. So we were going to talk about today the recent changes to rule SK from the SEC that 00:00:00.000 --> 00:00:00.000 created more transparency around human capital in required disclosures by companies in their annual financial statements. 00:00:00.000 --> 00:00:00.000 Thought it would be helpful to provide a bit of a background around the journey. Even though the rules became effective in 00:00:00.000 --> 00:00:00.000 November of 2020, there has been discussions since the 1990s around human capital and really a push from investors to get more 00:00:00.000 --> 00:00:00.000 information from companies around how they are using their human capital and were to drive long-term value. So for the 00:00:00.000 --> 00:00:00.000 accountants and financial reporting teams in the dialogue here, human capital is probably one of many companies most valuable 00:00:00.000 --> 00:00:00.000 assets but it's not something that is necessarily reported when you start to look at the financial statements of a company and 00:00:00.000 --> 00:00:00.000 what investors are missing is any dialogue around what the corporate strategy is around how they use human capital in order to 00:00:00.000 --> 00:00:00.000 drive value. So if you want to go to next slide. This is a timeline of the journey we have been on around human capital and 00:00:00.000 --> 00:00:00.000 within human capital what I spend a lot of time talking to clients about is around diversity, equity and inclusion. And so 00:00:00.000 --> 00:00:00.000 certainly human cap stall a much broader discussion when you start to think about compensation-related matters, health and 00:00:00.000 --> 00:00:00.000 safety and others. Just a few things to point out. 1990s, that's when investors and analysts are doing a lot of researching 00:00:00.000 --> 00:00:00.000 to really open the doors around more reporting on human capital. And then from an ESG perspective, there is the 00:00:00.000 --> 00:00:00.000 sustainability accounting standards board that began to release standards around ESG and more specifically human capital in an 00:00:00.000 --> 00:00:00.000 effort to make disclosures consistent. The challenge with it is it is voluntary disclosures. The standards were there and 00:00:00.000 --> 00:00:00.000 specifically as it relates to this topic around Diversity Equity and Inclusion, which includes disability, LGBTQ, race, 00:00:00.000 --> 00:00:00.000 ethnicity, gender, et cetera, it was optional. We don't see companies sharing as much information around their policies and 00:00:00.000 --> 00:00:00.000 practices and how they are really impacting change within their organization. I think the benefit of the SEC rule was it is 00:00:00.000 --> 00:00:00.000 kind of addressed to potential issues. One giving investors more transparency around human capital but also providing users 00:00:00.000 --> 00:00:00.000 and other stakeholders with greater insights around corporate values and programs and progress that companies are making 00:00:00.000 --> 00:00:00.000 around human capital in particular D&I. What ultimately transpired is back in August, they amended the rules and became 00:00:00.000 --> 00:00:00.000 effective for November 9 and created a bit of a scramble for many companies to figure out what they were going to be compliant 00:00:00.000 --> 00:00:00.000 with the rules. So. My dog decided to start barking all of a sudden. Hopefully she calms down a bit. Here is an however 00:00:00.000 --> 00:00:00.000 view of what the rules say and one of the things that is important to note is that whether it is this disclosure requirement 00:00:00.000 --> 00:00:00.000 or other disclosure requirements within 10Ks and quarterly reports, there is always a premise of disclosing what is material 00:00:00.000 --> 00:00:00.000 and what is material to understanding the business. What the rules you said was one, provide a description of your human 00:00:00.000 --> 00:00:00.000 capital resources and the number of people. This is something companies were doing already. But most companies actually were 00:00:00.000 --> 00:00:00.000 only disclosing X thousands, hundred thousands of employees and not providing must have much more granular information around 00:00:00.000 --> 00:00:00.000 geography, level, part-time, we certainly did see an evolution of those disclosures through this requirement where we start to 00:00:00.000 --> 00:00:00.000 see that more granularity. I apologize I'm going to keep going and she will eventually stop. The second piece -- 00:00:00.000 --> 00:00:00.000 [ Dog barking ] 00:00:00.000 --> 00:00:00.000 The second spec around objectives and measures that registrants are focusing on in the business. And this is where we 00:00:00.000 --> 00:00:00.000 probably saw the most variability in what was being reported where the biggest question that we were receiving was how do I 00:00:00.000 --> 00:00:00.000 make a determination of what is a material measure or objective and then once I make that determination, what is the balance 00:00:00.000 --> 00:00:00.000 between quantitative and qualitative-type disclosures? The rules didn't prescribe there were any specific metrics set that 00:00:00.000 --> 00:00:00.000 you were required to disclose. And so there were several companies that went entirely qualitative route to the disclosures. 00:00:00.000 --> 00:00:00.000 But certainly I think it opened up an opportunity for companies to go further and we did see a lot of large companies being a 00:00:00.000 --> 00:00:00.000 bit more transparent around the metrics they follow. In a minute we'll get into more detail around that. A couple of things 00:00:00.000 --> 00:00:00.000 it didn't do, which created some of the complexity is it didn't define human capital. Human capital can vary based off the 00:00:00.000 --> 00:00:00.000 type of business you run and certainly expectation that it could evolve as your business model continues to change. I would 00:00:00.000 --> 00:00:00.000 say many companies most typical because my employees are my human capital. But depending upon your model whether you do an 00:00:00.000 --> 00:00:00.000 outsourcing model or contract labor model, those types of resources can be important to how you drive growth in your business. 00:00:00.000 --> 00:00:00.000 And in terms of what you should report on. I think that really left companies trying to understand how do I determine what is 00:00:00.000 --> 00:00:00.000 material and once I determine something is material, what method should I go about in making that disclosure. So before we go 00:00:00.000 --> 00:00:00.000 to the next slide, the other point I want to make is what transpired since the issuance of this rule are a couple of things. 00:00:00.000 --> 00:00:00.000 The acting Commissioner of the SEC she and another Commissioner dissented to the issuance of this rule and not because they 00:00:00.000 --> 00:00:00.000 didn't agree with the objective and providing this information to investors but they didn't think that it went far enough with 00:00:00.000 --> 00:00:00.000 a very prince bell-based rules disclosure requirement, it left a lot up to interpretation and variability. So there were 00:00:00.000 --> 00:00:00.000 concerns particularly what she mentioned was around diversity and equity and inclusion feeling like the SEC had a 00:00:00.000 --> 00:00:00.000 responsibility to go further to help drive the change and the impact that companies are having. We are concerned without more 00:00:00.000 --> 00:00:00.000 segfiesity and prescription that you may not be able to accomplish that. At the time she was not the acting Commissioner. I 00:00:00.000 --> 00:00:00.000 should have been clear on that. But once we had the change in administration, she became the acting Commissioner and she has 00:00:00.000 --> 00:00:00.000 been very vocal around ESG-related matters environmental and social. We are starting to see more discussion within the 00:00:00.000 --> 00:00:00.000 regulator of whether this up coming round should be more prescriptive or whether there should be standard setting to create 00:00:00.000 --> 00:00:00.000 consistency and clarity of what companies should be disclosing. So now on to the next slide. So here is just a snapshot of 00:00:00.000 --> 00:00:00.000 what we were seeing I have an amazing team from November through February-membership timeframe reviewed over 2010Ks and 00:00:00.000 --> 00:00:00.000 understanding balance between qualitative and quant Tative and whether companies were living up to the spirit of what the rule 00:00:00.000 --> 00:00:00.000 was intended to focus on. A couple of things highlight to tie it into the purpose of this conference. Most if not all 98% of 00:00:00.000 --> 00:00:00.000 companies did employee demographics. 