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Hmmm!
Corporate
Disability
Consultant
City Port Orchard
New Amendment of
Section 503 of the
Rehabilitation Act
Autism and
Intellectual Disabilities
Adults with Autism in
Port Orchard, WA
 Did you know that Port Orchard is
home to many children and adults
with autism?
 The prevalence of Autism according to
the CDC:
 1980 – 1 to 2 in 10,000 births
 1990 – 1 in 2,500
 2000 – 1 in 500
 2010 – 1 in 175
 2014 - 1 in 42 for boys
 Those born in 21 years ago have now
reached adult age while the
prevalence was 1 in 2,500.
There is a tsunami coming. An
estimated half a million children with
autism will become adults in the next
eight or so years.
Autism Speaks
Adults with autism have lower
employment rates than people
with other disabilities
 Two-thirds of young people with
autism had neither a job nor
educational plans during the first
two years after high school.
 Young adults with autism were less
likely to be employed than their
peers with other disabilities:
 58% of young adults with autism
employed in comparison to the
74% percent of young people
with intellectual disabilities, 95%
with learning disabilities, and
91% with a speech impairment
or emotional disturbance.
A longitudinal study published by
the A.J. Drexel Autism Institute -
2014
Need Work!
A.J. Drexel Autism
Institute reports Social
Isolation for Adults with
Autism
 Many adults with autism lack social
support
 The study found that 1 in 4 young
people with autism was completely
isolated — meaning he or she had
not seen or spoken with friends in
the past year.
We can make a
difference!
Adult Autism - Higher
Quality of Life were
associated with:
 Having an occupation;
 Having leisure activities in
community;
 Having community access;
 Being more independent;
 Making own decisions;
 Having opportunities available
from which decisions can be
made;
 Having practical support from
other people;
 Having emotional support from
other people.
Customized
Employment
 A flexible process designed to
personalize the employment
relationship between a job candidate
and an employer in a way that meets
the needs of both.
 An individualized match between job
candidate and needs of the employer
building on:
 Strengths
 Conditions
 Interests
 Customized Employment utilizes an
individualized approach to employment
planning and job development — one
person at a time . . . one employer at a
time.
City of Port Orchard: What
would employment look
like for an Adult with
Autism?
 Job Customization: Some of the job tasks
of current workers are reassigned to a new
employee with autism. This allows the
current worker to focus on the critical
functions of his/her job (i.e., primary job
responsibilities) and complete more of the
central work of the job.
 Job Customization typically takes the
form of job creation, whereby a new job
description is negotiated based on
current, unmet workplace needs.
 Job carving: An existing job description is
modified — containing one or more, but
not all, of the tasks from the original job
description.
 Job sharing: Two or more people share the
tasks and responsibilities of a job based on
each other's strengths.
Public Works Jobs
 City sidewalk weed removal
 Power washing water waste
treatment center
 Inventory and stocking Public
Works Vehicles
 Landscape maintenance: some can
use power tools, others adapted
hand tools, etc.
 Port Orchard City Hall
 City Parks
 Hiking trails
M Meyer Consulting, Inc.
Autism and Assistive
Technology
 Corporate Disability Consultant
 Specializing in the
implementation of the new
amendment of Section 503 of
the Rehabilitation Act
 Takes a “Business First”
approach!
 Develop support plans that
meet a company’s need
 Help businesses develop
internal strategies and units
to work effectively and
efficiently by applying
“The 5 Lean Principles”
Taking the business first
approach, using
“Lean Principles!”
 Lean manufacturing and
production principles
emphasizes 5 basic business
supports:
 Specify what creates value
from the customers
perspective
 Identify all the steps along
the process chain
 Make those processes flow
 Make only what is pulled by
the customer
 Strive for perfection by
continually removing wastes
How did “Lean
Principles” get
started?
 Lean manufacturing was
developed after WWII by the
Japanese auto industry,
specifically Toyota to compete
with US auto giants (Ford,
General Motors and Chrysler)
Toyota would have to work
smarter.
 Lean manufacturing is simply a
continuously progressive way
of producing what the customer
wants, when they want it, at a
price they are prepared to pay
and using least resource.
How can
“Lean Principles” benefit
my company?
 Until the 1990's Lean
Principles were only in the
automotive industry, but has
since spread to:
 Aerospace, general
manufacturing, consumer
electronics, healthcare,
construction and more
recently, to food
manufacturing, namely
“Starbucks”
 “Lean Principles” applies to
every business, even yours!
