WEBVTT 00:00:00.000 --> 00:00:06.540 >> Guys, we are going to move into our next  panel discussion. It's going to be called   00:00:06.540 --> 00:00:14.940 "Boots from the Ground: Making Accessibility  Happen." Mr. Manny Ramirez, are you ready? 00:00:20.120 --> 00:00:21.120 >>   00:00:21.120 --> 00:00:22.380 Hello, Vince. Can you hear me? 00:00:22.380 --> 00:00:23.760 >> I can hear you. 00:00:23.760 --> 00:00:28.080 >> All right, all right, wonderful,  wonderful. And, um, I'm trying to turn— 00:00:28.080 --> 00:00:30.720 >> Okay, take your time,  take your time, no problem. 00:00:30.720 --> 00:00:34.080 >> Can you see my video? Am I  coming through loud and clear? 00:00:34.080 --> 00:00:40.860 >> Yes, sir, loud and clear. I can see you. Now,  uh, waiting for your other looks from your panel.   00:00:40.860 --> 00:00:46.680 All right, all right, they're  coming in. Miss Davis, yes. 00:00:49.020 --> 00:00:52.200 As we're able, yep, take your time. 00:00:55.140 --> 00:00:56.340 All right, Miss Lane. 00:00:56.340 --> 00:01:00.540 >> Hello, good seeing you again, good seeing you. 00:01:00.540 --> 00:01:01.380 >> Thank you. 00:01:01.380 --> 00:01:02.760 >> I think that's it, right? 00:01:02.760 --> 00:01:07.040 >> Yes, let's see, uh, one  more person, Mr. Carroll. 00:01:07.040 --> 00:01:14.460 >> And I think we're waiting on Linda. 00:01:14.460 --> 00:01:15.840 >> Yes. 00:01:15.840 --> 00:01:21.660 >> Okay, well, while you're waiting for those  last two folks to come onto the panel, uh,   00:01:21.660 --> 00:01:24.420 Manny, I will let you, um, take—oh, there's Linda,   00:01:24.420 --> 00:01:30.840 good to see you again—I'll let you take it away  from here and, uh, start your introductions. 00:01:30.840 --> 00:01:35.160 >> All right, can you hear me, Vince?  I'm getting a note on my system that   00:01:35.160 --> 00:01:37.620 says my mic is disabled, but if  everyone can hear me, we're good. 00:01:37.620 --> 00:01:38.880 >> I can hear you. 00:01:38.880 --> 00:01:44.700 >> Okay, we'll rock and roll with it. All  right, well, thank you very much, Vince,   00:01:44.700 --> 00:01:50.760 and good afternoon, everyone, uh, or good morning  if you are, uh, not yet in the afternoon hours.   00:01:52.020 --> 00:01:58.920 Um, hello, my name is Manny Ramirez, uh, and  my pronouns are he, him, his. Um, I'm a light   00:01:58.920 --> 00:02:05.100 brown Hispanic male with very short black hair,  and I'm wearing a royal blue dress shirt. Uh,   00:02:05.100 --> 00:02:09.660 I am a program manager and trainer for the  Department of Homeland Security, or DHS,   00:02:10.320 --> 00:02:16.140 uh, and, uh, I work in the Strategic Talent  Recruitment, Inclusive Diversity, and Engagement   00:02:16.140 --> 00:02:22.080 team. We also call ourselves "STRIDE" because  it's such a long name. Um, and our team is nestled   00:02:22.080 --> 00:02:28.800 inside of the Office of the Chief Human Capital  Officer at the DHS headquarters. We're led by   00:02:28.800 --> 00:02:34.200 our Executive Director, Sharon Wong, who actually  moderated a panel of leaders earlier this morning,   00:02:34.200 --> 00:02:40.260 and we are looking to build on their words of  wisdom and guidance today. So, I'm happy to serve   00:02:40.260 --> 00:02:45.960 as your moderator for today's panel titled "Boots  on the Ground: Making Accessibility Happen," or   00:02:45.960 --> 00:02:50.880 we can become more aware of what accessibility  is and how we can leverage it more efficiently. 00:02:52.500 --> 00:02:58.440 I believe most people support the concepts of  diversity, equity, inclusion, and accessibility,   00:02:58.440 --> 00:03:06.960 also known as DEIA, but some may have questions  on how do I support DEIA, as specifically   00:03:06.960 --> 00:03:13.620 accessibility, on a daily basis. And today, we'll  talk about that and share ideas on how to bring   00:03:13.620 --> 00:03:19.860 it to life. You'll hear thoughts that surround a  theme of "people first" and accessibility for all.   00:03:20.580 --> 00:03:29.040 You know, we all have a shared responsibility to  support DEIA and create a culture of inclusion in   00:03:29.040 --> 00:03:34.920 a workplace, an environment that everyone feels  like they belong. Today, you'll hear perspectives   00:03:34.920 --> 00:03:41.220 from DHS headquarters and components. We'll  talk about some accessibility tools, programs,   00:03:41.220 --> 00:03:47.640 and opportunities, because accessibility is  about supporting the whole person, and what   00:03:47.640 --> 00:03:52.860 does that look like on the ground level? Because,  as just mentioned in our previous presentation,   00:03:52.860 --> 00:03:59.820 one size does not fit all. Okay, so you've heard a  lot of great content over the last couple of days,   00:03:59.820 --> 00:04:05.400 and we want to help you put it into action.  And I'm absolutely privileged to be joined   00:04:05.400 --> 00:04:09.360 by talented people who will serve as our  panelists. So, let's get to know them. 00:04:10.020 --> 00:04:15.960 So, um, we already have our cameras on, um, but  as I call you, I would love for you to share   00:04:15.960 --> 00:04:22.020 your name, pronouns, visual description, your  title, and a short summary of your past work   00:04:22.020 --> 00:04:28.620 experience. And then, on a personal note, if  you don't mind sharing how you guys start on   00:04:28.620 --> 00:04:36.360 your DEIA journey and why this is a passion  for you. So, we'll start with Linda, please. 00:04:36.360 --> 00:04:42.300 >> Wow, Manny, on first, thank you. Good  morning. My name is Linda Aase. I am a white,   00:04:42.300 --> 00:04:50.160 mature woman with short, sandy hair, a small  frame. I'm wearing black and white rim glasses,   00:04:50.160 --> 00:04:57.000 and aqua's short-sleeve cap top, a blue  pendant necklace, and small gold hoop   00:04:57.000 --> 00:05:03.360 earrings. A headset. My pronouns are she  and her. I am an HR specialist at USCG,   00:05:03.360 --> 00:05:10.080 United States Coast Guard, and this selective  placement program coordinator for the Coast   00:05:10.080 --> 00:05:16.800 Guard. I am a passionate disability advocate. I  am a person with several invisible disabilities.   00:05:16.800 --> 00:05:22.440 I am the proud mother of a young adult  with an intellectual disability. I was   00:05:22.440 --> 00:05:26.520 the former disability program manager at the  United States Department of Commerce, with   00:05:27.360 --> 00:05:32.160 46,000 employees. I stopped as an assistant  to the United States member in the House   00:05:32.160 --> 00:05:38.820 of Representatives, job coach for people with  disabilities, and that is a little bit about me. 00:05:39.620 --> 00:05:45.180 >> Thank you so much, Linda.  And we'll go to Laura, please. 00:05:45.800 --> 00:05:51.240 >> Thank you, Manny, and good afternoon,  everyone. Um, again, my name is Laura   00:05:51.240 --> 00:05:57.960 Davis. My visual description: I am an Asian  white female with shoulder-length brown hair.   00:05:57.960 --> 00:06:06.120 I'm wearing brown frame glasses and a green  blouse with a navy blue jacket. My pronouns   00:06:06.120 --> 00:06:10.860 are she, her, and hers, and I identify  as having multiple disabilities as well,   00:06:10.860 --> 00:06:17.880 including a hidden disability, anxiety disorder,  as well as a physical disability that impacts   00:06:17.880 --> 00:06:24.540 my mobility. In my position as a Departmental  Disability Employment Program Manager within the   00:06:24.540 --> 00:06:27.960 Office for Civil Rights and Civil Liberties  for the Department of Homeland Security,   00:06:27.960 --> 00:06:34.380 my goal is to strengthen the overall Disability  Employment Program and increase opportunities   00:06:34.380 --> 00:06:37.800 for individuals with disabilities  throughout the employment life cycle. 00:06:38.460 --> 00:06:43.140 Serving in this role, I'm responsible  for developing related program policies   00:06:43.140 --> 00:06:48.120 and procedures and providing guidance  and technical assistance to components.   