66% said something about diversity, equity and inclusion. And while that seems low, 00:00:00.000 --> 00:00:00.000 here is the interesting fact. When we did a poll last year before this rule was out and we were looking at whose disclosure 00:00:00.000 --> 00:00:00.000 in D&I in a public finding, it was less than 5% of companies. So while 66% obviously how much for something a lot higher than 00:00:00.000 --> 00:00:00.000 that, it's showing some progress. Here is where I would say there are potential deficiencies in the disclosures. I would say 00:00:00.000 --> 00:00:00.000 that 90 plus% of disclosures were qualitative and there was a hope for many that we would see within the disclosures more 00:00:00.000 --> 00:00:00.000 quant Tative information to really help understand how companies are driving diversity -- Diversity Equity and Inclusion 00:00:00.000 --> 00:00:00.000 within their organization. And we listed here a few areas where companies said something. So either qualitative or quant 00:00:00.000 --> 00:00:00.000 Tative. First off, companies are often challenged by the self-ID process, around diversity and more broadly but specifically 00:00:00.000 --> 00:00:00.000 around two areas disability and LGBTQ+ -- I always get a tongue twister when I do that. It is something that to this day 00:00:00.000 --> 00:00:00.000 individuals may not feel comfortable with disclosing. More broadly we see challenge that is companies have around self-ID 00:00:00.000 --> 00:00:00.000 just even for race and gender with individuals not feeling comfortable with making certain disclosures because they don't know 00:00:00.000 --> 00:00:00.000 whether or how that information will be used and maybe a perception it could be used against them. We have seen increase as 00:00:00.000 --> 00:00:00.000 it relates to race and ethnicity and increase in individuals doing a lot not to provide and that's largely coming from our 00:00:00.000 --> 00:00:00.000 white population as opposed to our minority population because of a perception that indicating you're white, it may be 00:00:00.000 --> 00:00:00.000 something that reduces your ability to get certain opportunities. So am I -- in my personal opinion, very short sighted but 00:00:00.000 --> 00:00:00.000 we are seeing that as a trend or people just electing not to provide that information. But just going back to the disability 00:00:00.000 --> 00:00:00.000 point. Many companies are issuing corporate responsibility reports. So reports outside of the SEC10. And that's where we 00:00:00.000 --> 00:00:00.000 are seeing companies being a lot more transparent around what they are doing at a deeper level, in order to recruit a 00:00:00.000 --> 00:00:00.000 more diverse workforce including people with disabilities. When you bring them into the organization, what support resources 00:00:00.000 --> 00:00:00.000 are we providing to make sure they feel included in the teams and making sure they have the right resources for them to be 00:00:00.000 --> 00:00:00.000 successful. At PwC we have an ability in abilities and allies, Business Resource Group and while we tend to see those 00:00:00.000 --> 00:00:00.000 different race ethnicity Business Resource Groups and organizations and female and veteran-type organizations, we are seeing 00:00:00.000 --> 00:00:00.000 more and more companies look to disability groups and all of it is still opt-in and so it really is about encouraging people 00:00:00.000 --> 00:00:00.000 that this is a safe space there to help support them in their career journeys. In the year we had, COVID-19 is something that 00:00:00.000 --> 00:00:00.000 75% of companies disclosed how they were helping their employees and the decisions they made around not laying off employees 00:00:00.000 --> 00:00:00.000 or additional well-being benefits that were provided particularly around mental health as well as other health and safety 00:00:00.000 --> 00:00:00.000 matters that they focused on to ensure their workforce were safe when they were coming into the office. This is one of the 00:00:00.000 --> 00:00:00.000 reasons why the SEC made the standard principles basises. They didn't want to limit companies around what to disclose because 00:00:00.000 --> 00:00:00.000 quite frankly the world around us and the environment is changing rapidly so while in 2020-2021, COVID-19 is something that is 00:00:00.000 --> 00:00:00.000 likely material to many businesses and therefore they are disclosing and God willing that won't be the case. So it gives 00:00:00.000 --> 00:00:00.000 fluidity around those disclosures. We talk about transparency as we go through ESG a couple of reasons. For one, investors 00:00:00.000 --> 00:00:00.000 are asking more and more for companies to be tracks parent on what they are doing to drive environmental and social change 00:00:00.000 --> 00:00:00.000 within their organization. Sometimes they are driven by ESG ratings which the various rating agencies that evaluate how 00:00:00.000 --> 00:00:00.000 companies are doing on different metrics in terms of what they are disclosing. And so there is definitely that push we are 00:00:00.000 --> 00:00:00.000 seeing while not explicitly required by any standard, we are seeing the push from investors and stakeholders to disclose 00:00:00.000 --> 00:00:00.000 information and so companies are getting themselves prepared for that. 00:00:00.000 --> 00:00:00.000 There is also a social pressure that companies are facing genZs socially conscious group. My daughter is a genZ so she 00:00:00.000 --> 00:00:00.000 always keeps me very much in check around these issues and we see a lot of our companies particularly brand consumer-facing 00:00:00.000 --> 00:00:00.000 companies really focusing on how they can show their stakeholders, their customers what they are doing drive social equity 00:00:00.000 --> 00:00:00.000 within their organization whether that is through community dollars that they are spending through hiring practices or 00:00:00.000 --> 00:00:00.000 advancement within their organization. The other thing it drives is account builty. Once something goes out into the public 00:00:00.000 --> 00:00:00.000 domain of okay, we have X% representation or we are investing X% in these type of programs, what the intended impact to be and 00:00:00.000 --> 00:00:00.000 why. 00:00:00.000 --> 00:00:00.000 That results in companies having to do something in order to address the goals and commitments that they made. And so we like 00:00:00.000 --> 00:00:00.000 to say with increased transparency comes greater accountability and I can say just even within PwC when we issued our 00:00:00.000 --> 00:00:00.000 transparency report in August 2020, we definitely saw the level of accountability for all of our people go up because it 00:00:00.000 --> 00:00:00.000 became everyone -- everyone became aware of where we stood and what our commitments were and really got the organization 00:00:00.000 --> 00:00:00.000 behind the changes that we were looking to drive. So I touched on some of these and I want to make sure that I leave some 00:00:00.000 --> 00:00:00.000 time. I think I have only 5 minutes left but I want to make sure I leave some time for any questions that might be out there. 