Pepsi’s ACT (Achieving Change Together) is a national multiyear disability employment and inclusion initiative that launched in 2013. Piloted in Nevada, Minnesota and Texas, the project increases the hiring and retention of job seekers with disabilities across a variety of career and experience levels at PepsiCo North American Beverages.
UPS made a staunch commitment to include people with disabilities through their innovative Transitional Learning Center at the UPS Worldport facility in Louisville, Kentucky. The Transitional Learning Center is a cooperative effort between UPS and the Louisville-based Coalition for Workforce Diversity.
P&G undertook Project WIN, which stands for Workplace INclusion, to increase their number of employees with disabilities, and they outlined a set of defining “is” and “is not” statements to describe their internal vision. That ensured that stakeholders in the initiative and the broader workforce were aligned on the program’s objectives.
The current wave of company-led employment and inclusion programs for people with disabilities didn’t happen overnight. Much can be credited to Walgreens, which in 2007 emerged as a corporate leader in the field by aggressively and publicly championing the business case for hiring people with disabilities. This really was the beginning of a paradigm shift that paved the way for other national employers to carry out their own initiatives.
As a highly innovative medical device company, Boston Scientific had established many successful Employee Resource Groups for a broad range of diversity groups and was looking to expand these grass roots teams to include people with disabilities. In collaboration with the Going for the Gold team, Boston Scientific took a holistic approach to Disability inclusion.
This innovative automotive company had previously created robust disability accommodation processes in their manufacturing environment. They also had established an active employee resource group for people with disabilities about 20 years prior to entering the project. They sought to broaden and enhance their disability inclusion practices, processes and policies for people who work in their many office based locations, and revitalize their ERG.
Grainger is a business-to-business, Fortune 500 industrial supply company based in Chicago, Illinois. Grainger joined the USBLN Going for the Gold (GFG) Program in 2014, and like all GFG companies, Grainger was interested in creating a disability inclusive culture and meeting compliance requirements. Understanding that Talent Acquisition is the gateway to employment, the GFG team trained all of Grainger’s Talent Acquisition staff, including contractors, on disability etiquette, sourcing and interviewing candidates with disabilities.
McKesson is the oldest and largest health care company in the nation, serving more than 50% of U.S. hospitals and 20% of physicians. A Fortune 5 company, McKesson joined the USBLN’s Going for the Gold (GFG) Program in 2014. Since then, the company has made notable strides in building an inclusive culture across its enterprise.
TD joined the Going for Gold project with the goal of enhancing our hiring and diverse ability inclusion practices. This led them to identify several job opportunities across our footprint. With the help of the GFG team, TD Bank established sourcing strategies for each position, hosting on-site briefing sessions with partners and recruiters and discussing how best to collaborate to achieve our common goals. TD’s efforts were rewarded with tangible results.
Over the past ten years, distribution centers have been the leading sites for initiatives toward the employment and inclusion of people with disabilities. Data collected in distribution centers is fueling a movement in logistics, retail stores and other industries where employees with disabilities are now thriving.