So let’s move into the New
Amendments to Section 503 of
the Rehabilitation Act of 1973?
 How does this amendment
effect your business?
 How does a business,
contractor, employer meet
these new regulations?
 How can M Meyer Consulting,
Inc. help you implement these
new regulations?
Office of Federal Contract
Compliance Programs (OFCCP):
Meeting and Implementing
Your Section 503 of the
Rehabilitation Act
 On August 27, 2013, the U.S.
Department of Labor’s Office of
Federal Contract Compliance
Programs announced a Final
Rule that makes changes to the
regulations implementing Section
503 of the Rehabilitation Act of
1973, as amended at 41 CFR
Part 60-741.
 Section 503 prohibits federal
contractors and subcontractors
from discriminating in
employment against individuals
with disabilities and requires
these employers to take
affirmative action to recruit, hire,
promote, and retain these
individuals.
Office of Federal Contract
Compliance Programs (OFCCP):
Meeting and Implementing
Your Section 503 of the
Rehabilitation Act
 The Final Rule strengthens the
affirmative action provisions of
the regulations to aid contractors
in their efforts to recruit and hire
Individuals with Disabilities and
improve job opportunities for
individuals with disabilities.
 The Final Rule also makes
changes to the nondiscrimination
provisions of the regulations to
bring them into compliance with
the ADA Amendments Act of
2008.
 The Final Rule was published in
the Federal Register on
September 24, 2013, and
becomes effective on March 24,
2014.
 However, current contractors
with a written affirmative action
program (AAP) already in place
on the effective date have
additional time to come into
compliance with the AAP
requirements.
 The compliance structure seeks
to provide contractors the
opportunity to maintain their
current AAP cycle.
Office of Federal Contract
Compliance Programs (OFCCP):
Meeting and Implementing
Your Section 503 of the
Rehabilitation Act
Highlights of the New Rule of
Section 503 of the
Rehabilitation Act
 The Final Rule establishes a
nationwide 7% utilization goal
for qualified Individuals With
Disabilities.
 Contractors will apply the goal
to each of their job groups, or to
their entire workforce if the
contractor has 100 or fewer
employees.
 Contractors must conduct an
annual utilization analysis and
assessment of problem areas,
and establish specific action-
oriented programs to address
any identified problems.
Who is Covered Under the
Amended Section 503 of the
Rehab Act of 1973?
 Section 503 requires employers
with federal contracts or
subcontracts that exceed
$10,000, and contracts or
subcontracts for indefinite
quantities (unless the purchaser
has reason to believe that the
cost in any one year will not
exceed $10,000), to take
affirmative steps to hire, retain,
and promote qualified individuals
with disabilities
How can
M Meyer Consulting, Inc. help
you?
 Our first priority, “meet the
business needs first!”
 Develop support plans that:
 Meets the company needs for
workers throughout the
company’s “Job Groups”
 Help businesses comply,
meet and Implement Section
503 of the Rehabilitation Act
 Introduce workers who
experience Autism and
Intellectual Disabilities into
company job groups to meet
their business needs
Why Focus on
Autism and Intellectual
Disabilities?
 Autism, the fastest growing
developmental disability in the
world.
 According to the Center for
Disease Control (CDC) the
increase and prevalence of
Autism is staggering:
 1970 - 80s:1-2 in 10,000 births
 1990: 1 in 2,500 births
 2000: 1 in 150
 2008 to 2013: 1:88 (boys 1:54)
 There is a great probability that
many of your current employees
know of or have a loved one with
autism in their life
Adults with
Autism Spectrum
Disorders
 Young Adults on the Autism
Spectrum Face Tough
Prospects for Jobs and
Independent Living
 For young adults with autism
spectrum disorders (ASDs),
making the transition from
school to the first rites of
independent adult life, including
a first job and a home away
from home, can be particularly
challenging
Adults with
Autism Spectrum
Disorders
 Two newly published studies
show stark situations for
securing employment among
young adults on the autism
spectrum, compared to their
peers with other types of
disabilities.
 That’s where M Meyer
Consulting, Inc. comes in!
Training Staff and
Gaining Talented, Loyal
Employees
 M Meyer Consulting, Inc. takes
special efforts to train staff
members who are on the autism
spectrum and their job supports
specialists with Autism specific,
research based, best practice
strategies and supports.
