Bumble Is Driving Powerful Change for Disabled Women Like Me

LinkedIn
Bumble founder, Whitney Wolfe Herd at the Fast Company Innovation

The trailblazing social network Bumble has had a busy, history-making month, one that proves the female-focused company’s strategy is poised to shape the future of social media.

First, Bumble rolled out a new policy on body shaming in an effort to “create a kinder and more accepting internet for everyone.”

Their updated terms and conditions explicitly prohibit “unsolicited and derogatory comments made about someone’s appearance, body shape, size, or health. This includes language that can be deemed fat-phobic, ableist, racist, colorist, homophobic or transphobic.”

Users who engage in body shaming, either in their profile or through the app’s chat feature, will receive a warning and repeated violations will result in a permanent ban. To illustrate the prevalence of body shaming, Bumble also released a video featuring disabled users talking about times they were shamed for their bodies.

As a disabled woman, I’ve regularly experienced body shaming on the internet; in fact, the taunts and mocking has steadily increased over the years. People have made fun of my appearance, called me things like “ugly” and “blobfish” and even used my photo in last summer’s cruel new teacher prank on TikTok.

While I mostly just roll my eyes at these comments now, they still hurt because it’s another reminder of just how embedded ableism is in our culture. And it’s also one of the reasons I’ve avoided joining dating apps altogether — I don’t need yet another place to be bombarded by body shaming and ableist rhetoric.

That’s why I was thrilled to see the disability community represented in Bumble’s video. In a world where we continually view disabled bodies as “less than” and unworthy, this ad is the societal pushback we need in 2021. We need to normalize disabilities and disabled bodies and Bumble is taking a much-needed step in that direction.

Bumble user Alex Dacy agrees. The social media influencer, who has spinal muscular atrophy, appeared in the video and was excited to be a part of such a pivotal moment for disability representation, especially coming from a large company like Bumble. The conversation around disabilities and body shaming is long overdue and Dacy is happy to see Bumble leading that conversation.

Read the full article at CNN.

The first IRONMAN with Down syndrome turns his winning moment into a growing movement for inclusion

LinkedIn
The first IRONMAN with Down syndrome races forward for inclusion

By Julia M. Chan, CNN

Chris Nikic’s journey to becoming an elite athlete began with a single step. What kept him going was a single recipe for success: get “1 percent better” every day.

“One percent — stick with that goal,” Chris says. “If you stick with that goal, (you) can succeed and be a successful person.”

Last fall, Chris showed the world the power of small but consistent improvement, setting a Guinness World Record as the first athlete with Down syndrome to complete an IRONMAN triathlon: a 2.4-mile swim followed by a 112-mile bicycle ride, ending with a 26.2-mile marathon. But crossing that finish line was only the beginning.

Now, the 22-year-old Special Olympics Champion Ambassador from the Orlando area is on a mission to promote inclusion and highlight human potential.

Early hurdles

From birth, Chris faced a number of cognitive, physical, and sensory challenges, according to his mother, Trish Nikic. He underwent open-heart surgery at five months old and years of therapy to help with things like eating, speech, and balance.

Perhaps the biggest obstacle he encountered, though, was how other people perceived him.

“People treated me different,” Chris recalls. “They were telling me that I can’t do that or can’t do this.”

When Chris was eight, he and his family found a supportive and welcoming community in Special Olympics Florida. Inspired by his athletic older sister, Chris eagerly took to sports like basketball, golf, and track.

Their true benefits went beyond exercise for the growing boy. Athletics “gave him an opportunity to be socially included with others,” Chris’ father, Nik Nikic says.

Leveling up

As Chris got older, he became more sedentary while recovering from a series of ear surgeries. After Special Olympics Florida launched its triathlon program in 2018, Chris’ parents encouraged him to try it to get in shape and have fun.

“The first time he ever did a sprint with Special Olympics, he came in dead last,” Trish says. “But you know what? Chris was happy.”

Chris soon outgrew his first triathlon coach. Dan Grieb, the captain of a local triathlon club, came on board to help take Chris to the next level. In a year and a half of training, Chris went from the couch to a sprint 14-mile triathlon.