00:00:00.000 --> 00:00:00.000 Maybe just a couple of things to highlight here. From a scrutiny perspective, we're seeing more stakeholders within an 00:00:00.000 --> 00:00:00.000 organization really becoming engaged. D&I and human capital is no longer becoming just a Human Resource focus. We're seeing 00:00:00.000 --> 00:00:00.000 audit committees, governance committees within companies becoming more engaged, financial reporting, being more engaged, 00:00:00.000 --> 00:00:00.000 particularly as key performance indicators are being disclosed publicly. I think we'll see more to come around human capital 00:00:00.000 --> 00:00:00.000 disclosures once the SEC had a chance to go through the disclosures through the last cycle. I think we can expect to see some 00:00:00.000 --> 00:00:00.000 feedback from them overall in terms of what they saw and whether it met their expectations and whether there could be future 00:00:00.000 --> 00:00:00.000 standard settings to create some more prescription. And I think we seeing a recognition within companies that not only ESG 00:00:00.000 --> 00:00:00.000 but D. Andanism particular is an opportunity -- D&I to impact the growth trajectory of companies. The diversity in thinking, 00:00:00.000 --> 00:00:00.000 the diversity and experiences are important to think about inoivation. So we are looking at companies tieing this to 00:00:00.000 --> 00:00:00.000 their overall business strategy and values and being able to get stakeholders within the company engaged beyond it's the right 00:00:00.000 --> 00:00:00.000 thing to do to, here is how it will be impactful for the business. 00:00:00.000 --> 00:00:00.000 With that, I could see if -- we have in here, a few resources for you to take a look at that we have published over the past 00:00:00.000 --> 00:00:00.000 couple of months around ESG as well as human capital. So certainly feel free to reach out if you want to have a deeper 00:00:00.000 --> 00:00:00.000 conversation. I can talk about this all day. 00:00:00.000 --> 00:00:00.000 >> Nadine: One question, are there any benchmarks or leaning towards some examples for reporting? While not a standard, this 00:00:00.000 --> 00:00:00.000 looks good. So you have something like that? 00:00:00.000 --> 00:00:00.000 >> Sheri: Yes, so yes and no. There is certainly not an externally-published benchmark. There are tools that we as well as 00:00:00.000 --> 00:00:00.000 other firms have and as we are working with clients what we do is do that landscape assessment and there are companies who are 00:00:00.000 --> 00:00:00.000 doing these disclosures well but it's hard to define what is good because it is going to it could on your business and where 00:00:00.000 --> 00:00:00.000 you are from a maturity perspective around your problems and,alliance. So we receive that question a lot. And a lot of times 00:00:00.000 --> 00:00:00.000 we look at what other industry players, similar size peers, look like and give you a bit of a sense of where you stand and 00:00:00.000 --> 00:00:00.000 where you may have gaps and opportunities. 00:00:00.000 --> 00:00:00.000 >> Nadine: Out of curiosity, are there some unique differences there relative to specific industries? Geography and where the 00:00:00.000 --> 00:00:00.000 corporation is sitting? Anything like that? 00:00:00.000 --> 00:00:00.000 >> Sheri: So from a industry perspective, it's interesting. I would say that the Financial Services kind of banking and 00:00:00.000 --> 00:00:00.000 Capital Markets industry I would say were the ones that were least transparent around Diversity Equity and Inclusion. The 00:00:00.000 --> 00:00:00.000 tech-sector, we saw and health and pharma Life Sciences, we saw them being very transparent around Diversity Equity and 00:00:00.000 --> 00:00:00.000 Inclusion. So you did certainly see a difference. Industrial products like manufacturing, probably a little in between but I 00:00:00.000 --> 00:00:00.000 think the companies that you tend to see quite a bit because of the products that you use from a technology perspective were 00:00:00.000 --> 00:00:00.000 quite transparent and I think that is driven by they know who their customers are. 00:00:00.000 --> 00:00:00.000 >> Nadine: So another question, a few people asked, will these slides and resources be available? I believe we have them and 00:00:00.000 --> 00:00:00.000 we will be sharing them. Is that accurate or not? 00:00:00.000 --> 00:00:00.000 >> Sheri: It is. I think we just need to do something on our back end in order to make them available but we will make sure 00:00:00.000 --> 00:00:00.000 that you get access to them. 00:00:00.000 --> 00:00:00.000 >> Nadine: Great. That was fabulous. We started the conference by saying data is king and we expanded to four sessions on 00:00:00.000 --> 00:00:00.000 data. So I very much appreciate you closing us out not just the main part of the conference but on the information and 00:00:00.000 --> 00:00:00.000 sharing of data. So thank you very much. Ivette back to you. 00:00:00.000 --> 00:00:00.000 >> Ivette: Thank you, Sheri, that was really informational. Thank you very much. And now we are going to go to break for 15 00:00:00.000 --> 00:00:00.000 minutes. But, before we go, please bring a drink T can be alcoholic. It can be a mocktail. It could be water. And dress up 00:00:00.000 --> 00:00:00.000 if able so we can formerly toast the Honorees and their achievements and when on screen, feel free to bring coworkers, 00:00:00.000 --> 00:00:00.000 families, pets, whomever, whatever. We'll see you back at 4:30 p.m. eastern. Check your local time. 00:00:00.000 --> 00:00:00.000 [ Break ] 00:00:00.000 --> 00:00:00.000 >> Nadine: All right! This is probably one of the most fun parts, although I have to say the whole L.A. and Terry thing was 00:00:00.000 --> 00:00:00.000 pretty fun! But this is definitely the most favorite part of the conference for me. I get to present Awards to you, to those 00:00:00.000 --> 00:00:00.000 of you that are really doing the great work, the important work, and just -- this is not easy, not for the faint of heart. I 00:00:00.000 --> 00:00:00.000 don't know how many people said be bold, be brave. That's what our Honorees are. So let me give you a little housekeeping. 00:00:00.000 --> 00:00:00.000 What will happen is we will go by categories. We will announce you. When we announce your award, I'm going to virtually pass 00:00:00.000 --> 00:00:00.000 an award to you that you'll accept, although, this is not the actual award. The crystal award will be sent to you via mail 00:00:00.000 --> 00:00:00.000 and you'll also be seeing a national press release coming out around that same time. After all of our Honorees have been 00:00:00.000 --> 00:00:00.000 given their award, we are going to ask all of you to come back on screen together so we have one big group, and when you do 00:00:00.000 --> 00:00:00.000 that, we have two very special ways that we are going to continue to honor you and celebrate you today. So you can't go 00:00:00.000 --> 00:00:00.000 anywhere. Now as Ivette mentioned, we hope that you will bring a glass of bubbly, electronic -- wow! It's been a long day! 00:00:00.000 --> 00:00:00.000 You can bring champagne, wine, soda, water, whatever you like, and also we hope that you will be joined by all of the people 00:00:00.000 --> 00:00:00.000 that support you to do this incredible work. So that might be your Partners, your spouses, your colleagues, your dogs, your 00:00:00.000 --> 00:00:00.000 cats or children. We welcome everyone. This award should be shared by everybody. So with that, I think we'll start 00:00:00.000 --> 00:00:00.000 with our first award. So the first category is in marketplace! So we would like to present this lovely award to our friends 00:00:00.000 --> 00:00:00.000 at Colgate-Palmolive! So do we have Colgate ready to accept their award? 00:00:00.000 --> 00:00:00.000 >> Eugene: I'm here! 00:00:00.000 --> 00:00:00.000 >> Nadine: I'm passing this award to you virtually! 00:00:00.000 --> 00:00:00.000 [ Laughs ] 00:00:00.000 --> 00:00:00.000 Would you like to say something on the red carpet? 