Transcript
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All right. Hello. Hello and welcome to our 30 Minutes of Excellence session for July. My name is Kim Meadows, and I am the director of training here at the National Association of Workforce Development Professionals. So we are excited to have you all join us here today for our July session. If this is your first time joining our 30 minutes of excellence sessions
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We do this session every month and we have different practitioners, different SMEs, different program programs and services from throughout the country and workforce development to come in and just share around different topics and workforce. So today is no different. We are excited
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So welcome, Welby Brides. Welby will be our facilitator for our session today. I’ll let him introduce himself in one moment. But just so that you all know, this session, of course, is being recorded, so you will have access to this. It will also be up
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On our website and our YouTube channel, so you’ll be able to go back and view it and review it and share it with your network as well. And then Welby, and he’ll talk a little bit about this, but we’ll go through the presentation, and we’ll have time for Q&A at the end
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But at this time, I’ll turn it over to Welby and let him introduce himself. And thank you all for joining us. So Welby, I’ll turn it over to you.
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Hey, thank you, Kim. I appreciate it. Thank you guys for giving me the opportunity to come speak to you guys today. Hi, everyone. I am Welby Broadus.
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And I’ll be your facilitator today, and my training is called Moving Employers from Hesitation to Confidence
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Strategies for engaging employers around disability inclusion, and IM will be brought us
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I’m your presenter. And I’m going to tell you a little about myself.
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Who am I? I am a vision impaired
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And workforce professional like you all
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My diagnosis is I’m diagnosed with optic apathy in both of my eyes, so my optic nerve in both my eyes is severely damaged. That makes me legally blind
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even be using, like, visual aids, my glasses doesn’t make my vision corrective to 2020, not even close. So when I read a lot of times put things real close to my eyes, even my glass is on
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And I also have nystagmus in my left eye. And nystagmus is where I can’t control the muscle in my left eye
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So a chance to move from left to right on the zone, so I can’t use my left eye to even focus. So I really have to use my right eye when I’m seeing things and viewing things as well.
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I’m a professional
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I’ve had over like 20 years experienced
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I started out after I graduated college from the University of Akron
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I started with this program called Advancing Your Program. And what we did, we did a partnership with African public schools
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We work with individuals who had individuals from the special ed department, from special ed classes. They would come on campus. And I would teach them employability skills course for an hour
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Then they come back in the afternoon and they work different departments on campus to get some work experience they could use on their applications
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When they start applying for jobs after they graduated from high school
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And also, I work for JOG as well. And JOG stands for Joshua
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Graduates is a part of the National Organization JA
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And what I did with the JAW
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Advocate for individuals with disabilities, especially those who are blind and visually impaired
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I do consulting work, help companies on board individuals with disabilities to the workplace.
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By forming partnerships within vocational rehabilitation agencies.
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And I also do trainings on
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Why you should use behavior interviews versus traditional interviews. I do consulting on how organizations form partnerships with their states, vocational rehabilitation agency
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And I’m an author
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And my book is titled Leading Blind Without Vision
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the benefits of hiring the blind or vision impaired
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And I wrote that book to educate HR professionals, executives, and business owners on the benefits of hiring individuals from the blind and vision impaired community.
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And I just want you guys to know this too. I work from the intersections of
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Workplace development, disability inclusion
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And an employer engagement
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But enough about me, it’s not about me today. It’s about you guys as workforce professionals. Help you engage
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These businesses and about hiring individuals with disabilities. So let’s move forward
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All right.
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Why are these conversations matter
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You look at there, you talk about unemployment rates.
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So we already know that individuals with disabilities have a high unemployment rate. I’m going to give you a real stat that really is dear to me being visually impaired.
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Do you guys realize that the blind and visually impaired community has a 70% unemployment rate and that’s all the time?
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That’s when the economy is good, when economy is bad. Even after Covid, when every company in America had to help one assigned outside their door
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Our unemployment rate was still 70%. And that’s a problem.