Chris set his sights on a half IRONMAN race scheduled for May 2020. When Covid-19 forced organizers to scrap the official event, Chris and his team held their own race. CNN affiliate Spectrum News 13 followed Chris’ journey, ultimately ending with him qualifying to compete in the full IRONMAN competition in Panama City.

Click here to read the full article on CNN.

Next Big Thing: ‘Eternals’ Star Lauren Ridloff on Becoming Marvel’s First Deaf Superhero

LinkedIn
“I’m hoping that more people are going to be able to dream bigger,” says Lauren Ridloff of playing the first deaf superhero in a Marvel film. COURTESY OF ERIK CARTER

BY ABBEY WHITE, The Hollywood Reporter.

Being a superhero wasn’t part of Lauren Ridloff’s plan. The Eternals star wanted to be a children’s book author before an American Sign Language tutoring gig for the director of Broadway’s Children of a Lesser God led to a starring role in the show’s revival.

Theater, she says, is a “much more natural and inviting medium for deaf actors,” and the production came fully staffed with a toolbox ready to support its deaf and hearing artists. But coming off that critically praised performance in 2018, Ridloff wasn’t sure she wanted to keep acting. TV and movies weren’t a place she had seen herself represented growing up, instilling the idea that it couldn’t be part of her dream.

Yet, after scoring The Walking Dead as her first TV role, Ridloff found herself in demand. Now, she’s set to star in the Chloé Zhao-directed Marvel movie that will take her and deaf representation to marvelous new heights when it releases on Nov. 5.

During her transition from stage to screen, Ridloff says she’s felt like she wanted to prove she’s easy to work with, something that has led to her not always advocating for what she needed as an actor. But being on this massive Marvel production full of A-listers who “know exactly what they want” helped change her outlook.

Ahead of The Eternals’ anticipated release, The Hollywood Reporter spoke to Ridloff about her journey from stage to screen, how working on a blockbuster as an emerging actor changed her perception of self-advocacy on set, and why the Eternals cast wasn’t sure what to expect in the final cut.

Your journey to acting was a bit of being in the right place at the right time. Before that Broadway break-out, what were your acting ambitions and how have those changed?

My goal growing up was to write a book. That’s why I studied English and creative writing in college, and that is a big reason I started teaching. I wanted to write children’s books. I felt that the best way to understand how a child thinks in their mind is to be with them all day. So I started teaching because of that. I didn’t dream of acting. I didn’t want to pursue acting. I had some acting experience — your basic high school play, or I was a part of a performance group in college, a dance group. I just didn’t see enough people on the screen like myself. Every once in a while, like maybe Marlee Matlin, I saw on the big screen, and then years went by, and you would see somebody appear on one episode of a TV show or another episode there. Acting on Broadway came so completely as a surprise to me. It wasn’t part of my plan.

And, yes, absolutely, my goals have changed since I’ve gotten into acting. When I was on Broadway, my manager was interested in pursuing and looking for other projects, and I told him to then I didn’t know if I wanted to continue acting. Maybe this was just a one-time thing. I wasn’t even sure if it was my thing. But then, when I saw the theater audience full night after night, and I saw the lines forming at the back door, I realized that my classroom just got a lot bigger. I made a bigger impact here. It seems like I can act, and I enjoy the opportunity to fully immerse myself in a character, which is very connected to reading and writing. When you write, you need to drop into that character and how it represents itself on the page. So I felt like it was a very natural leap into acting because of that.

Click here to read the full article on The Hollywood Reporter.

Lululemon pledges $75 million to wellbeing programs

LinkedIn
Lululemon Athletica inc. has committed $75 million to supporting physical, mental, and social wellbeing programs by 2025

By Anne Stych, Biz Journals

Lululemon Athletica inc. has committed $75 million to supporting physical, mental, and social wellbeing programs by 2025, starting with a $5 million investment in three nonprofits, and through the launch of a Centre for Social Impact.

Lululemon said that through the Centre, it will invest in removing barriers through philanthropy, research, and advocacy, amplifying its existing social impact programs, with a goal to positively impact more than 10 million people.

The three organizations that will receive initial grants are:

  • The Girls Opportunity Alliance, a program of the Obama Foundation that empowers adolescent girls around the world through education.
  • The National Alliance on Mental Illness (NAMI), the United States’ largest grassroots mental health organization dedicated to building better lives for the millions of Americans affected by mental illness. Lululemon will help lead the establishment of a 9-8-8 crisis number for mental health and suicide prevention services.
  • The Trevor Project, the world’s largest suicide prevention and crisis intervention organization for LGBTQ young people.