00:00:00.000 --> 00:00:00.000 >> Eugene: Oh, yes! I would. So Nadine, and the wonderful team at Springboard, you know how very, very long we have been 00:00:00.000 --> 00:00:00.000 trying toern the recognition for this award or -- earn the award that shows how much we care and how much we would really, 00:00:00.000 --> 00:00:00.000 really like to move along in our journey. And the excitement when you made the call to us and told me was unbelievable! I 00:00:00.000 --> 00:00:00.000 couldn't wait! So I want to thank you for all of the great work, all the guidance that Springboard has given us, all of the 00:00:00.000 --> 00:00:00.000 hands on work that you have done with our company to get us further along in the journey. We are only somewhat there, but we 00:00:00.000 --> 00:00:00.000 are on the good side of the journey now. And so we want to improve and maybe look at eyeing some of the other categories but 00:00:00.000 --> 00:00:00.000 for the time being, we are very, very happy that we are making the connection with the people in the marketplace who deserve 00:00:00.000 --> 00:00:00.000 to have service and oral care that fits their needs and so on behalf of our Leadership Team, our 34,000 employees globally, we 00:00:00.000 --> 00:00:00.000 proudly accept this award and again want to thank all of you for caring about working for people with disabilities. So thank 00:00:00.000 --> 00:00:00.000 you. 00:00:00.000 --> 00:00:00.000 >> Nadine: Thank you Eugene and thank you to everyone at Colgate. Like you said, it's a journey, right? And I am just so 00:00:00.000 --> 00:00:00.000 proud and honored to have been on this journey with you for so many years because I have seen the commitment at every level of 00:00:00.000 --> 00:00:00.000 your organization. And I have to say the fact that you all started with marketplace so strongly, relative to dental and the 00:00:00.000 --> 00:00:00.000 dental practices for individuals with disabilities. That is not a popular topic but it is probably one of the most needed out 00:00:00.000 --> 00:00:00.000 there. So the fact that you have taken on this huge, huge issue, I'm just very proud personally and professionally. So 00:00:00.000 --> 00:00:00.000 again, congratulations. Don't go anywhere. Come back on screen when we call everybody back. 00:00:00.000 --> 00:00:00.000 >> Eugene: Thank you. 00:00:00.000 --> 00:00:00.000 >> Nadine: So now we're going to go to our next Marketplace Award which is Sephora! Sephora, please come to the red carpet! 00:00:00.000 --> 00:00:00.000 >> George: Yes! 00:00:00.000 --> 00:00:00.000 >> Nadine: I'm going to hand this to you virtually. 00:00:00.000 --> 00:00:00.000 >> George: Thank you very much, nay done. So yes, it's a true honor and pleasure to receive this award today on behalf of 00:00:00.000 --> 00:00:00.000 Sephora. And we are very excited, so excited because we remember that the first time we received an award was in 2009, so 00:00:00.000 --> 00:00:00.000 it's been quite sometime and we are very proud to be again as part of your -- tonight. Thank you very much for the trust and 00:00:00.000 --> 00:00:00.000 also for the support you have been giving us and I can't wait to continue our partnership as we continue at Sephora on our D&I 00:00:00.000 --> 00:00:00.000 journey to foster accessibility for our employees with disabilities, clients and also the communities we serve. So thank you 00:00:00.000 --> 00:00:00.000 so much. Thank you. 00:00:00.000 --> 00:00:00.000 >> Nadine: Well, thank you! And again, I wanted to share a little story and this is before you were at Sephora. But many, 00:00:00.000 --> 00:00:00.000 many years ago, we had the opportunity to create an event in-store event. Your CEO spoke about it on stages with me that it 00:00:00.000 --> 00:00:00.000 became the most profitable event so we did them in many locations and it was to open your stores to women with disabilities. 00:00:00.000 --> 00:00:00.000 And then also to women who have children, daughters with disabilities. And to come in and have a safe environment to, talk 00:00:00.000 --> 00:00:00.000 about cosmetics and skin care and I think that that was just the start of it. So I just want to say thank you once again. 00:00:00.000 --> 00:00:00.000 >> George: Thank you very much and I can't wait to continue this great partnership. 00:00:00.000 --> 00:00:00.000 >> Nadine: Absolutely! So on to our next Marketplace Award, which is going to go to Zappos! Do we have our folks from Japose 00:00:00.000 --> 00:00:00.000 joining us -- Zappos -- there is Dana. You're on mute. 00:00:00.000 --> 00:00:00.000 >> Dana Zumbo there we go. 00:00:00.000 --> 00:00:00.000 >> Nadine: I'm going to present this to you virtually. I always forget which direction. And I'll let you make some 00:00:00.000 --> 00:00:00.000 comments. 00:00:00.000 --> 00:00:00.000 >> Dana Zumbo thank you very much. First of all, thank you very much to Nadine and the Springboard Consulting team for 00:00:00.000 --> 00:00:00.000 Hosting the Disability Matters Conference and Awards. It is our first time being here. We are honored to be among other 00:00:00.000 --> 00:00:00.000 thought leaders and advocates who are helping change the conversation around Disability Inclusion. The Zappos adaptive single 00:00:00.000 --> 00:00:00.000 and different size shoes program all started from feedback that we received from our customers and really the disability 00:00:00.000 --> 00:00:00.000 community at large. People have been reaching out to our customer loyalty team for years asking if they could buy a single 00:00:00.000 --> 00:00:00.000 shoe or two different cised shoes and previously from a majority of those customers, we were not able to provide them with 00:00:00.000 --> 00:00:00.000 what they needed and it was disappointing for us and we really took it to heart. When we launched the Zappos adaptive website 00:00:00.000 --> 00:00:00.000 in April of 2017, these requests started coming in on a more frequent basis and we decided to explore this crazy idea for the 00:00:00.000 --> 00:00:00.000 program by posting a survey to our Facebook page and by the magnitude of people who responded, we knew we just had to do 00:00:00.000 --> 00:00:00.000 something about it. We had enough information from all of the survey, along with our CLT team over the years to create a 00:00:00.000 --> 00:00:00.000 program that we were able to launch in July of 2020. It is an honor to accept this award on behalf of Zappos all of the 00:00:00.000 --> 00:00:00.000 employees who helped make this possible, along with the disability community who provided their feedback. Thank you for 00:00:00.000 --> 00:00:00.000 raising this awareness for us so we can help further and raise it throughout the footwear industry alongside our brand 00:00:00.000 --> 00:00:00.000 Partners. Thank you again, Nadine. It's been such a pleasure meeting everybody and being a part of this very valuable award 00:00:00.000 --> 00:00:00.000 for us. 00:00:00.000 --> 00:00:00.000 >> Nadine: You're so welcome. And I'm just going to share a personal story. When Gretchen was little she wore orthotics and 00:00:00.000 --> 00:00:00.000 in those days you weren't here. And what would happen is we would have to get these big sneakers that were like 3 or 4 sizes 00:00:00.000 --> 00:00:00.000 too big and that would almost trip her because they were too big. But I think beyond that, as you know, kids can be mean and 00:00:00.000 --> 00:00:00.000 they see something different and it caused bullying. And it just made what was already a tough situation so much tougher. 00:00:00.000 --> 00:00:00.000 And it just does my heart good that you guys are here, that you're doing this, that there are kids out there that will not 00:00:00.000 --> 00:00:00.000 have to go through what Gretchen went through because of that, or the parents have to go through that, right? And to this 00:00:00.000 --> 00:00:00.000 day, she has a need for different sized shoes. So from the bottom of my heart on a personal note and I know Gretchen is 00:00:00.000 --> 00:00:00.000 working behind-the-scenes and is going yes yes yes! So thank you for all you do and I know that we are going to see bigger 00:00:00.000 --> 00:00:00.000 and better things coming. No pressure. 00:00:00.000 --> 00:00:00.000 >> Dana Zumbo: Absolutely. 