00:06:48.120 --> 00:06:53.460 I'm also the chair of the Disability Employment  Advisory Committee, where we collaborate with   00:06:53.460 --> 00:06:59.220 stakeholders across the department, to include  our partners in OCHCO, specifically STRIDE,   00:06:59.220 --> 00:07:08.040 as well as some other components of OCHCO,  OCIO'S Accessibility, and Usability, and all of   00:07:08.040 --> 00:07:15.060 our components stakeholders are DPMs, disability  program managers, reasonable accommodation program   00:07:15.060 --> 00:07:21.180 managers, selective placement coordinators,  and Operation Warfighter coordinators.   00:07:21.180 --> 00:07:26.520 Uh, someone mentioned in a previous session,  coordination and collaboration is the key to   00:07:26.520 --> 00:07:29.580 having a model disability program,  so that's what we're striving for. 00:07:30.720 --> 00:07:35.520 Um, prior to joining CRCL, I was the  lead special emphasis program manager,   00:07:36.240 --> 00:07:43.260 um, and I was an acting director, um, uh, for  diversity and inclusion for a short time at   00:07:43.260 --> 00:07:50.340 USCIS. Uh, over this span of my 30 plus years,  hopefully, I'm not dragging myself too much,   00:07:50.340 --> 00:07:57.780 I've held several positions at the U.S. Department  of Treasury. Uh, those included DPM, disability   00:07:57.780 --> 00:08:05.520 program manager, reasonable accommodation program  manager, Diversity Program diversity and Outreach   00:08:05.520 --> 00:08:13.200 branch manager, as well as the acting director  for EEO. And finally, on a personal note, just a   00:08:13.200 --> 00:08:20.700 little bit about myself and what made me become so  passionate and brought me to this career field is,   00:08:20.700 --> 00:08:26.460 um, I'm actually a CODA, and that stands for a  child of deaf adults. So both of my parents are   00:08:26.460 --> 00:08:36.240 deaf. Um, I was born and raised in a by bilingual,  bicultural, um, family, uh, and community. So   00:08:36.240 --> 00:08:41.580 starting from a very young age, I had to speak  up for my deaf parents to ensure that they had   00:08:41.580 --> 00:08:48.900 equal access to communication. Um, and this is  all before the ADA, so, um, I was the one to go   00:08:48.900 --> 00:08:55.500 with my parents to their doctor's appointments,  um, to the banks, you know, apply for loans,   00:08:55.500 --> 00:09:02.840 etc. Uh, so thank goodness for the ADA, um,  and yeah, so I'll turn it back over. Thank you. 00:09:02.840 --> 00:09:11.180 >> Thanks, Laura. I'm sure many can identify. Yes,  all right, uh, let's go ahead and go to Darius. 00:09:11.180 --> 00:09:18.360 >> Uh, good afternoon. My name is Darius Carroll.  I'm an HR specialist and selective placement   00:09:18.360 --> 00:09:26.760 program manager for CBP. Uh, my pronouns are  he and him. Uh, I am a brown-skinned black   00:09:26.760 --> 00:09:32.220 man. I have a low haircut. I have a blue  short-sleeve shirt with a blue and white,   00:09:33.120 --> 00:09:39.240 I think there's like a blue, white, and gray  tie. Um, uh, I've been in this role for at least   00:09:39.240 --> 00:09:44.760 five years, I think, and, uh, my passion comes  from educating and advocating for the masses   00:09:44.760 --> 00:09:51.000 and letting people know that, you know,  we are one. Uh, no disability should go   00:09:51.720 --> 00:09:56.880 unrecognized and shouldn't have chances and  opportunities to work in this great Department   00:09:56.880 --> 00:10:02.400 that we work for, Homeland Security. And, uh,  just fairness, you know, being a black man,   00:10:02.400 --> 00:10:08.820 we, I've, uh, inherited and been a part of many  discriminations before in the past, so I think   00:10:08.820 --> 00:10:14.700 it's only right that everyone should have the  opportunity, everyone should have a chance to, uh,   00:10:15.660 --> 00:10:20.340 be a part of this great organization and  deal with DHS. So that's really my story,   00:10:20.340 --> 00:10:26.760 really my passion is, is education and  information to the masses and people with IWDs. 00:10:28.340 --> 00:10:33.780 >> All right, thank you so much, Darius, and  last but not least, of course, Miss Michelle. 00:10:35.240 --> 00:10:40.680 >> Good afternoon, everyone. It's a pleasure  to be here. My name is Michelle Lane,   00:10:40.680 --> 00:10:46.560 and I am a partner, partner in crime,  if you will, with Mr. Carroll here at   00:10:46.560 --> 00:10:52.740 U.S. Customs and Border Protection. I am an  African-American female of lighter brown, uh,   00:10:52.740 --> 00:10:59.160 complexion. My hair is pulled back away  from my face. I'm wearing gold earrings,   00:10:59.160 --> 00:11:09.960 a tan blouse with a black jacket. As far as my  DEI journey and my passion, I actually have been,   00:11:09.960 --> 00:11:14.580 and I can't believe it every time I think about  it, but I've been with the Department of Homeland   00:11:14.580 --> 00:11:23.700 Security, or with CBP now, for 22 years. Uh, I've  always touched on the area of disability, but   00:11:24.300 --> 00:11:31.320 as most of us who have been in the community  for a while with, uh, all of the resurrecting,   00:11:31.320 --> 00:11:38.280 if you will, and, and, and focus on the different  executive orders and the program becoming more   00:11:38.280 --> 00:11:46.200 prominent at agencies, uh, that when my role  became more significant, uh, it started every all   00:11:46.200 --> 00:11:51.540 the way back to where the selective placement  program coordinator was in our EEO office. 00:11:51.540 --> 00:11:58.020 So I've been through that entire journey where  that role came from our EEO office to here in   00:11:58.020 --> 00:12:03.660 human resources, advocating for having  it in Human Resources with our staffing   00:12:03.660 --> 00:12:09.240 specialists who deal with the applicants  on a daily basis. So, uh, everything from   00:12:09.240 --> 00:12:17.040 ensuring that CBP had a specific website, uh,  attracting individuals with disabilities to   00:12:17.040 --> 00:12:24.300 apply to our agency. So I think once I got  more into it, the more passionate I became   00:12:24.300 --> 00:12:29.340 about it, and they also became a parent of  a child with the intellectual disability,   00:12:29.340 --> 00:12:36.060 so that drove my passion even, even more  so. But that's a little bit about me. 00:12:38.480 --> 00:12:42.600 >> Thank you so much, Michelle, and  thank you to all our panelists for   00:12:42.600 --> 00:12:46.740 sharing a little bit about yourselves and your  backgrounds. Uh, as we jump into the program,   00:12:46.740 --> 00:12:54.180 I want to provide some background. In 2021,  President Biden signed Executive Order 1435,   00:12:54.180 --> 00:13:00.120 which is advancing diversity, equity, inclusion,  accessibility in the federal workforce.   00:13:00.720 --> 00:13:07.320 The Executive Order or EO defines the term  accessibility as the design, construction,   00:13:07.320 --> 00:13:13.200 development, and maintenance of facilities,  information and communication technology,   00:13:13.200 --> 00:13:18.960 programs, and services so that all people,  including people with disabilities,   00:13:18.960 --> 00:13:25.980 can fully and independently use them. So, this  begins to broaden our horizons on how we look   00:13:25.980 --> 00:13:32.160 at accessibility. In addition to accommodations,  we look at access to employment, participation,   00:13:32.160 --> 00:13:39.420 activities, and programs, reduction or  elimination of physical and attitudinal barriers.   00:13:40.140 --> 00:13:48.420 Executive Order brings accessibility to the  forefront, ties DEI more closely, and highlights   00:13:48.420 --> 00:13:55.920 how we should be integrating accessibility into  everything we do. It's built-in versus bolt-on.   00:13:57.060 --> 00:14:04.200 So, we've got a chance to hear what  accessibility means or regarding the EO.   00:14:04.200 --> 00:14:10.560 Let's humanize this definition here from our  panelists. So, for our first question, in your own   00:14:10.560 --> 00:14:18.000 words, what does accessibility mean to you and why  is it important? We can start with Linda, please. 00:14:18.000 --> 00:14:25.920 >> Thank you. Accessibility is the icing on  the DEI cake. It is the essential ingredient   00:14:25.920 --> 00:14:32.280 in creating a culture of intentional diversity,  equity, and inclusion. It creates a culture   00:14:32.280 --> 00:14:37.680 of intentional belonging where everyone  has a voice and feels safe to bring their   00:14:37.680 --> 00:14:43.620 whole self to work and be fully engaged to  participate and have a seat at the table.   