>> CALEB BERKEMEIER: Hello, for those of you who would like to receive a certificate of participation and or a continuing education credit for this archived webinar, we recommend registering before viewing Refer to the webinar descriptions on instructions on how to register When you register, you’ll receive a link to the 5 question quiz; knowing the questions as you watch, is the best way to ensure that you get the required 4 out 5 score You’ll only have one chance to do the quiz So listen carefully; after submitting your quiz, allow us 3 business days to process the results and send your certificate to the email you provided during registration And now, onto the webinar >> CARLEEN CRESPO: Good afternoon, and thanks for joining us for today’s webinar, Inclusion Confusion: What is the Self-ID Form and Why is it Important? My name is Carleen Crespo, and I am an information specialist on the Mid-Atlantic ADA Project here at TransCen, and I will be serving as moderator for today’s session We are very pleased to have with us today Janet Fiore, CEO of The Sierra Group, as today’s presenter On slide 9, Janet is a national authority on disability, diversity, and compliance policy for business She is the founder of the RecruitDisability.org job board, the Disability Recruiter Certification, and is an advocate and VR services provider since 1992 On slide 10, just a few highlights about Janet She is an award-winning social entrepreneur with multiple disabilities She trains and consults nationally on disability and employment policies and practices Since 1992, Janet’s firm, The Sierra Group, has accommodated over 10,000 workplace ADA scenarios across America Her firm was the first AT provider to the State of Pennsylvania in 1992 and has since set the bar for driving up employment for Americans with disabilities Janet also serves individuals with disabilities via the recruit disability.com national job board and the Philadelphia-based Sierra Group Academy And now I am pleased to pass the microphone over to today’s presenter >> JANET FIORE: Thank you, Carleen Thank you, Maynor and the entire team at the ADA Center I am really excited to welcome all the audience members that tuned in We have representatives from human resources, talent acquisition, and compliance, as well as friends of mine and colleagues across the country who are professionals in the field of vocational rehabilitation We also have individuals with disabilities.ed Today’s talk covers the perspective of self-ID for all three of these categories I am also pleased that I am trilingual for you today I cover all three of these categories too Since we are talking about self-disclosure, I want to talk to the audience Just for yourself, raise your hand if you are sitting at home wearing your bedroom slippers I know here in Philadelphia, we are still on stay-at-home orders, so I am still wearing my bedroom slippers, and you know, a nice outfit that I put on from the shoulders up Typically when I present like this, my Sierra Group team would be with me; however, today the only one joining me is my little dog, Tim He sometimes has something to add I have asked him to keep his questions till the end today, but if you hear another voice that doesn’t sound like mine, that would be Timmy All right Next slide is slide 11, and we are going to talk a little bit about the learning objectives But first a little bit of background on the topic In 2013, Patricia Shiu, director of the OFCCP at the time, invited me and a whole bunch of other people to attend a listening tour stop here in Philadelphia at the Marriott She was talking about OFCCP’s plans to launch the 7% disability hiring rule I was literally jumping for joy I couldn’t believe that something was being done that would literally motivate a movement for people with disabilities to be recruited in greater numbers

I left there and went home so excited I started reading everything I could about the Office of Federal Contracts Compliance and learning how businesses that sell goods or services $50,000 a year or no to the federal government were going to be covered by this 7% hiring goal What could go wrong with a proactive call like this? It could only be a good thing; right? Well, are we allowed to ask how will we know if a person has a disability? Will people ever tell us if they are disabled? Do I have to say I am disabled? What are they going to think if I disclose my disability? Is this a setup for discrimination? Questions like this came up, and inclusion confusion regarding the self-ID form was born More and more workers with disabilities were being asked the question: Are you disabled? Business was saying this doesn’t feel right Why should we ask this? So many people are affected Well, according to the CDC, 61 million Americans live with a disability, and roughly 30 million of them report a functional limitation Of the people with severe disabilities and functional limitations, only 26% are currently represented in today’s available workforce numbers These statistics could easily go higher given technology advancements and movements of all sorts around the topic of workplace inclusion Yet, movement seems to be lagging More and more people could be at work as well that have a disability which is nonapparent, but maybe they are just not choosing to say so Why? Stigma about the simple question: Do you have a disability? Why does this make us uncomfortable? We are going to take a look at what the self-ID form actually is, how it does and