WEBVTT 00:00:00.482 --> 00:00:06.540 >> All right, welcome back from that brief little  break. Hopefully, everybody enjoyed those videos.   00:00:06.540 --> 00:00:12.180 It looks like a lot of people did. I see people  in the chat video saying that she could not stop   00:00:12.180 --> 00:00:18.240 watching it. Miss Thompson and Miss Thomas just  put a smiley face like, "Oh my gosh!" So yeah,   00:00:18.240 --> 00:00:24.840 we definitely, uh, love to have those little small  videos to kind of change things up a little bit.   00:00:24.840 --> 00:00:33.300 You know, accessibility can sometimes be a little  bit daunting for some folks, um, but we look at   00:00:33.300 --> 00:00:38.040 it as something worthwhile, and we always want to  be able to try to bring smiles to people's faces   00:00:38.040 --> 00:00:43.257 when we can. All right, ah, Miss Jet loved it.  Thank you, thank you, thank you, thank you all. 00:00:43.257 --> 00:00:47.940 >> All right, guys, we are going to go into  our next panel, um, discussion. We're gonna   00:00:47.940 --> 00:00:54.960 have a panel discussion on DHS Outreach to the  persons in the disability. So, this should be   00:00:54.960 --> 00:01:00.480 very interesting. Um, we actually are going to the  moderator change. It's going to be Vania Lockett,   00:01:01.680 --> 00:01:05.100 um, who will be the moderator  for this particular discussion.   00:01:07.740 --> 00:01:14.040 Vania, are you there? Hello, you're there? 00:01:14.040 --> 00:01:19.320 >> I am here. Good, good  morning, almost afternoon. 00:01:19.320 --> 00:01:20.280 >> How are you today? 00:01:20.280 --> 00:01:23.640 >> I am well. Thank you for the kind introduction. 00:01:23.640 --> 00:01:28.200 >> Definitely, definitely. We are,  we are very happy to have you and   00:01:28.200 --> 00:01:32.520 the other participants for this panel  discussion, um, today. We're actually   00:01:32.520 --> 00:01:35.880 looking forward to hearing what you guys  are going to be talking about because,   00:01:35.880 --> 00:01:40.980 as you know, in this particular community, it's  all about sharing information and inclusiveness,   00:01:40.980 --> 00:01:45.540 so we're definitely looking forward to seeing  what you guys have to talk about. So, I'm going   00:01:45.540 --> 00:01:51.300 to actually stop talking because, you know, I  will talk and talk and talk and talk, so I will   00:01:51.300 --> 00:01:56.460 definitely stop now and hand the reins over to  you so you can start with your panel discussion. 00:01:56.460 --> 00:02:03.240 >> Thank you very much, uh, and so I'm Vania  Lockett, welcome, thank you for joining.   00:02:03.960 --> 00:02:11.340 Um, very excited to be able to speak with a  number of experts to talk about Outreach to the   00:02:11.340 --> 00:02:15.900 disability community. And so I just want to do a  quick check and make sure that we have all of our   00:02:15.900 --> 00:02:23.160 panelists. I see Sherman Gillums, director for the  Office of Disability Integration and Coordination   00:02:23.160 --> 00:02:30.240 at FEMA, and do we have Vicki Crawford, senior  EEO specialist, Diversity and Inclusion Branch,   00:02:30.240 --> 00:02:36.540 Office of Equal Opportunity and Inclusion at  Citizenship and Immigration Services. Hi, Vicki.   00:02:38.160 --> 00:02:44.820 And, uh, last but not least, Linda  Aase from the Office of Civilian   00:02:44.820 --> 00:02:48.450 Workforce Management at the U.S Coast Guard. So-- 00:02:48.450 --> 00:02:50.940 >> I am here. Can you hear me? 00:02:50.940 --> 00:02:58.800 >> I can hear you. You can't see me because my  camera will not turn on, and I apologize for that. 00:02:58.800 --> 00:03:04.980 >> Not to worry, we can hear you. So thank  you for joining. Uh, very excited. So let's   00:03:04.980 --> 00:03:10.320 get this discussion going. Um, we heard in  the last session about, you know, some of   00:03:10.320 --> 00:03:16.740 the technical aspects and accessibility, but I'm  very excited to approach this topic on Outreach,   00:03:16.740 --> 00:03:22.620 uh, in particular. I'm sure many of you are  aware of a recent executive order on diversity,   00:03:22.620 --> 00:03:27.300 equity, inclusion, and accessibility in  the federal workforce. So very exciting   00:03:27.300 --> 00:03:33.660 time for outreach as we look to, you know,  make sure that we're including everyone,   00:03:33.660 --> 00:03:40.320 that we're attracting more individuals, really  attracting all individuals into our workforce. And   00:03:40.320 --> 00:03:45.420 so as we think through that, I wanted to highlight  some of the best practices across the department.   00:03:45.420 --> 00:03:50.940 So I'm just going to kick it off with our first  question to our panelists and start with, uh,   00:03:50.940 --> 00:03:56.940 Sherman. If you will just tell us a little  bit about how you got started working in   00:03:56.940 --> 00:04:01.020 Outreach to the disability community and what  your motivation is for working in this field. 00:04:01.640 --> 00:04:05.700 >> Can you hear me? Okay, make sure  we can hear me. You can hear me? 00:04:05.700 --> 00:04:06.375 >> Yes. 00:04:06.375 --> 00:04:14.340 >> Okay, um, I like to frame these conversations  with this sort of um, idea about these about the   00:04:14.340 --> 00:04:20.100 disability community. There are 61 million people  in this country who identify or are regarded as   00:04:20.100 --> 00:04:26.040 disabled. That's about the size of the population  of Italy if you want to just give it context, uh,   00:04:26.040 --> 00:04:31.860 but that's also 61 million ways of living with a  disability. So, it all, it seems like a monolith,   00:04:31.860 --> 00:04:36.960 there are individual lives that come into this  experience. I used to hear this saying all the   00:04:36.960 --> 00:04:41.100 time, "Be careful how you treat people with  disabilities because if you live long enough,   00:04:41.100 --> 00:04:47.460 you'll be one of them." Um, well, I became one of  them back in 2002 when I was injured while serving   00:04:47.460 --> 00:04:52.620 in Marine Corps. Uh, since then, I've worked  in policy related to everything from accessible   00:04:52.620 --> 00:04:57.300 air travel, uh, to the U.N. Convention on the  Rights of Persons with Disabilities. Although   00:04:57.300 --> 00:05:02.580 my motivation came from, um, experiencing  what it felt like for someone to lift me up   00:05:02.580 --> 00:05:08.460 at my lowest moment. Uh, in most cases, these  are people who had experienced a similar, uh,   00:05:08.460 --> 00:05:12.960 disability or had a similar experience to  me, and, uh, and they were willing to, uh,   00:05:12.960 --> 00:05:18.420 I call it jumping back into the hole with me to  show me the way they got out, to lead me the way   00:05:18.420 --> 00:05:22.800 out, and I wanted to be that for other people. Uh,  so I think that's where my motivation came from. 00:05:23.900 --> 00:05:29.940 >> Excellent, thank you for that. Thank you for  sharing that personal story. And let me turn to   00:05:29.940 --> 00:05:36.060 you, uh, Linda. How about you? What sort of got  you started, uh, in working with the community? 00:05:36.060 --> 00:05:44.580 >> So, thank you for that question. What got me  started in my journey is my daughter is a young   00:05:44.580 --> 00:05:50.700 adult with a disability, so I've been an advocate  for her, and a passionate person. I am a person   00:05:50.700 --> 00:05:57.660 with an invisible disability, and to add to what  Sherman said, 25% of Americans have an invisible   00:05:57.660 --> 00:06:05.520 disability, that's high. I have several invisible  disabilities; the most common invisible disability   00:06:06.420 --> 00:06:16.020 is depression or mood disorder. I was a support  staff to a New Jersey congressman, and I worked   00:06:16.020 --> 00:06:20.820 with veterans and people with disabilities. I  was a job coach for persons with disabilities,   00:06:20.820 --> 00:06:29.340 and I love that job, uh, getting people employed  and connecting businesses to natural supports.   