SCHEDULE
April 17 Pre-Summit
Welcome Reception, Networking and Entertainment “Caribbean Theme”
Light refreshments will be served
April 18
Registration - Continental Breakfast
Welcome by Robin Hall, K&L Microwave, Inc.
Keynote: Mr. John Kemp, Executive Director of the U.S. Business Leadership Network and Principal in the law firm Powers, Pyles, Sutter & Verville, P.C.
A frequently requested speaker and humorist and a 45-year disability advocate, John Kemp will discuss how including employees and customers with disabilities can help business gain a competitive advantage. Mr. Kemp will outline the business case for hiring people with disabilities with a focus on a common disconnect between corporate diversity programs and the hiring practices. Many corporate diversity programs do not even include people with disabilities, John will give his thoughts on why this disconnect exists and how to repair it. Finally, he will touch briefly on disability culture and identify and how these concepts intersect with disability employment. John Kemp is the 2007 U.S. Department of Labor's New Freedom Initiative Award winner as an Individual.
Session 1 : Breakout 1
Non-Traditional Recruitment Strategies
K&L Microwave, Inc. - Robin Hall, Senior Professional in Human Resource Manager
McCrone, Inc. - Mike Whitehill, Prop. L.S., Vice President
In this economic atmosphere of low unemployment, finding qualified candidates can be quite a challenge. Learn how two companies use creative problem solving to gain positive results by engaging existing resources within their own communities. Discussions will include strategies in finding potential job candidates by tapping into multiple sources within private and public education entities in both paid and unpaid internships as well as utilizing community agencies and employer resources that exist in all business communities. The presenters, with about 40 years of combined experience, will share success stories and strategies for welcoming diversity into the existing workforce.
*Approved for one (1) hour for HRCI Recertification Credit
Session 1 : Breakout 2
A $ 3 Trillion Market – The Who, Why and How of Diversity Marketing
TecAccess, LLC - Debra Ruh, President and CEO
People with disabilities are the largest and fastest growing minority group. Public and private entities who can reach this market will acquire and untapped talent pool, improved their public image, create brand loyalty, and better service customers with disabilities who control billions in discretionary income.
Session 1 : Breakout 3
The 10 Warning signs that your company may be violating the ADA
Kaufman & Canoles, P.C. - Kevin Holden, Esq.
This presentation will examine the biggest mistakes employers make in hiring, employing, accommodating, and terminating (or not terminating) individuals with disabilities and/or perceived disabilities. Mr. Holden will provide practical advice and share the most recent cases in labor and employment law.
*Approved for one (1) hour for HRCI Recertification Credit
Session 2 : Breakout 1
Overcoming the Mystery of Accommodations
Davis, Bowen & Friedel, Inc. – Max Verbits, AIA Architect
Looking at Ability first, Davis, Bowen & Friedel employs people who can get the job done. In cyclical industries like real estate and construction, it is important to have people who can pick up the pace when necessary and who can adjust to redefining existing job descriptions in a downturn. DB&F's growth and employment strategies include diversity, not necessarily by design, but because it works. In addition to being on the Board of Directors for Deaf and Independent Living, Inc. for many years, Mr. Verbits, as “Architect”, will also discuss the concept of Universal Design. Whether your company will be building a new facility, remodeling a current location or simply redesigning work space, Mr. Verbits will share information that can improve the workplace setting for all. And, yes, there are tax incentives as well!
Session 2 : Breakout 2
Corporate Culture's Impact on Productivity and Retention
MaTech, Inc. - Rafo Correa, Director of Operations
Culture can be defined as a particular set of attitudes that characterizes a group of people. In most cases, management style dictates the culture within a company and corporate culture vastly impacts the level of employee job satisfaction. Mr. Correa's will share with participants MaTech's employee orientation program, The Possibilitarian's Seminar. This week-long program, exclusively developed by MaTech, Inc., concentrates on employee problem solving and their approach to work and life's challenges. The overriding concept is that a happier associate is a more productive associate. Mr. Correa has a dynamic management style from which all can learn. Operating in the global market in the aerospace, defense and commercial industries, MaTech has committed leadership and a dedicated workforce, working together to produce innovative responses to customers' needs. MaTech is proud of the fact that no employee has ever been laid off at MaTech during its 17 years in business. MaTech is certified by the U.S. Small Business Administration as a Small Disadvantaged Minority Owned Business.