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And many employers
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They feel that they’ll have jobs that individuals with disabilities can do. That’s not true. We know that.
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I think what the problem is
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Employers
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are really hesitant to hire because they don’t… they are uneducated about what we can do. They don’t have confidence in hiring individuals with disabilities.
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And it really had never been exposed to anyone with a disability in the workplace.
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And
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And most employers are, and I definitely don’t think they’re intentional
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I think it’s just lack of education, so some… and now there are some companies that do discriminate. I’m just keeping real
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But I think most of them, they don’t hire because they fear the unknown.
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Common employee concerns
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Employers often fear what they don’t understand
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Hesitation is most often
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rooted in uncertainty and hostility. I don’t… I don’t believe employers intentionally not want to hire, I just think they don’t know
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And a lot of players still have understanding well, they don’t believe that they have any jobs that individuals with disabilities can do
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And that’s sad because now that we have ADA guidelines in effect
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We should have more opportunities, but I think the problem still exists of why they don’t hire this population.
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But I think that with the help of you guys, as you all as workforce professionals
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Confident it grows with exposure, education
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and a successful experiences.
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Why disability inclusion makes business sense.
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If you see these down here, this is what individuals with disabilities typically bring to the employer
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Strong retention, loyalty
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They’re reliable
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The adaptability skills
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They’re natural problem solvers.
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And also you see they have a diverse perspective.
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I was when I was writing my book, I was listening to a podcast with Emile Lewis. He’s a vice president for the National Federation for the Blind
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And he’s doing this interview to ask him about
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Employers hiring individuals who are blind or visually impaired. And what he said, he said what employers need to understand when you hire somebody
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With a disability, especially those
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Who have a blind and vision impairment
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you’re hiring natural problem solvers, because people with disabilities
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We have to problem-solve on a daily basis because we have to navigate through a world that’s not set up for us. And that really stuck to me. And it totally makes sense
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I, every day.
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have to adjust to
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My workplace because of my visual impairment. I have to make sure that
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I get to work on time versus, you know, a lot of people have cars, get to work and things like that where I have to figure out how am I get to work each day. I do have a ride to work now, but before I would have to catch the bus, make sure I leave at a certain time. A lot of times it’s really early than normal than the average person who
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who drives a car
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But yeah, those things, they teach me how to problem solve to be able to do my job
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And when you know, when you employers hire this population with disabilities
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They get into different perspective on things, and actually that different perspective
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Could help them
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business outshine
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A company that does not hire… that’s not intentionally hire anybody with a disability.
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So what you need to tell employers is when it comes to disability inclusion, it’s a workforce strategy. It’s not a charity case.
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You know, there’s a benefit.
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you know, employers often
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Are not lowering their standards. They are actually
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getting access to untapped talent. They go into a population that their counterparts never thought about employing.
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The research continues to show
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And Kim, you can share the report at this point right here.
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Kim’s going to share a report from Accenture.
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And it’s called the Disability Inclusion Imperative
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And they do a report every five years. This report just came out in 2023.
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And
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I use this report when I wrote my book to give stats, when I talked to employers about hiring individuals with disabilities. And I want you guys to keep this report. It’s a lot of pages, but I printed me out a copy
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And I keep it right on my desk when I go out and talk to employers, or I do presentations, and I’m in the process of writing another book. Also use some of the stats as well for my next book
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But it just shows that
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When it comes to our intentional and hiring individuals with disabilities that have a high retention rate
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Their revenue and profits increase
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And it earned more net income
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and they become what we call disability champion
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A disability champion is someone who’s intentional
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and hiring individuals with disabilities
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And we also know that disability champions, they earn more net income, profit and revenue
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Then that kind of person choose not to.
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All right, now I’m really going depth on this page a little bit.
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Just helping employers move from hesitation to confidence
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When we talk about business needs
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normalizing accommodations
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Shift the conversations
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And also encourage exposure.