“At Lululemon, we believe everyone has the right to be well and we know the path to wellbeing is possible when tools, support, and resources are accessible to all,” said Esther Speck, Lululemon vice president of global sustainability and social impact.

Lululemon said that since 2016, its Here to Be program has supported more than 750 non-profit organizations with grants amounting to $25 million, and that its Peace on Purpose program has provided thousands of UN workers with mindfulness and self-care tools for their physical and mental health since the collaboration’s launch in 2019.

Click here to read the full article on Biz Journals.

It’s a New Era for Mental Health at Work

LinkedIn
illustration to describe mental health. A person in a suit with water color design covering their face

By Kelly Greenwood and Julia Anas, Harvard Business Review

When we published our research on workplace mental health in October 2019, we never could have predicted how much our lives would soon be upended by the Covid-19 pandemic.

Then the murders of George Floyd and other Black Americans by the police; the rise in violence against Asian Americans and Pacific Islanders (AAPIs); wildfires; political unrest; and other major stressors unfolded in quick succession, compounding the damage to our collective mental health.

One silver lining amid all the disruption and trauma is the normalization of mental health challenges at work. In 2019, employers were just starting to grasp the prevalence of these challenges, the need to address stigma, and the emerging link to diversity, equity, and inclusion (DEI). In 2020, mental health support went from a nice-to-have to a true business imperative. Fast forward to 2021, and the stakes have been raised even higher thanks to a greater awareness of the workplace factors that can contribute to poor mental health, as well as heightened urgency around its intersections with DEI.

Although employers have responded with initiatives like mental health days or weeks, four-day workweeks, and enhanced counseling benefits or apps, they’re not enough. Employees need and expect sustainable and mentally healthy workplaces, which requires taking on the real work of culture change. It’s not enough to simply offer the latest apps or employ euphemisms like “well-being” or “mental fitness.” Employers must connect what they say to what they actually do.

Mind Share Partners’ 2021 Mental Health at Work Report in partnership with Qualtrics and ServiceNow offers a rare comparison of the state of mental health, stigma, and work culture in U.S. workplaces before and during the pandemic. This follow-up study to our 2019 Mental Health at Work Report uses the same metrics and includes additional questions and segmentations on the effects of the pandemic, racial trauma, and the return to office; it also fleshes out our less comprehensive study from April 2020. As in 2019, we collected responses from 1,500 U.S. adults in full-time jobs, with statistically significant representation across racial and ethnic backgrounds, gender identities, membership in the LGBTQ+ community, generational divides, primary caregiver statuses, levels of seniority, and other factors. Here’s a summary of what we learned and our recommendations for what employers need to do to support their employees’ mental health.

The Employee Mental Health Experience

When we examined the data on how employees experience mental health challenges, we found that prevalence increased from 2019 to 2021 and that younger and historically underrepresented workers still struggle the most.

Increased attrition. More employees are leaving their jobs for mental health reasons, including those caused by workplace factors like overwhelming and unsustainable work. While the 2019 rates of attrition were already surprisingly high, they’ve gone up even more since then. Sixty-eight percent of Millennials (50% in 2019) and 81% of Gen Zers (75% in 2019) have left roles for mental health reasons, both voluntarily and involuntarily, compared with 50% of respondents overall (34% in 2019). Ninety-one percent of respondents believed that a company’s culture should support mental health, up from 86% in 2019.High prevalence. Mental health challenges are now the norm among employees across all organizational levels. Seventy-six percent of respondents reported at least one symptom of a mental health condition in the past year, up from 59% in 2019. While that’s not surprising due to the many macro stressors, it supports the notion that mental health challenges affect nearly all of us on a regular basis.
Our 2019 study showed the same prevalence of mental health symptoms across all levels of seniority, debunking the myth that successful leaders are immune. Perhaps as a result of having to lead through this unprecedented era, our 2021 study showed that C-level and executive respondents were now actually more likely than others to report at least one mental health symptom. Let’s finally put the stigma to rest and admit that mental health challenges affect us all.

