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AUGUST 22, 2017

Closing the Generation Gap: Making the Workplace Matter to a Millennial Workforce. AUGUST 22, 2017. BREAKOUT SESSION: Workplace “Closing the Generation Gap: Making the Workplace Matter to a Millennial Workforce”. MODERATOR: Yvonne Webb, Vice President

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AUGUST 22, 2017

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  1. Closing the Generation Gap: Making the Workplace Matter to a Millennial Workforce AUGUST 22, 2017

  2. BREAKOUT SESSION: Workplace “Closing the Generation Gap: Making the Workplace Matter to a Millennial Workforce” MODERATOR: Yvonne Webb, Vice President HR Compliance & Enterprise Risk Management Kaiser Permanente

  3. The landscape is changing and you may be experiencing more challenges around generational issues than diversity issues. The adage that if you hire a person with a disability they will stay in the same job throughout their career is not true for the next generation of high potential employees with disabilities. The next generation of individuals with disabilities is included in mainstream education and the community. They benefit from advances. In technology and innovative disability employment strategies. During this session. you will engage with a national disability employment expert. employers who are preparing for the next gen workforce, and a high potential employee with a disability to explore the workplace culture that will attract and retain a more purpose driven pool of talent with disabilities. – Yvonne Webb

  4. Learning Objectives Technologies that will enable employees with disabilities to increase productivity and advance in their careers. Innovative disability employment strategies that open opportunities for people with disabilities. Expectations of Millennials with disabilities for the future workplace.

  5. Presenters • Jennifer Sheehy, Deputy Assistant Secretary, Office of Disability Employment Policy, U.S. Department of Labor • Brandon M. Lyons, Experience Manager, PI Supply Chain, Advisory Services, Ernst & Young • Patrick Romzek, LifeChanger Founder and Chief Executive, Cisco Systems Retired Vice President of Cloud Strategy • Catherine (Katie) L. Jones, PMP, Summer Games Program Manager, Millennial Talent Team, Booz Allen Hamilton • Allison Chisenhall, Chemical Process Engineer, BAE Systems; USBLN 2015 Rising Leaders Mentoring Program Alumni

  6. APPRENTICESHIP Jennifer Sheehy, Deputy Assistant Secretary, Office of Disability Employment Policy, U.S. Department of Labor

  7. APPRENTICESHIP Inclusive Apprenticeship – Workforce Strategy • Executive Order to expand Apprenticeship • On-the-job training, occupation focused education, national occupational credential • Customized training, improved skills and competencies • Stable and predictable pipeline • Systematic approach to training

  8. APPRENTICESHIP RESOURCES #ApprenticeshipWorks Video Series: See how apprenticeship can work for you by watching ODEP’s video series featuring youth apprentices with and without disabilities and their employer sponsors. Videos are available in English and Spanish with full captioning and auto introduction versions. Apprenticeship Toolkit: Learn how to establish new apprenticeship programs and what employers need to know to about working with young adults with disabilities. dol.gov/odep/topics/youth/Apprenticeship.htm

  9. Partnership on Employment & Accessible Technology IT is part of every phase of the employment lifecycle,and workplace tools must be accessible to all users. • PEAT can help you attract and retain top talent: • TechCheck – how to benchmark your company’s accessible technology efforts • TalentWorks – How to attract talent through accessible eRecruiting • Buy IT – How to buy tech that works for everyone • Future Trends – Explore how trends like social recruiting, live videos, wearables and applied cognitive technologies will impact your teams “2 in 5 millennials would quit their jobs over poor workplace technology. 8 in 10 would be influenced to take a new job because of it.”– Future-Ready Workforce Study

  10. Workforce Recruitment Program In 2016, more than 300 accredited institutions, representing 1800+ students, participated in the WRP An ODEP recruitment and referral program Connects federal and private-sector employers nationwide with highly motivated college students and recent graduates with disabilities seeking summer or permanent jobs Access diverse talent Veterans, engineers, MBAs, accountants, healthcare professionals, law students, IT majors and post-graduate students are screened and ready to work

  11. CLOSING THE GENERATION GAP at EY Brandon Lyons, Experience Manager, PI Supply Chain, Advisory Services, Ernst & Young

  12. “People don’t buy what you do. They buy why you do it.”– Simon Sinek Source: https://startwithwhy.com/

  13. EY AND THE MILLENNIAL Long-term Investment of Individual Supportive and Opportunistic Culture • Employees hired on long-term investment, rather than short-term business need • Meaningful careers; more than a job • Detailed learning and development (L&D) career maps to support career advancement and growth • Work/life balance initiatives • Culture for individuals to make impact regardless of tenure, experiences, gender, etc. • Leadership opportunities, both internal and external to EY • Importance of Counseling Family and Counselor relationship • Powerful networking opportunities for long-term success • Purpose and Fulfillment • EY’s focus on purpose led transformation • People focused purpose – Building a Better Working World (BBWW) • BBWW allows for freedom of expression while promoting diversity & inclusiveness • Don’t let EY change you- you change EY!