00:06:29.880 --> 00:06:34.860 I was a former disability program manager  at the United States Department of Commerce,   00:06:34.860 --> 00:06:40.740 where I built a strong disability program. I am  now the Selective Placement Program Coordinator   00:06:40.740 --> 00:06:47.700 at the Coast Guard, where I built a program that  don't not only recruits but provides outreach   00:06:47.700 --> 00:06:53.100 to National Rehab counselors and consumers,  listening to the voice of the customer, and   00:06:53.100 --> 00:06:59.820 tailoring every session to the audience. I am the  founder of the Disability Allies Resource Group   00:07:00.600 --> 00:07:04.140 with the United States Coast  Guard. I am proud of that group,   00:07:04.800 --> 00:07:13.320 and it is the first disability affinity group  at the Coast Guard. So thank you, thank you. 00:07:13.320 --> 00:07:19.500 >> Thank you, and, uh, Vicki, tell us a  little bit about how you got into your role.   00:07:24.600 --> 00:07:28.500 I think she's muted. She is  -- oh, Vicky, you're muted. 00:07:32.480 --> 00:07:36.180 >> She's still -- 00:07:36.180 --> 00:07:42.060 >> Do you have a mute button in the  upper right corner of your screen? 00:07:57.320 --> 00:07:58.320 >>   00:07:58.320 --> 00:08:00.960 Well, she is figuring it out. It's  dawning on me that we can't see   00:08:00.960 --> 00:08:05.160 Linda and we can't hear Vicky. These  are experiences people have, right? 00:08:05.160 --> 00:08:06.240 >> Yes. 00:08:12.440 --> 00:08:13.440 >>   00:08:13.440 --> 00:08:19.860 Um, so let's, let's keep on moving, and, um,  actually, so I, I want, maybe we can just   00:08:19.860 --> 00:08:27.840 touch on, uh, Linda, you made an excellent point  about, you know, this, uh, invisible disabilities,   00:08:27.840 --> 00:08:33.840 and so we're here to talk about outreach. So,  um, I, I think that's an excellent point as well,   00:08:33.840 --> 00:08:40.980 and just hearing about the numbers of individuals  that perhaps could have disabilities is just so   00:08:40.980 --> 00:08:45.840 important for us to understand. So tell us  a little bit about outreach and, you know,   00:08:45.840 --> 00:08:50.160 the outreach and the, I guess, describe one  outreach initiative that you've implemented   00:08:50.160 --> 00:08:56.700 that you think has had a positive impact.  And, uh, with that, what stakeholders did   00:08:56.700 --> 00:09:00.840 you need to reach out to in order to make that  a success? So I'll go to you first, Sherman. 00:09:02.120 --> 00:09:06.360 >> I was actually, uh, reading the  chat. Can you repeat the question? I   00:09:06.360 --> 00:09:07.530 thought you were going to ask Linda first, sorry. 00:09:07.530 --> 00:09:12.840 >> Yeah, that's what I said.  I was ready to jump in. 00:09:12.840 --> 00:09:13.140 >> Sure. 00:09:13.140 --> 00:09:16.740 >> Sure, let him think and I'll,  and I'll, we're gonna jump in. 00:09:16.740 --> 00:09:17.220 >> Okay. 00:09:17.220 --> 00:09:19.020 >> It's all about accommodation, right?   00:09:20.400 --> 00:09:28.080 Okay, so what I did at the Department of  Commerce when I came and at the Coast Guard   00:09:28.080 --> 00:09:36.720 as well was I look at retention and recruitment  as outreach. So, put retention first, right?   00:09:37.320 --> 00:09:43.260 Put recruitment second, and let's listen to  the voice of the customer. What do they need?   00:09:44.040 --> 00:09:51.420 What I did through LinkedIn, I've connected now  with about 1800 people through LinkedIn, and I use   00:09:51.420 --> 00:09:59.340 that as the vehicle to connect with the national  Voc Rehab counselors and the targeted disability   00:09:59.340 --> 00:10:06.060 groups like The Lighthouse, like the Institute for  the Blind. I did outreach to them. I called them.   00:10:06.060 --> 00:10:12.540 I contacted them, and I said, "What can I provide  to your consumers? How can I help your consumers   00:10:12.540 --> 00:10:18.900 get employed?" So to me, outreach is innovative  because we always think about recruitment,   00:10:18.900 --> 00:10:24.780 but we don't think about reaching out. When  I reached out to the Institute for the Blind,   00:10:25.980 --> 00:10:33.660 they were like, "You are the first Selective  Placement Program Coordinator who has ever reached   00:10:33.660 --> 00:10:41.160 out to us. We didn't call you; you called us."  And that was significant. So for me, at the Coast   00:10:41.160 --> 00:10:49.080 Guard, that's what I've done is outreach. Sherman,  um, I guess I'll toss the baton to you. Thank you. 00:10:49.080 --> 00:10:54.000 >> Thank you. Well, when I joined FEMA about 10  months ago, back in August, I'm the disability   00:10:54.000 --> 00:11:00.420 coordinator under the post-Katrina law that, of  course, we all, most of us, probably remember what   00:11:00.420 --> 00:11:07.680 happened during that hurricane. And many lives  were lost, but the question became, you know,   00:11:07.680 --> 00:11:14.100 disasters happen, but if you lose your life after  the disaster has come and gone because you have   00:11:14.100 --> 00:11:19.320 a disability, that's a different problem. That's  not disaster-related. That's a human-made cause.   00:11:19.980 --> 00:11:25.500 And so it's my job to look at that. And what I did  is, um, after being here almost a year and going   00:11:25.500 --> 00:11:30.000 to different disasters, I tried to figure out the  problem that we're trying to solve here. Like,   00:11:30.000 --> 00:11:34.140 what exactly are we trying to do? The epiphany  was, well, we're trying to shorten the time it   00:11:34.140 --> 00:11:37.980 takes for people to recover when they have  disabilities. That means those incremental   00:11:37.980 --> 00:11:44.400 steps along the way that, uh, that, uh, place  inequity in the process have to be dealt with,   00:11:44.400 --> 00:11:50.340 and that way you enjoy overall success. So what I  did is we implemented a risk assessment protocol   00:11:50.340 --> 00:11:55.740 where before a disaster or if it's a no-notice  disaster, right after, we assess risk based on   00:11:55.740 --> 00:12:00.540 the size of the population that's disabled or has  identified as having access and functional needs.   00:12:01.140 --> 00:12:05.220 Um, and then we do something very important.  We immediately get with the Disaster Survivor   00:12:05.220 --> 00:12:09.900 Assistance teams. These are the people that go  canvas the neighborhoods, but we ask the question,   00:12:09.900 --> 00:12:14.220 how much do you know about disability? How  do you have those conversations with people   00:12:14.220 --> 00:12:18.780 during a crisis about disability? Because  what they don't know is that there are a   00:12:18.780 --> 00:12:23.160 host of other resources that are available to  them provided they identify, and they may not   00:12:23.160 --> 00:12:28.380 even identify. It's really about the access and  functional need, not a diagnosis or, you know,   00:12:28.380 --> 00:12:32.880 what you have in your medical records.  What are your needs? How do you access the,   00:12:33.420 --> 00:12:42.360 um, you know, the platform where you apply for  resources and all the other things? And so we work   00:12:42.360 --> 00:12:47.400 with those teams and made it a point to say that  the quicker you get to people who are disabled,   00:12:47.400 --> 00:12:51.720 and we see that in the numbers of applications  as they come in. And so what we've done is we've   00:12:51.720 --> 00:12:56.040 set a target right now. It used to hover  around 10%, it goes a little bit higher,   00:12:56.040 --> 00:13:01.260 but we created a metric where we said we know how  well you're doing with disabled populations if   00:13:01.260 --> 00:13:06.240 that number is going up relative to all the folks  who are applying, a certain number, because we   00:13:06.240 --> 00:13:11.400 know how many are in a community should be showing  up, and if they're not, you need to adjust your   00:13:11.400 --> 00:13:16.500 strategy. And so I think that we're seeing it now  in Guam where we're deliberately looking at that   00:13:16.500 --> 00:13:23.700 number to indicate whether the canvassing strategy  works or not. And if those numbers begin to go up,   00:13:23.700 --> 00:13:29.400 we can compare that disaster to disaster, know  any trends in the numbers, and I think for me, the   00:13:29.400 --> 00:13:34.920 challenge for my staff was not even a month from  now, I want that number to go up a week or less   00:13:34.920 --> 00:13:40.140 after the disaster. So we're talking about the  numbers that apply plus the rate of application.   