Widespread disclosure. More employees are talking about mental health at work than in 2019. Nearly two-thirds of respondents talked about their mental health to someone at work in the past year. This is an important step in the right direction, especially in terms of reducing stigma, which affects willingness to seek treatment. That said, only 49% of respondents described their experience of talking about mental health at work as positive or reported that they received a positive or supportive response, which is comparable to 2019 rates.DEI implications. Demographics continue to play a strong role in workplace mental health, with younger workers and historically underrepresented groups still struggling the most. Millennials and Gen Zers, as well as LGBTQ+, Black, and Latinx respondents were all significantly more likely to experience mental health symptoms. Like Millennials and Gen Zers, caregiver respondents and members of historically underrepresented groups — including LGBTQ+, Black, and Latinx respondents — all were more likely to leave roles for their mental health and to believe that a company’s culture should support mental health. In fact, 54% of all respondents said that mental health is a DEI issue, an increase from 41% in 2019.

The Company’s Role in Employee Mental Health

Employees don’t experience mental health challenges in isolation. Employers play a role, too — both good and bad.

Certain workplace factors negatively affected mental health. The way we’re working isn’t sustainable, and it’s hurting our mental health. Until recently, the conversation has primarily centered on preexisting mental health conditions and the related stigma. Increasingly, the focus is on work’s effect on everyone’s mental health.

An overwhelming 84% of respondents reported at least one workplace factor that negatively impacted their mental health. Younger workers and members of underrepresented groups were affected even more severely. When looking across all respondents, the most common factor was emotionally draining (e.g., stressful, overwhelming, boring, or monotonous) work, which also worsened since the pandemic. This was closely followed by work-life balance.

The other workplace factors that most notably worsened since the pandemic were poor communication practices and a low sense of connection to or support from one’s colleagues or manager, perhaps unsurprising in a predominantly remote workforce. The workaholism that characterizes much of U.S. culture has only been exacerbated by the challenges of the pandemic, leading to increased employee burnout.

Companies increased investment in employee mental health — sort of. Companies are finally investing more in mental health support out of necessity, but they still haven’t achieved true culture change. Our respondents noted that the availability of many resources provided by employers grew since the pandemic, including extra paid time off, company-wide mental health days, and mental health training.

In addition, employees used accommodations to a much greater extent — especially those that provided day-to-day support. These included extended or more frequent breaks from work and time during the workday for therapy appointments. Utilization rates for other accommodations included time off and leaves of absence, which saw no growth from 2019. This highlights a contrast in what employees used versus what employers provided, which were often more temporary, Band-Aid solutions. In fact, the “resource” most desired by respondents (31%) was a more open culture around mental health.

Companies took steps toward culture change. While there is still a great deal to be done, some companies have made progress on the culture front, likely fueled by the pandemic. Fifty-four percent of respondents believed that mental health was prioritized at their company compared to other priorities, up from 41% in 2019. In addition, 47% of respondents believed that their company leaders were advocates for mental health at work (compared to 37% in 2019), and 47% believed that their manager was equipped to support them if they had a mental health condition or symptom (compared to 39% in 2019). These are both potentially results of increased training and discussion.

However, the added awareness surprisingly didn’t translate across all dimensions. There was a 5% decline in respondents who felt comfortable supporting a coworker with their mental health and a comparable percentage in who knew the proper procedure to get support for mental health at work.

Employers benefit from supporting mental health at work. Employers that have supported their employees with the pandemic, racial injustices, return-to-office planning, and/or mental health overall have better mental health and engagement outcomes. For example, workers who felt supported with their mental health overall were 26% less likely to report at least one symptom of a mental health condition in the past year. Respondents who felt supported by their employer also tended to be less likely to experience mental health symptoms, less likely to underperform and miss work, and more likely to feel comfortable talking about their mental health at work. In addition, they had higher job satisfaction and intentions to stay at their company. Lastly, they had more positive views of their company and its leaders, including trusting their company and being proud to work there. This reinforces the tie between workplace culture and its ability to support mental health at work when done intentionally.

What Employers Need to Provide

Employers must move from seeing mental health as an individual challenge to a collective priority. Given all the workplace factors at play, companies can no longer compartmentalize mental health as an individual’s responsibility to address alone through self-care, mental health days, or employee benefits. Here’s what they need to provide to make real progress.