00:00:00.000 --> 00:00:00.000 >> Nadine: Thank you. All right, on to our next category which is workforce. So do we have our Intuit folks here? Intuit, 00:00:00.000 --> 00:00:00.000 where are you? Cheryl is coming on. Hi, Cheryl! I'm going to present I keep forgetting which direction to go. I'll present 00:00:00.000 --> 00:00:00.000 that to you and sa gar is joining us as well. I'll let you make comments and then I'll come back on. 00:00:00.000 --> 00:00:00.000 >> Cheryl Cheryl thank you. On behalf of in opportunity thank you for recognizing us as a workplace Honorees. I'm Cheryl and 00:00:00.000 --> 00:00:00.000 I'm the global co-lead for in opportunity I believe so network and sag ar is one of my co-leads. We are excited to join you 00:00:00.000 --> 00:00:00.000 today. It's a great learning experience over the last two days thanks to Springboard and just a couple of things that we 00:00:00.000 --> 00:00:00.000 wanted to share at Intuit, D&I isn't just something we do, it's been a part of who we are with Diversity and Inclusion dates 00:00:00.000 --> 00:00:00.000 back to the founding days of Intuit first declared it's core values and today now engrains all of this not just values but 00:00:00.000 --> 00:00:00.000 also Leadership, competencies and true goals. And we believe that we will be able to better deliver on our mission for 00:00:00.000 --> 00:00:00.000 empowering prosperity around the world because of forums like this. Not just one team here, it's a collaboration across 00:00:00.000 --> 00:00:00.000 multiple teams and the Leadership and the engagement across the company we have been able to rapidly identify and solve unique 00:00:00.000 --> 00:00:00.000 challenges faced by employees and broaden our understanding of this inclusion. It's these diverse perspectives and 00:00:00.000 --> 00:00:00.000 experiences that help us make that push to innovation and grow and deliver. But we still have a long way to go. There is so 00:00:00.000 --> 00:00:00.000 much more and so here is to a continuation of that journey to empower people of all abilities and awareness of this in our 00:00:00.000 --> 00:00:00.000 workforces. Thank you to the team at Springboard for continuing to prepare this conversation and building spaces where we can 00:00:00.000 --> 00:00:00.000 make our world more inclusive for everyone. Thank you for this honor and it's back to you. 00:00:00.000 --> 00:00:00.000 >> Nadine: Thank you. And at Springboard we had the pleasure of working with you guys for over 10 years. This has been a 00:00:00.000 --> 00:00:00.000 long journey. And one of the things about Intuit is that you have worked really diligently from the very beginning to 00:00:00.000 --> 00:00:00.000 seamlessly integrate disability in all aspects of the business. And we all know you can't boil the ocean, but every single 00:00:00.000 --> 00:00:00.000 initiative you have done over the 10 years we have been working with you guys, it's been how do we integrate it across for 00:00:00.000 --> 00:00:00.000 customers, for employees, for candidates. I think that that really propels you beyond a lot of your fears. And I just want 00:00:00.000 --> 00:00:00.000 to congratulate you and say how proud we are and thank you for your commitment and your sponsorship of this event. 00:00:00.000 --> 00:00:00.000 >> Cheryl: Thank you. 00:00:00.000 --> 00:00:00.000 >> Nadine: Absolutely. Okay. So, our next Workforce Award goes to GSK! Who is going to be joining us on screen for GSK? We 00:00:00.000 --> 00:00:00.000 have Tracy? Sam? There is Tracy. Hi, Tracy! I'm passing you the virtual award here. It's like where do you grab? I'll 00:00:00.000 --> 00:00:00.000 leave it to you. 00:00:00.000 --> 00:00:00.000 >> Tracy: Is Sam joining? There you are! 00:00:00.000 --> 00:00:00.000 >> Samantha: Here I am. Thank you Nadine! And hello Tracy. So greetings friends. I'm Samantha Warren from GSK and my 00:00:00.000 --> 00:00:00.000 pronounce is she, her and hers and I'm joined by my colleague ERG Resource Group Leader and Founder,, Traci Mitchell 00:00:00.000 --> 00:00:00.000 son. And we really like to thank the Nominating Committee at diversity matters for this really distinguished honor in 00:00:00.000 --> 00:00:00.000 recognition of the work of our disability competence network ERG, which has greatly accelerated GSK's Disability Inclusion 00:00:00.000 --> 00:00:00.000 journey. We are extremely proud of the work of the which has run the gamut. It's run from supporting our colleagues by 00:00:00.000 --> 00:00:00.000 providing resources and references to enable accommodation needs, to increasing our disability confidence through providing 00:00:00.000 --> 00:00:00.000 education and advocacy. Removing barriers to inclusion through supporting nationally-recognized tech companies in the 00:00:00.000 --> 00:00:00.000 development and design of accessibility tools and so much more. I could go on all day. The DC&ERG consistently brings the 00:00:00.000 --> 00:00:00.000 values of trust, courage and respect for others to life at GSK literally week after week. I have to say we are especially 00:00:00.000 --> 00:00:00.000 honored to celebrate this recognition today with the other Honorees during diversity matters 15th anniversary. And like 00:00:00.000 --> 00:00:00.000 Disability Matters, and the companies represented today, GSK is hon on Disability Inclusion journey. There is so much more 00:00:00.000 --> 00:00:00.000 work to do and we have committed to continuing that work, to sustain and and enhance an inclusive workplace to enable 00:00:00.000 --> 00:00:00.000 opportunities for colleagues with disabilities to absolutely learn to thrive and to succeed in their careers and beyond. So I 00:00:00.000 --> 00:00:00.000 just think, in closing, we'd like to thank Disability Matters again for this distinguished recognition. Our employees at GSK 00:00:00.000 --> 00:00:00.000 with disabilities are immensely talented and their contributions are valued and integral to the success of our business and we 00:00:00.000 --> 00:00:00.000 absolutely know that. So we would like to thank you for this recognition. We'd like to thank you for seeing them, for 00:00:00.000 --> 00:00:00.000 recognizing the transformational impact of their work and most importantly, thank you for lending your voice to Champion 00:00:00.000 --> 00:00:00.000 Disability Inclusion. So on behalf of GSK, Tracy and I say thank you. 00:00:00.000 --> 00:00:00.000 >> Nadine: I want to thank you both and one of the things that really stands out for GSK, especially as it relates to your 00:00:00.000 --> 00:00:00.000 Resource Group, we hear often leaders say, my day job is -- and then I do X. And the one thing I know Tracy a long time. The 00:00:00.000 --> 00:00:00.000 one thing I always heard Tracy say and others at GSK, is that what I do is -- and the ERG, the work is integrated into it. 00:00:00.000 --> 00:00:00.000 You make it part of your day job and that is why you have the impact that you do on candidates and employees. That's why 00:00:00.000 --> 00:00:00.000 you -- that's why you're a winning company. So we are just so proud to be able to honor you and I can't wait again. I keep 00:00:00.000 --> 00:00:00.000 saying no pressure but I'm putting pressure on everyone. I can't wait to see what else you're doing down the road. 00:00:00.000 --> 00:00:00.000 >> Samantha: Thank you very much. 00:00:00.000 --> 00:00:00.000 >> Nadine: So our next -- 00:00:00.000 --> 00:00:00.000 [ No Audio ] 00:00:00.000 --> 00:00:00.000 >> Ivette: Nadine, we lost audio. 00:00:00.000 --> 00:00:00.000 You're visual just muted. 00:00:00.000 --> 00:00:00.000 >> Nadine: Can you hear me now? Yes? Okay. I must have fallen off the red carpet. I don't know what happened. I started 00:00:00.000 --> 00:00:00.000 the toasting too early, I think. That's the issue. So our next category is workplace and we would like to honor Travelers! 00:00:00.000 --> 00:00:00.000 So are our Travelers folks here? 00:00:00.000 --> 00:00:00.000 >> Fred: Can you hear me? 00:00:00.000 --> 00:00:00.000 >> Nadine: I don't see you yet but I can hear you. 00:00:00.000 --> 00:00:00.000 >> Fred: Maybe if I press the camera button you can see me. I missed the red carpet background so -- 00:00:00.000 --> 00:00:00.000 >> Nadine: No problem, but you're still going to get your award. Congratulations and I will turn it over to you. 00:00:00.000 --> 00:00:00.000 >> Fred: Thank you very much. It's such an honor to be here and it's honor to be here in such great company and people 00:00:00.000 --> 00:00:00.000 committed to such meaningful work. I admire everyone on here and the recipients of Awards. I want to thank you and thank 00:00:00.000 --> 00:00:00.000 Springboard for your partnership and Leadership in this space. I would say that my being here alone doesn't represent the 00:00:00.000 --> 00:00:00.000 totality of the individuals who are committed heart and soul to this effort but they know that they are as part of my 00:00:00.000 --> 00:00:00.000 expression, on behalf of Travelers, in spirit here with me. Travelers is so appreciative for all the efforts and everything 00:00:00.000 --> 00:00:00.000 they do day in and day out and to the point you made earlier, Nadine, we don't consider this work that is off the side of our 00:00:00.000 --> 00:00:00.000 desk. This is our work. It fits into our passion around Diversity Equity and Inclusion and belonging. So this is the spirit 00:00:00.000 --> 00:00:00.000 in which we do this work and commit to this work. Again, I'm so honored to accept this on behalf of Travelers and delighted 00:00:00.000 --> 00:00:00.000 to be in partnership with Springboard. So again thank you thank you thank you on behalf of Travelers and all of my colleagues 00:00:00.000 --> 00:00:00.000 and friends at Travelers as well. So again thank you, Nadine. 