Disability Employment Awareness and Corporate Advocacy with Easterseals CEO Kendra Davenport

Today’s episode takes us back to where we first began with the podcast featuring guest host Heather Lavallee, CEO of Voya Financial, for a very special episode celebrating National Disability Employment Awareness Month (NDEAM). NDEAM celebrates the contributions of America’s workers with disabilities past and present showcasing supportive, inclusive employment policies and practices that benefit both employers and employees. To help shed some light on this topic Heather is joined by Kendra Davenport, CEO of Easterseals, an organization that has been dedicated to supporting individuals with disabilities for over a century. Tune in to hear more from Kendra and learn more about the role that employers and corporate citizens can play when it comes to advocating for individuals with special needs in the workplace.

Kendra Davenport and Easterseals are not affiliated with the Voya® family of companies.

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Transcript

Speaker 1: 0:00

You're listening to the Hire Through Retire podcast brought to you by Voya Financial. We're talking to the best and brightest in the industry to bring you the latest in benefits, savings and investment trends in the workplace, tackling all things from 401Ks to HSAs and everything in between. Come along with us on our journey to help all individuals become well-planned, well-invested and well-protected.

Speaker 2: 0:27

Hello and welcome back to another episode of Voya's Hire Through Retire podcast. I'm Heather Lavalli, ceo of Voya Financial and happily joining the podcast today, back as a guest host For a very special episode celebrating National Disability Employment Awareness Month. Observed throughout the month of October, national Disability Employment Awareness Month, also known as Nadeem, celebrates the contributions of America's workers with disabilities, past and present, showcasing supportive, inclusive employment policies and practices that benefit both employers and employees. To help shed some light on this topic, we also have a very special guest with us today and someone I personally have learned a ton from Kendra Davenport, ceo of Easter Seals. It'd be hard to believe that somebody is not familiar with Easter Seals, given their long history, but if you are less familiar, this is an organization that is dedicating to supporting individuals with disabilities for over a century. So, kendra, special thank you, so thrilled to have you with us today.

Speaker 3: 1:33

Great to be here with you, Heather. I appreciate the opportunity.

Speaker 2: 1:37

Kendra, it is such a pleasure to have you here and I'm going to start the conversation. I want to kind of set some broader contexts. Most of our audience members know that this is such an important topic. It's been discussed on our podcast before, but for those who are maybe tuning in for the first time, kendra, can you talk a little bit about I'm going to give you a broad question the current state of the workplace and then, as you think, about the employment market for people with disabilities. Why is this such an important topic for Easter Seals as?

Speaker 3: 2:07

well, I think it's important that we have this month and we heighten people's awareness about employing people with disabilities, because it really can be game changing. And yet I think most employers view it as a cost rather than a benefit. The Bureau of Labor Statistics reports that, across people of all ages with disabilities, they are much less likely to be employed than people without disabilities. In fact, I think it's less than 20%. I think it's about 19.1% of people with disabilities are employed currently, versus more than 67% of people without disabilities. Why should companies seek to employ people with disabilities? Well, for a myriad of reasons, but first and foremost because you know more and more companies in the past 10, 20 years have identified and carved out a niche within their company, elevating DEI and A diversity, equity, inclusivity, and the A is for accessibility. Some corporations call it DEI and B for belonging. It all means the same thing that they're striving to diversify their workforce, but in actuality, very few actually end up employing people with disabilities. And yet the benefits of creating a diverse workforce that includes people with disabilities have been touted over and over. Studies prove that teams that are diverse and include disabled people are more creative, and there's a book called the Diversity Bonus. It's by a guy by the name of Scott Page and it looked at groups that represent cognitive you know, problem-solving diversity and it really showed and Scott found that the more diverse the group is, the different tools, the plethora of tools they bring to problem-solving. And that bonus is because of the very different tools that people with disabilities bring.

Speaker 3: 4:08

You know, you think of someone with a physical or an intellectual disability, and that's another point. More than 70% of all disabilities are invisible, Meaning we can't see them. And yet if you or I were to go out on the street, Heather, and ask the first person we saw, what's the image that comes to mind when I say person with a disability? They'd say wheelchair, They'd say crutches. But what Scott said was these folks with disability have to work harder than their non-disabled counterparts. They have to come up with creative strategies for doing everything, from visualizing to hearing, to seeing, to navigating. So it makes sense for companies to work to incorporate more people with disabilities, because they're typical problem solvers, they're great problem solvers.