Culture change. Culture change requires both a top-down and bottom-up approach to succeed. Workplace mental health is no different — our recommendations from 2019 still hold. Mind Share Partners’ Ecosystem of a Mentally Healthy Workplace Framework illustrates that everyone has a role to play, starting with leaders and managers.

Leaders must treat mental health as an organizational priority with accountability mechanisms such as regular pulse surveys and clear ownership. It should not just be relegated to HR. Leaders should serve as allies by sharing their own personal experiences to foster an environment of transparency and openness. Due to fear and shame, even companies with the best mental health benefits won’t see an uptick in usage unless a stigma-free culture exists.

Organizations have to train leaders, managers, and all employees on how to navigate mental health at work, have difficult conversations, and create supportive workplaces. Managers are often the first line in noticing changes and supporting their direct reports. Building an environment of psychological safety is key. Mental health policies, practices, culturally competent benefits, and other resources must be put in place and (over)communicated.

Investing in DEI to support employee mental health and address its intersectionality is also crucial. Black and AAPI employees have been hit especially hard by the trauma of systemic racism and violence. Workers who are caregivers — often mothers — have faced school closures and the associated burnout. Our study found that allowing employees to discuss challenging social and political topics at work is also part of a mentally healthy culture. At the grassroots level, employees should be empowered to form mental health employee resource groups (ERGs) and other affinity groups, become mental health champions, and start peer listening initiatives.

Click here to read the full article on the Harvard Business Review.

Disability Advocate Chelsie Hill Has the *Best* Advice for Fending Off Fitness Class Intimidation

LinkedIn
Chelsie Hill seated on a wheel chair in front of a pool with yellow digital background surrounding her

By Zoe Weiner, Well + Good

When Chelsie Hill was in a car accident at age 17, her “whole world was flipped upside down,” she says. A spinal cord injury left her paralyzed from the waist down, but as a lifelong dancer, she refused to let the fact that she was in a wheelchair get in the way of her passion. So two years later, in 2012, she started a wheelchair dance team called “The Rollettes.”

Hill connected with a group of women through social media who, like her, were in wheelchairs and wanted to dance. “I wanted to meet girls like me and find friends… I wanted to just feel a sense of normalcy, and feel like I wasn’t the only person in my community or in the world who got in the car with a drunk driver or became paralyzed,” she says. “When you’re by yourself and you’re alone and you’re trying to figure out life, it can be very lonely—it can feel like you’re the only one. And for me, being around these girls helped me gain a sense of confidence that I never thought I would ever get.”

In the near-decade since the Rollettes conception, the group has performed all over the world, introduced the “Boundless Babes Society” mentorship program to connect women and girls living with a range of disabilities, and grown its platform to increase visibility for people with disabilities. “I have so many little ones who come to Rollettes Experience and they look on TV and they don’t see anybody like themselves,” says Hill. “And so for us, representation and education are the two biggest things that we’re very passionate about in every way.”

Hill’s role as the team choreographer has given her the opportunity to take the dance moves she loved when she was younger and make them accessible to people with differing abilities. “I love going to dance classes and adopting the choreography from an able-bodied choreographer to make it work for me,” she says. “That’s when I get the most creative, because I am forced to do moves that my body naturally wouldn’t know how to do… but I can translate them in a way that looks similar because my body is used to all of the moves from when I was a little girl. That’s kind of the advantage I have as a wheelchair dancer: I know how all these moves are as an [able-bodied person], so I just make them work for what my ability is now.”

Even with decades of experience under her belt, though, Hill is no stranger to the oh-so-relatable experience of entering a dance or workout class and immediately feeling intimidated—something many of us can relate to. “I was always so intimidated to go into any class, especially in Los Angeles with some of the top dancers in the industry, top choreographers and me and my wheelchair rolling in and people looking at me like, ‘What is she doing here? Does she know where she is?'” she says. “So I can totally empathize with that feeling of not feeling like you’re ready.”

Click here to read the full article on Well + Good.

Senate will grill tech execs after report that Instagram can harm teens’ mental health

LinkedIn
Senate will grill tech execs after report that Instagram can harm teens’ mental health

By Lauren Feiner, CNBC

A Senate panel plans to bring tech executives back to Capitol Hill following a revealing report from The Wall Street Journal about the impact of Facebook’s Instagram platform on teens’ mental health.