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So when you talk about
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When you talk to employees about business needs
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Instead of, you should hire individuals with disabilities
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Do you want to shift the conversation to talk about the workforce shortage. We know for a fact
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just COVID, there has been a workforce shortage.
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You want to also talk about retention rate. We are and I report you guys just Kim just shared, it talks about
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Individuals with disabilities have a higher retention, they’re more reliable
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And
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You tap it into an untapped talent pool that your counterparts never thought about
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The next one, when you talk about
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Normalized accommodations
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Most accommodations are not don’t have a cost at all
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And the ones they may need is a minimal cost.
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And most people who are job seekers with disabilities, they have already formed partnerships. They work with their states, vocational rehabilitation agency
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And
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What employers you can tell your employers that a lot of times the individual already have the accommodation they need
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When they don’t, their state vocational rehabilitation agent might help them purchase the technology they have.
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And I know for a fact, for me being visually impaired, the combinations that I need, the employer already has
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Because you guys realize that
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Any operating system that you guys are using, or any of your partners are using
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As accessibility technology already built in it, they have to have that by law as part of ADA guidelines
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It is that a lot of times companies don’t access that
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That accessibility technology
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But also
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It should be available to anyone who needs it, even those without a disability.
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And then that’s when you want to shift the conversation
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From can they do the job?
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To how can we prevent a work environment of success for the individual?
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Because anybody who comes on the job has to have some accommodation. I don’t care if you have a disability or not, even ones that have a non-disability, they get some type of assistance to help them be successful on the job.
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It just may be some people like me with a disability, we might need a little bit more. But you want everybody to be successful because that affects the bottom line of the organization.
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So let’s change that narrative
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To make it like that you’re doing a favor, but we’re actually you’re gaining a benefit by hiring this population
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And you want to encourage exposure. Exposure can look like from internships, job shadowing.
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Traditional work experiences
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Or employer panels.
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And I really love employer panels. I have done those before
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Because when you do an important panel, you actually bring it in
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those disability champions that we talked about, who are intentional in hiring individuals with disabilities.
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And they really can be your talking point to show
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The benefits of hiring this population, because they’re going to talk about how they onboarded them, they formed a partnership with the state’s vocational rehabilitation Agency.
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I even know some companies
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That’s where they go to when they want to hire before they go out and do headhunters and things like that, place ads on
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Indeed and things like that, they go to the vocational rehabilitation officers first
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You see, they got anybody to defeat the position they have, because they know they’re getting somebody who has the technology need to do the job
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They’re being pre-screened by the VOAD office because let’s be realistic, the VOAD office is in business to make themselves look good so they can continue that partnership with an organization. So they’re going to give you the best of the best.
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And also, when you have
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Employee panels that helps
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give experiences, because we know experiences
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is a better seller than data alone and why you should hire somebody, bring somebody in the workforce because employers want to see
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How does it work for them? How does it benefit them? The challenges they face, because I can give all the data from that report
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But it still doesn’t tell the telltale. How did it get to that point
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The next page is what happens when assumptions
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Are replaced with opportunity. So I’m going to share a story with you about Brian Banks.
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Brian Banks is a certified chef. He’s blind. He wasn’t born blind, became blind later in his life.
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And Brian, he was the head of a here in Akron, Ohio. He was head of a private school here. He was the head chef.
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We’re heading your cafeteria
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And
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He was so loyal to his company that
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He had to plan his school, his work day the night before
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He also raised three daughters that also attended the school that he worked at.
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So his night started with him had to lay out his clothes, his daughter clothes, and they packed her lunch that day. He put a scooter next, he packed their lunches. And I know a lot of people say, hey, well, I start my day the day before, but you may not have to. His was part of necessity.
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And the reason why is because
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He had to ride public transportation.