doesn’t interact with the topic of self-disclosure, and how does this entire topic make people feel? Because you know, how we act usually has a lot to do with how we feel Slide 12 We are going to go over some history It’s 30 years since the Americans with Disabilities Act passed The history is important to today’s topic because a timeline of events, some of them that kind of don’t really line up really nice and neat with other events, have occurred as far as legislation that’s really driven the movement toward how one talks about disability in the workplace So 1990, the ADA was meant to prevent discrimination in all areas of public life, including work This, in fact, is what starts the initiation of my company, The Sierra Group Inc In 1992, the Rehabilitation Act was amended to give dramatic changes in how state rehab agencies handled applications for services They had to now assume employability regardless of how severe disability is This is particularly near and dear to my heart because the first person I ever accommodated, someone who went on to become my accessible technology designer and Web developer, Elliott Sindall, was an individual with C-2 quadriplegia His accident happened in the late ’90s — I am sorry — in the late ’80s, and in 1990, he was still being told: You are actually too disabled to be served through the Voc Rehab system Someone who can only speak and couldn’t even move his head from an upward position was not presumed employable Fortunately, the Rehab Act of 1992 changed all of that Elliott was up on his game, stayed in touch with the right legislators about this, and in 1993, we got to work with him, accommodate him, and he went on to use speech recognition to learn how to access a computer Clearly, back then there was no self-ID form, and anyone meeting a person in a wheelchair was going to know that person in a wheelchair had a disability

What else came along? I do want to add that there’s a picture on slide 12 that depicts President George Herbert Walker Bush, Justin Dart, and a few other dignitaries as he signed the ADA into law Okay Moving along to 1998, electronic and information technology was the next significant amendment to he Rehabilitation Act This, back in 1998, set the bar for federal government agencies to make sure their websites and all of their electronic information, data, and technology was fully accessible to people with disabilities This alone was a big movement forward that you would have thought might have caught on everywhere But that took a little while for digital access to come into play Next up we have the Americans with Disabilities Act Amendments Act of 2008 This act had a lot of significant what I’ll call “improvements” to make it more true to its original intent to entice more people with disabilities into the workplace in particular Prior to the ADA Amendments Act, the tendency was for cases brought by an individual claiming discrimination under the ADA in the area of employment to be thrown out of court before they were even heard for failure to meet the simple definition of disability I was talking with a big group of employers at an Ohio BLN training when this act was signed into law There was a round of applause by the HR folks in attendance and a sigh of relief that suddenly there was guidance given to what does constitute a covered disability You don’t need to ask about disability before the job offer — in fact, you shouldn’t — was the message of all the ADA training that I ever attended from 1990 through the Act in 1998, and for years after Whether you were a business professional or a Voc Rehab professional or a job coach, you taught individuals with disabilities don’t bring it up unless you have to And you taught your HR and recruitment, talent acquisition team, don’t be asking about disability until after the job offer is made, and only then if you need to It was kind of preaching a message of don’t ask; don’t you think? Well, in 2013, along came the OFCCP rule, and along with this rule became the need for businesses who are government contractors to keep track of everyone with a disability that applied for them for a job They also had to keep track of who got hired And every year they have to report those results on a federal government form Well, how in the world can you track and report what you don’t ask? The big obstacle and the need for a form, the self-ID form that we are going to look closer at throughout today’s session, was born How in the world could you have a form that says, when you are employing for a job, check here if you are disabled, given everything we learned about what you were supposed to do under the ADA? Don’t worry, that’s where some of the confusion came up, and we are going to talk about this for a whole hour By the end, I think you are going to understand 2018 and 2019, some other things made headlines that are really exciting to me and exciting to the whole bring to work people with disabilities movement, and that’s the fact that digital access started to make headlines In fact, you might remember the Domino’s case went all the way to the Supreme Court when a telephone app to track where your pizza is was not accessible to people that used screen readers Accessibility of information technology, websites, and so forth, is necessary in order for people with disabilities to ever get to the part of checking the form First people with disabilities have to be able to find your job application opportunity online, fill it out, and get themselves into the process