 We understand and support
individuals with Autism by
meeting their employment
needs.
 We train and support individuals
with autism to overcome
possible employment
challenges, to become efficient,
high quality employees.
National Examples:
Walgreens Program
 Like many innovations that have
led to success for people with
disabilities, the new model for
Walgreens' distribution centers
began with a family story. J.
Randolph Lewis, Walgreens
Senior Vice President for
Distribution and Logistics, has a
son with autism.
 Lewis watched his son's difficult
transition from school to
workplace, aware of the high
unemployment rate and the lack
of challenging jobs available for
people with disabilities.
 Read more at:
http://www.disability-
marketing.com/profiles/walgreen
s.php4
Example:
OfficeMax Maxing Out
Diversity Program
 The work training partnership,
part of the OfficeMax Maxing out
Diversity program, is designed to
provide work training and create
career opportunities for
individuals with disabilities who
otherwise may experience
significant barriers to
employment, said Scott
McKenzie, director of operations
for the OfficeMax Power Max
distribution facility in Las Vegas
 Read more about OfficeMax at:
http://kesslerfoundation.org/media/displayn
ews.php?id=454&title=DETR%20and%2
0OfficeMax%20Partner%20to%20Train%
20People%20with%20Disabilities
Example:
Project SEARCH
High School
Transition Program
 Project SEARCH was developed at
Cincinnati Children's Hospital
Medical Center, a research
environment that fosters visionary
thinking and innovation. It all began
in 1996, when Erin Riehle was
Director of Cincinnati Children's
Emergency Department. Erin felt
that, because the hospital served
individuals with developmental
disabilities, it made sense that they
should commit to hiring people in
this group.
Read more about Project Search:
http://www.projectsearch.us/OurSUCC
ESSES.aspx
Kennewick, WA
Example:
 Teachers Insurance and Annuity
Association and College Retirement
Equities Fund purchased a massive
apple orchard in Washington state as
an investment, managers discovered
that (then) workers would often not
show up to work or had been drinking.
 "We needed a better workforce,
people who really wanted to do the
work," says Heather Davis, senior
managing director and head of
global private markets for the
Fortune 100 financial-services
organization.
 The company took an unconventional
turn: It decided to focus on hiring
employees with autism for its Fruits of
Employment program.
 "People with disabilities have a lot
more potential than people give
them credit for," says Deb Russell,
manager of outreach and
employment services at Walgreens.
The drugstore-chain giant, based in
Deerfield, Illinois, was an early
adopter of workers with autism.
http://www.workforce.com/articles/companies-find-
fruitful-results-when-hiring-autistic-workers
M Meyer Consulting, Inc.
Autism, Technology and
Employment (ATE)
Example:
Autism, Technology and
Employment Habitat for
Humanity ReStore
 This project was developed in
collaboration with M Meyer
Consulting, Inc., Clark County
(Vancouver, WA) Developmental
Disabilities and two Community
Supported Employment Providers
 Applied “LEAN Production
Principles”
 Designed work stations
 Visually coded
Functional Steps M
Meyer Consulting, Inc. takes
working with Employers
 Identify the needs with the
employer: jobs, tasks, etc.
 Identify workers that meet job
opportunity
 Put workers in the right positions
that meet their interests, talents
and skills
 Train and support workers with
autism based on job procedures
 Assess and identify the need for
assistive technology and
implementation
 Incorporate quality control
mechanisms to maintain the
company’s product integrity
 Develop and maintain
communication with Company’s
HR and worker
Why Should Businesses
Invest in Disability Worker
Opportunities?
 Direct access to the large and
growing labor and customer pool
of persons with disabilities
 Ongoing Support services that
meet individualized business
needs
 Access to a set of valuable,
customized business consulting
services
 Development of internal
strategies that foster diversity
and business growth
 Support from disability experts
Hiring People with
Disabilities Makes Good
Business Sense!