00:14:44.880 --> 00:14:49.680 That's what accessibility  means to me. Thank you, Manny. 00:14:49.680 --> 00:14:56.520 >> Thank you, thank you, Linda. All right,  how about, um, uh, let's go to Laura, please. 00:14:56.520 --> 00:15:02.580 >> Yeah, that, that was great, Linda. I, I  would add, um, you know, accessibility, whether   00:15:02.580 --> 00:15:09.780 it's accessible information, uh, communication  technology, and or accessibility to a building or   00:15:09.780 --> 00:15:18.480 office space, it really means equity, um, for all.  Uh, by the way, it's not just required by laws,   00:15:19.320 --> 00:15:25.080 um, I know it's highlighted in DEIA, but it's  also required by the Rehab Act as amended by   00:15:25.080 --> 00:15:31.680 the ADA and the Architectural Barriers Act. Um,  uh, and it's just simply the right thing to do.   00:15:32.400 --> 00:15:37.260 Um, it's also, I think one of the previous  panelists, I don't know if it was early earlier   00:15:37.260 --> 00:15:44.700 today or yesterday, but mentioned, um, it's, it's  built into our core values and our mission here   00:15:44.700 --> 00:15:51.480 at the department. So, through accessibility,  DHS can attract the best, including those with   00:15:51.480 --> 00:15:55.920 disabilities and foster a work environment  where all of our employees have equal access   00:15:55.920 --> 00:16:02.760 to information and communication technology and  access to succeed on an equal playing level along   00:16:02.760 --> 00:16:08.400 with their colleagues without disabilities. So,  without accessibility, which should be baked into   00:16:08.400 --> 00:16:14.460 everything we do, have been taken away. Snippets  of every single speaker, I, I must admit, from the   00:16:14.460 --> 00:16:20.280 last two days. I think Annette Carr talked about  the blueberries and the muffin, so we need a big   00:16:20.280 --> 00:16:25.620 accessibility into everything we do, and if we  don't, we can't really achieve full inclusion.   00:16:26.700 --> 00:16:37.080 Um, so yeah, bottom line, I like to explain it as,  it accessibility is like the floor, right? It's,   00:16:37.080 --> 00:16:42.360 it's meeting the minimum requirements, other law  providing reasonable accommodations, for example.   00:16:42.360 --> 00:16:48.360 However, as a department or as a federal,  you know, the federal government, we should   00:16:48.360 --> 00:16:53.460 be encouraged to aim for the ceiling and go above  those minimum requirements, and not just because   00:16:53.460 --> 00:17:00.000 it's in the executive, what about, I'm happy that  it is. Um, uh, finally, that accessibility has   00:17:00.000 --> 00:17:06.660 been coupled with other DEI um, diversity  inclusion initiative. So yeah, thank you. 00:17:06.660 --> 00:17:11.040 >> Thank you, Laura, and I'm seeing  another theme evolving here with food,   00:17:11.040 --> 00:17:16.020 right? We talk about blueberries and  icing, uh, so we can continue that if sure,   00:17:16.680 --> 00:17:21.000 um, so let's go ahead to Darius, no pressure  to include food in your response, though, sir. 00:17:21.000 --> 00:17:27.840 >> Thank you, thanks on that, man, but just to  piggyback off Laura and Linda, accessibility   00:17:27.840 --> 00:17:33.120 is about inclusion, and it's about making people  feel comfortable in providing access to different   00:17:33.120 --> 00:17:38.220 things that we don't have. And it makes me think  about, uh, when I was with the hiring center, I   00:17:38.220 --> 00:17:43.260 was a lead specialist, I was a training specialist  as well, and we had a young lady on our team, and,   00:17:43.260 --> 00:17:49.560 and she was a deaf young lady. And I made sure  that every meeting we had, whether it was a,   00:17:50.340 --> 00:17:55.140 um, just a potluck or whatever, that she had  someone there to help her and understand,   00:17:55.140 --> 00:18:00.060 and she had a sign language personnel. And  we wanted to make sure every time that she   00:18:00.060 --> 00:18:04.380 was represented at every meeting we had because  it was about inclusion. We wanted her to feel   00:18:04.380 --> 00:18:09.240 part of that team. So when I think about,  uh, accessibility, that's the first thing   00:18:09.240 --> 00:18:14.460 that comes to my mind is that young woman that I  train, and we made sure that everywhere she went,   00:18:14.460 --> 00:18:20.040 everything that we did, we made sure that she had  a representation there for her and that she felt   00:18:20.040 --> 00:18:26.100 comfortable as being a part of our team in every  field activity we had at the hiring center. So   00:18:26.100 --> 00:18:30.320 that, that's the first thing that comes to my mind  when I think about accessibility. It's inclusion. 00:18:30.320 --> 00:18:34.080 >> Thank you so much, Darius,  right? And then being intentional,   00:18:34.080 --> 00:18:38.160 I've heard that word a couple of times  already, and we must be intentional and   00:18:38.160 --> 00:18:43.560 deliberate and proactive. I love that. All  right, and then, uh, Miss Michelle, please. 00:18:44.420 --> 00:18:50.220 >> Um, I, I love what everyone said, but,  uh, Darius, in particular, about feeling   00:18:50.220 --> 00:18:57.000 comfortable and welcome, and so I, I looked up the  definition. I know we said our own definition, but   00:18:57.000 --> 00:19:02.880 these are these are great keywords, uh, when you  think about accessibility as being approachable,   00:19:03.780 --> 00:19:12.660 uh, availability, within reach, and so dealing  with applicants regularly like Darius and myself   00:19:12.660 --> 00:19:19.800 and being an HR specialist. That's what I think  of, and that making them feel comfortable, uh,   00:19:19.800 --> 00:19:26.400 adding that little extra touch where, oh  my goodness, I'm talking to, uh, or eat,   00:19:26.400 --> 00:19:32.280 even if it's just via email, I'm corresponding  with someone, someone's listening to me. I'm not   00:19:32.280 --> 00:19:39.600 just getting an automatic message from a mailbox.  Someone's actually concerned that, or interested   00:19:39.600 --> 00:19:47.160 in the fact that I want to be an employee of this  organization. So, I think adding, uh, that extra   00:19:47.160 --> 00:19:55.080 touch and making people feel welcome and assisted,  and, and I won't use food, but another kind of   00:19:55.080 --> 00:19:59.880 analogy or metaphor, if you will, whatever you  would like to call it, I think about accessibility   00:19:59.880 --> 00:20:08.940 too is being like knocking at a door, um,  but instead of having to knock to get in,   00:20:08.940 --> 00:20:17.340 you're given the keys and the tools to get in,  and you're, it's that, eat, physical, whatever it   00:20:17.340 --> 00:20:23.640 might be, or the application process, it's more  accessible. Now I'm not having to necessarily   00:20:23.640 --> 00:20:28.140 jump through hoops, and sometimes it takes that,  but at least you're being pointed in the right   00:20:28.140 --> 00:20:35.100 direction. But I feel like accessibility is just  that, uh, you're, you're being given the keys to,   00:20:35.100 --> 00:20:43.700 uh, to get the tools and achieve whatever it is  that you're attempting to do or trying to achieve. 00:20:43.700 --> 00:20:48.300 >> Oh, thank you so much, Michelle. Yes,  and I can't agree more with you and all of   00:20:48.300 --> 00:20:55.560 our panelists and making sure that folks  have the, um, the keys, the tools, uh,   00:20:55.560 --> 00:21:03.900 and availability and opportunity, right? Uh, so  it's, so a key, and you made, you said a word   00:21:03.900 --> 00:21:07.860 that stood out, I mean, it's making sure people  feel welcome, and I think others use belonging,   00:21:08.880 --> 00:21:12.780 um, and that's really how we make  sure people feel valued and welcomed,   00:21:12.780 --> 00:21:19.440 uh, and part of our organization. And so that's  really a way that we keep people here because DHS,   00:21:19.440 --> 00:21:26.280 like many other organizations, try very hard  to, um, to recruit, uh, and acquire talent.   