Those are other areas that the OFCCP does a great job of tracking One more thing on the topic of digital accessibility Does anyone know what May 21 is? Do you know what special day is being marked today? I only found out about it myself recently That’s okay, Carleen may not be able to hear me Let me tell you, most people don’t realize that today marks the 8th anniversary of Global Accessibility Awareness Day, a day where IT professionals talk about access to the Internet and how to make sure that the 1 billion individuals living on our planet who have a disability are going to be able to access information In today’s world, can you imagine what it would feel like to not be able to access a job application, a restaurant menu to order your dinner, the app on your phone to be able to do telemedicine? These are important issues Slide 13, from the ADA to the OFCCP 7% rule: Why do we ask the question? Under Section 503 of the Rehabilitation Act of 1973, federal contractors are required to collect disability demographic information Let’s do a quick recap from our history lesson The ADA said don’t ask before the job Voc Rehab learned don’t talk about your disability unless you have to And then along comes the self-ID question How do we ask it, and why is the information going to be known, and how will it be used? First we are going to talk about why Well, the why is pretty simple It’s right on your slide Because the OFCCP says you have to Companies who are covered, contractors, are required to track and report on job applicants with disabilities who are hired and then the lifetime of the career of those people Despite the fact this is a government rule and a requirement, I did a recent polling question of a lot of people that follow Sierra Group on social media, people that participate in our Disability Recruiter certification program, and others that we know, and we said what do you think about when you hear the topic self-identification of disability? A lot of people have an opinion, you really shouldn’t ask that What does it matter? Why would you need to know? Even I don’t think you are supposed to ask Well, probably because the ADA is 30 years old this year, and the OFCCP self-ID form is 5 years old, the information hasn’t quite caught up, and there’s still confusion Today we need to learn asking the question is something that’s necessary, yet answering the question, that is another story, and people have a choice Let’s go with the age-old adage that what gets talked about gets done, and what gets tracked gets treasured So it’s a federal regulation For everybody that has an opinion that says you shouldn’t ask, let’s just realize asking is important Another exciting announcement for today’s webinar Literally 24 hours after I finished my final slide deck to Caleb, the OFCCP went ahead and printed a brand-new form The new form, which we’ll show you in a few minutes, expires in May of 2023 It makes a few — not too many, but a few — relevant changes And this is all contained in slide 14 Highlights of the changes to the form, it’s down to one page now That’s wonderful There’s some improvement in the language on the nonexclusive list of examples of what is a disability They were regrouped and reworded a little bit for clarity And again, listed on the form are only examples of what can be a disability The government also tightened up and relocated some of what I will call their lingo language, squeezed it all into a form, and nicely added a section called “for employer use only.” Companies can now use this to track details like the job title and the date of hire

This could really help with recordkeeping purposes, and this was OFCCP listening to the business community about updating this form Most importantly, from my perspective, the new self-ID form removed the language that had the reasonable accommodation notice Page 2 use today have a reasonable accommodation notice I think that was adding to the fact that people thought checking the form might have been requesting an accommodation That is not the case, folks Checking the form does not ask for an accommodation Let’s move on to slide 15 and how will the information be used All right I have a disability I am applying for a job, and up pops this form that says: Identifying yourself as an individual with a disability is voluntary We hope you will choose to do so Your answer will be kept confidential, and it will not be seen by selecting officials or anyone else involved in making personnel decisions Completing this form will not negatively impact you in any way The form is voluntary The questions are simple: Do you have a disability? Yes I don’t have a disability No Or I don’t want to tell you Choose to go answer is optional, but the business who is asking, they need to track that they are getting toward their 7% goal Why? Because OFCCP says they have to Sometimes we have to track things because what gets tracked gets treasured And the more we work at an issue, the more progress we have If you check the box, yes, I am a person with a disability, will the person recruiting you find out about it? No This is information that’s tracked for statistical, census-like annual reporting purposes The answer is not shared with anyone involved in the interview or the hiring process It’s not to be used in any way, i.e., could be discriminatory to use that info in making the hiring decision It’s statistical tracking Well, this is good because it protects people like myself that