00:13:40.140 --> 00:13:46.140 And even before they set the infrastructure for  the shelters and the disaster recovery centers,   00:13:46.140 --> 00:13:50.700 I want to see canvassing numbers that reflect  you're pulling into people that are least likely   00:13:50.700 --> 00:13:56.880 to go to a shelter or a disaster recovery center  because of a, a an access or functional need. So I   00:13:56.880 --> 00:14:00.480 was very proud of that. It's still being tested.  It's going to be tested all hurricane season,   00:14:00.480 --> 00:14:05.480 but that's one way we're holding ourselves  accountable to a definitive measure of equity. 00:14:05.480 --> 00:14:13.500 >> Wow, very impressive. Thanks for sharing.  That's wonderful. So I'm liking what I'm hearing.   00:14:13.500 --> 00:14:18.300 This is really good, uh, and definitely  noting the need for resource sharing. We   00:14:18.300 --> 00:14:22.560 don't know what we don't know, right? Is  what, as they say, uh, and on both sides,   00:14:22.560 --> 00:14:27.720 so it's good that we're capturing metrics to  be able to better understand what methods of   00:14:27.720 --> 00:14:34.140 communicating information are effective. So we  had some conversations earlier this week about   00:14:34.140 --> 00:14:39.600 this and about communication and what words  we use. So, in the context of recruitment,   00:14:39.600 --> 00:14:43.860 thinking through, you know, what's really  going to resonate with the audience. And I   00:14:43.860 --> 00:14:47.700 think the same applies for disasters. You know,  what is going to resonate with the community?   00:14:47.700 --> 00:14:54.300 What are the methods that they like to receive  information? So these are very, very good points.   00:14:55.020 --> 00:15:05.700 Um, I can't see. I don't know if, if Vicki is back  with us. I don't hear her or something. All right,   00:15:05.700 --> 00:15:13.860 so we'll press on. So, uh, to ask, I guess,  on the opposite end, uh, can you tell us about   00:15:13.860 --> 00:15:19.560 something that maybe did not work so well?  And, uh, you know, in that case, what did   00:15:19.560 --> 00:15:24.360 you do? What did you learn from the experience?  What would the solution be for that situation? 00:15:24.360 --> 00:15:28.020 >> So is that for me? Who wants to jump in? 00:15:28.020 --> 00:15:30.540 >> Come on, Sherman, take it. 00:15:30.540 --> 00:15:36.420 >> Um, well, I'll start with a big lesson I  learned, even as a person with a disability who   00:15:36.420 --> 00:15:41.400 came into this role, that when messaging  is reactive and when it's too broad,   00:15:42.120 --> 00:15:46.440 um, that doesn't recognize the intersubjective  experiences that people have. When you hear   00:15:46.440 --> 00:15:49.740 terms like accessibility in a  context of Emergency Management,   00:15:50.460 --> 00:15:54.360 um, people often lump everybody together  as if that means one thing. You know,   00:15:54.360 --> 00:16:00.240 a mom who has a child with autism is going to  see accessibility differently than somebody who,   00:16:00.240 --> 00:16:05.700 uh, maybe lives with blindness or lives with  anxiety and depression, as I do and Linda does,   00:16:05.700 --> 00:16:10.440 and it's just going to be a different type of  accessibility. But when the message is so broad   00:16:10.440 --> 00:16:15.360 and there's no, there's no recognition that people  have to see themselves in the messaging, right?   00:16:15.360 --> 00:16:20.220 You have to, you know, American Sign Language did  no good in Puerto Rico because a lot of the people   00:16:20.220 --> 00:16:26.340 spoke Spanish or if they did do sign language,  there are 6,000 sort of dialects, if you will,   00:16:26.340 --> 00:16:32.040 of sign language in the world. So recognizing  that messaging has to be contextualized within   00:16:32.040 --> 00:16:37.080 the experience of people across the spectrum of  disabilities, so you have mobility disabilities,   00:16:37.080 --> 00:16:41.160 you have sensory disabilities, you  have intellectual or developmental   00:16:41.160 --> 00:16:46.260 disabilities, you have psycho-emotional  disabilities. Taking the time to do that,   00:16:47.160 --> 00:16:52.440 um, is important, but it's also just as important  to co-create that messaging with people with lived   00:16:52.440 --> 00:16:56.880 experience because you can think all day and  have a room full of people talking about what   00:16:56.880 --> 00:17:00.720 ought to work all day, and you know what happens  when companies roll out something they hadn't   00:17:00.720 --> 00:17:05.220 talked to certain communities, it's a disaster.  Um, part and upon, but in this case, case,   00:17:05.220 --> 00:17:10.140 we can engage communities during blue skies when  there's no disaster and say what type of message   00:17:10.140 --> 00:17:15.000 resonates. And I learned this when I talked to the  mom who had a daughter with autism when she talked   00:17:15.000 --> 00:17:20.580 about the fact that most accidental drownings  are kids with autism. They look at water, and   00:17:20.580 --> 00:17:24.720 it's not abstract and formed to them, and so a lot  of those drownings happen. But during a hurricane,   00:17:24.720 --> 00:17:29.640 that could be really problematic if you have kids  that wander off, right? If they're in a shelter   00:17:29.640 --> 00:17:34.560 and they wander off and put themselves in danger,  how we have messaging that directs attention to   00:17:34.560 --> 00:17:39.300 that problem is really about understanding first  what the experience is like, and then having the   00:17:39.300 --> 00:17:44.280 message reflect, "We understand you, and we see  you." And I think it's much more effective when   00:17:44.280 --> 00:17:49.980 people see themselves. When it's not effective,  the mistakes that I've made is assuming that,   00:17:49.980 --> 00:17:54.780 you know, people with disabilities as a monolith,  including me, will see the word "accessibility"   00:17:54.780 --> 00:17:59.280 and then it'll register and then they'll go make  a decision. I'll evacuate or I'll, you know,   00:17:59.280 --> 00:18:04.560 take a go-bag. It just doesn't quite work that  way. So I was happy to learn that lesson after   00:18:05.400 --> 00:18:11.760 watching Florida and, and, um, Hurricane Fiona  in Puerto Rico and wondering why people weren't   00:18:11.760 --> 00:18:15.900 responding, why weren't people evacuating soon  enough, and I think a lot of it had to do with   00:18:15.900 --> 00:18:21.480 the fact that they weren't, they weren't part  of the messaging that had gone out. So that's   00:18:21.480 --> 00:18:26.820 a good lesson, and the way we adjusted, the way  what I'm doing now is sitting at the table and,   00:18:26.820 --> 00:18:31.620 in some cases, co-creating, and in some cases,  transcreating. I mean, I'm going with their   00:18:31.620 --> 00:18:36.420 original interpretation and not trying to  get in the middle of that to determine when   00:18:36.420 --> 00:18:39.860 the next storm hits, what's going to resonate  with the community that you represent here. 00:18:39.860 --> 00:18:44.880 >> So, um, to answer that question, I'm  going to jump in here. First of all,   00:18:44.880 --> 00:18:50.640 Janie, thank you for that, uh, comment that you  just made, and it was a pleasure helping you,   00:18:51.180 --> 00:18:54.360 uh. So, what didn't work  so well was your question. 