00:21:27.240 --> 00:21:32.400 Um, how do we retain that talent, and I think  accessibility can play a part in that. And so my   00:21:32.400 --> 00:21:39.900 next question is, how does accessibility, uh, as a  priority, support retention programs and efforts,   00:21:41.580 --> 00:21:46.740 and how can we bring it to life? So,  I'll start with Miss Laura, please. 00:21:46.740 --> 00:21:53.640 >> Okay, thank you. That's a great question.  We've heard a lot about hiring, uh, recruiting,   00:21:53.640 --> 00:21:57.780 and hiring, so I'm glad we're kind of  moving the discussion towards retention.   00:21:58.800 --> 00:22:04.500 Um, so let me just start by setting the stage,  um, and I'm going to take it back to some laws   00:22:04.500 --> 00:22:11.400 and requirements. So all federal agencies are  required by Section 501 of the Rehab Act to   00:22:11.400 --> 00:22:16.680 have an affirmative action plan for persons  with disabilities and targeted disabilities.   00:22:17.880 --> 00:22:24.000 Um, this rep, it's, it's, uh, where, I  guess, it's reported and monitored using the,   00:22:24.540 --> 00:22:32.400 um, the annual MD 715, Part J. So the Part J,  it's a special program plan for the recruitment,   00:22:32.400 --> 00:22:38.280 hiring, and advancement and retention of persons  with disabilities, which is then turned into,   00:22:38.280 --> 00:22:45.540 after it's been formally submitted to the EOC,  the agency's affirmative action plan. So it's that   00:22:45.540 --> 00:22:51.720 plan that kind of outlines all of our programs  and our goals and what we're doing to achieve   00:22:51.720 --> 00:22:59.460 those goals. It also establishes metrics for  agencies to become a model employer and requires   00:22:59.460 --> 00:23:05.820 agencies to have policies and programs in place to  retain employees with disabilities. So specific to   00:23:05.820 --> 00:23:12.720 retention, some of those requirements include  that we analyze our workforce separation data   00:23:12.720 --> 00:23:19.740 to identify potential triggers and barriers for  retaining employees with disabilities. It requires   00:23:19.740 --> 00:23:28.560 us to describe and review our accessibility of  technology and facilities, and it also requires   00:23:28.560 --> 00:23:34.980 us to provide information on our reasonable  accommodation programs, including our work,   00:23:34.980 --> 00:23:41.520 our personal assistance services, describing  the effectiveness of those policy and procedures   00:23:41.520 --> 00:23:49.980 and/or practices that the agency is implementing  to improve upon those programs. So with that,   00:23:50.940 --> 00:23:55.380 let's say from a workforce data lens, we  heard a little bit about some workforce   00:23:55.380 --> 00:24:02.280 statistics in some of the earlier sessions, but  DHS employees with disabilities represent 15.3   00:24:02.280 --> 00:24:09.780 percent of our workforce. That's over  33,000 employees. Um, and we've seen a   00:24:09.780 --> 00:24:17.700 significant increase over the last five years.  1.4 percent of those employees who reported to   00:24:17.700 --> 00:24:22.920 have a disability has a targeted disability.  So when we talk about targeted disabilities,   00:24:24.000 --> 00:24:31.020 um, some of those categories might include someone  who's deaf-blind, has a developmental disability,   00:24:31.020 --> 00:24:38.760 epilepsy, those are just a few categories. Um,  the complete list can be found on the SF-256,   00:24:38.760 --> 00:24:42.780 which I think we're going to be talking  more about a little later on. Um,   00:24:42.780 --> 00:24:47.940 so while we're steadily increasing our workforce  representation of employees with disabilities,   00:24:49.140 --> 00:24:54.780 um, because of targeted outreach and recruitment  efforts, we are also experiencing, unfortunately,   00:24:54.780 --> 00:25:00.420 higher than expected separations of employees  with disabilities. So we know that there are   00:25:00.420 --> 00:25:07.500 some challenges there with retention. Um,  as of FY 23, third quarter, DHS employees   00:25:07.500 --> 00:25:13.320 with disabilities are leaving at a rate of 16.8  percent, and employees with targeted disabilities   00:25:13.320 --> 00:25:19.860 are separating at 1.64 percent. Both of those  percents, why they don't sound too that high,   00:25:19.860 --> 00:25:25.800 they're both higher than the onboard rates and  the higher rate for each one of those respective   00:25:25.800 --> 00:25:30.960 groups. So that right there is a trigger.  We want to see the opposite, really. Um,   00:25:31.740 --> 00:25:37.800 so based on the data reported by our components  in the last two years, we've also seen a gradual   00:25:37.800 --> 00:25:42.720 increase in the average number of days it  takes to process requests for reasonable   00:25:42.720 --> 00:25:49.320 accommodation and a decrease in the percent of  requests being processed timely. Um, so those,   00:25:49.320 --> 00:25:55.800 again, are triggers. This could be attributed to  several factors, including perhaps we have more   00:25:55.800 --> 00:26:00.540 employees with disabilities, more employees  are in need of every small accommodation,   00:26:01.620 --> 00:26:08.280 um, and we need to make sure we are constantly  evaluating our programs to ensure that we have   00:26:08.280 --> 00:26:14.760 sufficient resources and staffing in place so  that our employees can get what they need so they   00:26:14.760 --> 00:26:19.740 can be successful. So those are some tidbits.  Those are just some areas that we need to make   00:26:19.740 --> 00:26:26.580 do a deeper dive across the department. While  all employees, again, with a disability, don't   00:26:26.580 --> 00:26:33.780 necessarily require a reasonable accommodation to  a disability, um, be an intentional and ensuring   00:26:33.780 --> 00:26:40.260 accessibility coupled with effective reasonable  accommodations ensures that we're providing,   00:26:41.280 --> 00:26:46.620 um, the tools necessary for employees  to succeed in their job. Related to the   00:26:46.620 --> 00:26:52.680 reasonable accommodation program and another area  of opportunity to improve our retention efforts,   00:26:53.700 --> 00:27:01.920 um, is reassignment as a reasonable accommodation  of last resort. By law, DHS is required and   00:27:01.920 --> 00:27:09.060 obligated to consider reassignment if there are  no other accommodations available to enable an   00:27:09.060 --> 00:27:14.700 employee to perform the essential functions of  their position. So if, if I may just quickly   00:27:14.700 --> 00:27:21.840 give you an example for those of you who are  not familiar, say we have a TSO employee who   00:27:21.840 --> 00:27:30.360 recently developed a medical condition. TSOs have  statutory regulatory physical requirements. Um,   00:27:30.360 --> 00:27:37.680 so due to this developing medical condition, that  person is no longer able to physically meet those   00:27:37.680 --> 00:27:43.260 requirements on the position. So after exhausting  all those available resources and considerations,   00:27:44.580 --> 00:27:53.100 um, it, you know, the last resort is to offer a  reassignment as a reasonable accommodation. So   00:27:53.100 --> 00:28:01.560 while searches are conducted at a component level,  um, if, if those searches are unsuccessful and the   00:28:01.560 --> 00:28:08.340 HR is not able to find a qualifying position for  which the employees could be considered, the next   00:28:08.340 --> 00:28:15.240 step is to conduct a department-wide search. Um,  and, and I just see that as an area of opportunity   00:28:15.240 --> 00:28:20.880 where we can do better. We, we've noticed over  the last three to four years, maybe longer,   00:28:20.880 --> 00:28:30.060 that our success rate for reassigning employees,  um, uh, there's a lot of room for improvement.   00:28:30.900 --> 00:28:36.960 So, and, and just let me just make one final  point because I know I've taken up a lot of time,   00:28:36.960 --> 00:28:43.140 but just to clarify, this is not an option  if a vacant position is identified as a,   00:28:43.140 --> 00:28:47.580 you know, a viable position for  consideration. Component hiring offices,   00:28:48.240 --> 00:28:55.800 um, and hiring supervisors need to, um, understand  and kind of cooperate in the process that this,   00:28:55.800 --> 00:29:03.480 this, this is our duty and our obligation, um,  under the law to take care of our employees.   