25th annual mid-atlantic ada conference improving ... · –adding people with the same values,...

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© 2018 The MITRE Corporation. All rights reserved.

25th Annual Mid-Atlantic ADA Conference

Improving Workplace Accessibility and

Inclusion

Susan M. Skelly

Dr. Rachael Bradley Montgomery

F. Erick Mitchell

Adrienne D. Thomas-Loftin

© 2018 The MITRE Corporation. All rights reserved. Approved for public release, distribution unlimited 18-2885

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Objectives

Identify how The MITRE Corporation began our accessibility journey

Discuss how we identified and prioritized the top areas of concern

Explain the innovations made to functional areas

Describe how we communicate the message to our employees


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Agenda

I. Introduction to MITRE

II. MITRE’s Accessibility Story

III. Communicating our Commitment to Accessibility

IV. Talent Acquisition and New Employee Onboarding

V. Integrating Accessibility into Development Processes

VI. Making Facilities Accessible for Persons with Disabilities

VII. Conclusion/ Q & A


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Introduction to MITRE


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© 2012 The MITRE Corporation. All rights reserved.For internal MITRE use

MITRE


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What is a FFRDC?

MITRE produced this short animation, which explains the history, purpose and value of federally funded research and development centers (FFRDCs) at a high level

https://www.mitre.org/centers/we-operate-ffrdcs

For a more in-depth look at FFRDCs--their history, legal structure, and value to the nation--we invite you to read our publication, FFRDCs: A Primer located at mitre.org


https://www.mitre.org/centers/we-operate-ffrdcs

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MITRE’s Accessibility Story


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© 2017 The MITRE Corporation. All rights reserved. For Internal MITRE Use.

MITRE’s Accessibility Story: Advocacy, Assessment, Outreach

2016Sponsor

Support

Internal

Conversation

Accessibility

Team

2017Self

AssessmentExpanding

Team

2018Accessibility

Council

Employee

Resource

Groups

MITRE committed to becoming an employer of choice for people

with disabilities

The team identified numerous existing efforts that were distributed

and unaware of each other

Continuing challenges: Limited funding, competing priorities, and necessary

education© 2018 The MITRE Corporation. All rights reserved. Approved for public release, distribution unlimited 18-2885

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Key Drivers for Inclusion & Diversity

Goal: We believe that inclusion and diversity supports our corporate

values and strengthens our teams, so we strive to increase the

underrepresented (UR) population in our workforce and create an

environment where each employee can realize their full potential.

Our programs, structure, and strategic efforts are holistically designed

to support long term growth of our UR populations as well as to retain

existing UR staff

We have specific, short term goals and metrics for UR populations

identified as a result of the Corporate Operating Plan

"It's a priority at MITRE to leverage diversity throughout our workforce. Our rich mosaic of diversity in all dimensions—demographic, cultural,

cognitive, and occupational—underscores MITRE's unwavering commitment that every employee feels welcome, engaged, and supported. We believe

our inclusive workforce helps MITRE realize its fullest potential.”…. Dr. Jason Providakes


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Operationalizing Inclusion & Diversity

CorpOps CEO & CHRO

MITRE Office of Inclusion & Diversity

Advisory

Officer Champions

Council Members

Collect Information:

InternalExternal

MCID

Cross Functional Work Teams

STEM

Awareness

Recruiters & OECs

HRBLs & HRBPsLeadership

Champions

Council Members

Employee Councils

Site Liaisons

Technical Teams MPS, MNS, Program & Tech

HR Institute


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Corporate & Employee Councils Leadership Engagement

MITRE Commission on Inclusion & Diversity

(MCID)

Julie

GravalleseJoel

Jacobs

John

KregerJackie

Wynn

Employee Council Leadership Champions

Joel Jacobs

Accessibility Jackie Wynn

VeteransKerry Buckley

Multi-Generational

Lori Scherer

Women

Elaine Ward

Multi-Cultural

MERG

Tom Becher

PRIDE

Multi-Generational Council

Multi-Cultural CouncilMERG

Women’sCouncil

Pride Council

Veteran’s Council

Accessibility Council

• Networking

• Mentorship

• Job Shadowing

• Development

• STEM Outreach

• Community Involvement


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Inclusion and Diversity Framework 2018


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Communicating Our Commitment


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Communicating Accessibility


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Importance of Culture

Ecosystem of values, practices, rules, and ideologies that provide the framework for how we engage with each other in pursuing a common mission

The optimal culture means

– Trust

– Inspires entrepreneurial mindset and innovation

– Thrive during change/comfortable with ambiguity

Brand/image, Attract talent (externally)

Retain, Perform/Output, Engagement (internally)


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Fit?

“Culture Fit”

– Common default to hire people that “walk and talk” just like the

other individuals on a team

–Adding people with the same values, ideas and approaches as

others on the team can be stifling

–Safety Familiarity


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What is “Culture Add”

Culture Add–The notion of culture “add” reflects a forward-thinking mindset. –Diverse candidates can add to the capabilities of a team and a culture

–Grounded in the intention to ensure:Unique communication styles

Values

Perspectives

Interests are reflected team composition

–Results in more effective decision makingand better business/project outcomes.