want to check yes and ID from being discriminated against What I might be confused about as a person with a disability or a vocabulary rehab provider helping someone with a disability apply for a job, I may think, well, I checked the box, told them, now they know Everybody knows I am disabled now, so when I show up, they are probably going to be ready to accommodate me That is so confusing to individuals And businesses, I want you to know that because business still knows and understands how the ADA works and how when a person needs an accommodation, they need to request it, and then they may need to self-disclose some information, and then there’s the ADA interactive process Confusion comes up when a person checks a box thinking the information will be shared But VR friends, rest assured you can tell people, go ahead and check the box The person that interviews you is not going to see it This is helping our business customer know that their proactive recruiting efforts for this diversity group are working We want help; right? All right Moving along to slide 16 Ethical considerations Of course we want to talk about ethics For those of us that are in the vocational rehab profession, getting our continuing education ethics credits from the ADA Center today for participating is a really important thing to be able to do What kind of ethical considerations are going to come up when you are a job coach working with a person with a disability and you want to warn them/tell them it’s okay You are going to come up with a box that says voluntary self-identification of disability Even though I have told you not to focus on your disability, focus on your skills, focus on your interests, focus on your work history, go ahead and check the box Am I the only one noticing another point of inclusion confusion? We have to be super clear in how this actually works and what the information is used for

so that we are carefully encouraging people to check the box without fear of discrimination or losing the confidentiality Business folks, as well as VR professionals, need to and want to respect a person’s confidentiality, whether they are a client of the VR system or an applicant or a new hire at your company Voc Rehab professionals want to make sure that they serve their dual role, and that dual role is to help business maintain sound practices and help business recruit and hire people that happen to have disabilities Let’s remember for a minute here, we are all humans We are not machines We read the regulations We think about them We are committed to this cause or we wouldn’t be on the phone together today However, we have feelings, and we have opinions And if you are feeling as a vocabulary rehab professional, I don’t feel safe saying that that person, my client with a disability, should go ahead and check the box, what if they get discriminated against? Are you acting out of information about what really happens when someone checks the self-ID box, or are you acting out of fear? And after all, fear is a feeling We have an obligation to learn more and understand And might I say, because we serve the needs of business and customers with disabilities, I think we have an obligation to not bias a person with a disability against trusting that a company will follow the law It’s an interesting topic Slide 17 We are on slide 17, which actually is, ta-da! — the voluntary self-identification of disability form, the brand-new one that expires on May 31, 2023 The form is out there now, you can start using it I believe it has to be in use by sometime in August That information will be available for sure on the OFCCP website So as we are looking at this actual form, and for those of you that would like a copy, you can download it from your presentation now or email me after the fact I am happy to share a direct link to the slide show and the actual self-identification form The recording from today will be on the ADA — the Mid-Atlantic ADA Center’s website So while we are looking at this form, and Maynor, if you can kind of scroll down to the part that says how do you know if you have a disability, that would be great if the audience could see that I want to tell you a quick story about how this topic is being looked at by the younger generation A dear friend of mine, Carolyn, was a high school guidance counselor down south Carolyn has a masters in special education and is a licensed professional counselor with a masters in social work Carolyn helps high school kids with disabilities and kids without disabilities think about their future, think about their career When I told her that we were doing this topic today about self-ID, she got excited and started sharing it with some of her friends in special ed and guidance counseling She said I teach these kids every day If you have a disability, be loud, be proud Talk about it Say who you are Bring your whole self to school Bring your whole self to work Go ahead and feel confident enough that once you get the job, say if I had a disability to help me see the screen better, I could perform my job A person has to learn saying who they are Don’t be embarrassed of who you are And then go ahead and ask for what you need It’s really kind of important Maynor, let’s go ahead and advance to slide 18 now, the confusion about asking the self-ID question as it relates to or might I dare even say conflicts with the guidance we were all sort of used to following from 1990 forward about the ADA Well, we have here on this screen — and again, you can download it for yourself — a letter