Sen. Marsha Blackburn, R-Tenn., ranking member of the Senate Commerce subcommittee on consumer protection, announced the hearing in an interview on CNBC’s “Closing Bell.” Blackburn said the hearing would take place in a couple weeks and would include representatives from Facebook, TikTok, Twitter, Snap and Google-owned YouTube.

A spokesperson for Blackburn said a hearing date and the specific attendees from the companies have not yet been confirmed.

The Journal’s report, which the outlet said was based on internal documents from Facebook, revealed that the company had been aware of significant negative impacts of its photo-sharing Instagram app on teenage girls. At a March hearing, CEO Mark Zuckerberg testified in response to a question about children and mental health, that research he’s seen shows that “using social apps to connect with other people can have positive mental-health benefits.”

While the research cited in the Journal’s report did not show entirely negative effects, it seemed to cut against Facebook’s narrative about mental health. That angered several lawmakers across parties and chambers of Congress, some of whom called for Facebook to abandon plans to create a child-focused Instagram product.

“What we know is a lot of this anecdotal information that we had from parents, teachers, pediatricians about the harms of social media to children, that Facebook was aware of this,” Blackburn said. “They chose not to make this public.”

Blackburn said her staff met Friday with a whistleblower who has worked for Facebook, and who had access to documents on which the Journal reported.

Although both the House and the Senate have hauled tech CEOs to Congress several times over the past couple years, Blackburn said she expects this hearing to stand out because of its bipartisan nature. She said she is working with the subcommittee’s chair, Sen. Richard Blumenthal, D-Conn., on the effort and the two will look at rules around how social media is able to market to children, as well as statutes meant to protect them online, like the Children’s Online Privacy Protection (COPPA) Rule.

Representatives for Blumenthal did not immediately respond to a request for comment.

“We are determined to do something in a bipartisan way that is going to protect our children in the virtual space, that will allow them to be able to use the internet, do Zoom school if they need to, do research, but to be protected and to have their privacy protected when they are online,” Blackburn said.

Click here to read the full article on CNBC.

He’s 72, an amputee, and won 6 medals at National Veterans Wheelchair Games

LinkedIn
Patrick Terry is 72, an amputee, and won 6 medals at National Veterans Wheelchair Games

By Jerry Carino, Asbury Park Press

At first, the bad news hit Patrick Terry hard: His right leg would have to be amputated below the knee due to an infection.

“I cried for about half an hour that day, sobbing,” he said.

Then he remembered something a mentor taught him: the Serenity Prayer.

“God, grant me the serenity to accept the things I cannot change, courage to change the things I can, and wisdom to know the difference.”

That was 2009. Terry, a U.S. Navy veteran and longtime Union Beach resident, accepted his condition. Then he sought to make the best of it by participating in adaptive sports. His quest reached an apex last month, when he won six medals — three gold, one silver and two bronze — at the National Veterans Wheelchair Games in New York City.

At age 72.

“My family and the people that know me are proud of me and just overwhelmed that I could do this,” he said.

From addiction to adaptive sports
Originally from Yonkers, N.Y., Terry competed in football and track in high school and enlisted in the Navy in 1969, serving aboard the USS Albany. He later served in the U.S. Navy Reserve and worked for New York City’s Department of Transportation, paving and milling roads.

By 2005, he was in need of help for alcohol and drug addiction. A sponsor in a 12-step recovery program introduced him to the Serenity Prayer.

“That freed me to be the person I am,” Terry said. “I now have 16 years clean and sober. I used to blame everybody else for my problems. The problems, they were with me.”

In 2009 he joined the East Orange Thunder, an adaptive sports team comprised of veterans and founded by Ralph Jones, a recreational therapist with the Veterans Affairs New Jersey Health Care System.

“He picked up on all the adaptive sports quickly,” Jones said. “He’s just a natural athlete.”

Click here to read the full article on Asbury Park Press.

Your Supplier Diversity Starter Guide

LinkedIn
Businesswoman shaking hands with disabled business owner

By: Tawanah Reeves-Ligon

There are some common misconceptions regarding supplier diversity (SD) programs and how to get started the right way. Among those are the costs associated with a new SD program as well as the quality of services received and the product. However, studies have shown that a properly organized and managed program can not only increase a company’s ROI, but still create ample competition amongst qualified suppliers.

