These Diversity & Inclusion influencers recommend your company use the Disability Equality Index…here’s why.
Fortune 500-1000 companies use the Disability Equality Index (DEI) to attain an objective score on disability inclusion policies and practices. Companies register to take the DEI to gain not only data and insight on their own efforts, but examine how they measure against participating companies in their own industry and overall corporate America.
USBLN asked corporate partners and strategic alliances: “Why should a corporation take the DEI?” The responses flooded in. From Ed Mackey, Executive Vice President, Global Operations, Boston Scientific to Senator Ted Kennedy Jr., we heard why the DEI is important to their efforts and why your company should register too.
- Marty Belle, VP of Talent Acquisition, Inclusion & Diversity, and Team Member Experience, Grainger
“The DEI survey is a useful tool in helping to measure effectiveness in recruitment, retention and development of people who are differently abled. I encourage companies to consider taking the survey as a benchmark in helping inform their Inclusion & Diversity strategy.”
- Helena Berger, President and CEO, American Association of People with Disabilities
“Employment is a pathway to the American Dream, and the Disability Equality Index (DEI) is an effective, non-punitive tool that builds partnerships between the disability and business communities to ultimately expand employment opportunities for individuals with disabilities and embrace the talents and skills we bring to the workplace. Corporations should participate in the DEI because it’s the right thing to do AND it’s good for business! In fact, studies show that corporations with more disability inclusive policies produce greater-than-average returns to their shareholders. Hiring individuals with disabilities gives companies fresh insight into developing and marketing products and services that meet the needs of an ever-growing market of consumers with disabilities and their families.”
- David Casey, VP, Workforce Strategies & Chief Diversity Officer, CVS Health
“The Disability Equality Index is the most comprehensive assessment of corporate disability best practices in the market. The robust data CVS Health gets from the benchmarking results serve as our framework for continuous improvement. In other words, it’s more than just a score! With roughly 20% of Americans living with a disability, there is a strong likelihood that every company in the country either hires and/or serves people in the disability community. The DEI is an invaluable tool in helping you assess how you’re performing against best practices and how you can continuously improve. My ability to help my company and others hire and serve the disability community is one way I can honor my late brother’s legacy, who lived with both physical and developmental disabilities. Once again, why I define it as way more than a score.”
- Hannah Chadwick, UC Davis Alum, Class of 2016
“As a Rising Leader, I am incredibly grateful to have had the opportunity to meet and network with so many private corporations. Often times people look at the disability instead of the person behind all the talent. It is extremely encouraging to see such enthusiasm and support from so many companies towards hiring people with disabilities.”
- Lori Golden, Abilities Strategy Leader, EY
“Completing the DEI helps us assess how far we’ve come on EY’s abilities journey, identify where we’ll go next, and defines a path for getting there.”
- Jill Houghton, President and CEO, USBLN
“We recognize efforts towards disability inclusion is a journey, and that’s why the DEI is an objective, non-punitive tool. Companies should feel confident and safe in taking the DEI. Gaining these invaluable data and insights into your efforts is the only true way to keep advancing.”
- Andrew Imparato, Executive Director, Association of University Centers on Disabilities
“The disability movement is raising the bar on what leadership looks like in this space. USBLN and AAPD have developed a valuable measure, and I am hopeful that any company that wants to be a leader in recruitment and marketing for our community will participate in DEI and use the results to keep getting better over time.”
- Ted Kennedy, Jr., Board Chair, American Association of People with Disabilities and Connecticut Senator (D-Branford)
“The Disability Equality Index (DEI) has quickly emerged as the nation’s leading corporate benchmarking tool for disability equality and inclusion. As a cancer survivor, amputee and life-long advocate for people with disabilities, I want to recognize organizations that have made employment and accessibility among their top strategic priorities. These companies know that disability inclusion is not just the right thing to do, but produces measurable results to their bottom lines.”
- Ed Mackey, Executive Vice President, Global Operations, Boston Scientific
“Boston Scientific embraces disability inclusion to create a workplace that attracts top talent and provides opportunities for all employees. As we advance healthcare around the world, it is critical that we reflect the customers, patients and communities we serve every day. The DEI is critical to this important work as it holds us accountable and helps us measure our continued progress.”
- Chris Soukup, CEO, Communication Service for the Deaf
“People with Disabilities offer exceptional skills, unique perspectives, and have ideas that can transform your workplace. The Disability Equality Index does more than expand your organization’s efforts on disability inclusion. It provides a map and pathways to a largely-untapped talent pool that will contribute to the greatness of your organization.”
About the DEI
The Disability Equality Index (DEI) is a joint initiative between the American Association of People with Disabilities (AAPD) and the US Business Leadership Network (USBLN). It serves as the nation’s most trusted annual benchmarking tool allowing America’s leading corporations to self-report their disability policies and practices. This evolving index then scores each corporation on a scale from 0 to 100—100 representing the most inclusive. The DEI was developed by the two national leaders in consultation with the appointed DEI Advisory Committee, a diverse and voluntary group of experts in business, policy, and disability advocacy.
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Get to know Chad Jerdee
As an amputee, I know what it feels like to be different and have people make assumptions about what I can and can't do. Disability inclusion is about overcoming those assumptions.