between — a letter dated August 8, 2013 from the U.S. Equal Employment Opportunity Commission to Patricia Shiu, director at the Office of Federal Contract Compliance Programs This letter addressed the sticky wicket of inclusion confusion where am I allowed to ask people prior to the offer if they have a disability, and are only contractors allowed to use the new self-ID form was brought from one agency to the next Let me read you a quick excerpt of the guidance: The EEOC has, from early in its ADA enforcement, made explicit and formal policy and repeated in numerous policy and technical assistance materials since, that any employer may invite applicants or employees to voluntarily self-identify as individuals with disabilities for affirmative action purposes, whether pursuant to a federally mandated affirmative action requirement such as Section 503 or voluntarily adopted program It goes on to say yes, you may ask is the person disabled It’s a voluntary question If you are asking it voluntarily, go ahead and ask it As long as the answer will be used to benefit individuals with disabilities, not to work against them See, there are benefits to this form We’ve covered a lot now on the topic of this self-ID form Maynor, can we go ahead to slide 19, please I don’t know about you, but I need a break I am the one talking, so you are probably fine I need to take a quick drink of water, and Carleen, I am going to ask at this point are there any questions from the audience about what we’ve covered so far — individual choice, what a VR professional should say, the company’s role in self-ID, and is this really a benefit or an obstacle? Do we have questions yet, Carleen? >> CARLEEN CRESPO: Hi, Janet Thanks so much We don’t have any questions yet at this time, so catch your breath for a second, then I guess we can move on to part 2 >> JANET FIORE: Excellent I must be doing a really good job of explaining everything or the bedroom slippers are leading to afternoon nap, and that’s okay This session is being recorded if you have to zone out All right Let’s move along to — let me find my slide advancer — all right Let’s move along to slide 20 The difference between self-identification and self-disclosure I wish the word “self-” and a hyphen didn’t start both of these terms because I think it would be easier to keep track of Think of it this way Self-ID, check box Self-disclosure, I need an accommodation Disclosure is anytime you share information about your disability in a context other than a formal self-ID program Large companies, small companies, mid-sized companies, and any company that wants to run a voluntary self-ID campaign where they try to show their existing employees that they are welcoming of people with disabilities, it’s a campaign where they are merely asking for a check box Smart companies, however, promote during their self-ID awareness campaign, they promote here’s how you would ask for an accommodation if you needed one Hopefully that is not confusing people Checking the box as a person with a disability, I did not really tell HR or my manager what I need an accommodation for I didn’t even tell them that I have a disability Self-disclosure, that’s me raising my hand and saying due to my visual limit that’s disability related, I cannot see the papers you print for every meeting in a 12-point font As a reasonable accommodation because of my visual disability, would you please print those in a larger font? Now, they are going to ask me to give evidence that I am not talking about something that my eyeglasses can accommodate

I actually have a corneal disease that means straining my eyes to read light print or small print will cause me to have pain and a terrible flare-up of my disability Therefore, I disclose that, like I just did with you now, I explain it, I am ready to bring a note from my doctor should that be the procedure and the policy And now we are in the topic of self-disclosure Here is what’s not different between self-ID and self-disclosure What’s not different is how you feel about it I am going to go back for a minute to the fact that our polling question to the business audience said don’t ask A couple of my business friends said if I were disabled and I read that question, I’d feel bad Why do you want to know? Why do you have to ask? Vocabulary rehab professionals, we want to protect and promote the people with disabilities who we are serving and trying to get to work But what are we really doing when we say don’t tell them you have a disability? Are we telling them unwittingly you have to hide that? Are we promoting the idea of shame just by saying not to talk about it? I don’t know a bigger not-talked-about topic in today’s workforce than the topic of disability People are still uncomfortable about when to ask Use the form I just showed you all Check the box That’s a great way to ask Individuals with disabilities and VR counselors, you need something to succeed at work Be loud, be proud Think about the guidance being given to the high school seniors right now Don’t be afraid to bring your whole self to work The law protects you from discrimination The ADA has a really good interactive process that it defines once a person self-discloses they need an accommodation The interactive process means you are going to start talking about it at work You are going to talk with maybe your Voc Rehab professional for some help You are going to talk with your manager