NDEAM Spotlight: How Employers Are Leading the Way in Disability Inclusion
At AbilityLinks, we are proud to participate in National Disability Employment Awareness Month (NDEAM), a time to celebrate the diverse contributions of workers with disabilities and raise awareness about the importance of creating inclusive workplaces. Throughout October, businesses, organizations, and communities come together to recognize the critical role that people with disabilities play in strengthening our workforce.
This year’s NDEAM theme, “Access to Good Jobs for All” emphasizes the need for continued progress in building accessible and inclusive environments where all individuals can thrive. AbilityLinks is dedicated to fostering connections between job seekers with disabilities and inclusive employers, ensuring that everyone has the opportunity to pursue meaningful employment.
In this article, we feature interviews with employees and leaders from our partnered companies who are committed to advancing disability inclusion. These stories highlight how inclusive practices not only benefit individuals but also strengthen teams, enhance innovation, and create a richer workplace culture.
Gale Associates: Lynette Young, Director of Human Resources
Gale Associates is a renowned consulting firm specializing in engineering and building envelope services. Lynette Young, the Director of Human Resources, has been with Gale Associates for 8 years and brings a wealth of knowledge from her 18 years of HR experience. In her role, Lynette is instrumental in fostering a positive workplace culture, guiding HR strategy, and supporting the professional growth and well-being of the firm’s employees.
What does inclusion mean to you personally?
“Inclusion can be demonstrated in many ways, but I personally believe it's about accepting a person and their abilities and attributes as a whole and providing them with the tools to succeed. It can be explained simply by making everyone feel like they are part of the team and working toward the same goal,” Lynette said.
What benefits have you seen from fostering a more inclusive workplace?
“When a company fosters an inclusive workplace, everyone benefits. The employees feel empowered to do their best work - they feel heard and appreciated, which equates to increased productivity and better service for our clients.”
What are your goals for hiring people with disabilities in the workforce?
“Our goal for hiring individuals with a disability (or other abilities) is to ensure that they feel included (heard, seen, and valued) and have the resources necessary to be successful in their role.”
How do you see the future of disability inclusion at Gale? What are your hopes for further progress?
“I foresee that Gale will continue to pursue efforts to ensure that our population with disabilities (and different abilities) feel included and accepted. My hope for further progress is to include everyone company-wide in inclusion initiatives as we enhance our awareness of how our differences strengthen us as a team and in achieving our goals.”
What advice would you give to other companies looking to enhance their disability inclusion efforts?
“The advice that I would give to companies to enhance their disability inclusion efforts is to form strategic partnerships with leadership and managers to create goals that make inclusion efforts part of a company’s mission and culture - review policies and procedures, recruiting efforts, actively solicit feedback, and see where efforts may be lacking and how you can improve and make it part of a company’s long-term goals,” Lynette concludes.
GovExec: Jasmine Schaller, Senior Associate, Talent Acquisition & Leader of Mental Health ERG
GovExec is a premier media and information services company that supports government leaders in achieving excellence through insight, analysis, and collaboration. Jasmine Schaller, Senior Associate in Talent Acquisition at GovExec, leads the company's Mental Health Employee Resource Group (ERG). In this capacity, Jasmine is committed to advancing mental health awareness and creating an inclusive workplace while driving talent acquisition strategies that prioritize diversity and employee well-being.
As a leader/member of the disability ERG, what initiatives have been most impactful for both employees with disabilities and the broader company culture?
“As the leader of the Mental Health Employee Resource Group, I have discovered the most impactful thing for my community has been monthly meetings where we can share our unique experiences and confidentially support each other. Another wonderful initiative that supports individuals with disabilities and the broader culture is a program called Learn@GovExec. Learn@s as we call them, are mainly employee-driven sessions presented to the whole company on internal happenings and explore various interesting topics and hobbies. Some of the Learn@ sessions have covered mental health conditions, mental health resources available at GovExec, immigrant mental health, and more. Overall, Learn@s help educate our community on mental health and disability, reduce stigma, connect employees to resources, and promote overall employee wellness,” Jasmine said.
How does the disability ERG contribute to the company’s overall mission and values?
“GovExec has 4 core values, Soul of Entrepreneurship, Culture of Inclusion, Force of Ideas, and Spirit of Generosity. The Mental Health Employee Resource Group significantly contributes to the culture of inclusion by demonstrating GovExec's commitment to respecting, embracing, and celebrating diversity, and making efforts to provide a safe and nurturing environment for everyone”.
What type of supportive services do you offer to your members?
“At GovExec, we have a flexible remote working environment and an unlimited PTO policy, which allows us to accommodate many needs. For example, someone in need of specific physical accommodation could work from their home, where they have an ideal setup. Similarly, a person with a condition such as PTSD can work in an environment they can control, to ensure it is free of triggers. Additionally, every year, we conduct an equity study where a third-party labor economics firm evaluates compensation levels within our organization to ensure that all employees are being paid equitably, regardless of demographic characteristics. Finally, we provide full medical benefits (vision, dental, medical) through Cigna and an Employee Assistance Program. Our Employee Assistance Program, like the Mental Health ERG, helps connect members to company-wide resources, ensuring that those facing challenges are aware of and utilize the abundant benefits provided by GovExec”.