00:00:00.000 --> 00:00:00.000 >> Nadine: You are so welcome. There is a saying that when we talk about Diversity and Inclusion, diversity is inviting 00:00:00.000 --> 00:00:00.000 someone to the party. Inclusion is asking them to dance. What I found with Travelers is you ask them what song they want to 00:00:00.000 --> 00:00:00.000 dance to. You guys have really taken the in environment, the workplace and the workplace integration to a level that I hope 00:00:00.000 --> 00:00:00.000 other companies will follow. I think that you are definitely a model for that. We are so honored to be giving you this 00:00:00.000 --> 00:00:00.000 award. 00:00:00.000 --> 00:00:00.000 >> Fred: Thank you. 00:00:00.000 --> 00:00:00.000 >> Nadine: Absolutely. So one more award. Our disability every day hero. So is Carol there to join us on screen? 00:00:00.000 --> 00:00:00.000 >> Carol: Can you hear and see me? 00:00:00.000 --> 00:00:00.000 >> Nadine: I hear you and see you. Here is your award. 00:00:00.000 --> 00:00:00.000 >> Carol: Thank you very much. 00:00:00.000 --> 00:00:00.000 >> Nadine: And I'll leave it to you to make comments. 00:00:00.000 --> 00:00:00.000 >> Carol: Thank you very much. So I'm reflecting back that a year ago now I was sitting on the other side of this camera at 00:00:00.000 --> 00:00:00.000 Disability Matters being so inspired by the speakers and the content and really this movement to change, to make the world 00:00:00.000 --> 00:00:00.000 better. And so it's an incredible honor now to be on this side of the camera to be recognized for Goodby Orchid and I have 00:00:00.000 --> 00:00:00.000 two sets of thank yous I'd love to share. One first of all to Nadine and Gretchen and Ivette and the entire Springboard 00:00:00.000 --> 00:00:00.000 Consulting organization. This last few days has been a seamless, inspiring experience. So kudos to what you have pulled off 00:00:00.000 --> 00:00:00.000 two years in a row of a virtual experience that is just incredible. I also want to thank my company, Mars, who sponsored me 00:00:00.000 --> 00:00:00.000 to be here. I don't know if Dan or Meg have called in and might be on the line, but also my line Managers, Russel, Sandeep, 00:00:00.000 --> 00:00:00.000 who supported my attendance here and I'm super excited to bring back learning and insights to the organization from what I 00:00:00.000 --> 00:00:00.000 have heard over these last few days. And the last thing I'll just share is that as I was thinking about this experience and 00:00:00.000 --> 00:00:00.000 about Goodby Orchid, I was thinking back to what I wrote for myself as I was trying to share what was so important to me, what 00:00:00.000 --> 00:00:00.000 was happening in my life but I also saw it really opened my eyes to what happens in so many people's lives. I wrote for 00:00:00.000 --> 00:00:00.000 myself in that period that I was getting Goodby Orchid ready for publication, I wrote for myself an inspiring purpose 00:00:00.000 --> 00:00:00.000 statement. And I said I simply wanted to, by being my authentic self, help inspire hope and empathy. And I am so grateful 00:00:00.000 --> 00:00:00.000 for this award because it feels to me like it's really brought that aspiration into culmination. So thank you so much for 00:00:00.000 --> 00:00:00.000 this honor. 00:00:00.000 --> 00:00:00.000 >> Nadine: You are very welcome. Absolutely. So what we'd like to do now is ask all of our Honorees to come back on screen 00:00:00.000 --> 00:00:00.000 together. This is where you bring your kids, your pets, your whomever. So let's see if we can get everyone back on screen. 00:00:00.000 --> 00:00:00.000 Trying to get everybody back on. Not always easy. 00:00:00.000 --> 00:00:00.000 >> Carol: I hope Laura is still there. She was an awesome interviewer. 00:00:00.000 --> 00:00:00.000 >> Nadine: Little by little we are getting everybody back. We'll give it another minute or so. 00:00:00.000 --> 00:00:00.000 Technology is great but -- sometimes it's a little challenging. 00:00:00.000 --> 00:00:00.000 There we go. Here are some more folks. 00:00:00.000 --> 00:00:00.000 We are hearing a couple of folks are having challenges getting on so we'll give them another few minutes. 00:00:00.000 --> 00:00:00.000 This is where all of you should get your glass. If you haven't gotten it yet, grab that glass. I won't ask what's in it. 00:00:00.000 --> 00:00:00.000 Fred is trying to trick us with a coffee mug but we know what is in there. 00:00:00.000 --> 00:00:00.000 [ Laughs ] 00:00:00.000 --> 00:00:00.000 All right, let's go ahead. Raise your glass. From Springboard to each and every one of you, we toast you to the incredible 00:00:00.000 --> 00:00:00.000 work that you have done, the incredible work we know you're going to do. You make this a better place for individuals with 00:00:00.000 --> 00:00:00.000 disabilities. My children, my friends, my colleagues, we love you and can't wait to see what the future holds. To life, 00:00:00.000 --> 00:00:00.000 everybody! 00:00:00.000 --> 00:00:00.000 [ Cheers ] 00:00:00.000 --> 00:00:00.000 I wish we could clink glasses. Next year I promise we will all do that. We have one more special piece we want to share with 00:00:00.000 --> 00:00:00.000 all of you. Norma Stanley wrote a song called, just do it. As you heard her say, the mom of an adult daughter with 00:00:00.000 --> 00:00:00.000 disabilities and she asked to perform this to help celebrate each and every one of you. So, there she is! It's all yours. 00:00:00.000 --> 00:00:00.000 >> Congratulations, everybody! 00:00:00.000 --> 00:00:00.000 [ Music Playing ] 00:00:00.000 --> 00:00:00.000 Congratulations to all the winners who have affected positive change in the areaa of Disability Inclusion and accessibility. 00:00:00.000 --> 00:00:00.000 I thank you as a mother and we thank you for all the work you have done and are about to do. We appreciate you. So just do 00:00:00.000 --> 00:00:00.000 it! 00:00:00.000 --> 00:00:00.000 [ Music Playing ] 00:00:00.000 --> 00:00:00.000 [ Music Playing ] 00:00:00.000 --> 00:00:00.000 Just do it everybody! Congratulations! 00:00:00.000 --> 00:00:00.000 [ Cheers and Applause ] 00:00:00.000 --> 00:00:00.000 >> Nadine: Thank you! And congratulations again to all of our Honorees! What I'd like to do now is turn it over to Ted 00:00:00.000 --> 00:00:00.000 Drake. Ted is our global Accessibility Leader at Intuit. Our sponsor, our Host anniversary celebratory sponsor. Ted, take 00:00:00.000 --> 00:00:00.000 it away. 00:00:00.000 --> 00:00:00.000 >> Ted: Just give me a second. 00:00:00.000 --> 00:00:00.000 >> Nadine: We'll give everyone a second to go off screen while you get on. 00:00:00.000 --> 00:00:00.000 >> Ted: I was going to change my background image -- 00:00:00.000 --> 00:00:00.000 >> Nadine: No worries. It's more important you're with us. Don't worry about the background. 00:00:00.000 --> 00:00:00.000 >> Ted: It's part of the talk. 00:00:00.000 --> 00:00:00.000 >> Nadine: Then go ahead. 00:00:00.000 --> 00:00:00.000 >> Ted: Just give me just a moment. It will just take a second. 00:00:00.000 --> 00:00:00.000 There we go. I wanted to bring that in. Thank you, Nadine. Hi, everybody. My name is Ted Drake and I'm the global 00:00:00.000 --> 00:00:00.000 Accessibility Leader for Intuit, my I'm in palm springs California so I want to acknowledge I got a note saying the video 00:00:00.000 --> 00:00:00.000 stopped. 