Management is going to talk with HR HR might talk with legal They might bring in an accommodations expert like Sierra Group to help figure out where are we with the need for an accommodation, and why don’t we all just have a conversation Talk about it Don’t promote shame I really believe this node for more people to speak up and say they are disabled and to go ahead and self-disclose for an accommodation will strengthen our workforce People with disabilities are wired for being agile, changing on a dime, working at home, working remote This is a strong workforce Let’s help the topic of comfortable discussion about disability by talking about it more and by eliminating the stigma Thinking that all of this might be difficult to keep track of, for the customers we work with, Sierra Group created the visual that’s depicted on slide 21 This is a visual of the Sierra Group’s Hierarchy of Disability & Inclusion First off you want to recognize that it’s necessary and okay to present the self-ID of disability form if you are a government contractor, and according to that letter from EOC to OCCP, you can ask that voluntary form be used even if you are not a government contractor, as long as the answer is not mandatory and as long as you are not using it against a person You are using it for benefit So first you want to recognize it’s okay to ask It’s okay to talk about it Then, in the second pillar, you want to learn You want to hear stories You want to know that what gets tracked gets treasured, and what gets talked about gets acted on The minute you tell someone a problem — and I am not saying disability is a problem — I am talking in general If you tell a friend your deep, dark problem, you suddenly breathe a sigh of relief You feel better You’ve shared The same thing if you have a disability and you are nervous to share As soon as you have learned to share it and in business you’ve learned to make it comfortable

to have that discussion, you are motivating a movement You are going to start implementing acts of inclusion, and those inclusive actions are when self-disclosure comes up and an ADA accommodation can actually be made Accommodations don’t have to cost a lot of money They are usually work-arounds for productivity They often drive additional productivity for coworkers that don’t have disabilities and, therefore, our final pillar of inclusion You are going to motivate a movement You are going to reverse stigma, fear, and shame, and you are going to help people recognize, learn, implement, and motivate more disclosure in the workplace So this takes us to slide 22 Why track it? Well, if you are not tracking what’s going on, then maybe you don’t have a good process in place to include workers with disabilities in your diversity and inclusion movement And yes, folks, believe it or not, a study in 2015 from Price Waterhouse Coopers found in talking with CEOs about their diversity and inclusion initiatives, only 7% of companies surveyed had a program in their D&I initiative that was the other D, the disability part of disability and inclusion We need to talk about it We need to take the action Let’s stop hiding Thank you all for being here today to get more comfortable with how all of this works It’s not that hard, and you can always call the ADA Center or call Sierra Group We are here to help you debunk these mysteries and make it easy for people to talk about 23% of people with disabilities never go online That’s not a myth That’s an unfortunate statistic Part of that is not everything you need to access online is digitally accessible, and unfortunately, the prevalence of poverty — see a correlation with employment and disability? It’s higher, people with disabilities may not have Internet and computers at home In fact, it’s so difficult for people to understand digital accessibility, a key component to letting people with disabilities enter the workforce It’s so unknown, even in today’s world where we are all online all day every day, one device or the other, you know — I’ve got two phones in front of me, a computer, and I am talking to 700 of you folks remotely What if this technology wasn’t accessible for my disability? I wouldn’t be on the webinar But websites are built every day without this consideration In fact, in 2019, when I think we had about 20 people anxious to get their name on the ballot to run for president, none of them had an accessible website People just aren’t thinking about it We have to talk about it We have to make it a good conversation We have to debunk the stigma, turn it into, hey, when you build that application, realize people with disabilities have to see it too There are some easy ways to accommodate this Remember, back in I think it was 1998, the federal government started looking at accessibility of E&IT Let’s get moving on accessibility for everyone And as we do, I am moving on to slide 23, where we talk again about the dual roles and the ethical considerations We want to circle back here for a minute and think about what are you going to say? Voc Rehab, half of you on the line are professionals that get people with disabilities a job The other half of you are in HR or recruitment, and you are saying, boy, we want to hire more people We drank the Kool-Aid We know it’s a good thing, Janet But we also want to check the box because we want to track We want to show to the world and our CEO and CFO that we are bringing in inclusion Yay How do we bring up the topic with our people with disabilities?