00:18:54.360 --> 00:19:00.360 >> And for me, as a person with a disability,  and I have several invisible disabilities,   00:19:00.360 --> 00:19:06.780 so I have monocular vision, which people wouldn't  know, I'm blind in my right eye. I have diabetes,   00:19:06.780 --> 00:19:13.440 I have a lower back injury, I have mobility  impairment due to two, um, Achilles tendon   00:19:13.440 --> 00:19:19.680 surgery and the replacement of my tendon. So, I  have several invisible disabilities that I work   00:19:19.680 --> 00:19:24.660 with every day. When I came to the Coast Guard,  I navigated the reasonable accommodation program,   00:19:24.660 --> 00:19:30.240 and everybody understands the process, and  it's not perfect, right? So, in orientation,   00:19:30.240 --> 00:19:36.960 I was given the name of the disability program  manager at the Coast Guard, only to learn through   00:19:36.960 --> 00:19:44.580 the process, three months later, that person had  actually died five years earlier. So there, I   00:19:44.580 --> 00:19:50.940 couldn't find the reasonable accommodation person  to help me navigate. So, three months later of   00:19:51.480 --> 00:19:56.760 trying to get my accommodation, it was  frustrating, to say the least, and that's   00:19:56.760 --> 00:20:04.020 why I took those lemons and I made lemonade.  That's why I formed the DOG, the Disability Allies   00:20:04.020 --> 00:20:12.960 Resource Group, to improve the culture. I'm not a  whiner, I'm a doer, and so I created the DOG, and   00:20:12.960 --> 00:20:18.600 so now we have a place, and we have a voice, the  population of people with disability to improve   00:20:18.600 --> 00:20:24.960 what's, what may be broken, right, and to promote  people with disability throughout the Coast Guard,   00:20:24.960 --> 00:20:31.740 uh. So, the answer to that question is that's  what I did to improve the process. Thank you,   00:20:32.820 --> 00:20:40.560 thank you, and Kudos, uh, to you, Linda.  That's an excellent example, um, so in,   00:20:40.560 --> 00:20:46.680 and let me ask a follow-on to that, the Disability  Allies Resource Group, is it, uh, DHS-wide?   00:20:47.220 --> 00:20:55.920 So, it's, we, it's housed at the Coast Guard, but  anybody can join, uh, someone as an auxiliarist,   00:20:57.180 --> 00:21:02.280 um, a civilian, military, so our officers,  right now I am an officer, I am the President,   00:21:02.280 --> 00:21:06.780 I'm actually on a detail right now, so  I'm doing this today for the Coast Guard,   00:21:06.780 --> 00:21:12.300 but I'm not actually sitting at the Coast  Guard for at least six months. Our officers   00:21:12.300 --> 00:21:18.480 are mainly military. I am the only civilian,  actually, no, actually, I think now we have two,   00:21:19.200 --> 00:21:27.720 um, civilian officers, but anybody can  join, answer to that question, thank you,   00:21:28.680 --> 00:21:34.740 thank you, wow, uh, such an amazing story, it's  always good to hear when someone, you know,   00:21:34.740 --> 00:21:39.960 takes what could be a negative situation and turns  it, flips it into something positive that not only   00:21:39.960 --> 00:21:45.000 benefits you but the entire community. So, thank  you for that, that's what you get when you have   00:21:45.000 --> 00:21:54.300 an advocate, yes, yes. So, speaking of advocacy,  tell us, tell me, what would you like to see in   00:21:54.300 --> 00:21:59.580 terms of, excuse me, advancements in Outreach,  what programs would you like to see, what,   00:21:59.580 --> 00:22:07.980 what improvements would you like to see moving  forward? Sherman, jump in there, he's ready. 00:22:07.980 --> 00:22:12.960 >> Well, I'll just say, you know, Linda,  you know, she's probably, she listed all the   00:22:12.960 --> 00:22:19.020 various challenges, but she's also got to be, by  Nature, an awesome problem solver. That's why it's   00:22:19.020 --> 00:22:24.540 important to have people who are good at solving  problems, whether incrementally or societally, uh,   00:22:24.540 --> 00:22:29.760 at the table because, um, they know how to see the  things that are not obvious to get things done.   00:22:30.600 --> 00:22:35.400 Um, I think I would like to see more of an  emphasis on accessibility and, uh, Universal   00:22:35.400 --> 00:22:40.500 Design at the local level. Um, the Americans  with Disabilities Act and the Rehabilitation   00:22:40.500 --> 00:22:46.800 Act are frameworks that are federally mandated  and implemented at the state level. They're not   00:22:46.800 --> 00:22:53.280 enforced as much as I'd like to see, um, but  besides that, Universal Design goes way beyond   00:22:53.280 --> 00:22:59.400 these laws by idealizing a society where everyone  enjoys access to what's available, and this has   00:22:59.400 --> 00:23:03.660 led to a lot of great innovations that benefit  all of us. We have people with disabilities to   00:23:03.660 --> 00:23:11.100 thank for voice recognition technology, electric  toothbrushes, audio books, typewriters that have   00:23:11.100 --> 00:23:16.320 now become the keyboards we use, um, and those  environmental control units that we call Siri and   00:23:16.320 --> 00:23:21.600 Alexa. I hope I didn't trigger somebody's system  at home, but we have people with disabilities and   00:23:21.600 --> 00:23:28.860 this idea of making things universally accessible  to thank. And so, I think if we keep attention on   00:23:28.860 --> 00:23:33.780 this idea that, you know, Universal accessibility  is not disabled design, it's not just for people   00:23:33.780 --> 00:23:39.600 who happen to benefit from it the most, uh, it's  actually beneficial to our entire society. That's,   00:23:39.600 --> 00:23:44.700 you know, we see those four letters, uh, d-e-i-a,  and all the other ways they talk about it,   00:23:44.700 --> 00:23:50.280 it's really about the social contract we have  with each other, um, that's long been neglected,   00:23:50.280 --> 00:23:56.040 but these are really about opportunities,  not handouts or favors or tolerance. I just   00:23:56.040 --> 00:24:00.480 think it makes us better when everyone has the  opportunity to contribute, like Linda talks about,   00:24:01.320 --> 00:24:05.940 um, and they're not excluded based on some aspect  of an identity, um, you know, and there is that   00:24:05.940 --> 00:24:10.440 loud minority that sees it as a zero-sum game,  every parking spot you put there in front of the   00:24:10.440 --> 00:24:15.180 store that has a blue sign takes away from me,  uh, in many ways, losing sight of the fact that   00:24:15.180 --> 00:24:23.400 our economy and our and where we patron guys also  adds to the, to the, uh, you know, the vibrance of   00:24:23.400 --> 00:24:29.520 the community, the economics of the community. We  add to that in many ways, um, and so what really   00:24:29.520 --> 00:24:34.680 happens in those cases is the lack of imagination,  uh, in terms of how we expand the pie so everybody   00:24:34.680 --> 00:24:41.520 gets a piece of it, and, uh, but I think if we  consciously do that in some of this outreach,   00:24:41.520 --> 00:24:45.660 we'll get better outcomes. It is happening on many  fronts, but I'd like to see it happen even more. 00:24:46.580 --> 00:24:48.720 >> Thank you, Sherman. 00:25:10.700 --> 00:25:18.300 >> They possibly can. Let's think of people first,  let's remove barriers, let's do the right thing,   00:25:18.300 --> 00:25:25.560 and like Sherman said, Universal Design, I think  we can tweak our reasonable accommodation program   00:25:26.520 --> 00:25:32.040 and accommodate first, ask questions  later. What tools do you need to do your   00:25:32.040 --> 00:25:38.820 job? What's the barrier you're facing? Ask those  questions. It really isn't that difficult, right?   