 Large, untapped labor pool
 Lower turnover
 Reduced recruiting costs
 Fewer absences
 Good performance
 Good safety record
 No impact on medical &
insurance costs
 An ethical, socially responsible
thing to do
Look Again
 Look again at the fastest
growing labor and customer
niche market in this country =
the disability community
 Look again at the last
untapped labor pool in the
country to prepare your
company to successfully find
workers as the economy
bounces back
 Look again at the cost savings
and incentive creation through
strategic recruiting in the
disability community
 Look again at enhancing your
diversity & supplier diversity
programs by adding people
with disabilities to the mix
 Look again at a community that
contains 1 in 5 Americans
Think
“Quality – Diverse”
Work Force
 For more information on
how we can serve your
business employee
needs, contact us to set
up an appointment with
you at:
M Meyer Consulting, Inc.
Monica Meyer, President
360-904-8938
http://monicameyer.com

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Corp disability consulting port orchard april 2016

  • 1. Hmmm! Corporate Disability Consultant City Port Orchard New Amendment of Section 503 of the Rehabilitation Act Autism and Intellectual Disabilities
  • 2. Adults with Autism in Port Orchard, WA  Did you know that Port Orchard is home to many children and adults with autism?  The prevalence of Autism according to the CDC:  1980 – 1 to 2 in 10,000 births  1990 – 1 in 2,500  2000 – 1 in 500  2010 – 1 in 175  2014 - 1 in 42 for boys  Those born in 21 years ago have now reached adult age while the prevalence was 1 in 2,500. There is a tsunami coming. An estimated half a million children with autism will become adults in the next eight or so years. Autism Speaks
  • 3. Adults with autism have lower employment rates than people with other disabilities  Two-thirds of young people with autism had neither a job nor educational plans during the first two years after high school.  Young adults with autism were less likely to be employed than their peers with other disabilities:  58% of young adults with autism employed in comparison to the 74% percent of young people with intellectual disabilities, 95% with learning disabilities, and 91% with a speech impairment or emotional disturbance. A longitudinal study published by the A.J. Drexel Autism Institute - 2014 Need Work!
  • 4. A.J. Drexel Autism Institute reports Social Isolation for Adults with Autism  Many adults with autism lack social support  The study found that 1 in 4 young people with autism was completely isolated — meaning he or she had not seen or spoken with friends in the past year.
  • 5. We can make a difference! Adult Autism - Higher Quality of Life were associated with:  Having an occupation;  Having leisure activities in community;  Having community access;  Being more independent;  Making own decisions;  Having opportunities available from which decisions can be made;  Having practical support from other people;  Having emotional support from other people.
  • 6. Customized Employment  A flexible process designed to personalize the employment relationship between a job candidate and an employer in a way that meets the needs of both.  An individualized match between job candidate and needs of the employer building on:  Strengths  Conditions  Interests  Customized Employment utilizes an individualized approach to employment planning and job development — one person at a time . . . one employer at a time.
  • 7. City of Port Orchard: What would employment look like for an Adult with Autism?  Job Customization: Some of the job tasks of current workers are reassigned to a new employee with autism. This allows the current worker to focus on the critical functions of his/her job (i.e., primary job responsibilities) and complete more of the central work of the job.  Job Customization typically takes the form of job creation, whereby a new job description is negotiated based on current, unmet workplace needs.  Job carving: An existing job description is modified — containing one or more, but not all, of the tasks from the original job description.  Job sharing: Two or more people share the tasks and responsibilities of a job based on each other's strengths.
  • 8. Public Works Jobs  City sidewalk weed removal  Power washing water waste treatment center  Inventory and stocking Public Works Vehicles  Landscape maintenance: some can use power tools, others adapted hand tools, etc.  Port Orchard City Hall  City Parks  Hiking trails
  • 9. M Meyer Consulting, Inc. Autism and Assistive Technology  Corporate Disability Consultant  Specializing in the implementation of the new amendment of Section 503 of the Rehabilitation Act  Takes a “Business First” approach!  Develop support plans that meet a company’s need  Help businesses develop internal strategies and units to work effectively and efficiently by applying “The 5 Lean Principles”
  • 10. Taking the business first approach, using “Lean Principles!”  Lean manufacturing and production principles emphasizes 5 basic business supports:  Specify what creates value from the customers perspective  Identify all the steps along the process chain  Make those processes flow  Make only what is pulled by the customer  Strive for perfection by continually removing wastes
  • 11. How did “Lean Principles” get started?  Lean manufacturing was developed after WWII by the Japanese auto industry, specifically Toyota to compete with US auto giants (Ford, General Motors and Chrysler) Toyota would have to work smarter.  Lean manufacturing is simply a continuously progressive way of producing what the customer wants, when they want it, at a price they are prepared to pay and using least resource.
