W. Roy Grizzard, Jr.
Assistant Secretary, U. S. Department of Labor
Office of Disability Employment Policy
Workforce Excellence:
Promising Practices to Achieve an Inclusive Corporate Culture
USBLN Annual Conference
Minneapolis, MN
October 6, 2006
Good afternoon. Thank you, Joyce [Bender], for that generous introduction. It is always a pleasure to address members of the USBLN, but this occasion is even more special.
It gives me the opportunity – once more – to acknowledge winners of the Secretary of Labor’s New Freedom Initiative Award.
As I hope you all know, Joyce is one of the awardees – and most deservedly so. Joyce, you are an example to us all. Your vision and commitment have moved hundreds of individuals with disabilities, including minorities with disabilities, into full-time, competitive career opportunities.
Every person on this plenary session has contributed to ODEP’s vision of “a world in which people with disabilities have unlimited employment opportunities.” Each panelist represents a business or organization that is leading the charge to make the President’s New Freedom Initiative a reality.
NEW FREEDOM INITIATIVE AWARD
In February 2001, shortly after assuming office in his first term, President George W. Bush proposed the New Freedom Initiative (NFI), a comprehensive set of proposals designed to ensure that Americans with disabilities have the opportunity to participate fully in their communities, including the workforce.
In 2002, U. S. Secretary of Labor Elaine L. Chao determined that individuals, non-profit organizations and businesses whose practices advanced the employment aspects of the NFI should get special recognition. In November of that year, she presented the first Secretary of Labor’s New Freedom Initiative Awards.
You see before you on this stage nine of the 30 winners since 2002.
CHALLENGE TO THE BUSINESS COMMUNITY
I would like to see each organization in this room receive this award. You know what it takes – corporate strategies to hire and advance the careers of people with disabilities!
My guess is that no one in this room would argue against an inclusive workplace. When you think of an inclusive workplace, what you are really doing is making a workplace that looks like America. Given the fact that nearly one out of five Americans has a disability, I would propose that these Americans should be part of the workforce.
When you hire a person with a disability, it’s a win-win situation. It is as certain as winning a baseball game – when you have Johan Santana [Minnesota Twins] on the mound!
Today, people with disabilities are more educated and better prepared than ever before. People with disabilities, including those with the most severe disabilities, have the talents, experiences and creative problem-solving skills for which businesses are recruiting. Workers with disabilities have performance and retention ratings comparable to those without disabilities. Workplace accommodations are easy to make and cost effective
Those of you who have met me before know that I love sports. That also means that I love competition. Businesses are already in a competition for talent. Today, I ask that you take that competition to the next level. It will be a win-win situation for both businesses and people with disabilities.
WORKFORCE EXCELLENCE INITIATIVE
ODEP is ready to help you win the competition for talent. As the first Assistant Secretary for Disability Employment Policy, I would like to leave a legacy of engaging businesses as never before!
ODEP has initiated the Workforce Excellence Initiative (WEI). This initiative seeks to raise awareness among employers that hiring people with disabilities is good for business.
Through this initiative we recognize companies whose existing work on disability employment practices is a model for other employers. We also recognize companies that are willing to explore the integration of people with disabilities into recruitment and employment strategies.
As part of the Workforce Excellence Initiative, we are also creating strategic alliances, both with businesses and organizations that represent businesses. Through these alliances we provide our alliance partners with information, guidance, and access to resources that will help them to recruit, hire, and advance workers with disabilities.
EMPLOYMENT DATA
Just this morning Secretary of Labor Elaine L. Chao announced the latest employment statistics.
Unemployment is down from 4.7 to 4.6 percent. The DOW is up. Our economy is healthy.
I’m pleased to share this good news.
But, it’s not necessarily good news for people with disabilities. Far too many remain unemployed. According to the Census Bureau, there are more than 33 million people with disabilities of working age. Of those individuals, only 18.2 million are employed.
We need to do better.
CONCLUSION
In addition to ODEP’s resources, learn about the best practices of former NFI Awards winners. Talk to the businesses, and be sure to talk to the non-profit organizations – like the two on this panel -- Project SEARH and the Courage Center. Learn from Joyce Bender and other individual winners about how one person can make a difference.
There must be viable and valuable avenues of communication between the demand side and the supply side of the employment equation.
No one agency or organization can do it alone. This is a partnership effort. The individuals on this podium are ODEP’s partners in a very important mission.
The BLNs across the nation are leaders in articulating the business case for hiring employees with disabilities. And I know the people on this panel will tell you why they believe that investing in employees with disabilities is a sound business decision.
At next year’s USBLN conference, I would be delighted to hear that every company in this room has increased the number of people with disabilities on its payroll.
I know you can meet the challenge. All it takes is the desire to win. Wild Card teams do win the Super Bowl. The Steelers did it in 2006! You can do it in 2007!
Thank you for your kind attention.