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So in Akron, we offer a service called the SCAT service. It’s a specialized transportation service for individuals with disabilities and senior citizens
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And what that special service does, it picks you up at your door and take you right to your destination versus like me
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walk to a bus stop
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go downtown, transfer to… at the transit center.
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And then get dropped off at a certain point, didn’t have to walk to my destination
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Where it just takes you from point A to home, direct to his job
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Now, the dilemma with SCAD is that
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He had to be working eight. So they give you a 30 minute increment of time when they’re gonna pick you up. So they’re gonna say, we’ll be at your house, Brian, between 7 and 730.
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So that means Brian had to have himself and his 3 daughters ready at 7 o’clock, even though that bus may not come until 720.
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So he said he would get around 5, 5:30 in the morning, get himself ready. Then he’d get his daughters up, get them ready for school so everybody be ready at seven.
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So once Brian gets to school
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He made sure his daughter go where they need to be before the class started. Then he goes to the cafeteria with his staff and they start preparing breakfast.
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And serve a breakfast to the kids who is part of the breakfast program.
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And after the breakfast program
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He would clean up and they started preparing lunch
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They would serve the nuts to the kids at lunchtime, clean about their lunch. Then he brings out his menus, but he’ll serve for tomorrow for breakfast and lunch.
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But also
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Each day, there was a food service delivery truck that would come, deliver some products that he needed each day
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And so Brian was, he’s so loyal to his employer and dedicated to his job
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That a lot of times that truck may not come before Brian got off work. I think y’all for like between 3 or 330.
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So Brian would stay over
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After getting off work
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Because
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He wanted to make sure that truck got loaded the way he wanted to get unloaded
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And a lot of times the custodians who cleaned up the school at night will say, hey, we’ll stay over it, we’ll unload the truck for you, just go home with your daughters
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He would tell them no, he would have his daughter stay in the cavern to do his homework
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And he would unload the truck
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And the reason Brian will unload the truck himself, because he said
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I never want a kid to go home and tell their parents that
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Our school cafeteria made Kool-Aid and have flour in it instead of sugar. Because if he didn’t load that truck, somebody would put
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where he could not find it, he might grab the wrong thing. He said, I never want somebody to go home and say their food was too salty because I put the wrong seasoning in. I put salt in instead of say something like pepper or something
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So he never wanted that because he knew that that happened. Then the president wouldn’t be about him being a good chef. It’d be about a blind chef. Why is a blind chef serving my kids food
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And also, he knew that if you mess up the ingredients in a recipe to make some food, they got to throw it out and it affects the school’s bottom line or their food budget for the cafeteria.
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So that’s why he did that and that’s why he’s loyal and dedicated to his employer.
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You take somebody like me who’s visually impaired
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I learned a long time ago
00:20:44.000 –> 00:20:47.000
That me being visually impaired
00:20:47.000 –> 00:20:50.000
I always had to prove myself to my employer coworkers
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And sometimes they still didn’t understand why I was there doing the job, even though I was capable of doing the job.
00:20:57.000 –> 00:21:04.000
So I had to make myself a value to the organization. For example, when I worked at Jog
00:21:04.000 –> 00:21:14.000
I’ve realized at that point that I had to maximize value to this company. So two things I would do, and I do it to this day. And I recommend to anybody I work with with a disability
00:21:14.000 –> 00:21:17.000
I always do an employee handbook
00:21:17.000 –> 00:21:24.000
And I also knew the policies. And like y’all, we worked on grants. I knew the obligation for all our grants.
00:21:24.000 –> 00:21:29.000
And the reason I needed to know the handbook in case something comes up
00:21:29.000 –> 00:21:34.000
Where the issue about me being vision impaired, somebody might discriminate against me.
00:21:34.000 –> 00:21:38.000
I want to know the guidelines of the company, how they will handle those type of situations
00:21:38.000 –> 00:21:43.000
But the most important part to be successful on the job, I need to know all the grants.