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Different Approach - Predictors of Success

What do the top 10% of performers have in common (traits)? Define them.

Instead of “fit”, determine if the candidates meet these predictors

Examples:

Authentic interactions Fully engaged

Impact driven Self-aware

Inclusive leadership Analytical Rigor

Analyze high caliber teams – go beyond technical – build for long-term


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Inclusive Talent Acquisition & On Boarding

Process Upgrade

Training of Our Talent Acquisition Team

Link with Health Services

– Needed Services Provided

Guidance Provided via Portal


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Leveraging MITRE’s External KEY I&D Partnerships Grow Talent

– Society of Women Engineers (SWE)

– National Society of Black Engineers (NSBE)

– National Action Council on Minorities in

Engineering (NACME)

– Women In Technology (WIT)

– Women in Aerospace (WIA)

– Advancing Minorities Interest in Engineering

(AMIE)

– Society of Hispanic Professional Engineers

(SHPE)

– Catalyst

– BEYA

– Women of Color (WOC)

– CEO Action for Diversity & Inclusion Pledge

– Grace Hopper

– Boston’s Women Workforce Council

– World Unity Inc. Partnership

– MITRE Employee Councils

Women

Multi-Cultural - MERG

Multi- Generational

PRIDE

Accessibility

Veterans


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Integrating Accessibility into Development Processes


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Accessibility within theApplication Development Lifecycle

Define System RequirementsOrganization Specific Standards

Acquisition Language and Evaluation

Standard Assistive Technology List

User Stories

Design SystemAccessible Technology Selection

Accessible Design Decisions

Content Management

Build ComponentsDeveloper Education

Technical Accessibility

Test SystemTesting Tools and Methods

Usability Testing w/ Users with Disabilities

Functional Accessibility

Deploy & OperateAccommodation Requests

Monitor Upgrades

Content Creation

Centralized TeamEnforcementPrioritization

Approach


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Technology Statement

MITRE is committed to promoting equal access to information and capabilities

provided using information technologies.

To support this commitment, new, user-facing information technology

capabilities developed or acquired will adhere to the Web Content Accessibility

Guidelines (WCAG) 2.1 standard (AA) to the extent feasible.

This includes both MITRE’s internal and public-facing capabilities.


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Challenges in the Development Process

Changing Standards

– Section 508 refresh

– WCAG 2.0 to 2.1

Training Needed

– Acquisitions

– Developers

– Corporate Communications

Assessment at Acquisition

– All major acquisitions must be reviewed for accessibility

JAWS and testing tools

– Determining test tool selection

– Availability© 2018 The MITRE Corporation. All rights reserved. Approved for public release, distribution unlimited 18-2885

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Tradeoffs

Remediating legacy applications vs. creating a patch

– Example: Hiring Portal

Hiring accessibility specialists vs distributed knowledge

– We’ve tried both – there are not enough specialists


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Making Facilities Accessible


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Facilities Statement

The MITRE Corporation applies prevailing accessibility standards in all

owned buildings and leased space to the extent feasible.

This pertains to the design, construction and alteration of buildings

providing access and flexibility for all persons.


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Accommodations Policy


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Making MITRE a Disability Friendly Organization

15

24

15

23

31

4942

31

0

10

20

30

40

50

60

2011 2012 2013 2014 2015 2016 2017 2018

Workplace Accommodations


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Type of Accommodations (2011 through June, 2018)

According to the U.S.

Department of Labor,

Job Accommodations

Network annual

report, “Workplace

Accommodations:

Low Cost, High

Impact” workplace

accommodations cost

absolutely nothing for

the companies to

implement.

In our case, most

accommodations cost

under $500.

3

260

24

47

257 8 8 6

99

0

50

100

150

200

250

300Type and Number of Accommodations


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McLean Campus Cafeteria


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Before and After – Door to Patio


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MITRE 4 Building Walkway


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Main Street


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MITRE Institute


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Fitness Center (former)


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Fitness Center (new)


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Fitness Center

Restroom, shower and lockers for employees with special needs


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Partners in Training Service Animals

Accessibility Fair

October 2017


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Conclusion


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Areas for Improvement

As we engage more with our employees with diverse abilities, we improve

– Verbiage

– Hiring Process

– Need to support employees with family members with disabilities

– Cognitive diversity


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Lessons Learned

An organization can become disabled-friendly only to the extent that its management embraces and supports the concept

Accessibility is wholistic and must address:

– Technology

– Facilities

– Culture

Everyone in the organization is affected

Communication is critical

It takes time and effort

– There is a large amount of work in standing up employee councils


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Next Steps

Empower and expand Employee Resource Groups (ERGs)

– Build on early wins

Dedicated resources to improve technology

Public assessment of status


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Questions and Answers


25th annual mid-atlantic ada conference improving ... · –adding people with the same values,...

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