What does inclusion mean to you personally?
“Personally, inclusion means creating an environment where every single person feels seen, heard, and valued, so that globally we can create the best teams and get the best out of the entire company. At the end of the day, it's about creating a safe place where everyone feels empowered to share their thoughts. For so long companies missed out on top talent and innovative ideas, and here at GovExec, we refuse to make that same mistake. Our mission is to create that inclusive environment, and have that diverse talent so that ultimately, we can best serve our community”!
How do you see the future of disability inclusion at GovExec? What are your hopes for further progress?
“My hopes for the future of disability inclusion at GovExec are BIG! At present, we have a thriving culture of diversity, equity, and inclusion (DEI), with 8 Employee Resource Groups (ERGs) that together have 120 global members, comprising approximately one-third of our company's population. We conduct monthly Learn@ sessions and have an active DEI Council & Equity Team that organizes DEI programming and events. Additionally, we host regular open DEI office hours where all employees can share their concerns, ideas, or suggestions. People here truly care, and that is reflected in the fact that our DEI efforts are driven by our employees! I hope our amazing culture and employees continue to inspire DEI efforts to even greater heights: more ERGs, more learning sessions, and more events that educate, support, and reduce stigma related to matters of inclusion and diversity”.
Can you share your journey of working at GovExec and how the company has supported your growth as an employee with a disability?
“I'm grateful to work at GovExec - it's truly a dream come true! The reason why I love GovExec so much can be reflected in this small anecdote. We use a great Slack plugin here called the Donut Channel, where employees are randomly paired every 2 weeks for a 30-minute "get to know you" meeting. Shortly after I started, I was matched with Tim Hartman, our CEO. I was nervous beforehand, but all my worries disappeared once I had the meeting. Our CEO, the top leader in the company, treated me like an equal with complete respect. This type of leadership is seen throughout GovExec, everyone is expected to get and gets treated with dignity and respect regardless of their rank in the hierarchy. This inclusive approach fosters innovative product development because everyone feels confident contributing their ideas. GovExec's commitment to creating an inclusive environment is even more apparent in my own experiences here. During personal challenges, my superiors have reaffirmed my value as a team member, treated me with dignity and respect, and made necessary accommodations to support me. I genuinely enjoy working here and strive to give my best every day because of how much I value my DREAM TEAM,” Jasmine concluded.
Easterseals PORT Health: Kelly King, Administrative Assistant- 18 years
Easterseals PORT Health is a 501(c) nonprofit organization dedicated to providing services to people with disabilities ensuring they have equal opportunities to live, learn, work, and participate in their communities. Kelly King has been a vital part of Easterseals PORT Health for 19 years, serving as an administrative assistant. AbilityLinks is proud to partner with Easterseals PORT Health to support their shared mission of empowering people with disabilities and Veterans through meaningful employment opportunities.
What does inclusion mean to you personally, and how have you experienced it in your workplace?
“Inclusion to me means that everyone is welcomed, included, and heard regardless of their abilities or differences. I’ve been encouraged to speak up and share my thoughts and opinions. I’ve seen accommodations & modifications made for others that need them,” Kelly explained.
What advice would you give someone with a disability looking for employment?
Kelly said, “don’t be afraid to ask for help, use your community resources, focus on your strengths, and embrace your values. Think positive and don’t give up!” Kelly concluded.
Accenture: Adonis Wooten-Herron, North America Diversity Recruiting Team Lead
Accenture is a global professional services company, renowned for its capabilities in digital, cloud, and security. At Accenture, Adonis serves as the North America Diversity Pillar Lead for Women’s Initiatives, Persons with Disabilities (PwD), and LGBTQ+ communities. In this role, Adonis is responsible for overseeing the diversity recruiting strategy and goals, fostering a strong talent pipeline, and enhancing belonging and engagement across these groups to achieve Accenture’s headcount mix goals.
What does inclusion mean to you personally?
“Inclusion means quite a bit to me personally. When I look at the foundation, it's ensuring that we all have representation. For me personally it’s important to see myself represented not just in the work that I do but also in the policies and practices in place. I want to have the same access to do all the things as the person next to me, as the one above me, and as the one aside me,” Adonis said.
“All together this means I'm in the conversation not just around the conversation. This trickles into how we engage with our team members, the people in our personal lives, and ultimately how I engage with candidates. It's one thing to be surrounded by the conversation and watch it happen, and it's another to have your voice and perspective heard”.
How do you see the future of disability inclusion at Accenture, and what are your hopes for future progress here?
“I dream big but think logically. My goal is to create roles that are accessible to all qualified candidates. In today's skills-driven market, there are niche, high-level roles, but we need to ensure everyone has the opportunity to access them. Sometimes recruiters in general may rush to fill roles without considering the importance of rapport building, which is crucial, especially in diversity recruiting. We need to slow down, make intentional efforts, and invest time in getting to know diverse candidates.”