00:21:43.000 –> 00:21:48.000
So I made sure I knew every grant that I worked under at the job program
00:21:48.000 –> 00:21:50.000
It got to a point that
00:21:50.000 –> 00:21:55.000
I kind of create a position for myself as the guru of all the grants
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So
00:21:57.000 –> 00:22:03.000
That made me more valuable to my company with a disability. So I knew that when I do those type of things
00:22:03.000 –> 00:22:09.000
It make them hard to let me go because the knives I acquired through the organization.
00:22:09.000 –> 00:22:16.000
My director would come to me and say, hey, what about this grant? Are we allowed to do this or that? And I would tell them, and I knew it made my value
00:22:16.000 –> 00:22:21.000
And I did that because I liked what I was doing. I loved my employer for giving me opportunity
00:22:21.000 –> 00:22:26.000
But I also had that fear that if I lose this job, me with a disability
00:22:26.000 –> 00:22:30.000
it’d be… I won’t be able to probably get a job tomorrow because
00:22:30.000 –> 00:22:38.000
my disability. A lot of people frowning, they find out I’m visually impaired, they make excuses why they want to hire me, even though I knew the reasons why.
00:22:38.000 –> 00:22:46.000
So it wasn’t like a non-disabled employee can maybe go out and get a job tomorrow. I don’t know when I ever got a job again. So that’s why I would do that on my jobs.
00:22:46.000 –> 00:22:50.000
And even now, I do have a job full time
00:22:50.000 –> 00:22:56.000
I didn’t tell you guys about this, I’m gonna tell you now, I work at Summit County Juvenile Court in Ohio as well as a case manager
00:22:56.000 –> 00:23:01.000
And I did the same thing with my job now. And what I did there, for example.
00:23:01.000 –> 00:23:03.000
In my department
00:23:03.000 –> 00:23:11.000
I made myself the personal trainer for any new employees to come in or any interns that come and work for us over the summer
00:23:11.000 –> 00:23:13.000
And I just did
00:23:13.000 –> 00:23:15.000
On my own
00:23:15.000 –> 00:23:29.000
under the radar when my boss, and now my boss sends any new employee to me, or any intern we have, hey, you’re gonna go work well before a couple weeks. He’s gonna show you the ropes, tell you all the documentation, things like that we need to use. So I had to make myself valuable.
00:23:29.000 –> 00:23:34.000
And me and Brian, I tell these stories is because
00:23:34.000 –> 00:23:37.000
It is sure that we’re loyal to our employer
00:23:37.000 –> 00:23:41.000
And we gonna make sure that we gonna work on time
00:23:41.000 –> 00:23:45.000
and do the job that we need to do the way we need it, the way it needs to be done
00:23:45.000 –> 00:23:50.000
And I want you guys to share with employers that you talk to. This is… so it’s not about
00:23:50.000 –> 00:23:54.000
Companies hiring us just as a charity case
00:23:54.000 –> 00:23:57.000
So the bears are really about our ability
00:23:57.000 –> 00:24:07.000
Is more about the perception that people have of individuals with disabilities.
00:24:07.000 –> 00:24:13.000
So, you guys’ role as workforce professionals, you probably guys know this already, what your role is.
00:24:13.000 –> 00:24:17.000
I just want you guys to understand that. I really appreciate the work you’re doing
00:24:17.000 –> 00:24:23.000
And I think that you guys are the bridge between individuals with disabilities and the employers.
00:24:23.000 –> 00:24:30.000
Because you guys are the ones who help the poorest come up with the jobs
00:24:30.000 –> 00:24:36.000
We really helped individuals with disabilities get employment opportunities or the jobs employers are hiring for
00:24:36.000 –> 00:24:39.000
I just want you to know. And
00:24:39.000 –> 00:24:42.000
You guys educate employers that let them know that, hey.
00:24:42.000 –> 00:24:51.000
By hiring individuals with disabilities, you might get an upper advantage than your counterpart, because you tap into an untapped market that they never thought about hiring.