Speaker 2: 4:54

Yeah, you said that so well and it just reminds me of attending a conference this summer and meeting, you know, several individuals with disabilities who talked about that as the pride of being problem solvers and creative and having to find different ways of doing things and being so committed. So it is a significant asset. You know one of the other things I know, kendra. You and I had the opportunity to spend some time together in Washington DC and sometimes folks may not understand that there are different barriers to employment. There are multiple barriers, but sometimes there are things that may be standing in the way, that are sort of legislative in nature. So as we talk about advocacy in Washington DC and thinking about what goes on during hill days, can you give our audience some color around what goes on and why do we participate in them?

Speaker 3: 5:44

Oh, it's so important Having that presence in DC when I think to Easter Seals. History and Easter Seals has been around 104 years and yet outside the disability community very few people could really articulate, I think, effectively what it is we do. I'm in this role about 16 months now and one of my mandates is to reintroduce Easter Seals and the breadth and scope, the depth of work we do to legislators. Why? Because it's going to take more legislation to ensure that people with disabilities live equitable, inclusive, accessible lives. When you consider that one quarter I mean this really is amazing. One quarter of the American population is currently disabled, that is, they identify as being disabled. That's 61 million people in the US alone. More broadly, globally it's 1.5 billion right now and over the next 30 years, that's said to get to, anticipated to get to 3.5 billion and in fact I'll underscore it even more and say that by 68, more than 80% of Americans will have some form of disability. It behooves us to figure out ways to help more people with disabilities get hired. So to do that, I think you really need to take the mystery and the angst and the concern off the employer and things like the Disability Employment Incentive Act. It was designed. It's an act that was designed to encourage employers to hire and retain employees with disabilities, and it really points to three existing tax credits, so, the first being the Work Opportunity Tax Credit, the second being, I think, the Disability Access Expenditures Tax Credit, and then the third being the Architectural Transportation Barrier Tax Credit. All of these tax credits are to help employers reduce the monetary cost of hiring someone with a disability, but I think most people don't understand and one of the reasons Easter Seals is putting so much effort behind it improving the understanding of employers is that to hire most people with a disability costs less than $500. But even if you don't have the $500, there are laws that will help you access that money and make it more acceptable.

Speaker 3: 7:58

I will go on to say, though, that I think, if we just focus on the structural barriers, we're doing a real disservice, not just to employers but to people with disabilities, because what we're saying is okay, we're going to remove physical barriers, but if you over-focus on that and you don't place some onus on the employer to introduce people with disabilities to the workforce and ensure that you break down social barriers, barriers of understanding that may inhibit employees from really taking full advantage of working, you know, with their colleagues who have disabilities. Creating a greater understanding among employers and among employees is what Easter Seals is all about, because we really believe that more of those 61 million people getting into the workforce can only benefit us economically. And in fact, that brings me to another point that I'm really bullish about, because I think for too long we've over-focused on the cost of making life accessible for people with disabilities and instead we need to shift that paradigm so we recognize the economic value that employing more people with disabilities will have societally. So it's not just that bill, there are many others. Another one that we really tout is the Assistive Technology Act, which focuses on making technology work for everyone, not just people with disabilities, but people without disabilities. And I think when we do that we create a more level playing field in the workforce and writ large, you know, in life.

Speaker 3: 9:34

And I will say one more thing the pandemic had, you know, an adverse effect on so many things, right things that will feel for generations. But there were also positives that it created, because we had to work more creatively, we had to work more thoughtfully. All of a sudden, teams like yours, teams like mine, were home. So the flow we had gotten into. If you had a high-functioning team as a manager, I remember worrying about that tremendously how are we going to make this team able to retain the productivity, the operational tempo?

Speaker 3: 10:08

And we found that working from home wasn't so bad right, and we it opened the aperture of understanding that anyone can work from home with the right tools. So for people for whom transportation is a barrier, in other words, someone with a physical disability, that really makes getting from point A to point B a challenge for them became much more acceptable to work at home. I think that's good and bad, because I think people who understand that and understand the evolution of the hybrid workforce think oh well, good, that'll help more people be employed. There's, I think, a conundrum in that, because, while it benefits some people with disabilities, it again takes the onus off of employers to do just the opposite to make their offices more friendly, more adaptive, more welcoming of people with disabilities.