  • 12. How can “Lean Principles” benefit my company?  Until the 1990's Lean Principles were only in the automotive industry, but has since spread to:  Aerospace, general manufacturing, consumer electronics, healthcare, construction and more recently, to food manufacturing, namely “Starbucks”  “Lean Principles” applies to every business, even yours!
  • 13. So let’s move into the New Amendments to Section 503 of the Rehabilitation Act of 1973?  How does this amendment effect your business?  How does a business, contractor, employer meet these new regulations?  How can M Meyer Consulting, Inc. help you implement these new regulations?
  • 14. Office of Federal Contract Compliance Programs (OFCCP): Meeting and Implementing Your Section 503 of the Rehabilitation Act  On August 27, 2013, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs announced a Final Rule that makes changes to the regulations implementing Section 503 of the Rehabilitation Act of 1973, as amended at 41 CFR Part 60-741.  Section 503 prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals.
  • 15. Office of Federal Contract Compliance Programs (OFCCP): Meeting and Implementing Your Section 503 of the Rehabilitation Act  The Final Rule strengthens the affirmative action provisions of the regulations to aid contractors in their efforts to recruit and hire Individuals with Disabilities and improve job opportunities for individuals with disabilities.  The Final Rule also makes changes to the nondiscrimination provisions of the regulations to bring them into compliance with the ADA Amendments Act of 2008.
  • 16.  The Final Rule was published in the Federal Register on September 24, 2013, and becomes effective on March 24, 2014.  However, current contractors with a written affirmative action program (AAP) already in place on the effective date have additional time to come into compliance with the AAP requirements.  The compliance structure seeks to provide contractors the opportunity to maintain their current AAP cycle. Office of Federal Contract Compliance Programs (OFCCP): Meeting and Implementing Your Section 503 of the Rehabilitation Act
  • 17. Highlights of the New Rule of Section 503 of the Rehabilitation Act  The Final Rule establishes a nationwide 7% utilization goal for qualified Individuals With Disabilities.  Contractors will apply the goal to each of their job groups, or to their entire workforce if the contractor has 100 or fewer employees.  Contractors must conduct an annual utilization analysis and assessment of problem areas, and establish specific action- oriented programs to address any identified problems.
  • 18. Who is Covered Under the Amended Section 503 of the Rehab Act of 1973?  Section 503 requires employers with federal contracts or subcontracts that exceed $10,000, and contracts or subcontracts for indefinite quantities (unless the purchaser has reason to believe that the cost in any one year will not exceed $10,000), to take affirmative steps to hire, retain, and promote qualified individuals with disabilities
  • 19. How can M Meyer Consulting, Inc. help you?  Our first priority, “meet the business needs first!”  Develop support plans that:  Meets the company needs for workers throughout the company’s “Job Groups”  Help businesses comply, meet and Implement Section 503 of the Rehabilitation Act  Introduce workers who experience Autism and Intellectual Disabilities into company job groups to meet their business needs
  • 20. Why Focus on Autism and Intellectual Disabilities?  Autism, the fastest growing developmental disability in the world.  According to the Center for Disease Control (CDC) the increase and prevalence of Autism is staggering:  1970 - 80s:1-2 in 10,000 births  1990: 1 in 2,500 births  2000: 1 in 150  2008 to 2013: 1:88 (boys 1:54)  There is a great probability that many of your current employees know of or have a loved one with autism in their life
  • 21. Adults with Autism Spectrum Disorders  Young Adults on the Autism Spectrum Face Tough Prospects for Jobs and Independent Living  For young adults with autism spectrum disorders (ASDs), making the transition from school to the first rites of independent adult life, including a first job and a home away from home, can be particularly challenging
  • 22. Adults with Autism Spectrum Disorders  Two newly published studies show stark situations for securing employment among young adults on the autism spectrum, compared to their peers with other types of disabilities.  That’s where M Meyer Consulting, Inc. comes in!
  • 23. Training Staff and Gaining Talented, Loyal Employees  M Meyer Consulting, Inc. takes special efforts to train staff members who are on the autism spectrum and their job supports specialists with Autism specific, research based, best practice strategies and supports.  We understand and support individuals with Autism by meeting their employment needs.  We train and support individuals with autism to overcome possible employment challenges, to become efficient, high quality employees.
