Breakout Session, 1:00 - 2:00 pm
The Challenge for Accessibility and Inclusion Amidst a Landscape of Pandemic Forces and Racial Unrest: Four Professionals > Four Perspectives
The realization that COVID-19 brought to our landscapes, combined with the nation's unrest around race and racial inequities, has spotlighted the gaps and continued challenges for vulnerable communities. One of the earliest spotlights streamed onto the challenges around access and inclusion in the reactive necessity of remote connectivity during isolation. Challenges around access and inclusion are certainly not new to the Disability community, but have been elevated more during this time; new awareness around how and/or if we are creating accessible and inclusive enough spaces for the Disability diverse community and all diverse identities are evolving. As four peer small business consultancies, we found ourselves talking about these themes as we brainstormed and began working and existing in the remote landscapes, which had escalated around us. Like everyone else, we'd had no time to prepare, but are living the experience in real-time as we move forward. We've begun learning as we go, and we wanted to create a space to share our perspectives around this important theme. But we also want to elicit experiential observations, feelings, AND contributions from all and any stakeholders who want to listen, talk, and share. Join us in the conversation!
After attending this session, participants will be able to:
- Analyze and specify how the disability community has experienced exclusion during and in the aftermath of COVID-19, and empower session participants to use out-of-the-box thinking and actions to address these challenges in the future imagining new capacities for employment practices and opportunities.
- Identify at least two challenges that job search and placement consultants have faced and are facing in reaching out to and finding disability diverse candidates during isolation and separation. Gain an understanding of the recruitment perspective so that hiring and service provider stakeholders can better support disability diverse applicants and so that individuals can be more confident and successful in presenting and promoting themselves as eligible and available candidates.
- Identify at least three actions cross-stakeholders can implement into the presentation of their online communications and designs that will create a foundation for being more welcoming, engaging, and supportive of audience members with diverse abilities.
- Provide learning, informational, and metrics resources about the great potential for Disability-owned Business Enterprises in the Corporate and general marketplaces. Identify at least two examples of where and how this need is revealed. Identify the major Small Business Diversity Certifying Authorities; identify the major Diversity Indexes supply chains look to be rated by.
Principal and Founder, BBsquared, LLC
Sean Driscoll is the Principal and Founder of BBsquared (a/k/a Breaking Barriers X Building Bridges), a consulting platform empowering inclusion through creative collaboration www.BB2consulting.com. BBsquared's aim is finding roles on projects connected with Disability, LGBTQ+, and Re-Entry (people with criminal background diversity) identities. BBsquared cultivates the amazing cross-connectivity that can be discovered across diverse communities, that when harnessed in the right fashion, can become exponentially empowering and impacting. BBsquared is a LGBT Business Enterprise - certified by the National Gay Lesbian Chamber of Commerce. BBsquared consults with partners across a wide spectrum of identities – from smaller non-profits, to community-based organizations to larger public and private sector companies. BBsquared offers a wide range of services from presenting/speaking, training, facilitation, strategic advisement, conflict resolution, initiative creation, to customized retainers. Sean is a LeadBoston (Social Justice Leadership Program out of YW Boston) alum, a Founding Member of the MA LGBT Chamber of Commerce, and on the Northeast Human Resources Diversity and Inclusion Committee.
Lisa has a 35-year career supporting individuals with intellectual and developmental disabilities to be active and engaged within their community. At New England Village in Pembroke, MA, she gained experience in working as a Direct Support Professional and eventually as the Director of The Sollar Wellness Center specifically designed for persons with intellectual and developmental disabilities.
In 2014, she joined the South Shore YMCA as the first-ever Association Director of Inclusion, creating innovative programs and comprehensive staff trainings to build a culture of inclusion. Lisa was appointed as the National Chairperson of the YUSA’s Diverse Abilities Working Group providing a platform of learning and sharing of best practices for Y’s across the country.
In 2018 Lisa started her own company, MERGE Diverse Abilities Inclusion Consulting where she provides consultation, staff training and systems implementation to community entities committed to recreation, sport and social program inclusion.
Lisa graduated from Saint Michael's College in Vermont with a Psychology degree. She lives with her family in Pembroke, Massachusetts and is an avid fitness enthusiast who enjoys outdoor adventure activities.
Cindy Joyce is the founder of Pillar Search & HR Consulting, a boutique firm that specializes in executive search and recruitment expertise and human resources consulting for exceptional nonprofits, foundations, associations, and socially-responsible for-profit organizations with an emphasis on improving employee productivity and promoting a strong organizational culture.
With over 25 years of experience in recruiting and human resources, Cindy was an Executive Search Director with a search firm focused on advancement and development professionals. Prior, she was an Executive Search Consultant with City Year and managed all recruiting for Harvard Law School. Her career prior to entering the nonprofit arena was in the investment management space, including Director of Human Resources with FundQuest, a division of BNP Paribas Bank, and Senior Human Resources Generalist with State Street Research and Management.
Cindy holds a master’s degree in Organizational Development from Lesley University and a bachelor’s degree in Psychology from Regis College. In 2020, she completed her certificate in Diversity and Inclusion from Cornell University.
President, SteinbergHR, LLC
Marrying the core fundamentals of human relations to the uniqueness of the business is critical to the success of Meghan's clients. Being a successful human resources professional is both art and skill; when appropriately executed there is great impact on the business, culture and ROI. She has her PHR, SHRM-CP and Six Sigma Green Belt.
Starting her career as an operations professional in the hospitality industry, this taught her the importance of business ownership, fast pace, unpredictability and customer service based products and services. Keeping a finger on the organization's heart beat and ensuring that your people have a strong foundation and path are key to the success of the culture and business.
Meghan partners with businesses of all types and sizes to support them in the quest to be the best. This is done through project base HR work, engagements with in-house HR professionals and interim or part-time partnerships. She delivers by tapping into her operations background, strong Human Resources foundation, experience and creativity.