  14. MY EVOLVING JOURNEY AT EY • Joined AccessAbilities Steering Committee • 2 week tryout for Team USA Para-cycling team, March 2017 Paralympic journey begins Transition into Experience Mgmt. Began full-time career at EY Summer internship and IILC Spinal cord injury and FWA • Moved into Colorado Springs Olympic Training Center on 5/24/17 • Transitioned from SC&O Experience Manager Co-Lead to SC&O Reporting & Compliance role • EY accommodated FWA to reduce schedule to part-time (20 hrs/wk) • Rostered to Team USA for Cycling World Cup, Netherlands, June 2017 • *Joined Paralympics same day as SCI • Sustained spinal cord injury on 5/24/14 • Began back to work on flexible work arrangement (FWA) on 9/1/14 • Transitioned from client serving role to Advisory strategic initiative • Relocated from McLean, VA to San Diego, CA • Transitioned from Advisory strategic initiative to Experience Mgmt (CBS) • *Stem cell clinical trial and specialized rehabilitation • Started career in PI-Supply Chain; McLean, VA office • PI-Supply Chain Rookie of the Year • Summer internship; IT Risk & Assurance in Summer 2012 • Graduated from Penn State December 2012 • Accepted full-time offer in PI-Supply Chain 2016 2014 2017 2012 2013

  15. EY PURPOSEFUL ABILITIES PROGRAMS • USBLN Ruby Sponsor • Rising Leaders to Leaders Program Sponsor • NeuroDiversity Program • R U OK Campaign • Campus and Experienced Recruiting • International Women’s Day; Paralympic Speaker • EY AccessAbilities Steering Committee and Regional Professional Network

  16. Employing, Empowering and Transforming the lives of People with Disabilities: Project LifeChanger Patrick Romzek,LifeChanger Founder and Chief Executive, Cisco Systems Retired Vice President of Cloud Strategy

  17. Introductions Patrick Romzek@promzekpromzek@cisco.com promzek@yahoo.com Retired Vice President Cloud Strategy Founder, and Project Consultant – Cisco Project Lifechanger Board member: USBLN, Abilities UnitedSpecial Needs Leadership Council Archdioces of Detroit, FACES Cisco Disability Awareness Network (CDAN) Executive Committee Special Needs Parent Worldwide Leader in communications and collaboration products, services, and integrated solutions. For over 30 years, Cisco is helping to transform businesses, governments, and cities worldwide through digitizing IT. Inclusion and Collaboration is fundamental to achieving our business objectives.

  18. Untapped Human Potential • “2/3 of working-age people with disabilities (in U.S.) are unemployed…compared to under 1/3 of people without disabilities” US Dept. of Labor • Of those employed, most are underemployed: “34 percent …were employed part time” US Bureau of Labor Statistics • Paid less and live in poverty. Household income is 62% lower and 1/3 live in poverty. Cornell University Study • Fewer graduate High School and College: 61.9% of PWD’s graduate high school, and 16.4% complete a 4 year degree. Inside Higher Education U.S. Employment Rates

  19. Work is something you do, not a place you go Becomes Project Lifechanger: Collaboration + Accommodations + Focused Recruiting

  20. Results and Business Impact to Date 85->10KEmployed Shek Mohammad Ali Global TAC Coordinator 85+ People hired, Hundreds in process, Thousands planned. Increased Productivity, Higher Retention, Lower Absenteeism, Reduced error rates. 220%Productivity Business Impact $$M Financial Benefits Tax Incentives and reduced penalties. $$$BBrand Equity Business and Brand Equity Potential. Marc HollomanDirector of Global Technical Services “These are some of our best employees. The benefits to Cisco are far greater than people realize. They bring an attitude, approach to the customer, and empathy for the customer…that is a real asset for us.” Workforce Impact Cisco Confidential

  21. LifeChanger Example: Bangalore India • 82% team members are Differently Abled (90% VI, 10% HI) of total team of 42 HC • Closure rate increased: More than 75,000 TAC SRs followed up to date with 86% closure rate – up from 60% • Daily team productivity Increased: from 20 per SRA to 55 per SRA with higher quality • Lower Team Attrition Rate • Developed In house visually impaired CCNA training program enabling career growth • Featured in national media: (Economic Times) “PWD India Success Stories in Tech Companies”; Manager won Cisco I & C Outstanding Employee award for his contribution Hired People with Disabilities into support roles in our Global Technical Assistance Center (TAC). Performing administrative follow-up for service requests.

