Becoming More Disability Inclusive Amongst Your 2017 D&I Resolutions?
Here are 6 Reasons Why You Need the Disability Equality Index (DEI)
As a person with a visible disability who has spent most of my professional career in HR leading diversity and inclusion, I’m frequently asked to offer an opinion on the merits of completing the DEI. Knowing how precious resources are to fill out any kind of survey or assessment tool, it’s an important question, where do companies get the greatest return on investment?
Here are 6 reasons why I encourage companies to register for the DEI by January 13, 2017 and complete it by April 21, 2017:
- The DEI is a joint initiative of the US Business Leadership Network (USBLN) and the American Association of People with Disabilities (AAPD). It was developed by a 20-person DEI Advisory Committee made up of equal numbers of business leaders and disability inclusion advocates.
- The DEI is a transparent, comprehensive assessment of disability inclusion, with all questions visible from the outset (rather than appearing depending on how you answer a question) that recognizes companies that score an 80 or above. Note: The names of companies scoring less than 80 are kept confidential.
- While it’s often desirable to seek validation for hard won diversity and inclusion accomplishments, and there may be leaders in your company who seem to have an insatiable appetite for positive PR, it’s necessary to be selective and only choose those that will resonate with your employees, customers and suppliers as authentically earned. The DEI will help your company make real progress and provide acknowledgement that the disability community views as sincere and meaningful.
- Unfortunately, it’s rare to attend a disability event that includes leaders from the business community where the speakers talk about the significant market opportunity ($220 Billion in U.S. $3 Trillion globally), and brand loyalty of people with disabilities and their stakeholders; how to include disability-owned businesses in supplier diversity efforts; and where to find top talent who also happens to have a disability. This is puzzling because with any other event focused on under-represented groups, typically you would see all aspects described included. The DEI is a tool that will help business advance disability inclusion across the business and will continue to raise the bar over time.
- Beyond all of this, there’s an even more important factor in making the decision to complete the DEI. In my experience as a D&I practitioner, all diverse communities subscribe to the mantra, “Nothing about us without us.” African Americans, Women, LGBTQ, Asia Pacific Islanders, Latinos and Veterans all want to be involved in decisions that are made and strategies that are developed that impact them at work and in the community.
- Business leaders have found the DEI to be #morethanascore. Here are some quotes from my D&I colleagues who have participated in the DEI:
“The DEI requires a higher level of thoughtfulness, and many pairs of eyes to understand and address the questions. When various stakeholders across the company review the questions, the questions tell them the story of what disability inclusion really entails. This allowed us to engage in conversations with individuals who might not have thought about these topics as deeply prior to seeing the DEI questions. The process is as valuable as the result.”
“The DEI is not just a prize for participation, but for doing the real work. The scored outcome is something tangible you can show leadership to demonstrate the fruits of the organization’s labor. Meaningful outcomes, not just an award, but accomplishments.”
“To score 80+ on DEI is to be in rarified company with organizations who have made this investment. As a business to business organization, this also shows our clients who have made an investment that is similar to the one we have made with regards to true disability inclusion that we take this seriously. If you give everybody a prize for participation, you lose the value and meaningfulness of this.”
“Some of the questions were truly eye opening and challenged us to make some important changes like adding hearing aids to our covered benefits, and designating and training someone in our technology department to focus on accessibility.”
“Questions are thought provoking and cause you to examine and review policies and practices.”
The DEI was co-created by business leaders and disability inclusion advocates. The results of this collaboration is an instrument that presents a reasonable and achievable bar for companies. It’s not all the disability community would have liked to see included, but it’s a great start that has resulted in meaningful improvements in businesses who aspire to be disability inclusive. If a company achieves a score of 80 or more on the DEI, you can be assured that they have made great strides.
Full disclosure, I was on the founding DEI Advisory Committee and continue to serve. Below are some quotes from some of my colleagues on this Committee who are both business leaders and disability inclusion champions:
“What’s invisible can’t be counted. What’s uncounted doesn’t really matter. The Disability Equality Index is one of the most effective ways to understand how people with disabilities can be visible and respected in the workplace – and for employers to make them count. By taking part in the DEI, corporations signal to all Americans that their doors, their markets and their minds include everyone.” — Bob Witeck, President, Witeck Communications, Inc.
“If we want to accelerate progress in disability equality, we need to know how to measure success. The DEI, developed jointly by business leaders and disability advocates, is a great tool that is helping companies learn and grow in this space.”— Andrew Imparato, Executive Director of the Association of University Centers on Disabilities
“CVS Health is honored to be one of the DEI top scoring companies for the second consecutive year. The DEI is not just a great benchmarking tool, it also provides a holistic framework for any company looking to develop a comprehensive strategy for meeting the needs of the disabilities community in the workforce, workplace and marketplace.”— David L. Casey, VP, Workforce Strategies and Chief Diversity Officer, CVS Health
“We are a technology, media, and entertainment company that provides products and services to very diverse communities around the world. The only way to truly succeed as a competitive and innovative company is to hire and employ a diverse workforce, including people with disabilities. Inclusion drives innovation. The questions posed in the DEI force you to take a hard look at your hiring and employment practices and really help you to become better – to be more inclusive, so you can be more innovative and, therefore, more successful as a company.” — Fred Maahs, Senior Director of National Partnerships, Community Investment, Comcast Corporation
Questions? Comments? Please, let’s hear your views.