Session 2 : Breakout 3
Diversity Policy Workshop
ISG International / A Division of Arther J. Gallagher & Co. -
Tonya Plylar, Director of Business Solutions/Human Resource Consulting
Designed for all sized businesses. Participants will walk away from this workshop having initiated or updated their individualized diversity policy to include in their company handbooks. This interactive workshop will include discussions on EEOC compliance on diversity as a whole, employer accommodations responsibility, and emergency evacuation plans to include people with special needs.
*Approved for one (1) hour for HRCI Recertification Credit
Visit Exhibitors Hall and Enjoy Networking
Lunch Session and Keynote
Project SEARCH - Michelle Evans, Vice President, Director of COO Employee Development Programs
Fifth Third Bank, Cincinnati OH
In the United States about 30% of people with significant disabilities, many of those having cognitive disabilities, are employed. Typically employers might think that people with significant disabilities aren't capable of being competitively employed. However, twelve years ago Cincinnati Children's Hospital founded the Project SEARCH Program. This employer-led program has reinforced that people with cognitive disabilities can not only be employed competitively but often out-perform typical employees and...fill a business need by reducing high turnover jobs! Since Cincinnati Children's launch of Project SEARCH, the program has expanded into the hospital arena world-wide and three years ago into the financial services arena. Fifth Third Bank began Project SEARCH in 2005 and since then has employed 14 program graduates and trains up to 24 students per year with the goal of training 36 in 2009! This program has changed the view of how employers view talent, leverage individuals strengths and focus on the ability, not the disability.
Session 3 : Breakout 1
Corporate Culture's Impact on Productivity and Retention
MaTech, Inc. - Rafo Correa, Director of Operations
Culture can be defined as a particular set of attitudes that characterizes a group of people. In most cases, management style dictates the culture within a company and corporate culture vastly impacts the level of employee job satisfaction. Mr. Correa's will share with participants MaTech's employee orientation program, The Possibilitarian's Seminar. This week-long program, exclusively developed by MaTech, Inc., concentrates on employee problem solving and their approach to work and life's challenges. The overriding concept is that a happier associate is a more productive associate. Mr. Correa has a dynamic management style from which all can learn. Operating in the global market in the aerospace, defense and commercial industries, MaTech has committed leadership and a dedicated workforce, working together to produce innovative responses to customers' needs. MaTech is proud of the fact that no employee has ever been laid off at MaTech during its 17 years in business. MaTech is certified by the U.S. Small Business Administration as a Small Disadvantaged Minority Owned Business.
Session 3 : Breakout 2
Overcoming the Mystery of Accommodations
Davis, Bowen & Friedel, Inc. – Max Verbits, AIA Architect
Looking at Ability first, Davis, Bowen & Friedel employs people who can get the job done. In cyclical industries like real estate and construction, it is important to have people who can pick up the pace when necessary and who can adjust to redefining existing job descriptions in a downturn. DB&F's growth and employment strategies include diversity, not necessarily by design, but because it works. In addition to being on the Board of Directors for Deaf and Independent Living, Inc. for many years, Mr. Verbits, as “Architect”, will also discuss the concept of Universal Design. Whether your company will be building a new facility, remodeling a current location or simply redesigning work space, Mr. Verbits will share information that can improve the workplace setting for all. And, yes, there are tax incentives as well!
Session 3 : Breakout 3
Non-Traditional Recruitment Strategies
K&L Microwave, Inc. - Robin Hall, Senior Professional in Human Resource Manager
McCrone, Inc. - Mike Whitehill, Prop. L.S., Vice President
In this economic atmosphere of low unemployment, finding qualified candidates can be quite a challenge. Learn how two companies use creative problem solving to gain positive results by engaging existing resources within their own communities. Discussions will include strategies in finding potential job candidates by tapping into multiple sources within private and public education entities in both paid and unpaid internships as well as utilizing community agencies and employer resources that exist in all business communities. The presenters, with about 40 years of combined experience, will share success stories and strategies for welcoming diversity into the existing workforce.
*Approved for one (1) hour for HRCI Recertification Credit
Closing Remarks
Catherine A. Raggio, Secretary, Maryland Department of Disabilities