I’d love to hear from anyone, when we get to our Q&A in a minute, anyone in the Voc Rehab community about how you are feeling about your ethical role when you are helping people with disabilities and helping the business reach their Diversity & Inclusion goal If we are saying don’t say you are disabled before you get the job because it just might work against you and why take the chance, well, business people, how would it make you feel if I knock on your door and say I am your partner and behind my back I am telling my applicants who have nonapparent disability, no need to mention it You don’t need to say anything I am a business owner — and I know you told people not to check the box — I will probably be feeling pretty bad If I am not feeling happy about something, I would also probably start wondering why did they tell them not to disclose Words are important, folks What we say and how we say it are really, really important Depicted now on slide 24 are four individual pictures of people with disabilities at the Sierra Group in Philadelphia People with disabilities as well as nonapparent disabilities are coming together with accommodations The first picture is a group of people waving to the audience They are happy that everyone is here today to learn that our words matter, and the words explain the difference between self-ID, how the information is tracked, how your confidential nature of disclosing is kept confidential from others, even in the accommodation process These are important points What you say matters, and because I am doing a little shout-out to my friends at Sierra Group right now, I also want to give a special shout-out to our online team, who just today notified me our new course, Disability Etiquette for Everyone, is now live It matters what we say It matters that our physical site is accessible It also matters that people with disabilities are hearing it’s okay to talk about it Over 60% of people in the workforce who have a disability probably have what’s known as an invisible or nonapparent disability That’s the topic of slide 25, which, again, has four pictures of people with disabilities, those with and those without a visible disability What do I want to say on this topic? Well, let me refer to my notes for a moment We want to talk about the fact that if you have an invisible disability, maybe a mental health condition, and you see people with physical limits struggling and not asking for an accommodation even though the disability is apparent, you are probably going to be nervous to disclose that you, too, have a disability We need to make it okay to discuss You know, the self-ID form can be used during recruitment It can be used at the time of hire as part of onboarding It has to be revisited every five years with a mandatory survey done with your entire workforce with the form every five years But a lot of proactive companies send this form out once a year You know, disability is not necessarily a static condition A person can acquire a disability, and they, too, would like to have the opportunity to check yes on the box when that occurs Back to feelings because, again, our thoughts lead to our feelings, and our feelings lead to our actions So our friends at EARN did a survey On slide 26, there is a chart depicted, and this slide says: How do people with disabilities feel when they are asked to self-ID? Now, I added people with disabilities and their VR service providers because pretty much in my line of work, I am trilingual I have a disability I am a service provider And I run a business and consult with businesses So I kind of hear all aspects of this But for a moment, let’s focus just on a person with a disability 73% of people with disabilities surveyed in this EARN study say they feel it’s a risk

of being fired or not hired if they talk about their disability 61% feel they could lose their healthcare if they disclose a disability Totally not a true statistic or a true fact But our thoughts lead to our feelings that lead to our actions Let’s help get the information out there 60% of people fear that their supervisor will not be supportive if they tell them they need an accommodation All day every day we are in the field accommodating workers with disabilities at businesses across the country It is the very rare exclusion when a supervisor doesn’t want to see that happen And there are rare exclusions of negativity between people at work that happen every day that have nothing to do with disability or disclosure Most supervisors that understand productivity gets the job done are going to love it when a disability accommodation is firmly in place to keep a qualified worker and the job is getting done 30% of the people with disabilities surveyed say they think — almost 30% — 27.9 — say they feel this is an issue of privacy Moving on to slide 27, what can be done to make everyone more knowledgeable and more comfortable? Well, we’ve pretty much talked about debunking the myths, explaining the difference between ID and disclosure, enhance your recruitment efforts to target more people, and by all means, create an atmosphere that’s physically and digitally accessible to everyone In slide 28, keeping in the topic of self-disclosure, I want to talk about why I am personally driven to persist in this regard Picture on the left is Elliott Sindall, our late Web master who I spoke of Elliott used Dragon Naturally Speaking to control the computer and do all of our online technology Two monitors, speech recognition, and a sip-and-puff straw to drive his wheelchair Clearly someone who is visibly disabled 15 years ago today — or 15 years ago October — is a picture of me seated in a wheelchair, bald, unable to walk because the effects of chemotherapy that saved my life killed the bones in my hips I was seen as a person with a disability And by the way, often mistaken for biracial at this point in time, and treated very, very differently than how I am treated today as a person who has not one or two but four nonvisible disabilities — my vision, my posttraumatic stress disorder, loss of the feeling in my fingers, and