  • 24. National Examples: Walgreens Program  Like many innovations that have led to success for people with disabilities, the new model for Walgreens' distribution centers began with a family story. J. Randolph Lewis, Walgreens Senior Vice President for Distribution and Logistics, has a son with autism.  Lewis watched his son's difficult transition from school to workplace, aware of the high unemployment rate and the lack of challenging jobs available for people with disabilities.  Read more at: http://www.disability- marketing.com/profiles/walgreen s.php4
  • 25. Example: OfficeMax Maxing Out Diversity Program  The work training partnership, part of the OfficeMax Maxing out Diversity program, is designed to provide work training and create career opportunities for individuals with disabilities who otherwise may experience significant barriers to employment, said Scott McKenzie, director of operations for the OfficeMax Power Max distribution facility in Las Vegas  Read more about OfficeMax at: http://kesslerfoundation.org/media/displayn ews.php?id=454&title=DETR%20and%2 0OfficeMax%20Partner%20to%20Train% 20People%20with%20Disabilities
  • 26. Example: Project SEARCH High School Transition Program  Project SEARCH was developed at Cincinnati Children's Hospital Medical Center, a research environment that fosters visionary thinking and innovation. It all began in 1996, when Erin Riehle was Director of Cincinnati Children's Emergency Department. Erin felt that, because the hospital served individuals with developmental disabilities, it made sense that they should commit to hiring people in this group. Read more about Project Search: http://www.projectsearch.us/OurSUCC ESSES.aspx
  • 27. Kennewick, WA Example:  Teachers Insurance and Annuity Association and College Retirement Equities Fund purchased a massive apple orchard in Washington state as an investment, managers discovered that (then) workers would often not show up to work or had been drinking.  "We needed a better workforce, people who really wanted to do the work," says Heather Davis, senior managing director and head of global private markets for the Fortune 100 financial-services organization.  The company took an unconventional turn: It decided to focus on hiring employees with autism for its Fruits of Employment program.  "People with disabilities have a lot more potential than people give them credit for," says Deb Russell, manager of outreach and employment services at Walgreens. The drugstore-chain giant, based in Deerfield, Illinois, was an early adopter of workers with autism. http://www.workforce.com/articles/companies-find- fruitful-results-when-hiring-autistic-workers
  • 28. M Meyer Consulting, Inc. Autism, Technology and Employment (ATE) Example: Autism, Technology and Employment Habitat for Humanity ReStore  This project was developed in collaboration with M Meyer Consulting, Inc., Clark County (Vancouver, WA) Developmental Disabilities and two Community Supported Employment Providers  Applied “LEAN Production Principles”  Designed work stations  Visually coded
  • 29. Functional Steps M Meyer Consulting, Inc. takes working with Employers  Identify the needs with the employer: jobs, tasks, etc.  Identify workers that meet job opportunity  Put workers in the right positions that meet their interests, talents and skills  Train and support workers with autism based on job procedures  Assess and identify the need for assistive technology and implementation  Incorporate quality control mechanisms to maintain the company’s product integrity  Develop and maintain communication with Company’s HR and worker
  • 30. Why Should Businesses Invest in Disability Worker Opportunities?  Direct access to the large and growing labor and customer pool of persons with disabilities  Ongoing Support services that meet individualized business needs  Access to a set of valuable, customized business consulting services  Development of internal strategies that foster diversity and business growth  Support from disability experts
  • 31. Hiring People with Disabilities Makes Good Business Sense!  Large, untapped labor pool  Lower turnover  Reduced recruiting costs  Fewer absences  Good performance  Good safety record  No impact on medical & insurance costs  An ethical, socially responsible thing to do
  • 32. Look Again  Look again at the fastest growing labor and customer niche market in this country = the disability community  Look again at the last untapped labor pool in the country to prepare your company to successfully find workers as the economy bounces back  Look again at the cost savings and incentive creation through strategic recruiting in the disability community  Look again at enhancing your diversity & supplier diversity programs by adding people with disabilities to the mix  Look again at a community that contains 1 in 5 Americans
  • 33. Think “Quality – Diverse” Work Force  For more information on how we can serve your business employee needs, contact us to set up an appointment with you at: M Meyer Consulting, Inc. Monica Meyer, President 360-904-8938 http://monicameyer.com