00:29:04.800 --> 00:29:10.620 So if we do have another position that they  qualified for, it is not an option. They do   00:29:10.620 --> 00:29:14.880 not have to compete for that position.  It should be a directed reassignment,   00:29:15.780 --> 00:29:23.100 um, and process accordingly. Um, so I,  I, I'll leave it at, on that note, and,   00:29:23.100 --> 00:29:26.400 um, I'll turn it back over. There are  some other areas that we're working on,   00:29:26.400 --> 00:29:30.780 but I, I know we're, we're kind of,  you know, stressed for time. Thank you. 00:29:30.780 --> 00:29:37.440 >> Thank you, the job is never done, Laura,  right? We, um, always, absolutely, thank you. 00:29:37.440 --> 00:29:40.560 >> Thank you, uh, Mike, to  bring in, uh, Michelle, please. 00:29:44.540 --> 00:29:45.540 >>   00:29:45.540 --> 00:29:51.180 Um, yeah, retention, I, I know, uh, we had  a young lady we hired about three years ago,   00:29:51.900 --> 00:30:00.600 uh, here in HR, and I was, I was so disappointed  when I, when I heard this, uh, but she said that   00:30:00.600 --> 00:30:08.160 she really didn't have, she, she couldn't  find, maybe, uh, accommodation information,   00:30:09.420 --> 00:30:16.560 and I was like, oh, that, that can't, that can't  be true, um, you know, it's, it's, you know,   00:30:16.560 --> 00:30:22.980 you just type it in on our page, and it's there,  but, but it still triggered that, wow, you know,   00:30:22.980 --> 00:30:30.300 we brought this highly qualified great person  into our, into the workforce, and it's excited   00:30:30.300 --> 00:30:34.740 about being with our agency, and that was like  the first, one of the first impressions she had,   00:30:34.740 --> 00:30:41.580 so, uh, the onboarding process, whether they say  First Impressions the last Impressions sometimes,   00:30:41.580 --> 00:30:50.580 uh, we, we need to, uh, better, and I know this  is onboarding is an ongoing topic throughout DHS,   00:30:50.580 --> 00:30:59.160 and I know heavily here at CBP, but ensuring that  all employees are given this type of information   00:30:59.160 --> 00:31:05.520 and as they come in the door, and we do make it  our duty, we do make it our duty, and we've all,   00:31:05.520 --> 00:31:11.340 I, I guess, probably going back at least 10,  12 years now, where we began including that   00:31:11.340 --> 00:31:16.740 type of information before it was required, uh,  in our selection letters that if you, in fact,   00:31:16.740 --> 00:31:23.520 need some form of an accommodation, uh, please  let us know in advance, so, uh, it's just as much   00:31:23.520 --> 00:31:29.340 an onus on, on the applicant or the employee,  incoming employee, but I do think that, uh,   00:31:29.340 --> 00:31:37.380 retention, onboarding can ultimately affect,  uh, retention, that person is still with CBP,   00:31:37.380 --> 00:31:45.600 luckily, uh, so it did work out, but, but it helps  that we have these different resource groups,   00:31:45.600 --> 00:31:52.080 and we're paying attention to what people, our  employees, have to say, the employee resource   00:31:52.080 --> 00:31:57.480 groups are critical because that's how we get to  the retention part, because those employees who   00:31:57.480 --> 00:32:05.280 are here can help us better our processes and our  communication and everything else, uh, to make it,   00:32:05.280 --> 00:32:12.660 as we mentioned before, a comfortable, welcoming  work environment, and that word starts to spread,   00:32:12.660 --> 00:32:19.980 and then we have also found in recruiting that  some of our, our best, uh, our hires are mainly   00:32:19.980 --> 00:32:25.740 identified that they heard about the agency by  referral, so if we make that positive impression   00:32:25.740 --> 00:32:31.560 and retain those employees, do a better job at  retaining employees, then that word gets out and   00:32:31.560 --> 00:32:37.320 external to the agency, and we can better  attract, uh, people, uh, to the workforce. 00:32:38.540 --> 00:32:43.620 >> Thank you, Michelle, absolutely, and, um,  employee resource groups, also known at DHS as   00:32:43.620 --> 00:32:49.440 employee associations, are very key in giving,  uh, different communities a voice, right, and   00:32:49.440 --> 00:32:54.960 opportunity to, um, connect with people that, uh,  have similar backgrounds and interests, and things   00:32:54.960 --> 00:33:02.280 like that, so that's great, thank you so much,  Michelle, and, uh, let's go to, um, Linda, please. 00:33:02.280 --> 00:33:09.660 >> Thank you, so, um, here's a commercial  break. Um, the Coast Guard and myself, because   00:33:09.660 --> 00:33:15.840 of my difficulty with this, with getting the  accommodation I needed, I formed the Disability   00:33:15.840 --> 00:33:22.440 Allies Resource Group, which is the very first  USCG disability affinity group that everybody   00:33:22.440 --> 00:33:29.700 can join. So that's my little plug for that. Um,  accessibility is a priority, it's the glue that   00:33:29.700 --> 00:33:36.600 retains the employee and sends the message that we  care about you, people first, right? We listened,   00:33:36.600 --> 00:33:41.460 and we'll give you the tools you need to  be a productive employee, like Laura said,   00:33:42.000 --> 00:33:48.420 and we want you to be effective, and we want  you to feel included and you, we, we're going   00:33:48.420 --> 00:33:55.020 to include you in our cultural landscape. So,  a sad story out the Coast Guard, we, um, run   00:33:55.020 --> 00:34:02.280 on a person with great talent. The person was, is  deaf. She was, she did not get the accommodation   00:34:02.280 --> 00:34:08.820 she needed. The supervisor worked very hard to  get her what she needed for three months prior.   00:34:09.420 --> 00:34:16.860 After 30 days, the employee went to the supervisor  and said, "I have to leave. I can't communicate."   00:34:16.860 --> 00:34:23.220 So, Laura, to your point, we absolutely have  to do a better job in accommodating first,   00:34:23.220 --> 00:34:28.680 and we need to show that we care about the people  we bring on, and that must be included in our   00:34:28.680 --> 00:34:35.460 onboarding. People shouldn't have to look for the  resources, they should be given them. So, just to,   00:34:35.460 --> 00:34:43.740 I agree with the Lord 100%, yeah. And just a touch  on that, Linda, you make a great point, um, it's   00:34:43.740 --> 00:34:51.480 actually required, um, and the EOC's final rule,  which, uh, clarified some of the requirements,   00:34:52.020 --> 00:34:57.300 um, that federal agencies have when it comes  to our reasonable accommodation procedures,   00:34:58.320 --> 00:35:03.480 um, it requires all federal agencies  to post our reasonable accommodation   00:35:03.480 --> 00:35:10.560 procedures both internally and externally,  in locations that are easy, easily accessed,   00:35:10.560 --> 00:35:16.800 so that it should be easy, so that should not  be happening, um, so that's very unfortunate,   00:35:17.640 --> 00:35:25.700 but yes, all components are required to post their  procedures internally and externally. Thank you. 00:35:25.700 --> 00:35:28.620 >> Yeah, thank you, Linda and Laura,   00:35:29.700 --> 00:35:34.560 um, continue on, like, as we talk about making  sure that we have accessible opportunity to   00:35:34.560 --> 00:35:41.160 Federal service, I want to ask, how can we  diversify our hiring practices and increase   00:35:41.160 --> 00:35:47.820 accessibility to Federal service? How can we do  that better, so I'd like to invite, um, Michelle. 