Speaker 2: 11:01

Yeah, I think, kendra, I'll unpack a little bit there because there was so much that you shared. I mean, one of the one of the big takeaways that I pull from your comments is number one workplace employers like Boya. Other employers can benefit so much from partnering with organizations like Easter Seals. Right, we talk a lot about the fact that you sometimes need that conduit to help the employee with disabilities find the right employer. Help train the employer on how we can make the most accessible working environment Working environment. Help leaders understand how to acclimate and support individuals with disabilities into their workforce, because at the end of the day, this stuff comes down to simply how do you have quality of life and how do you have independence, but comes down to that ability to earn a paycheck and to be able to have meaning in your life, and the work does that in such a huge way. And then the second main point is you also hit on some of these really key legislative landscapes, so legislative initiatives that many folks may not be aware. And that's again where I look at being able to partner with organizations like Easter Seals, that is, in front of legislators, and being able to kind of drive those forward, because I think so often.

Speaker 2: 12:20

What people think about when they think about disability inclusion is the American with Disabilities Act, and it's so hard to believe that that was 33 years ago and that was significant, but it's not a destination. That is just one step of many, and I think the final point that I would make is for me and my journey of understanding this. It's how do we recognize the fact that not only are we trying to help people find a way to earn a competitive wage and get that opportunity to work and have employers have access to this talented pool because we talk about labor shortages in the US but the other issue is that we also don't want to make it difficult for these individuals to be able to save and that there can be penalties for them to be able to do that. One of the things I'd love to kind of toss it back to you is you think about what are some of the other things that employers or some of our folks, our listeners or leaders, ought to be paying attention to in this arena?

Speaker 3: 13:19

And just listening to you recap and kind of pull that apart a little bit, it made me think of a visit I just recently made to our Easter Seals Redwood Affiliate, which is based in Cincinnati. It took me to their Worst Forest Development Center and it was just it's an industrial setting where everybody it was like a beehive of activity and I went in and I said who are these folks? And the response was astounding. It was about 55 people on the floor at that time and Pam Green, the CEO, said well, first of all, it's important to note that 95% of them have a disability. And she said and then so there's, there's about a third who are disabled, people who found it challenging to get a job, you know, in the private sector, and we help put them to work. Another third are people who are disadvantaged or formerly incarcerated Again difficult to find employment. And then the other third are veterans and they're doing work for companies like Pfizer, assembling test kits, and they all take such pride in their work and I think that's synonymous with people with disabilities. They want to be employed, they want employers to understand that they can do their work and they might just need a few accommodations, or maybe they just need you to understand that they have a disability.

Speaker 3: 14:39

It was a pleasure to go to the Hill with Voila a few months ago Because I think and you and I have talked about this at other times the pool of nonprofits, non governmental organizations, ngos vying for legislative action and support, appropriations and earmarks is massive and we're tripping over each other, trying to say the same things, trying to help the same audiences. And when we partner with a corporation like Voila that gets it, that really wants to extend employment, not just to people with disabilities, but maybe seniors, maybe people who have, as Americans, live longer, outlived their savings and we have to return to the workforce. We don't want someone who's already had a career to have to go back into the workforce and do a menial job that isn't dignified for them, that doesn't fulfill them. So Easterseals partners with groups like VOIA, with organizations, firms like VOIA. When we go to Capitol Hill to speak legislators, take notice. Why? Because that partnership is so critically important and increasingly more and more corporations are starting to recognize that.

Speaker 3: 15:49

Working within Easterseals, 70 affiliates across the country, we employ 32,000 people. We have even more volunteers and we're working to help 1.5 million people with disabilities get employed. Identify employers that see the value in employing them, and again unpacking for employers the benefits of hiring people with disabilities, the benefits of hiring seniors, the benefits of hiring veterans and the ease with which you can do it, pointing out the legislation that makes it simple for them but also pointing out the benefits. I think that's kind of the game changer. In coming to Easterseals a year and a half ago, one of the things that I was tasked with is reintroduce us in Washington, and that is a tall order, but doing it alongside corporations like VOIA, it really makes that a much easier task.