00:00:00.000 --> 00:00:00.000 >> Ivette: You're back on. 00:00:00.000 --> 00:00:00.000 >> Ted: Thank you. So I want to respectfully acknowledge that the quawaila nation who stewarded this land throughout the 00:00:00.000 --> 00:00:00.000 generations. You have explored the diversity of our customers and communities abilities. Their strengths, challenges and 00:00:00.000 --> 00:00:00.000 opportunities matter. I have been fortunate to build a career around this concept. I used my experiences as a teacher, 00:00:00.000 --> 00:00:00.000 engineer, developer, evangelist and accessibility expert to empower our products, customers and colleagues. I have the 00:00:00.000 --> 00:00:00.000 privilege of en juring our products, Turbotax, QuickBooks, mint and now credit karma, are accessible for all. Our goal, 00:00:00.000 --> 00:00:00.000 everyone that the conference, is to build products and services that reach the largest possible audience. We take pride in 00:00:00.000 --> 00:00:00.000 developing software, at least at Intuit, some people are developing toothpaste, makeup, but we take pride in developing 00:00:00.000 --> 00:00:00.000 software that is maintainable, fast and secure. To accomplish this, we must recognize the core importance of accessibility 00:00:00.000 --> 00:00:00.000 because you can't accomplish the other goals without it. My job as the gobble Accessibility Leader is to share learnings. 00:00:00.000 --> 00:00:00.000 Like we gained at this year's conference. It's about using empathy and understanding of lived experiences and creating 00:00:00.000 --> 00:00:00.000 tangible outcomes. People need to be recognized and respected. I remember my first Disability Matters Conference. It was 00:00:00.000 --> 00:00:00.000 seven years ago at Morgan's Wonderland park in San Antonio. Intuit was launching in the final stages of launching our 00:00:00.000 --> 00:00:00.000 employee network and my mind was filled with tasks. Big and small. Just like this huge checklist to complete. When I got 00:00:00.000 --> 00:00:00.000 home. And I'm expecting that most of you are in the same position right now. You're already starting to prioritize what 00:00:00.000 --> 00:00:00.000 you're going to do and what is not going to get done and things like that. But here is the big secret for you. You don't 00:00:00.000 --> 00:00:00.000 have to do them. And the emphasis is on you. You see, we're here to change the culture of our companies. We are here to 00:00:00.000 --> 00:00:00.000 empower our colleagues and to make sure that everyone can bring their whole selves to work. So give everyone the 00:00:00.000 --> 00:00:00.000 make change. We started accessibility Champion program at Intuit a little over two years ago. It was inspired by a short 00:00:00.000 --> 00:00:00.000 class put together by our Pride Network. They created a small class that educated people about what it's like to be an ally 00:00:00.000 --> 00:00:00.000 to the LGBTQ community. And Intuit we loved to experiment. I spent a day putting together simple tasks anyone could complete 00:00:00.000 --> 00:00:00.000 to gain basic engine of accessibility and Disability Etiquette. This could be completed in as little as 15 minutes. It was a 00:00:00.000 --> 00:00:00.000 small barrier of entry because we wanted everyone to join. Level 1 champions watched a short video on accessible design for 00:00:00.000 --> 00:00:00.000 Google and Disability Etiquette for the Department of Labor. They bookmark our accessibility website and they join our 00:00:00.000 --> 00:00:00.000 community on slack. So they know where to get answers. We ask our developers and our designers to add some plug ins to their 00:00:00.000 --> 00:00:00.000 computer and set up their keyboards so they can test their products. Some of the optional tasks include learning about our 00:00:00.000 --> 00:00:00.000 ability network, visiting an inclusive play yard, for instance magical bridge playground in Palo Alto, or attending a 00:00:00.000 --> 00:00:00.000 workshop. Finally, and most importantly, they make a commitment statement. For how they are going to use this new knowledge 00:00:00.000 --> 00:00:00.000 going forward to build an inclusive experience. Now that is the Level 1. So that is really simple and it's very inclusive 00:00:00.000 --> 00:00:00.000 and everybody can join them. Contractors, CEOs, people that greet you at the front door, everyone. Our Level 2 champions, 00:00:00.000 --> 00:00:00.000 they complete tasks that give them greater empathy and understanding of our customers. This includes volunteering, customer 00:00:00.000 --> 00:00:00.000 research, creating closed captions, audio descriptions, and much more. We basically want our Level 2 champions to understand 00:00:00.000 --> 00:00:00.000 how people use our products in different ways, who these people are and to have a bond with all of our customers. Finally we 00:00:00.000 --> 00:00:00.000 have a third level for our subject matter experts. They have a flexible roadmap. As each person has their own specialty. 00:00:00.000 --> 00:00:00.000 We're about to complete our next Level 3 Champion, Sarah. She has been focusing on deaf, becoming a liaison for the Deaf 00:00:00.000 --> 00:00:00.000 community. She created our captioning protocol, Sign Language protocol. She has been working on on on-boarding. She is our 00:00:00.000 --> 00:00:00.000 Level 3 Champion running everything related to deafness, hard of hearing and the on-boarding process and accommodations. So 00:00:00.000 --> 00:00:00.000 this was an experiment. We were getting ready to go to India for an accessibility week and we put this together hoping that 00:00:00.000 --> 00:00:00.000 maybe we would get 25-50 people. That would be great to have a few dozen people to help us talk about accessibility and share 00:00:00.000 --> 00:00:00.000 information. So 25-50 we thought would be a great success. After two years, we have close to 900 champions. And that's 00:00:00.000 --> 00:00:00.000 about 8% of our company. And it grows. I have 7 people this week that signed up to be a Champion and I will be giving them a 00:00:00.000 --> 00:00:00.000 badge, a spotlight and letting their managers know about that tomorrow. We have 19 level 2 champions. Cheryl you just met 00:00:00.000 --> 00:00:00.000 her, she is a Level 2 Champion. A Champion for mobile accessibility and also for the product that she works on. And we have 00:00:00.000 --> 00:00:00.000 five Level 3 champions. Saga is a Level 3. In two years, our champions have transformed the way Intuit considers 00:00:00.000 --> 00:00:00.000 accessibility and inclusive workplace. Now I have an image, I'm probably going to go like this, of a cute illustration on my 00:00:00.000 --> 00:00:00.000 Zoom background. The corgi has the word, would have coming from his collar. This was part of a collection created by an 00:00:00.000 --> 00:00:00.000 accessibility Champion to raise awareness of different disabilities. This particular corgi represents one of our customers, 00:00:00.000 --> 00:00:00.000 Glenda Watson Hyatt. She uses an assisted audio communication technology, usually on her iPad. She talks about this image 00:00:00.000 --> 00:00:00.000 and how it helped her feel like she was recognized and respected to see that Intuit had incorporated her into a group of 12 00:00:00.000 --> 00:00:00.000 illustrations. She mentioned this in her Ted X talk, listen, acknowledge, include. You heard from saga and Cheryl and I. We 00:00:00.000 --> 00:00:00.000 have been busy with a event called Global Engineering days where people create small teams and work on passion projects. And 00:00:00.000 --> 00:00:00.000 it includes people from all over the company, for instance we have one guy in Canada who is involved in about eight different 00:00:00.000 --> 00:00:00.000 projects as an expert on keyboard accessibility. And he is working with all products across the globe. So we have 12 teams 00:00:00.000 --> 00:00:00.000 across the globe working on accessibility projects. All of them are led by Accessibility Champions. Another, last year, 00:00:00.000 --> 00:00:00.000 March 13 the world changed and the United States went into lockdown for COVID. So we kicked off a Lunch-and-Learn series on 00:00:00.000 --> 00:00:00.000 March 20 and this Lunch-and-Learn series was basically taking advantage of the fact that people were at home and they had a 00:00:00.000 --> 00:00:00.000 chance to sit down and watch something during the noon hour and learn something new. We Hosted 50 presentations over three 00:00:00.000 --> 00:00:00.000 months. Our Accessibility Champions drove those presentations and the talks ranged from sobriety in the workplace to struggle 00:00:00.000 --> 00:00:00.000 of COVID with a child that has severe Autism, algorithmic bias in artificial intelligence, cooking