00:35:52.280 --> 00:35:53.280 >>   00:35:53.280 --> 00:36:00.000 How we can, how we can diversify,  um, I, I think our hiring practices,   00:36:00.000 --> 00:36:06.120 I think we here at CBP do an excellent job. I know  when we, when we do the MD 715, of course, we tout   00:36:06.120 --> 00:36:12.180 all the lovely and wonderful things that, that  we are doing, uh, to better attract and retain,   00:36:12.780 --> 00:36:20.040 um, individuals or persons with disabilities. But,  uh, one of the things we do is, uh, workshops,   00:36:20.820 --> 00:36:28.140 and the workshops, uh, with the hiring managers  and their mission support specialists, and it,   00:36:28.140 --> 00:36:34.740 it's, and we're, we even have taken it a step  further, not just our hiring center, but we have   00:36:34.740 --> 00:36:42.780 what we call Business Partnership meetings, BPMS,  we call them, uh, internally, and they welcome,   00:36:42.780 --> 00:36:49.380 uh, we're, uh, Jeff Jack, our veterans program  manager, who was going to also speak today,   00:36:49.380 --> 00:36:58.500 he is on them regularly, and he speaks to these  programs and the hiring authorities and how, what   00:36:58.500 --> 00:37:05.460 a great, you know, program it is and how easy it  is to, to recruit veterans with disabilities. Uh,   00:37:05.460 --> 00:37:11.940 we again, we do it in workshops, at least two to  three times a year, the HR specialists present to   00:37:11.940 --> 00:37:19.500 our hiring managers to remind them of the various  hiring flexibilities and to diversify and not be   00:37:19.500 --> 00:37:27.540 so hung up on the typical standard, as we call it  in HR, to post and pray practice of just putting   00:37:27.540 --> 00:37:35.340 on an announcement, but, but using diversifying  your, your tools that or hiring using your hiring   00:37:35.340 --> 00:37:41.940 flexibilities, uh, to attract, uh, qualified  applicants and from Schedule A to 32 percent   00:37:41.940 --> 00:37:49.680 or more veteran. So, I think education is the key  in awareness, uh, you'd be surprised, and Darius   00:37:49.680 --> 00:37:56.820 will tell you too, we, within the last year, to  have, I won't say inundated, but we have become,   00:37:57.360 --> 00:38:04.920 um, so almost overwhelmed within the last six  months or so with requests from our offices for   00:38:04.920 --> 00:38:11.400 more non-competitive hires. They want to use  Schedule A and 30 percent or more veterans,   00:38:11.400 --> 00:38:16.620 and we're, we're thrilled, which we're trying  to maintain the, you know, momentum and get them   00:38:16.620 --> 00:38:22.440 what they need, and, you know, we, we have our own  repository and the various databases and tools out   00:38:22.440 --> 00:38:29.460 there, but, but I think that's the key, to just  showing by example, and I know Jeff does this,   00:38:29.460 --> 00:38:37.680 uh, with doing articles of success stories,  uh, letting managers see these stories out   00:38:37.680 --> 00:38:45.240 on the internet, uh, or on.gov, you know, public  facing, also letting the other managers see, "Wow,   00:38:45.240 --> 00:38:50.700 you know, the Office of Trade, for instance, is  having so much success with using these different   00:38:50.700 --> 00:38:55.620 hiring authorities, you know, how, how come no  one's telling me about that or how come we're   00:38:55.620 --> 00:39:01.680 not doing more of that?" I know Darius and I got  an email just last night, I think it was Darius,   00:39:01.680 --> 00:39:09.900 uh, from an office, an IT office, who's talking  about, "We want to do more Schedule A hiring," so   00:39:09.900 --> 00:39:17.280 the word is getting out, and I think our hiring  managers are, are, hopefully, it just appears   00:39:17.280 --> 00:39:23.700 that way, are spreading the word that using,  diversifying our practices and not sticking to the   00:39:23.700 --> 00:39:30.060 old traditional job opportunity announcement way  of getting qualified individuals is the way to go. 00:39:30.860 --> 00:39:37.020 >> All right, thank you, Michelle and Darius. Like  to see if you can add anything on, uh, with that,   00:39:37.020 --> 00:39:41.480 as, as used. Can we, can clearly see that,  uh, you and Michelle work together very well. 00:39:41.480 --> 00:39:47.520 >> Yeah, uh, yeah, Manny, uh, kind of piggybacking  off of what Michelle said, I think the big word   00:39:47.520 --> 00:39:53.280 here is collaboration. I think collaboration  with, uh, me coming from the hiring center,   00:39:53.280 --> 00:39:58.860 now working at National recruitment, me working  so closely with Michelle and Jeff Jack about the   00:39:58.860 --> 00:40:04.920 veterans and, and, uh, letting hiring managers  know the different hiring authorities that's out   00:40:04.920 --> 00:40:10.860 there and working with the hiring center who goes  into more of the job announcement, uh, process of   00:40:10.860 --> 00:40:15.840 it, and me being a team lead coming from over  there for so many years, now working over here,   00:40:15.840 --> 00:40:21.960 us working together to say, hey, a hiring manager  can feel it with a 30 veteran and also letting   00:40:21.960 --> 00:40:28.020 you know that 30 veterans can come on [unclear], a  temporary term or temporary, and then be converted   00:40:28.020 --> 00:40:33.780 to the next pay period to a permanent position,  uh, learn about VRA, the Veterans Recruitment Act,   00:40:33.780 --> 00:40:38.700 that's the two-year probationary period  where you can grow and develop, uh, uh,   00:40:38.700 --> 00:40:43.860 a veteran that's coming in, a new employee, you  can grow them for two years before converting   00:40:43.860 --> 00:40:49.800 them, a military spouse program, so it's just a  lot of different vet authorities that that's out   00:40:49.800 --> 00:40:54.720 there that we can expand on, uh, with our hiring  managers and having a collaboration with Michelle,   00:40:54.720 --> 00:40:59.340 having so much knowledge about scheduling,  and Jeff Jack veteran, me coming from the   00:40:59.340 --> 00:41:05.460 hiring center and working that process, now  having that everyone in collaboration, so, uh,   00:41:05.460 --> 00:41:10.740 to piggyback off Michelle said, and now we, we're  inundated with hiring managers now saying, hey,   00:41:10.740 --> 00:41:16.920 can I get 10 to 12 resumes, can I get 15 resumes,  can, can you point me in the right direction,   00:41:16.920 --> 00:41:22.680 we don't have the time, so having that knowledge,  having that information, and everyone being on the   00:41:22.680 --> 00:41:28.380 same page inside of HRM to make sure that  we're getting the best candidates for CBP,   00:41:28.380 --> 00:41:34.560 uh, has been a tremendous help. So I would say  that, uh, diversifying will be the huge word,   00:41:34.560 --> 00:41:39.480 is collaboration, all of us working together and  being on the same page to make sure that we're,   00:41:39.480 --> 00:41:45.720 uh, that we're representing everyone from  every angle, love schedule a veterans, uh,   00:41:45.720 --> 00:41:48.540 and employees to get people  on board as much as we can. 00:41:48.540 --> 00:41:55.380 >> Wonderful, yes, absolutely, collaboration,  uh, with bringing diversity of thought and the   00:41:55.380 --> 00:41:59.280 cognitive diversity to the table, having the  right people at the table. Yes, I love it,   00:41:59.880 --> 00:42:02.360 okay, and how about you, Laura? 00:42:02.360 --> 00:42:09.180 >> Yeah, I mean, it's just so great to hear all  the wonderful things that are going on at CBP,   00:42:09.180 --> 00:42:17.880 and I'm sure at many of our other components, um,  but yeah, just a, um, I guess foot stomp this,   00:42:17.880 --> 00:42:23.220 you know, leadership has really shown their  commitment, um, oh, CHCO, uh, every year,   00:42:24.360 --> 00:42:30.180 um, issues, and it's, um, from the,  I'm sorry, but Sharon Wong's title,   00:42:30.180 --> 00:42:35.700 the Executive Director of DEIA, now --  I, you've gone through many name changes,   00:42:36.600 --> 00:42:42.060 um, but Sharon Wong actually, um,  issues hiring goals annually for   00:42:42.060 --> 00:42:46.920 individuals with disabilities and targeted  disabilities, and so those annual goals,   00:42:47.460 --> 00:42:54.420 um, are consistent with, um, the affirmative  action plan, um, outlined in the EEOC's final   00:42:54.420 --> 00:43:03.360 role, but also consistent with our commitment to  DEIA. Those goals have established the 12 and 2   00:43:03.360 --> 00:43:08.760 percent goals for individuals with disabilities  and individuals with targeted disabilities.   