00:25:39.540 --> 00:25:41.040 So, let's do the right thing. 00:25:41.780 --> 00:25:50.640 >> Thank you, Linda, and, and just to add to that,  what needs to happen for that to change? Is it a   00:25:50.640 --> 00:25:56.760 policy change? Is it a legal change that has to  happen? What really needs to occur in order to be   00:25:56.760 --> 00:26:01.320 able to, you know, make the types of changes that  you're talking about? It's not a policy change,   00:26:01.320 --> 00:26:06.540 we have policies, we do need improvements  and policies that I, from my point of view,   00:26:06.540 --> 00:26:13.500 from Linda's point of view, for whatever, whatever  that is, and we have to be proactive, we have to   00:26:13.500 --> 00:26:19.260 break down silos, we have to have people talk to  each other, we have to have the Office of Civil   00:26:19.260 --> 00:26:26.220 Rights talk to the Human Resource Office. We're  all friends in this, right? We're not enemies, we   00:26:26.220 --> 00:26:32.100 all like each other, we can work together, we need  to collaborate, and if we think of people first,   00:26:33.000 --> 00:26:40.680 not egos or titles, then we're going to do  the right thing, and we're gonna provide   00:26:40.680 --> 00:26:47.400 the accommodation for the person and give  them the tools. How I like to think of that,   00:26:47.400 --> 00:26:55.920 it is this way, and the DEIA quotient, think of it  as a meal. The D is the invitation, the diversity,   00:26:55.920 --> 00:27:02.640 the invitation, Equity, having the res resource to  accommodate different abilities to enjoy the meal,   00:27:02.640 --> 00:27:09.000 inclusion, us to join and plan the meal, maybe I'm  allergic to something and I can't eat that, right?   00:27:10.200 --> 00:27:15.300 And accessibility again, remove  barriers, intentional inclusion,   00:27:15.300 --> 00:27:21.840 create a safe place where few people feel like  they belong, listen to what the person has to say,   00:27:21.840 --> 00:27:28.800 and being heard to share differences in opinion,  you feel safe to bring your whole self to work,   00:27:28.800 --> 00:27:33.440 to fully engage, and have a seat  at the table and enjoy the meal. 00:27:33.440 --> 00:27:38.940 >> I love that, thank you, thank you. 00:27:38.940 --> 00:27:43.620 >> I think, um, I'm, I think I'm gonna, I'm gonna  steal that, Linda. I'll attribute it to you,   00:27:43.620 --> 00:27:47.460 but I think that's an excellent  way to give embodiment to what,   00:27:47.460 --> 00:27:52.260 you know, that acronym looks like. Um,  I, I agree with Linda, I think, you,   00:27:52.260 --> 00:27:57.120 the laws are already there and it can't  always be about compliance or enforcement   00:27:57.120 --> 00:28:01.800 after the fact. Truly about what you  do beforehand, uh, that makes it work. 00:28:01.800 --> 00:28:06.780 >> One of the things I do with my staff is I embed  those expectations in the performance evaluation,   00:28:06.780 --> 00:28:11.520 you know, I don't want to make it about messing  with their money, but if they're not incentivized   00:28:11.520 --> 00:28:16.320 to be proactive, uh, people won't do that by  nature in a lot of cases, especially when it's   00:28:16.320 --> 00:28:19.800 something that's complicated or seemingly  as complicated because it's really not,   00:28:19.800 --> 00:28:24.720 as Linda laid out, uh, but but you incentivize  it by making it a part of what leadership means   00:28:24.720 --> 00:28:29.280 within the context of your organization. If you're  a good leader, that means that you have found ways   00:28:29.280 --> 00:28:34.200 to make this incorporated, this expectation to a  point where you don't even have to call it out,   00:28:34.200 --> 00:28:39.180 it just happens. When somebody needs a reasonable  accommodation, the process works organically. You   00:28:39.180 --> 00:28:43.020 don't have to have an enforcement tool, you  know, or a tool that, uh, you know, that's   00:28:43.020 --> 00:28:48.900 that's transactional. It's really about how do we  truly want this environment to be, uh, productive   00:28:48.900 --> 00:28:54.480 for everyone, and if we want Linda to succeed, we  need to give her, so that her success becomes our   00:28:54.480 --> 00:29:00.060 success, and we benefit from that. Until there's  that sort of shared, um, way of looking at it,   00:29:00.060 --> 00:29:04.020 it's always going to be seen as a compliance  issue when really it should be, it should   00:29:04.020 --> 00:29:09.300 lie before that as just, uh, being good human  beings, making sure other people have what they   00:29:09.300 --> 00:29:15.660 need because we will want that. Amen, Sherman,  I love it. So, Gary's asking a good question,   00:29:16.740 --> 00:29:21.420 um, he said, uh, the D, the invitation list  never includes people with disabilities,   00:29:21.420 --> 00:29:26.760 and federal DEIA programs, persons with  disability can attend, but only sit on   00:29:26.760 --> 00:29:33.060 the perimeter, they're decentered from the  table, and feel and from the agenda setting. 00:29:33.060 --> 00:29:35.580 >> You want to comment on that, Sherman? 00:29:35.580 --> 00:29:41.820 >> Yeah, that happened in a very, uh,  glaring way during Hurricane Sandy. You   00:29:41.820 --> 00:29:47.340 read the judge's orders, the federal judge, when  he outlines the abject failure to consider people,   00:29:47.340 --> 00:29:53.280 that was replete within the transcript. She had  all these people talking about, "We don't treat   00:29:53.280 --> 00:29:56.700 them any differently." So you don't treat a  person who's stuck in the mid-rise with the   00:29:56.700 --> 00:30:01.020 power out differently from the people that were  able to go down the stairs, that's your problem,   00:30:01.020 --> 00:30:08.940 you're not getting it right. Equity is equality  plus accommodation, right? So if you've just   00:30:08.940 --> 00:30:11.880 got equality, but you're leaving out that  accommodation part, you don't have equity.   00:30:11.880 --> 00:30:16.200 And if you read that judge's aura, it's not very  long, I think it's maybe eight or nine pages,   00:30:16.200 --> 00:30:21.480 but you could see the quotes from people who just  didn't get that you, where you messed up. The   00:30:21.480 --> 00:30:27.300 first domino that fell is you didn't have people  that you would eventually have to find ways to,   00:30:27.300 --> 00:30:32.700 quote-unquote, rescue, um, because they weren't  at the table giving you the benefit of how they   00:30:32.700 --> 00:30:39.420 would see or envision a way for them to, to escape  these, um, in those cases mid-rises that were,   00:30:40.020 --> 00:30:44.940 um, it went down because of power and they were  isolated for days. Not having them there was the   00:30:44.940 --> 00:30:50.340 first mistake before the first raindrop happened.  You made the first mistake and they paid for it,   00:30:50.340 --> 00:30:54.840 uh, you know, financially the city did, uh,  but then the question is, do they learn? So   00:30:54.840 --> 00:31:02.400 we need to see more states, more localities not  considering, you know, the table a horizontal one   00:31:02.400 --> 00:31:07.260 where somebody's at the top deciding who they'll  talk to and the distance dictates how important   00:31:07.260 --> 00:31:12.540 you are. It's a round table where somebody who  you're probably going to not understand, uh,   00:31:12.540 --> 00:31:17.220 you don't have a sense of them, but they're going  to give you insights into how to be successful. So   00:31:17.220 --> 00:31:22.140 the whole population and the experience they have  makes you look good and validates your purpose,   00:31:22.140 --> 00:31:27.360 you know, as an emergency manager, not just a few  people that you could easily, you know, pull out,   00:31:27.960 --> 00:31:32.220 um. That was a lot to explain, but I hold  Hurricane Sandy and what we learned from   00:31:32.220 --> 00:31:37.920 that experience, uh, as a, as a glaring  example, um, of what can happen when you   00:31:37.920 --> 00:31:43.860 don't have people on the front end co-creating  or trans creating, uh, of the expectations. 