for the blind perspective, 00:00:00.000 --> 00:00:00.000 and accessible color usage. It was a huge variety of talks. And here is another example. We have a Level 1 Champion who is 00:00:00.000 --> 00:00:00.000 the daughter of deaf parents and she is now leading weekly American Sign Language classes that people can jump into and learn 00:00:00.000 --> 00:00:00.000 a few signs every week. I can continue these stories for the next hour. So take your long list of actions. You probably 00:00:00.000 --> 00:00:00.000 have a note pad you have been writing on or can copy and paste into a note pad. Take this when you go back to your work, find 00:00:00.000 --> 00:00:00.000 out how to share it. Give other people the ability to take on a challenge and make a difference. Make it easy for people to 00:00:00.000 --> 00:00:00.000 join and give them a roadmap for growth. For more information on our Champion program, search for Intuit Accessibility 00:00:00.000 --> 00:00:00.000 Champions on Google. I'll paste in a link in the chat that is on my personal blog but basically list every step that we use 00:00:00.000 --> 00:00:00.000 to become a Champion on all three levels so you can go in there and implement at your company. Sheldon Cummings, our Chief 00:00:00.000 --> 00:00:00.000 DEI officer shared a key insight yesterday at the Conference's opening. Work of Diversity Equity and Inclusion is not about 00:00:00.000 --> 00:00:00.000 raising up one group. It's about creating a rising tied of all boats. And as Cheryl just mentioned, at Intuit, DEI isn't 00:00:00.000 --> 00:00:00.000 just something we do, it's part of who we are. And as I have shared, accessibility plays a large role in that. We encourage 00:00:00.000 --> 00:00:00.000 our employees with disabilities to bring their whole selves to Intuit. This enables us to better serve each other and our 00:00:00.000 --> 00:00:00.000 customers. These diverse perspectives and lived experiences push Intuit to innovate, grow and deliver products that are 00:00:00.000 --> 00:00:00.000 accessible from the start. Let me give you another example. We had an intern. She had only been working for maybe two weeks 00:00:00.000 --> 00:00:00.000 at Intuit so she was going through the on-boarding. She had completed her first level of Champion and she attended an 00:00:00.000 --> 00:00:00.000 All-Hands Meeting. Everybody in San Diego got together to watch her CEO. After the presentation, she had the confidence to 00:00:00.000 --> 00:00:00.000 approach him afterwards and explained shoo wasn't able to hear him. She was hard of hearing from Rochester Institute of 00:00:00.000 --> 00:00:00.000 Technology's national technology Institute for the Deaf. So she explained to him that in order to understand anything he was 00:00:00.000 --> 00:00:00.000 saying, she had to open up her laptop and use Google translate and that only did about a third of the words. So he 00:00:00.000 --> 00:00:00.000 immediately create across department team and gathered people from our T.V. team, accessibility team, HR team, and within two 00:00:00.000 --> 00:00:00.000 weeks we were able to come up with a policy and the infrastructure so that any time one of our leaders speaks, whether he or 00:00:00.000 --> 00:00:00.000 any C level or product leaders, whenever they talk, there is always going to be CART live captioning and we also provide 00:00:00.000 --> 00:00:00.000 American Sign Language or any language interpreters for anybody that needs it. Finally it's through the Leadership of their 00:00:00.000 --> 00:00:00.000 Intuit Abilities Network who you had the pleasure of meeting, Cheryl and will sa gar, rapidly identifying and solve for unique 00:00:00.000 --> 00:00:00.000 accessibility challenges. Through their global engagement across the company, we found our employees empathy increased and 00:00:00.000 --> 00:00:00.000 broadened our understanding of inclusion. On behalf of Intuit and Springboard, thank you for joining me that the year's 00:00:00.000 --> 00:00:00.000 Disability Matters Conference. My hope is that each of you are as impacted by these two days as I. Join me in taking the 00:00:00.000 --> 00:00:00.000 Best Practices and key learnings back to your companies. Let's all continue the journey of empowering people of all abilities 00:00:00.000 --> 00:00:00.000 and driving awareness within our workforces. Before I close, let me share a final thank you to the Springboard team for 00:00:00.000 --> 00:00:00.000 continuing to drive the conversation around disabilities and building spaces where we can make our world more inclusive with 00:00:00.000 --> 00:00:00.000 that for everyone. With that, I'll hand it back to Nadine to close out the conference for this year. 00:00:00.000 --> 00:00:00.000 >> Nadine: Thank you very much! Thank you for everything that you do, that Intuit does. I have to say, when you brought up 00:00:00.000 --> 00:00:00.000 Morgan's Wonderland, a totally forgot. So for those who don't know. Morgan's wonderlands a 100% accessible theme park. And 00:00:00.000 --> 00:00:00.000 it's in San Antonio, texts and we held Disability Matters at the theme park. And that was absolutely a lot of fun. Which 00:00:00.000 --> 00:00:00.000 takes me to the fact that in friendy 22, I'm determined we are all going to be back together in person enjoying this. So Ted, 00:00:00.000 --> 00:00:00.000 thank you for those comments and for sharing that because Intuit has been on a journey multi-facetted journey, and I find that 00:00:00.000 --> 00:00:00.000 when it comes to anything you do, you put the Gold Standard on it. So thank you again and congratulations once again for an 00:00:00.000 --> 00:00:00.000 award and thank you for being this year's sponsor. 00:00:00.000 --> 00:00:00.000 >> Ted: Thank you. 00:00:00.000 --> 00:00:00.000 >> Nadine: Absolutely. So in closing, a couple of things. I also want to thank the entire Springboard team so Ivette and 00:00:00.000 --> 00:00:00.000 Gretchen and Rachel and Brandi and Susan and Libby and I know I'm forgetting people. But everyone on the team, because 00:00:00.000 --> 00:00:00.000 without you, as you know, nothing like this happens. And again, I want to thank not only Intuit as our Host presenting 00:00:00.000 --> 00:00:00.000 sponsor but all Sponsors who helped make us to help produce this event and do it in an extraordinary way. We had a lot of 00:00:00.000 --> 00:00:00.000 information over the last few days. You remember we promised the pillars of Disability Matters, education, inspiration, 00:00:00.000 --> 00:00:00.000 networking and celebration. So we hope that you -- we fulfilled your expectations and your goals for each of those pillars. 00:00:00.000 --> 00:00:00.000 We promise that we will do more, bring more content to you even next year, so please make sure you fill out your on line 00:00:00.000 --> 00:00:00.000 surveys. They are in the resource section. Give us ideas, topics, that you would like to see. Believe it or not, the 00:00:00.000 --> 00:00:00.000 seconds we end this, we are already working on next year. So anything you can do to help us would be great. Now in closing, 00:00:00.000 --> 00:00:00.000 I want to show you in a minute, lyrics to a song. When we are together, and Ted you'll remember this, when we are together in 00:00:00.000 --> 00:00:00.000 person, we always closeout with a song, wonderful world by Louie Armstrong. To me, it's because of the work that you all do 00:00:00.000 --> 00:00:00.000 that makes this such a wonderful world for everyone, including people with disabilities. Because of licensing, we can't play 00:00:00.000 --> 00:00:00.000 it on our live stream but we are going to post the lyrics and I do ask that as you closeout, take out your cell phone, find 00:00:00.000 --> 00:00:00.000 that song, play it, look at these lyrics and know this is what we all think at Springboard about you and the work that you do. 00:00:00.000 --> 00:00:00.000 We love you guys. We wish you the best of success health, happiness and can't wait to see you next year. Good by everybody! 00:00:00.000 --> 00:00:00.000 >> Ivette: Thank you for attending the 2021 Disability Matters North America Conference and Awards live stream. We look 00:00:00.000 --> 00:00:00.000 forward to seeing you, hopefully, in person, in 2022. In the meantime, stay safe and thank you again for attending. Bye-bye.