  22. What’s Next: Mainstreaming and Expanding Accelerating Employment , Innovating Employability and Transforming the lives of People with Disabilities Mission Strategy • “Systematize” across Cisco – Core to strategy embedded in processes • Prescriptively build talent “demand” through executive commitments • Recruit talent “supply” – University recruitment, and early in career roles • Build the talent pool – Service incubator and Networking Academy • Leverage our Experiences – Help others and innovate globally

  23. Summary • Unique opportunity to positively impact the workforce, our business, and partnerships. • Potential for cost, productivity and businessbenefits. • Opportunityexpand the global talent pool and make it more diverse. • Createmeaningful Jobs and Careersfor People with Disabilities. “LifeChanger transformed my life” Shek Mohammad Ali Global TAC Project Coordinator Realize our vision: Change the Way the World Lives, Works, Plays and Learns

  24. The Opportunity to Transform Lives promzek@cisco.compromzek@yahoo.com @promzek

  25. Summer Games Intern Program Katie Jones, PMP Summer Games Program Manager, Millennial Talent Team, Booz Allen Hamilton

  26. SUMMER GAMES INTERNSHIP The Booz Allen Summer Games is project-based internship program. In 2017, we had, 449 interns organized into 79 teams in 23 cities. Challenge Projects • Sourced from Booz Allen staff • Selected by Booz Allen leadership • Real problems that need innovative solutions

  27. SUMMER GAMES Challenge Teams • 5-6 interns with a mixture of skill sets • 2 challenge leaders that are full-time client facing staff • Intern-driven solutions vs. directed tasking

  28. SUMMER GAMES Challenge Cup • Final week of the internship – all teams travel to Booz Allen HQ in McLean, VA • Functional Area Project Showcase • Teams organized by functional area • Each team presents its challenge project solution to leaders in the functional area • Challenge Cup • Two teams from each functional area selected compete for the challenge cup • Each team presents its’ challenge project solution to executive leaders

  29. MENTORSHIP PROGRAM Each intern is matched with a mentor • Through a tailored matching algorithm, mentees are matched with the “best fit” mentor • We use a matching algorithm that focuses on the following key factors: geographic location, market/account, and background/alma mater • Geographic location is a primary focus but some matches may not be located in the same area • Mentees (interns) are encouraged to ask about their mentors about their time at Booz Allen, discuss career/field interests as well as other employees to network with, and guidance to help envision your future here at Booz Allen or take steps towards the career you desire.

  30. ACCOMODATION TEAM Equipment, services, and other accommodations • Furniture: Sit to Stand Solutions, Chairs, Keyboard Trays • Hardware: Desktop Reader, Digital Recorder, Assistive Listening System • Software: Text-to-Speech, Writing Support, Voice Recognition • Services: Interpreting • Other Workplace Arrangements: Step by Step Instructions, Flexible Schedule, Rest Breaks

  31. ASSISTIVE TECHNOLOGY Communication Access Real-time Translation (CART) • Pros: • Dial-in real-time translator • Text displayed on user’s laptop • Very useful during small group meetings • Cons: • Lag time between speaker and translation

  32. 2016 INTERNS - PROJECT IRIS Project Iris is a uniquely engineered, assistive technology geared toward enhancing the everyday lives of people with visual impairments. With emphasis on personal discovery, independence, and empowerment, Iris strives to make its users environment more accessible.

  33. PROJECT IRIS

  34. PROJECT IRIS Sees” the environment and navigates its user through non-visual cues • Allows visually impaired users to cross streets without anxiety, follow directions using a full GPS system, read signs, and perform many other tasks sighted people may take for granted. • Leverages the latest in machine vision, perception, mapping, and human-machine interface innovations: • Haptic belt • Front facing camera • Auditory headset • Goal: to make the world more accessible and equitable for people with visual impairments.

  35. EMPOWER PEOPLE TO CHANGE THE WORLD

  36. Millennial Expectations Allison Chisenhall Chemical Process Engineer, BAE Systems; USBLN 2015 Rising Leaders Mentoring Program Alumni

  37. What aremillennial expectations? Millennials are looking for more than “just a job” • Readily Accessible Accommodations • The expansion of a “socially focused” job • Open Diversity Acknowledgement

  38. How is it different to request accommodations today? • Internet accessibility to information • Consulting companies may guide both employees and employers • Creative technologies manufactured specifically for those with both visible and invisible disabilities

  39. New job, new city, new social life? 85% of people between 18-35 will relocate for a job. • Millennials searching for social support • Many companies have embraced this culture • Increases millennial employee retention

  40. Millennials have big ideas and we’re ready to share them! • Expanding disability inclusion beyond those that are disabled • Interested in events that address the real issues • Focused on engaging multiple types of diversity

  41. Q&A

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