With that being said, supplier diversity does not mean ‘hand out’ or ‘give me’ program. The suppliers must still be inventive, tech-savvy and proficient enough to be able to compete for your business.

So, how do you get started? Here are our top 4 tips:

  1. Preparation

Preparation is key to any successful endeavor. Beginning your supplier diversity program is no different. Is their support from the top echelon of the company all the way to the bottom rung of the structure? Take a step back and self-evaluate for a moment to make sure you’re the right company to begin a supplier diversity program. Is diversity and culture something reflected already currently reflected in your business and values? Next, identify where a lack of support exists and then determine how to bolster enthusiasm, or at least, understanding and expectations in those areas. Supplier diversification is going to be a boon to every area of your business, so highlight the reasons why this decision should and is being made.

Also, talk about how each team can assist in making the transition a success so that there isn’t confusion regarding expectations or the roadmap that’s been chosen. This might look like new training procedures, unconscious bias programs, securing cross-functional ownership of the process and communication with stakeholders. Also, don’t forget to establish your baseline spend with diverse suppliers — this is critical to keeping track of your progress as things move forward. We’re going to touch on this again in the Evaluation step.

  1. Identification

A common question from and challenge for companies beginning their first supplier diversity program is, “How do I find quality, competitive diverse suppliers?” The answer is simpler than you’ve believed and actually quite easy. There are multiple avenues one can use to find suppliers who from underrepresented groups. For example, tapping into groups that cater to diverse suppliers in your area like a local chamber of commerce, minority business council or diverse supplier organization.

Of course, some great organizations to start your search would include, but are not limited to, the National Minority Business Council, Inc., Disability:IN, Women’s Business Enterprise National Council and, of course, the National LGBT Chamber of Commerce. They focus on advocating and expanding opportunities for their respective underserved communities. Another great option is, once you find a supplier in your area, ask them what organizations or groups they are a part of or partner with, so that you can increase your network. Also, if someone in your network has a diverse supplier program already that’s thriving, seek assistance. Finally, publicize your efforts to be more diverse and this will most certainly attract suppliers to you and your program.

  1. Integration

Don’t fall into the trap of failing in organizational change management. Integrating new processes or partnerships can be rocky. The seeming contradiction to remember here is that sometimes the fastest way to hit the end goal is take things slowly and at a measured pace. Be prepared to repeat steps and recommunicate with as well as reeducate teams and stakeholders about their commitment to common goal. Very few steps in your process are going to be one and done scenarios.

Identify a key member, hopefully someone trained or reeducated in diversity, equity and inclusion, to head up your new program and be in charge of not only implementation but tracking as well. Recruited other like-minded individuals to the new department as well to help bolster these new efforts. Be prepared to make a technology investment along with these personnel changes to help streamline your process through analytics, supplier tracking or further training. You might also consider supplier development in your integration plan.

  1. Evaluation

The most important step to any implementation is evaluation. By measuring where you are against where you started and where you wanted to be, it becomes easier to assess what is working and what could work better. This might look similar to the processes already in place in your organization: assessing how well the supplier has overall met your requirements. Did the cost, service, quality and capacity of the needs met for your organization add up in a satisfactory fashion? How much contribution was made to innovation, mitigating risks and losses, as well as sales and marketing growth? What was the savings? Was there an impact to your engagement with customers or the markets you serve? Using these questions and any qualifiers you already use as a guide can help you better assess where your program is and where it can go.

Worthwhile change takes time, effort and intentionality. Be steadfast in the process, and you will see the fruits of your labor. “Rome wasn’t built in a day,” as the saying goes, and neither will the best parts of your program be built all at once. Continue to work as a team and communicate openly about questions or ideas. Together, your program can take your business one step closer to your goals.

Paralympian Sophia Herzog has a mental health coach and psychologist ‘to get me prepared and healthy’

LinkedIn
Sophia Herzog smiling at the camera

By Cindy Augustine, Yahoo! Life

The Unwind is Yahoo Life’s well-being series in which experts, influencers and celebrities share their approaches to wellness and mental health, from self-care rituals to setting healthy boundaries to the mantras that keep them afloat.