00:43:09.600 --> 00:43:15.480 Um, now we do, um, add some additional  information and those annual hiring goals, so,   00:43:16.260 --> 00:43:22.500 um, for individuals with targeted disabilities,  we, we set that at two percent, but it excludes   00:43:22.500 --> 00:43:30.240 our, um, TSO occupations and on law enforcement  occupations because of the, the challenges and   00:43:30.240 --> 00:43:36.600 the statutory and Regulatory, uh, medical and  physical requirements. Um, but what, what DHS   00:43:36.600 --> 00:43:44.940 has also done, uh, which is also, um, just goes to  show our, our leadership commitment to support, to   00:43:44.940 --> 00:43:50.700 support our hiring goals, we, we created a whole  new goal for a schedule a hires, which is also set   00:43:50.700 --> 00:43:57.420 at two percent. So the department is, is whole,  you know, challenging each one of our components,   00:43:58.140 --> 00:44:04.860 um, to attain all, all three of those, those  goals. So, in addition to that, I, I can't speak   00:44:04.860 --> 00:44:12.540 too much to it, um, but I know that your office  also issues, um, annual hiring goals for veterans   00:44:12.540 --> 00:44:18.120 and Veterans with disabilities, so, and I think  veterans with disabilities or the 30 or more,   00:44:18.900 --> 00:44:25.800 um, is set at a 10 annual hiring goal,  um, correct me if I'm wrong, my HR friend. 00:44:25.800 --> 00:44:34.020 >> Thank you, Laura, and, uh, yeah, um, Executive  Director Sharon Wong, uh, as the leader of our   00:44:34.020 --> 00:44:39.300 STRIDE team, uh, so thank you for the plug there,  Laura, uh, and just to add a couple, if I could,   00:44:40.080 --> 00:44:45.840 um, ways to diversify our, um, hiring  practices. First and foremost, actually,   00:44:45.840 --> 00:44:52.560 right, is each one of us can be an ambassador  for the agency, for the Department, right? We   00:44:52.560 --> 00:44:56.040 share our story, we get in the community,  and, and really connect with people and,   00:44:56.040 --> 00:45:00.240 and share with them what the experience is  like working here. You know, that can, uh,   00:45:00.240 --> 00:45:04.980 debunk some of the myths and misconceptions  about the organization, it really, uh,   00:45:05.700 --> 00:45:10.740 um, uh, encourage folks to learn more about  working at our organization. Uh, also,   00:45:11.760 --> 00:45:18.840 um, we work hard in STRIDE on our, um, Chief  Talent Recruitment side to us, uh, have a Minority   00:45:18.840 --> 00:45:26.160 Service Institution strategy. We have, uh,  partnerships with HBCUs, uh, establish, you know,   00:45:26.160 --> 00:45:33.060 MOUs with them, just so really looking to tap into  the diverse talent pools that are available to us.   00:45:33.720 --> 00:45:38.160 Um, and I just thought of something real quick,  uh, Laura, you mentioned TSOs, can you tell us   00:45:38.160 --> 00:45:45.960 what TSO stand for, for those that may not know?  I am so sorry. So TSOs, that's with our, uh,   00:45:45.960 --> 00:45:52.680 Transportation Security Administration, they are  our, um, Transportation Security Officers. All   00:45:52.680 --> 00:45:57.300 right, excellent, thank you, now I know we're  a little over time, folks, we got one more   00:45:57.300 --> 00:46:01.980 question and then we'll wrap up, uh, so for my  panelists, I'm actually going to combine our last   00:46:01.980 --> 00:46:09.060 two questions, um, and so what we want to do is,  what are some successful or promising practices,   00:46:10.260 --> 00:46:16.140 um, that you, uh, have seen or how we have  an opportunity to implement here at DHS,   00:46:16.140 --> 00:46:22.380 uh, and also, uh, from an individual  and Leadership standpoint, how can   00:46:22.380 --> 00:46:27.800 we implement those, uh, so I'm actually  going to start with, uh, Linda, please. 00:46:27.800 --> 00:46:32.880 >> For me, that would be doing the right  thing, walking the walk, talking the talk,   00:46:32.880 --> 00:46:38.040 putting people first, and like Laura  said, following policy. It's easy. 00:46:38.960 --> 00:46:43.800 >> Excellent, thank you so much,  Linda, and how about, uh, Michelle? 00:46:45.980 --> 00:46:54.240 >> I agree with Linda, um, I think,  uh, we, our leadership has to, uh,   00:46:54.240 --> 00:47:01.500 set the standard and, and be, be the model.  Uh, it's fine that they encourage our other   00:47:01.500 --> 00:47:06.480 hiring managers to hire individuals with  disabilities, but if they lead by example,   00:47:06.480 --> 00:47:13.800 I think their staff will be even more willing, um,  uh, to do better. Not that they're not doing it,   00:47:13.800 --> 00:47:19.380 but do better with recruiting and being thinking  more outside the box when it comes to recruiting.   00:47:19.380 --> 00:47:26.580 So I, I think it starts, it starts at the top, uh,  and, cherishing our staff to do so and maybe even   00:47:26.580 --> 00:47:33.540 setting goals for themselves. I challenge you,  hiring manager Michelle Lee, to hire at least   00:47:33.540 --> 00:47:39.660 two people within this fiscal year,  at least two, and, and build on that. 00:47:40.280 --> 00:47:44.520 >> Thank you, Michelle, and  you know, I'll move on, uh,   00:47:44.520 --> 00:47:49.680 to Darius, but I like how we can, how we're  pointing out how leadership can set the tone,   00:47:49.680 --> 00:47:54.540 and also feel free to offer how we, as  individuals, can, can also follow their   00:47:54.540 --> 00:47:58.590 lead and sometimes even lead from our  seat in the organization. So, Darius. 00:47:58.590 --> 00:48:05.040 >> Yes, sir, yeah, I was going to touch on that,  Manny. Um, I think for leadership to have an open   00:48:05.040 --> 00:48:10.320 mind, I think it starts with the information, it  starts with the information us letting them know   00:48:10.320 --> 00:48:16.740 that, hey, this is an easier process, this is a  process, uh, that you can get qualified employees   00:48:16.740 --> 00:48:23.100 who have qualified resumes, who have qualified  background and expertise. So I think it's a lot   00:48:23.100 --> 00:48:29.220 of times informing the hiring managers about the  people that we are sending them their way. We send   00:48:29.220 --> 00:48:35.040 hundreds of candidates every year, so I think the  first thing is education, information, and letting   00:48:35.040 --> 00:48:40.860 them know exactly who the applicants are that  we're giving them. And, uh, to just, you know,   00:48:40.860 --> 00:48:45.540 like you say, open-minded to a different practice.  We've been doing the job practice for so long,   00:48:45.540 --> 00:48:49.800 like Michelle said, you post and pray, we've  been doing that so long, a lot of people just   00:48:49.800 --> 00:48:55.320 get caught on that wheel of doing the same thing  over and over and over again. But I think, uh,   00:48:55.320 --> 00:48:59.880 we're being the change that we want to see in CBP.  We're, we're collaborating, we're bringing in,   00:48:59.880 --> 00:49:06.780 I'm here, uh, Michelle's here, Jeff's here,  uh, our, our team is diverse, our team is, uh,   00:49:06.780 --> 00:49:11.760 fresh, we're coming with ideas, we're meeting  these people, we have these relationships. So   00:49:11.760 --> 00:49:15.360 I think having the relationships, having  the conversations, having the meetings,   00:49:15.360 --> 00:49:19.740 as Michelle said, as Laura and Linda have said,  having the meetings, having the conversations,   00:49:19.740 --> 00:49:25.020 doing the education, doing the work, and being  collaborative around the board, I think would   00:49:25.020 --> 00:49:29.820 eventually get us to hitting our targets  and beyond here in the next couple of years. 00:49:30.320 --> 00:49:35.580 >> Thank you, Darius, so much, good stuff in  there, uh, but one comment that stood out to   00:49:35.580 --> 00:49:40.740 me is "be the change," really like that. Thank  you, and last but not least, how about Laura? 00:49:43.220 --> 00:49:47.460 >> Sorry, having a problem with  taking myself off a mute there,   00:49:48.000 --> 00:49:56.520 um, yeah, so I, I agree wholeheartedly with all  the other presenters, my fellow presenters, um,   00:49:56.520 --> 00:50:03.240 maybe some of the, uh, some other recommendations,  um, uh, I guess a good way to demonstrate   00:50:03.240 --> 00:50:09.300 commitment to both DEIA and EEO, um, which is  outlined in everyone's performance metrics, right,   00:50:10.440 --> 00:50:16.920 um, as well as secretary priorities, leadership  can, and probably should, if they're not already,   00:50:18.120 --> 00:50:22.560 um, support and encourage all employees  to participate in various training,   00:50:22.560 --> 00:50:29.580 career development opportunities, details,  career development, as well as participating   00:50:29.580 --> 00:50:37.680 in all these great amazing special emphasis  programs that every component posts regularly.   