00:24:51.000 –> 00:24:56.000
And you’re also creating opportunities
00:24:56.000 –> 00:25:07.000
For both individuals and employers to form successful partnerships so everybody is a win for everybody. Somebody with disabilities being productive citizen in the community. With a good job
00:25:07.000 –> 00:25:15.000
You got an employer who’s hiring someone with a disability who are natural problem solvers. They’re going to be loyal to their company
00:25:15.000 –> 00:25:17.000
And by the way
00:25:17.000 –> 00:25:21.000
The most important thing to any employer, any business is
00:25:21.000 –> 00:25:22.000
Am I making money?
00:25:22.000 –> 00:25:31.000
And that port, that report I just gave you from the center, the disability inclusion imperative, it shows stats
00:25:31.000 –> 00:25:34.000
That those disability champions
00:25:34.000 –> 00:25:37.000
are making more revenue
00:25:37.000 –> 00:25:41.000
And profit and net income
00:25:41.000 –> 00:25:46.000
than the counterparts who choose not to hire this population
00:25:46.000 –> 00:25:50.000
I’m gonna talk a little fast. I’m sorry, but
00:25:50.000 –> 00:25:55.000
Any questions anybody may have
00:25:55.000 –> 00:26:07.000
There is one question that Jermaine has put in the chat box that asks about that SCAT service that you talked about. And Jermaine asked, do you know how that is funded?
00:26:07.000 –> 00:26:10.000
Oh, talk about the transportation debt
00:26:10.000 –> 00:26:15.000
I’m not sure how it’s funny, and don’t quote me on it
00:26:15.000 –> 00:26:18.000
I think it might be some federal funding
00:26:18.000 –> 00:26:20.000
That they have
00:26:20.000 –> 00:26:27.000
And and that’s been around since I was a kid, actually. I would do a Google search of Akron
00:26:27.000 –> 00:26:34.000
Metro Transit Authority. And that’s in Akron, Ohio. That’s our bus system. That’s the name of it.
00:26:34.000 –> 00:26:37.000
And that and that’s part of our transportation system.
00:26:37.000 –> 00:26:41.000
It’s funny though, the SCAT service
00:26:41.000 –> 00:26:50.000
I applied for it before. They turned me down, which I don’t understand why. I think maybe my doctor’s assistant may put the wrong information down for me.
00:26:50.000 –> 00:26:53.000
So I had to still ride regular buses
00:26:53.000 –> 00:27:00.000
But yeah, it’s for individuals with disabilities and senior citizens to navigate
00:27:00.000 –> 00:27:06.000
Versus having to actually walk to a bus stop and move around that way. They just get pictured in Hungle from point A to point B
00:27:06.000 –> 00:27:31.000
Thank you for that. Justin, thank you for putting that there. So Justin has put a link in the chat that actually connects you to that. So thank you for doing that, Justin. And then Kaylee has said that Kaylee is in your area, been building a new workforce program that this has been inspiring and helpful
00:27:31.000 –> 00:27:34.000
What’s our area?
00:27:34.000 –> 00:27:35.000
We’re shooting
00:27:35.000 –> 00:27:42.000
While building employee relationships, and Kaylee says thank you. So yeah, well be yeah Welby, thank you for sharing. And if anybody else has any questions, definitely put that in. Kaylee says, Canton
00:27:42.000 –> 00:27:43.000
Ohio
00:27:43.000 –> 00:27:47.000
Are you from Canada? Oh, you 15 minutes away from me. Okay, I’m an actor. Okay
00:27:47.000 –> 00:28:02.000
Yeah, and if any of you guys want to further this conversation or have a concert with some of the employer partners that you guys are working with, I’m available. I mean, I do trainings, I do public speaking obligations, I do consulting work.