Sophia Herzog may be a Paralympian bound for Tokyo and determined to win a medal in swimming, but in many ways, she’s a lot like her 20-something peers: focused on her future. The Colorado native, who was born with a form of dwarfism, has been steadily training at the Olympic Training Center in Colorado Springs, prepping for the Tokyo games — but she knows she can’t swim forever.

When Herzog, 24, isn’t training or obsessing over her dog, Odie, she’s been thinking about what lies ahead after swimming — and choosing to make her education a priority. As a graduate from DeVry University, an official education provider of Team USA, Herzog was able to get her degree on her own terms (mostly virtual), and showed off her ability to juggle her athletic training and career training.

Herzog will be competing in freestyle, breaststroke and butterfly heats as the Paralympic Games get underway on Tuesday. Before taking off for Tokyo, the athlete caught up with Yahoo Life and shared how she stays focused and mentally prepared.

How do you approach taking care of your mental health?

We saw how much pressure athletes are under from the [Tokyo] Olympics, and I think it’s really important. I have a mental health coach and a psychologist that I work with almost weekly to get me prepared and healthy, just like my gym coach and swim coach. It’s nice to shed a light on the pressure — Olympic superhero athletes are just like every other human.

Aside from being in the pool, what else brings you joy?

We adopted a dog last June, and he’s been [helpful] in disconnecting from swimming. Getting outside and watching him be joyous over the littlest things has been a huge help for me. He’s now my child [laughs], Odie. I’m only 24 years old now and this is what I’ve done professionally for 12 years. I haven’t really experienced life outside of swimming and I’m looking forward to finding what brings me joy — besides my dog.

Click here to read the full article Yahoo! Life.

Midlothian boy born with rare condition gets a special escort on his first day of kindergarten

LinkedIn
Midlothian boy born with rare condition gets a special escort on his first day of kindergarten Batman and Captain Marvel greeted 5-year-old Michael Denison outside his house Monday morning. He got a look inside a police squad car and fire engine before taking off for his first day of school.

By Lori Brown and Shannon Murray, Fox LA

MIDLOTHIAN, Texas – Midlothian police officers and firefighters helped make the first day of kindergarten special for a little boy who is facing some challenges this school year.

Batman and Captain Marvel greeted 5-year-old Michael Denison outside his house Monday morning. He got a look inside a police squad car and fire engine before taking off for his first day of school.

Then at Mountain Peak Elementary, classmates and teachers gave him a warm welcome.

Last week, Michael’s mom, Brittany Denison, made a plea on social media for kids to be kind and asked parents to educate their children about people who are different.

Michael was born with a rare condition called Treacher Collins syndrome. All of the bones in the lower half of his face are smaller than they should be just like the boy Auggie in the movie “Wonder.”

“We’ve had multiple instances where people have used the words scary, monster or weird and that’s really uncomfortable,” she said. “When you’re in a room with Michael for two minutes you understand immediately that he is just the same as every other kid.”

Midlothian’s fire chief said as the story spread on social media, his firefighters knew they wanted to do something to help. So they reached out to the family and school to coordinate the special escort.

“My name is Dale, I am the fire chief,” Dale McCaskill told Michael. “We heard you might be a little nervous going to school your first day so we are going to give you a ride on the fire truck.”

Michael’s mom said when she made that plea on social media she had no idea it would lead to so much support in both the community and from people all across the world.

“To see him smile like that, that was once in a lifetime. That was amazing, unforgettable,” she said after dropping him off for his first day. “He’s an extraordinary kid so I wanted him to have an ordinary year. But I can’t imagine this will be an ordinary year for him anymore. The welcoming experience of the kids being outside, the waves and the smiles, that’s what you want for your kid to be welcomed with open arms.”

She hopes that it creates an even bigger conversation for all families and all students about accepting each other despite differences and standing up for one another.

Click here to read the full article on Fox La.

Air Force Civilian Service

Air Force Civilian Service

Lumen

Lumen

Verizon

Verizon

Disability Awareness Month

national disability awareness month

Leidos

Upcoming Events

  1. CSUN Center on Disabilities 2022 Conference
    March 13, 2022 - March 18, 2022

Upcoming Events

  1. CSUN Center on Disabilities 2022 Conference
    March 13, 2022 - March 18, 2022