what the heck — oh, my memory It’s kinds of funny, I forgot about the memory limits that I have from chemotherapy All of this makes me continue to want to get the word out It’s okay to have a disability I am not afraid to be loud and be proud Disability can be apparent or nonapparent Slide 29 shows a gentleman with no arms and no legs driving his power wheelchair down the hallway at a place of employment Physical, sensory, cognitive, intellectual, mental illness, and chronic disease Check the box if you have a disability Carleen, do we have any questions at this point in time? We are now on slide 30 >> CARLEEN CRESPO: So I guess I didn’t wait long enough because we did get a number of questions not too long after you asked >> JANET FIORE: Okay Go right ahead >> CARLEEN CRESPO: Sure One of the questions is could you speak a little bit more on what a substantially limiting major life activity looks like? >> JANET FIORE: Yes In fact, if you go to thesierragroup.com website and click on the article on the ADA Amendments Act, I go into great detail on exactly that topic Basically under the ADA — and I don’t have my definition in front of me, but under the ADA, you have to have a disability that limits a major life activity like seeing, hearing, reading, breathing, walking, talking, memory

Those are some major life activities that I can remember off the top of my head And then if you have a limit to a major bodily function, like the endocrine system, your immune system, your ability to walk, those limits combined with a major life activity combined with the major bodily function is what makes you a covered person under the Americans with Disabilities Act Do we have another question? >> CARLEEN CRESPO: Great, we do One of the other questions was what ideas or strategies do you have for increasing the response right for self-disclosure? There are issues with getting a low response rate to that self-ID survey >> JANET FIORE: There is a low response rate, and that’s part of why we are doing this webinar today Talk about it, talk about it, talk about it, talk about it, get the message out there We are talking about it today with VR professionals together with business professionals so we know business needs you to check the box Voc Rehab, you need to be able to clearly explain and help a customer with a disability make the choice I am going to say it Make the right choice Check the box You don’t have to hide it That’s one of the biggest things Putting out information at your company, we are proud to be working on a self-ID campaign We want to reach the 7% aspirational goal of workers with disabilities in our workforce Here are some examples of CEOs and people in every job category who work here who have a disability, who checked the box, they disclosed, they are accommodated, and we are happy to help you too Honestly, getting rid of the “you shouldn’t talk about it” and replacing it with “of course we are going to be open about it.” I bring my whole self to work That’s the atmosphere inclusion Carleen, do we have time for one more question? >> CARLEEN CRESPO: I think we do Thanks so much, Janet How can applicants tell the difference between the self-ID question and a question that’s asking for the purposes of affirmative action, and are these intended to be kept separate from each other? >> JANET FIORE: The self-ID form itself is utilized — it’s created as part of the affirmative action initiative Self-ID and the reason that the form was created in response to the 7% rule was so that companies could affirmatively track how many workers with disabilities were applying for their job and how many were being hired So in fact, they are kind of one and the same The affirmative action is done on the box checking and the tracking That’s not what’s happening really when you disclose, hey, I need bigger font and darker-colored fonts if I am going to be able to see well enough to do my job Now, the business can go back and look to see if they’ve counted me as a box checker, and they can keep track of people that now have disclosed disability that may not have checked the box It all kind of rolls into the affirmative action category I think we should move right along to my next slide, which is remember, every type of disability that you can possibly have is different Disabilities are individual, and your words matter Here’s a chart of the work-related impairment flower We turned it into a flower because, again, these tools that you all now have help you know what you are doing when you are at the self-ID or self-disclosure phase Which type of a disability is easier to accommodate, and what type is easier to talk about are questions I get asked all the time My answer is always the same The one you have and the one you need to disclose, that’s going to be the hardest thing to talk about at the moment On that note, I want to thank you all for being here I am Janet Fiore I appreciated the chance to be here I wish you check the box, ask for what you need, and Carleen, I’ll give it back to you and the folks at the Mid-Atlantic ADA Center to wrap up >> CARLEEN CRESPO: Janet, thanks again so much for being with us today That was great information, and I am sorry for those of you who were not able to have their questions answered Do keep in mind that you can email us or give us a call at the ADA Center with additional questions

>> CALEB BERKEMEIER: For those of you who registered for a certificate of participation, and or continuing education credit, or if you’d like to register for a certificate or credit Refer to the webinar description for information about how to request the certificate and/or credit And do remember that there are ten Regional ADA Centers that provide guidance, training, and materials on the ADA You can reach your nearest center by calling 1-800-949-4232 or by emailing www.adata.org And again, everyone, thank you so much for joining us And again, if you have questions, feel free to give us a call The number is 1-800-949-4232 Again, thanks so much to Janet for being here today Thanks so much for those of us who joined us Have a great day