00:31:47.420 --> 00:31:53.520 >> Thank you. I'm seeing lots  of comments in the chat, uh, so   00:31:56.280 --> 00:32:01.740 someone asked, how can we show management  that providing accessibility resources   00:32:02.460 --> 00:32:05.760 allows us to build the most productive workforce. 00:32:11.840 --> 00:32:12.840 >>   00:32:12.840 --> 00:32:14.760 Do you want us to answer that question,   00:32:16.080 --> 00:32:21.000 management? Uh, that's, you know, that's hard  because it should be self-evident, right,   00:32:21.600 --> 00:32:27.360 and if it's not so evident, then that management  situation has a bigger problem of a lack of   00:32:27.360 --> 00:32:33.660 awareness. Nowadays, there should be nobody  unaware, um, even if you're not, you know,   00:32:33.660 --> 00:32:38.340 implementing the policies correctly, there's  an, there's an awareness that people are   00:32:38.340 --> 00:32:43.500 having a harder time because they don't have this  accommodation they've been waiting on too long.   00:32:43.500 --> 00:32:48.360 Um, and I think in that case, the squeaky wheel  has to get the grease, but, uh, but there are,   00:32:48.360 --> 00:32:53.100 there are protocols in place to elevate those  concerns, and I think you ought to use them, not,   00:32:53.100 --> 00:32:58.320 not for you, it's not just about you, it's for  people who are not going to feel as empowered to   00:32:58.320 --> 00:33:02.940 do that, and you may have to take the, you know,  the sort of reputational hit by being the squeaky   00:33:02.940 --> 00:33:07.500 wheel, but it's never just about one person, it's  about a culture that doesn't see certain people,   00:33:07.500 --> 00:33:13.200 and I agree sometimes you have to hit them in the  nose, you know, figuratively speaking, to be seen,   00:33:13.860 --> 00:33:20.700 so common sense isn't common, right, or everybody  would have it, right? Sherman, yeah, and, um, this   00:33:20.700 --> 00:33:26.700 is the reason why we formed the affinity group.  This is reasons why affinity groups are formed   00:33:26.700 --> 00:33:32.940 because management has a big job, right,  and they often forget about people with   00:33:32.940 --> 00:33:38.820 disability if they're not in their face, and the  resources that people need and accessibility,   00:33:38.820 --> 00:33:45.060 which is why our group was formed, to  raise those concerns with me on ultramat,   00:33:45.060 --> 00:33:49.920 to make them aware of it, to provide  training and awareness so they understand,   00:33:49.920 --> 00:33:56.580 and so that people with disability have a seat at  the table and that they're not forgotten about. 00:34:00.140 --> 00:34:05.520 >> So, uh, Linda, I have a follow-up to  that also because I know that you're,   00:34:05.520 --> 00:34:11.700 you've done a lot of work in terms of, you know,  accessibility and accommodations. What would you   00:34:11.700 --> 00:34:16.980 say, though, about the employees that maybe,  um, you know, don't want it to be known that   00:34:16.980 --> 00:34:22.680 they have a disability? How do you go about,  you know, continuing to foster that concept   00:34:22.680 --> 00:34:28.800 of inclusion when you have folks that don't want  to be identified as, as having a disability? So,   00:34:28.800 --> 00:34:34.080 you can't make a person identify, you can't  make a person share that they have a disability,   00:34:34.800 --> 00:34:41.460 but if a person needs an accommodation or a change  in the way things are done, then they have to ask   00:34:41.460 --> 00:34:51.120 for that. And just by asking a supervisor, and I  use an example, the EOC guidance shows that people   00:34:51.120 --> 00:34:56.400 don't have to say, supervisor, I need a reasonable  accommodation. All that person has to say,   00:34:57.240 --> 00:35:02.640 and if they're comfortable, and a lot of people  don't feel safe, they don't feel comfortable to   00:35:02.640 --> 00:35:09.000 share because of reprisal, retaliation, being  treated differently, bias, right, unconscious   00:35:09.000 --> 00:35:16.500 bias. But if a person comes to a supervisor and  says, maybe you noticed I've been coming in late   00:35:16.500 --> 00:35:23.040 lately, I just want to share with you, I have  to check my blood sugar readings in the morning,   00:35:23.040 --> 00:35:30.420 I have diabetes, I have to take medication, and  that's the reason why I've been coming in late,   00:35:30.420 --> 00:35:35.580 that's asking for an accommodation, that's asking  for a change in the way things are typically done.   00:35:36.420 --> 00:35:43.020 But again, unless a person identifies  if they need an accommodation, then   00:35:44.340 --> 00:35:52.920 if you ask, you get. If you don't, um, unless  it's an obvious disability that a supervisor sees,   00:35:52.920 --> 00:35:57.480 maybe in performance, and they can ask a  question if that person needs anything,   00:35:57.480 --> 00:36:02.880 not addressing the disability, and then if it  comes out through that and the person shares   00:36:02.880 --> 00:36:06.120 that they can be accommodated.  I hope I answered your question. 00:36:06.120 --> 00:36:12.780 >> Yes, thank you. And, uh, I want  to pause quickly, I think Vicky,   00:36:12.780 --> 00:36:19.320 were you able to join us? Yes, can you  hear me? We sure can, excellent, thank you.   00:36:20.940 --> 00:36:25.260 Um, so I want to walk back and give you an  opportunity to share as well, hopefully,   00:36:25.260 --> 00:36:34.140 you've been able to hear some of the conversation,  uh, but where do you want to start, uh, Vicky? 00:36:34.140 --> 00:36:40.320 >> Um, I want to start with that question number  one, okay? Uh, how did I get started in doing the   00:36:40.320 --> 00:36:46.140 disability Outreach? So, initially, I started with  the, uh, Wounded Warrior program, which really   00:36:46.140 --> 00:36:52.320 gave me the beginning of the interest in working  with individuals with disabilities. So after about   00:36:52.320 --> 00:36:58.200 seven years of that, I moved to the disability  employment piece of it, and what motivates   00:36:58.200 --> 00:37:06.300 me is that, uh, to give them opportunities as  able-bodied people have, and educate them on our   00:37:06.300 --> 00:37:13.560 Workforce and what it looks like and how valuable  individuals with disabilities can bring a greater   00:37:13.560 --> 00:37:19.980 awareness to our employees at USCIS. And also, it  helps educate us how to interact and integrate,   00:37:19.980 --> 00:37:24.540 engage with individuals with disabilities.  So, I have a passion for serving others,   00:37:24.540 --> 00:37:31.320 so it came very easy for me to do this,  but I think you have to be intentional   00:37:32.100 --> 00:37:36.660 in doing it because there's no checklist  that you have to check off because there   00:37:36.660 --> 00:37:40.560 are things that are going to happen that's  not on the checklist. But being intentional   00:37:40.560 --> 00:37:45.120 and wanting to engage with the disability  community and the disability organizations. 