Speaker 2: 16:43

Well, and you also hit on something when you talk about the benefits of all those different groups. Is that, from my experience and when we've been out and had the opportunity to be in front of legislators in DC, that this is a topic with a lot of bipartisan support To talk about ways that we can advance disability employment and employment for, perhaps, older workers or veterans? And we often have said that the disability community is probably the only minority group that anyone of us could join at any point in time. It's a recognition of something that we need to continue to lean in and help solve those problems. I'm going to pivot as we come to the end of our conversation, kendra, as you think about what are those things that companies can control, what are some of those things that companies can influence and I'm thinking about it from the perspective of hiring and wanting to make a difference.

Speaker 3: 17:41

Well, I think, recognizing that the third largest market in the United States is people with disabilities, when employers recognize that it's the largest minority in the United States and that hiring people with disabilities is shown to lead to higher revenues and better net income and profit margins, I think it behooves them to consider changing their hiring practices, which could mean changing the way they do business for the better, changing the benefits that are inherent in creating a more accessible hiring process, focusing not just on the physical but on the skill sets that people with disabilities, with physical or neurological or intellectual difficulties bring to the table. Making, you know, the onboarding process more inclusive so that, when you do hire someone with a disability, people without disabilities in your workforce understand what makes them unique, right and that that doesn't necessarily preclude them from being very, very effective in their job. And then, once you do hire people with disabilities, supporting those people and again helping demystify stigmatization around people with disabilities makes for a stronger workforce because it helps employees develop empathy and it focuses on making vulnerability okay, which studies have shown proves over and over to be a very effective way not just of creating a work culture that's abrasive of everyone and really living the DEI and A in viewing it in your culture. It makes it a better productive place for for both people with disabilities and without. And I think that's sort of where we're at the inflection point we're at. Everyone understands what DEI and A means.

Speaker 3: 19:32

Dei and B companies have identified and carved out space, as I said earlier, for champions of DEI and A within their company. A lot of companies and I'm sure Voya in fact I think I know Voya has ERGs, employee resource groups to again ensure that your workforce reflects the values that you push out and your values are inherent in how much work you do with Easter Seals and how much you value what we do and making the playing field more level for people with disabilities. But more companies really need to walk the walk. I think if they better understood the legislation that's out there, that makes it much simpler for them to employ people with disabilities and to look at that third of the job potential you know employees with disabilities more openly I think they would do better to hire people. It would be more of a slam dunk to hire someone with a disability.

Speaker 2: 20:23

Well, I thank you for that, kendred. I think those are some very compelling yet tactical things that employers can do to lean in, to make inclusion just something that is fundamental, a core part of their hiring practices for people with disabilities. And you know, for those who may be less familiar, there was a Accenture had put out a study a few years ago that was talking about companies that are inclusive in their hiring practices with disability tend to outperform their peers financially. So it's not only something we talk about a lot at Voya is. It's not only the right thing to do, it's also good for business, right, it can be a real win-win all around.

Speaker 3: 21:01

So Kendra, I just want to say right.

Speaker 2: 21:04

Thank you so much for everything that Easter Seals is doing. You continue to make such a huge difference in the lives of so many. We love being able to partner with you and have you on our program today, and I just so thrilled you joined us.

Speaker 3: 21:19

Thank you. Thank you for the opportunity, heather, and thank you for your leadership. We value the partnership we have with Voya and look to expand it in the future. Thank you so much.

Speaker 2: 21:28

Wonderful well and a special thank you to our listeners. We want to thank you for tuning in to another episode of Voya's Hire Through Retire podcast. Remember, creating a more inclusive workplace is not just a responsibility. It is an opportunity for growth and positive change. Until next time, stay engaged, stay informed and stay inspired.

Speaker 1: 21:50

This information is provided by Voya for your education only. Neither Voya nor its representatives offer tax or legal advice. Any opinions expressed within do not necessarily reflect those of the Voya family of companies or its representatives and are not intended to provide specific advice or recommendations for any individual. Please consult your tax or legal advisor before making a tax related investment or insurance decision.