“My lofty goal is to create public external goals for recruiting and building relationships, despite competing priorities in large organizations. It's about balancing growth, education, and creating organic strategies to foster belonging and safety, especially for those with visible or invisible disabilities. People need to feel comfortable self-identifying, and this requires us to continue building recruiting programs while understanding our diverse population.”
“Accenture is a leader in this space, but we are all navigating these challenges for the first time. It’s important to be intentional, return to basics, and take a step-by-step approach. I’m excited about the future for people with disabilities and other underrepresented groups as we continue to engage them in our recruiting process and workforce mix,” Adonis said.
What are your goals for hiring people with disabilities in the workforce?
“We have headcount and diversity goals we must meet, which differ from typical recruiting metrics. Our primary focus is on educating our frontline team members—not just on the roles within the company, but on being inclusive and how to approach conversations about diversity, especially in disability and neurodiversity recruitment”.
“We prioritize foundational goals like diversity training and building programs to ensure candidates have access to support beyond just their hiring or recruiting teams. This includes buddy systems, ERG ambassador programs, and other resources that foster a comfortable experience. These organic aspects of recruiting help create a supportive environment for all candidates”.
“Our foundational goals are about education and ensuring everyone is equipped to have inclusive conversations. We also focus on providing a strong candidate experience, as candidates ultimately decide whether to join us. Without a positive candidate and employee experience, we won't achieve our broader recruiting goals. Alongside this, we adhere to our goals, but the focus remains on fostering the right experience for everyone,” Adonis explained.
What benefits have you seen from fostering a more inclusive workplace?
“Inclusion is essential for people to produce their best work. If someone doesn't feel safe, seen, or heard, they won’t be able to perform at their highest level. It's important to engage individuals, understand their needs, and provide the success enablers that allow them to thrive. When people feel supported and comfortable asking questions or speaking up, they’re more likely to contribute meaningfully and achieve success”.
“Beyond our team, this applies to our clients and communities as well. They want to see that we reflect their diversity and are committed to helping employees be their authentic selves. Simply put, you won’t get the best work from someone who doesn’t feel included, safe, or that they belong. This approach is foundational not just in recruiting, but in how we manage and engage our people overall,” Adonis concludes.
Generali Global Assistance: Deven McCray, Manager of Employee Experience
Generali Global Assistance (GGA) is a global leader in travel insurance, identity theft protection, and care services, with a strong focus on diversity, equity, and inclusion (DEI). Deven McCray, Manager of Employee Experience at GGA for 2 ½ years, is dedicated to advancing DEI, especially in disability inclusion. McCray champions creating a workplace where every voice is valued and underrepresented individuals are supported, seeing these efforts as key to enhancing employee engagement and driving business success.
What does inclusion mean to you personally?
“To me, inclusion means creating a work environment and culture where, regardless of one’s position, every voice is valued. It’s about working together as a team to remove barriers that underrepresented individuals face or for those who have not previously had their voices heard,” Deven said.
What benefits have you seen from fostering a more inclusive workplace?
“There are many benefits to fostering inclusion and belonging, including improved retention, morale, and attendance. However, my favorite benefit is the increased level of engagement and sense of community that comes from employees who are inspired by these initiatives and programs”.
How do you see the future of disability inclusion at Generali Global Assistance? What are your hopes for further progress?
“I see significant growth in the coming years. The past two years have been a big period of progress for our organization around DEI as a whole, especially in disability inclusion, which remains a core pillar for us. We are continually working to implement more disability inclusion programs, not only in recruitment through partnerships like AbilityLinks, but also in all areas of the business, from Operations to Finance”.
What advice would you give to other companies looking to enhance their disability inclusion efforts?
“From an HR perspective, my advice is to listen to your employees. Often, when we create inclusion efforts or DEI programs, we don’t consider the employees’ perspective enough. It’s essential to listen to them and ensure that the programs you develop are ones your employees are truly invested in. I would also advise making sure any initiatives or programs you plan are sustainable so that they continue to grow and evolve over time”.
What are your goals for hiring people with disabilities in the workforce?
“Our goal in hiring is to build a team with diverse perspectives, experiences, and backgrounds. We believe that this diversity adds tremendous value, helping us continuously grow in our business strategy while fostering a sense of belonging for everyone within the organization. As a company focused on caring for our customers, we’ve found that they also benefit from these diverse perspectives, appreciating the more empathetic approach from employees who feel a strong sense of inclusion,” Deven concluded.
Hiring inclusively is not just about creating opportunities; it promotes innovation, enhances workplace diversity, and drives long-term success for businesses. NDEAM is perfect time for employers to reevaluate their recruitment strategies, promote inclusivity, and recommit to strengthening hiring inclusively. As we celebrate NDEAM, it's crucial for employers to commit to removing barriers and ensuring equitable hiring practices. To take actionable steps towards inclusive employment, you can register with AbilityLinks today.