00:37:46.580 --> 00:37:54.780 >> Excellent, thank you. Uh, and so we talked a  little bit about different ways to communicate,   00:37:54.780 --> 00:38:02.040 shared some wonderful best practices in terms of  Outreach, you know, how to identify stakeholder   00:38:02.040 --> 00:38:07.560 groups. Uh, what are some of the, you know,  finer examples, if you will, or, you know,   00:38:07.560 --> 00:38:11.340 a shining example that you have? So, I don't know  if you have anything like that that you'd like   00:38:11.340 --> 00:38:19.200 to share with the group. Um, yes, uh, creating  disability partnerships. I always say, create an   00:38:19.200 --> 00:38:24.540 effective partnerships, effective partnerships  that will lend itself for the organization,   00:38:25.200 --> 00:38:32.640 CIS, and for that disability community so that  we will get applicants, and in some instances,   00:38:32.640 --> 00:38:39.000 they will come in and provide disability awareness  training but also expose our managers to the   00:38:39.000 --> 00:38:45.540 disability, uh, community so that it doesn't  become a one-person shop. Because when you engage   00:38:46.140 --> 00:38:51.000 supervisors, they will begin to see these  individuals have the skill sets that I'm   00:38:51.000 --> 00:38:55.920 looking for and engaging with them gives them  a level of being more comfortable and engaging   00:38:55.920 --> 00:39:03.120 with individuals with disabilities. So, again,  it's a win-win for both sides. And several   00:39:03.120 --> 00:39:07.680 organizations that I've worked with have been,  uh, the Department of Blind and Vision Impaired,   00:39:07.680 --> 00:39:14.760 Vocational Rehab, and Gallaudet University. So, we  were always giving back something to them so that   00:39:14.760 --> 00:39:21.420 when we come there, they have our name on the map.  So, in an example, we do, uh, mock interviews,   00:39:22.200 --> 00:39:27.840 um, we redo resume review, so building that  effective relationship so when we want to hire,   00:39:27.840 --> 00:39:32.100 they know that we're already on the map.  But being, again, intentional and engaging   00:39:32.100 --> 00:39:35.460 our managers who are really going to  do the hiring of those individuals. 00:39:37.340 --> 00:39:44.760 >> Oh, thank you. Um, so what would you  say has not worked well, uh, and then   00:39:44.760 --> 00:39:50.580 what did you learn from that? Um, what has not  worked well is sometimes in terms of Outreach,   00:39:50.580 --> 00:39:57.840 engaging in an Outreach, and you really haven't  done all of the work that's needed so that you   00:39:57.840 --> 00:40:03.240 will know exactly what that population is  and what it isn't and how you can leverage   00:40:03.240 --> 00:40:08.880 the skill sets of those individuals into  our Workforce. And so sometimes it's taking   00:40:08.880 --> 00:40:14.040 a step back and building that relationship and  seeing exactly what do we have to offer them,   00:40:14.040 --> 00:40:19.080 because if I show up without ever having any  positions, then we're just going there to go   00:40:19.080 --> 00:40:23.280 through the motion. But showing that we do  have opportunities and we are promoting the   00:40:23.280 --> 00:40:28.080 hiring of individuals with disabilities, so  that was one of the areas I had to work on.   00:40:29.700 --> 00:40:36.060 Thank you. And you said something when we chatted  earlier this week, and I think that's, it's come   00:40:36.060 --> 00:40:41.580 up again, uh, this morning, about communication,  right, and choosing words effectively,   00:40:41.580 --> 00:40:47.400 making sure that we're, uh, using words in  our, you know, advertising or in invitations,   00:40:47.400 --> 00:40:54.180 etc., that really resonate with the community.  Do you have anything you want to...? Yeah, and I   00:40:54.180 --> 00:40:59.700 think what happens sometimes is when an individual  with a disability looks at a resume and you use   00:40:59.700 --> 00:41:04.200 those terms like "the best and the brightest,"  well, those applicants may not feel like, "I'm the   00:41:04.200 --> 00:41:10.020 best and brightest," and so they may not apply for  the position. So just having very inclusive plain   00:41:10.020 --> 00:41:15.360 language that it'll be inclusive for everyone,  no matter where he or she fits on the spectrum,   00:41:16.680 --> 00:41:22.140 and promoting disability awareness in your  communications. If we go to a career fair,   00:41:22.140 --> 00:41:26.700 we don't have literature that's, uh, depicting  individuals with disabilities, then that's not   00:41:26.700 --> 00:41:30.600 lending to us to say we are really intentional  about hiring individuals with disabilities.   00:41:31.860 --> 00:41:36.180 And taking someone to those, uh,  disability organizations that   00:41:36.180 --> 00:41:39.900 actually have a disability that can  relate to that disability community. 00:41:42.200 --> 00:41:43.200 >>   00:41:43.200 --> 00:41:49.740 Thank you. So, what would you want to see change,  uh, moving forward? What improvements can we make? 00:41:50.300 --> 00:41:56.940 >> Um, I think just looking at how we  can, uh, affect change from a long-term   00:41:56.940 --> 00:42:02.760 perspective and not for the short term, so no  matter who is the disability program manager,   00:42:02.760 --> 00:42:08.880 those things are in place to continue executing  it, and just leveraging things that other agencies   00:42:08.880 --> 00:42:13.320 have done that are best practices, that we  don't have to continue reinventing the wheel. 00:42:15.620 --> 00:42:23.460 >> Thank you, and I see in the chat, uh, someone  says, "Awesome, great," uh, "great examples on   00:42:23.460 --> 00:42:29.040 intentional deliverage of partnerships." So  thank you for highlighting partnership and   00:42:29.040 --> 00:42:35.460 the value there, and being able to, uh, you know,  oftentimes we have limited resources, right? And   00:42:35.460 --> 00:42:43.020 so finding those partners is really critical. So,  and we talked a little bit about that as well.   00:42:43.020 --> 00:42:48.180 Um, someone had mentioned LinkedIn as a  tool for outreach. You just mentioned a few   00:42:48.180 --> 00:42:56.820 different organizations. Any other thoughts there  in terms of, you know, finding the right partners,   00:42:56.820 --> 00:43:01.020 right? So, you know, finding those advocates,  those allies that are really going to drive   00:43:01.020 --> 00:43:07.080 the change that we're looking to see? Well, I, I  think it's important that when we're looking for   00:43:07.080 --> 00:43:14.100 these disability organizations, that we, again,  we, the EEO office or the HR office, is not just   00:43:14.100 --> 00:43:20.100 doing that partnership because, again, we need  to do a, uh, more exposure to our hiring managers   00:43:21.300 --> 00:43:27.060 for interacting and engaging with individuals with  disabilities, which, for us, have been successful   00:43:27.060 --> 00:43:32.640 because there have been several managers that  have gone to disability, uh, initiatives,   00:43:32.640 --> 00:43:37.380 and they engage with those individuals with  disabilities, and some of them were hired   00:43:38.580 --> 00:43:43.260 because that was direct engagement and not  second-line engagement that someone else is   00:43:43.260 --> 00:43:47.520 going to the table communicating for the manager,  because he or she will be the one that's going to   00:43:47.520 --> 00:43:52.320 manage those individuals with disabilities as  they will do the able-bodied individuals. So,   00:43:52.320 --> 00:43:56.820 I just think it's a collaboration that's  needed to be a little bit more, uh,   00:43:56.820 --> 00:44:03.000 assertive and just including managers and  not just the HR people and the EEO people   00:44:03.000 --> 00:44:07.740 because it's a DHS program, and when you  trickle it down, it's a USCIS' program. 00:44:09.320 --> 00:44:15.120 >> Thank you, thank you. Uh,  so I want to turn and see,   00:44:15.120 --> 00:44:20.880 do we have any more questions in the chat  from our participants or the panelists?   00:44:21.780 --> 00:44:29.040 I'm seeing lots of discussion here, but are there  any, any last questions that you all have in   00:44:30.180 --> 00:44:36.840 the chat? I did see a question from Jane  Coyle, thank you. Do you see her question? 00:44:37.880 --> 00:44:40.380 >> Do you want me to read it to you? 00:44:40.380 --> 00:44:42.600 >> You don't mind, thank you so much. 00:44:42.600 --> 00:44:48.180 >> I will. I understand that persons have to  complete an RA application, and it's a bit,   00:44:48.180 --> 00:44:54.360 so submit supporting medical information before  the panel will locate an RA. It can't just be   00:44:54.360 --> 00:45:00.980 requesting it from our supervisor. Is that  across all components of DHS or just FEMA? 00:45:00.980 --> 00:45:07.920 >> And I did answer that question.  