00:50:38.520 --> 00:50:45.120 Um, it's just another great opportunity for us to  learn, learn about different cultures, learn about   00:50:45.120 --> 00:50:53.280 different needs, um, and specifically, um, what,  what disability, as, as the topic, um, there's   00:50:53.280 --> 00:51:00.360 just so much great information, and it's, it, it's  almost impossible to absorb in just two days, so   00:51:00.360 --> 00:51:07.200 I'm really wish this was like a week-long session,  um, because there's just so much information to   00:51:07.200 --> 00:51:12.900 absorb and, and understand. Another area where  leadership can demonstrate their commitment is,   00:51:13.560 --> 00:51:18.060 um, to support their employees' interest and  involvement in DHS employee associations.   00:51:19.440 --> 00:51:23.700 Um, we currently have two Department level,  and I know there are others because Linda   00:51:23.700 --> 00:51:31.800 talked about the ERG at U.S Coast Guard, but  at the department-wide level, uh, DHS has two,   00:51:31.800 --> 00:51:39.180 we have the Deaf DHS Deaf and Hard of Hearing  Employee Association, and the newly established   00:51:39.180 --> 00:51:47.580 Disability Alliance EA, both wonderful groups. So  if you're interested in networking and connecting,   00:51:47.580 --> 00:51:58.140 I highly recommend seeking out those groups. Um,  and then just one final note, Andy, um, Imparato,   00:51:58.920 --> 00:52:02.760 um, hopefully I'm pronounced his name correctly,  he was one of the guest speakers yesterday,   00:52:04.260 --> 00:52:11.880 um, and I think he said it best, um, accessibility  equals heart, or just have a heart, be flexible,   00:52:11.880 --> 00:52:18.180 be compassionate, um, and look at what can  be done versus what can't be done to ensure   00:52:18.180 --> 00:52:24.780 full accessibility, um, and just do the  best possible, you know, try to expedite,   00:52:25.620 --> 00:52:29.820 um, when an employee comes to you with a  need, uh, because the sooner you provide   00:52:29.820 --> 00:52:35.460 them with the tools and resources they need  to do their job, the, the more that they can,   00:52:35.460 --> 00:52:41.580 um, the better off they can be to support  the agency's mission. So thank you so much. 00:52:41.580 --> 00:52:45.960 >> Thank you, thank you, Laura. Thank you  all. I'll just piggyback on a few things,   00:52:45.960 --> 00:52:50.820 uh, what you heard here is education,  education, education, right? We don't   00:52:50.820 --> 00:52:55.320 know what we don't know, right? And we give  each other grace when someone may, uh, take   00:52:55.320 --> 00:53:01.020 a misstep and then take the opportunity to learn  together, to learn more, right? And, for example,   00:53:01.020 --> 00:53:07.020 we should be more aware of our biases, right?  And how that may be affecting our day-to-day,   00:53:07.860 --> 00:53:12.720 um, for example, you know, sometimes we look  at the disability instead of the ability,   00:53:12.720 --> 00:53:18.360 right? That could be our bias is kicking in,  and we don't even know it, right? Uh, so,   00:53:18.960 --> 00:53:23.220 um, also another opportunity for education,  as mentioned before, understanding and knowing   00:53:23.220 --> 00:53:28.740 reasonable accommodation process in point context  and resources, right? Even if you don't have a   00:53:28.740 --> 00:53:33.120 disability, being aware and knowing them so you  can help your fellow employees and colleagues,   00:53:33.120 --> 00:53:40.080 that's truly creating accessibility and supporting  and, uh, and a DEI environment that is inclusive,   00:53:40.620 --> 00:53:47.760 you know? And then it's about creating access, uh,  space for accessibility and DEIA as a whole to be   00:53:47.760 --> 00:53:53.940 talked about in our, uh, in our meetings and on a  daily basis, right? Be intentional, be people-led,   00:53:53.940 --> 00:53:59.280 right? Talk about taking care of the whole  person, not just the employee. I think we're all   00:53:59.280 --> 00:54:04.260 saying that today, you know? And we can provide  access to training, career development programs,   00:54:04.260 --> 00:54:10.440 it's so key, right? Making sure that there are,  uh, no obstacles so that people can do that, and   00:54:10.440 --> 00:54:15.720 of course, having access to technologies and, and  you, uh, satisfying unique needs of individuals,   00:54:15.720 --> 00:54:21.420 uh, to make sure that we're also aware that  not all disabilities, as discussed earlier,   00:54:21.420 --> 00:54:26.580 are seen from outside. There are many hidden  disabilities and make sure that we're aware of,   00:54:26.580 --> 00:54:32.460 um, our biases wedded to that as well, uh,  and I can't, uh, support more of what Laura   00:54:32.460 --> 00:54:36.900 said and making sure that we can tie  them to overall employee performance,   00:54:36.900 --> 00:54:40.980 organizational performance, and supporting  DEIA and accessibility specifically.   00:54:41.580 --> 00:54:46.860 So again, want to make sure I just share those  things with you, uh, thank you for, uh, providing   00:54:46.860 --> 00:54:53.940 me the time, uh, but how we have those, um, those  things in our daily habits is about having the   00:54:53.940 --> 00:54:58.980 right people at the table when decisions are being  made. So just a few things to share, all right? 00:54:58.980 --> 00:55:04.080 So I definitely want to say thank you to everyone,  uh, for being part of our panel today, all our   00:55:04.080 --> 00:55:08.760 panelists, thank you for sharing your stories and  your perspectives. I understand that is a gift in   00:55:08.760 --> 00:55:13.980 itself, and so I want to say thank you to you.  Thank you for all the attendees, uh, for your   00:55:13.980 --> 00:55:18.780 time. I know we've run over a few minutes, uh, we  got a late start, so, uh, we appreciate you being   00:55:18.780 --> 00:55:26.100 willing to be flexible with us. Uh, thank you for,  uh, our fellow STRIDE members and EO and everyone   00:55:26.100 --> 00:55:31.560 across the board that's been part of this program,  of course, uh, the accessibility usability team,   00:55:31.560 --> 00:55:36.960 you've been amazing, um, I hope you found  today's program informative and encourage you to   00:55:36.960 --> 00:55:41.580 go out there and learn more, uh, because we just  scratched the surface, and so there's been a link   00:55:41.580 --> 00:55:49.740 put in the chat box, please check into it more,  um, and we're here, uh, to assist in that way. Uh,   00:55:49.740 --> 00:55:55.200 I'm reminded today's events are the last two days  have reminded me of Maya Angelou's, uh, quote,   00:55:55.200 --> 00:56:00.480 "do the best you can, and so, you know better,  and then when you know better, do better," uh,   00:56:00.480 --> 00:56:06.900 and so hopefully today we've been caring, and, uh,  you know, increased our knowledge and awareness so   00:56:06.900 --> 00:56:11.100 that we can then do better for ourselves and  for our fellow colleagues, uh, and actually   00:56:11.100 --> 00:56:15.660 everyone in our community. It's been an amazing  two days, uh, Vince, thank you for coming on,   00:56:15.660 --> 00:56:22.200 Sir, so I appreciate you and your team, uh, for  hosting this, uh, thank you for, uh, you know,   00:56:22.200 --> 00:56:27.660 OCIO leadership, uh, for inviting us to be a part  of this, uh, and I'll turn it back over to you. 00:56:27.660 --> 00:56:33.900 >> All right, thank you very much, Manny, and  all of the panelists. We've really enjoyed all   00:56:33.900 --> 00:56:37.740 of the information that you shared and all  your experiences, and, you know, I will be   00:56:37.740 --> 00:56:43.020 tapping into you again next year because this was  great. Might need more time, I don't know, Laura,   00:56:43.020 --> 00:56:50.640 about a week, but we might be able to scratch  it to another day, never know. All right, guys,   00:56:50.640 --> 00:56:58.260 thank you very much, appreciate it very much.  All right, we're about to close out our session.