Meet InReturn Strategies, a start-up intent on unlocking the value of America’s disabled workforce
The Kansas City, Kan., company connects people with disabilities ― a chronically untapped talent pool ― with prospective employers.
Over the last five to seven years many top companies have launched autism at work programmes with autism talent advantage emerging as a key concept. We look at some of the best autism hiring practices used by companies that combine business needs and address core obstacles that come in the way of people with autism and other neuro-diverse conditions at the workplace.
There are fewer than 400 deaf-owned businesses in the US. This past April we brought together eight of them to meet investors and learn from each other #DeafAwarenessWeek @GallaudetU pic.twitter.com/pbqSEUih5m
— Village Capital (@villagecapital) September 28, 2018
Eight deaf and hard of hearing entrepreneurs took part in the program, which ended with a pitch competition.
What might seem like an obvious truth to some employers — that people with disabilities need extra help, becoming a drag on productivity — simply isn’t the case for most individuals in the underrepresented talent pool, said Jim Atwater.
Born with severe hearing loss, Atwater was in the top 5-10 percent of applicants for medical school when he was told, “Doctors won’t repeat themselves for you,” he said.
This webinar will review hiring practices to best support recruiters and hiring managers. Specifically, it will provide information on how to identity resources and candidates, address any legal concerns and provide guidance on accommodations. Join Sean Sullivan (CHRO – Society for Human Resource Management) as he moderates this conversation with expert panelists; Michelle Ray (Blackwell HR Solutions), Emily Yee (Deloitte), Donna Glover (Baker Donelson) and Scott Brouillette (InReturn Strategies).