Every component has a unique directive   00:45:07.920 --> 00:45:11.340 that addresses RA and how their process works. 00:45:12.080 --> 00:45:17.400 >> Okay, thank you for that, um. 00:45:20.300 --> 00:45:26.880 >> So, I, I wonder if that's, you know,  something else to talk about, is, uh,   00:45:26.880 --> 00:45:33.180 you know, consistency and how we look at some of  these, these matters across the board, and maybe   00:45:33.180 --> 00:45:37.920 that's, uh, something that could be examined  through some of the vehicles that we talked   00:45:37.920 --> 00:45:44.100 about earlier for engaging leadership, engaging  Council, and so forth into the conversations.   00:45:44.880 --> 00:45:51.300 So, what I would love to see, Linda, would love  to see, is centralized funding for the entire DHS,   00:45:51.960 --> 00:45:56.400 and a centralized directive, so  everybody gets on the same page,   00:45:56.400 --> 00:46:03.000 everybody's doing the same thing, and we're  not confusing people, and accommodate first,   00:46:03.000 --> 00:46:11.940 ask questions, you know, after, and let's act in  the best interest of our people and accommodate. 00:46:13.160 --> 00:46:19.980 >> Um, again, most accommodations now, the  new number now is earned or is under 300,   00:46:19.980 --> 00:46:27.120 and most accommodations are attitudinal, and  you're shaking your head there, my buddy Sherman. 00:46:27.120 --> 00:46:34.860 >> Well, I, you know, I'll, I'll, you know, just  to add to your comment, um, a lot of folks fixate   00:46:34.860 --> 00:46:39.660 on diagnosis and, and things that are about the  individual when it's really about the environment,   00:46:39.660 --> 00:46:44.640 and that's important for us because a lot of  our reasonable accommodation issues are for   00:46:44.640 --> 00:46:49.620 individuals who are out in the field at disasters  where you won't have the usual Creature Comforts,   00:46:50.160 --> 00:46:55.080 you know, the type of chairs you have to sit in,  the type of, uh, you know, laptops and all those   00:46:55.080 --> 00:46:59.880 things become factors within the context of that  environment. And so that's why you have to have   00:46:59.880 --> 00:47:05.340 an agile, to Linda's point, this sort of agile  system that's consistent, that's predictable,   00:47:05.340 --> 00:47:10.560 uh, where people can seamlessly get the request  in and not sitting at a disaster or in a situation   00:47:10.560 --> 00:47:14.820 for too long without access to everything they  would need. Not that everybody has everything,   00:47:14.820 --> 00:47:20.100 but in some cases, we're talking about basic  aspects of function, not whether a person has   00:47:20.100 --> 00:47:25.200 multiple sclerosis or has diabetes. It's about  what is that multiple sclerosis and diabetes   00:47:25.800 --> 00:47:31.020 do, or how does it impair me in a way that it  shouldn't because I can do the job, I just don't   00:47:31.020 --> 00:47:37.920 have a chair that I can sit in that doesn't  cause pain, or so, and I'll just quickly say,   00:47:37.920 --> 00:47:43.020 because in my case, you know, or a laptop where  they've got a touch screen instead of a, you know,   00:47:43.020 --> 00:47:47.460 where I can't, it's, it's harder to type if I  don't have a touch screen, things like that,   00:47:47.460 --> 00:47:51.120 they're very contextualized but they have  to be dealt with timely or you miss a lot   00:47:51.120 --> 00:47:55.440 of productivity. I would, I would probably  do an experiment where you amass all the   00:47:55.440 --> 00:48:00.120 time it takes for an RA to get approved, how much  productivity is lost in that moment in aggregate. 00:48:00.120 --> 00:48:05.760 >> Amen, Sherman, amen! You're preaching to  the choir, and we're talking about what is your   00:48:05.760 --> 00:48:11.220 functional limitation when you talk about what  accommodation they need and how quick it should   00:48:11.220 --> 00:48:20.220 happen, right? This process doesn't require, um,  a thesis or going to the Supreme Court to make a   00:48:20.220 --> 00:48:24.660 decision. It's really just human kindness,  right? What's your functional limitation,   00:48:24.660 --> 00:48:29.160 Vicki? We're, you check in your  head. Did you want to say something?   00:48:30.960 --> 00:48:36.360 Um, I just think that accommodation  becomes more complex than what it has to be   00:48:37.200 --> 00:48:43.560 instead of what it should be, um, and I, and  that makes it difficult sometimes, I think,   00:48:43.560 --> 00:48:50.460 for managers to see their connection and not  analyze it, but see what that person needs   00:48:50.460 --> 00:48:57.420 the same thing as an able-bodied person needs  to achieve his or her job, uh, just that lack   00:48:57.420 --> 00:49:02.940 of being maybe comfortable with interacting and  engaging on that topic because for some individual   00:49:02.940 --> 00:49:08.640 some in managers have never had to interact  and engage at that level for a disability,   00:49:08.640 --> 00:49:15.660 uh, related issue. So just looking at having  that really open transparent conversation and   00:49:15.660 --> 00:49:20.040 knowing that he doesn't have the answers or she  doesn't have all the answers, but let's sit down   00:49:20.040 --> 00:49:26.720 and dialogue, what is it you need to achieve your  job the same as Vicki would with an accommodation? 00:49:26.720 --> 00:49:33.420 >> So, guys, I gotta jump in. I am sorry,  we are actually running over time. I let   00:49:33.420 --> 00:49:38.580 it go a little bit longer because this is the  type of conversation we need to have. Clearly,   00:49:38.580 --> 00:49:43.500 you guys need an hour. This was  great because we only had 40 minutes,   00:49:43.500 --> 00:49:47.280 and I'm like, wait a minute, this should  have been an hour. This is a great thought. 00:49:47.280 --> 00:49:51.720 >> No, no, no, no, it's funny, it's fine,  it's okay, uh, we do need to stop for now. 00:49:51.720 --> 00:49:57.000 >> Um, this was a lot of good information.  Um, Miss Linda, I would like for you though,   00:49:57.000 --> 00:50:01.680 if you could provide the Disability Allies  Resource Group link or more information because   00:50:01.680 --> 00:50:06.120 I think everybody really would like to get access  to that information. I know I would for sure,   00:50:07.140 --> 00:50:13.500 um, and I definitely want to get you guys back  next year as a panel, um, because I think you   00:50:13.500 --> 00:50:18.060 bring a lot of value to the table with your work  experience and the good and the great work that   00:50:18.060 --> 00:50:24.480 you guys are doing. So on that note, we do have to  stop, unfortunately, we do need to give everybody   00:50:24.480 --> 00:50:31.380 a 10-minute break, uh, and then we're gonna go  into our next panel discussion. So again, myself,   00:50:31.380 --> 00:50:36.720 I want to thank everybody who participated on  this panel, this was great, and Miss Vicki,   00:50:36.720 --> 00:50:40.380 I'm glad that you were able to make it  on, yeah, see you and hear you afterwards. 00:50:40.380 --> 00:50:43.500 >> Yeah, I'm glad to be a part  of it, and so thanks so much. 00:50:43.500 --> 00:50:48.600 >> Yes, indeed, thank you  guys, have a good day, great. 00:50:48.600 --> 00:50:56.400 Thank you, everybody, thanks, everybody, thank you  all. Right, we are going to go into a 10-minute   00:50:56.400 --> 00:51:03.060 break now, um, so it's time to watch one of those  great little videos, have a 10-minute break,   00:51:03.060 --> 00:51:09.960 and then come back, and then we're gonna go into  our next discussion about mobile accessibility. 00:51:12.180 --> 00:51:13.260 See you on the other side.