00:28:02.000 –> 00:28:05.000
Also help
00:28:05.000 –> 00:28:08.000
You employ your partners, when you employ your partners, they want to
00:28:08.000 –> 00:28:12.000
partner with their state’s vocational rehabilitation agency
00:28:12.000 –> 00:28:17.000
Especially you guys in Ohio. I know a lot of those people that you might want to get in front of
00:28:17.000 –> 00:28:23.000
Because what you can also tell your employees, they don’t know that your vocational rehabilitation agencies
00:28:23.000 –> 00:28:27.000
They are the goes to because, for example, if you’re
00:28:27.000 –> 00:28:29.000
Yeah, you say somebody that’s
00:28:29.000 –> 00:28:33.000
I knew a lot about blind vision, because that’s what Maley worked with. Let’s say somebody
00:28:33.000 –> 00:28:36.000
who works for you that’s blind and many jaws
00:28:36.000 –> 00:28:44.000
JAWS is a program that somebody’s blind or visually impaired can use where the screen talks to them while they read the screen
00:28:44.000 –> 00:28:48.000
help them navigate through the websites without… since they don’t have site
00:28:48.000 –> 00:28:50.000
or partial site
00:28:50.000 –> 00:28:59.000
A lot of vote, a lot of your state’s vocational rehabilitation agencies will pay for that software or that equipment so they can be successful in the workplace.
00:28:59.000 –> 00:29:03.000
And you don’t have to… that’s no cost to you at all because
00:29:03.000 –> 00:29:07.000
Every vocational rehabilitation agency in the state in the United States
00:29:07.000 –> 00:29:11.000
wants their clients to be gainful employees.
00:29:11.000 –> 00:29:16.000
and they go do everything else to help them be to make sure they get gainful employment
00:29:16.000 –> 00:29:19.000
And so you can tell your employer partners
00:29:19.000 –> 00:29:24.000
Hey, we gonna form a partnership with, let’s say, in St. Louis, Missouri.
00:29:24.000 –> 00:29:30.000
with Werv, our local office here, because they’re gonna help you onboard this person to the workplace.
00:29:30.000 –> 00:29:37.000
And they also have job coaches come up to the job as well
00:29:37.000 –> 00:29:42.000
All right, any other questions?
00:29:42.000 –> 00:29:53.000
And so Welby has put his information here, so his email address and website. So if you have any questions after this webinar, I’m assuming that they can reach out to you
00:29:53.000 –> 00:30:01.000
Oh yeah, they can reach out to me, shoot me an email, go to my website. They can leave a message there, I’ll get it.
00:30:01.000 –> 00:30:07.000
Yeah, I’m here for you guys. I really think that you guys are the bridge
00:30:07.000 –> 00:30:15.000
For individuals with disabilities to be gainful employees and get fined employment because you guys have the ears of your employee partners
00:30:15.000 –> 00:30:23.000
And they trust you guys more so than somebody else’s company because you guys do business with them on a regular basis.
00:30:23.000 –> 00:30:32.000
And some of you guys are actually work at the Volcan office as well as workforce professionals as well. So you guys know
00:30:32.000 –> 00:30:36.000
What the need is, and I am definitely
00:30:36.000 –> 00:30:43.000
Thankful for what you guys are doing because you guys are needed for the disability community, for sure.
00:30:43.000 –> 00:31:02.000
Awesome. I think that is a great way to end our July 30 Minutes of Excellence session. Welby, thank you so much for sharing your perspective and your lived experience. We really appreciate just your openness with sharing with us today. And to all of you wonderful workforce professionals that joined us today, we appreciate you as well
00:31:02.000 –> 00:31:17.000
Again, you will get this recording if you want to view it or share it with your network. That’ll be emailed out to you on Friday and also available on our YouTube channel. Somebody asked about the YouTube channel. You can go to YouTube and it’s under National Association of Work
00:31:17.000 –> 00:31:31.000
development professionals, so you can subscribe to our channel. Thank you all for joining us today, and we look forward to seeing you next month, and have a wonderful rest of your Wednesday.
