Kevin Bradley is the Director of Diversity at McDonald's Corporation in Oak Brook, Illinois. In this position he is responsible for leading the Company’s diversity external initiatives in the Asian American and disability communities. To support the restaurant operations, he provides internal support and consultation to the Company in the areas of diversity employment, diversity councils, and people with disabilities and workplace accommodations. His work also includes serving as in internal resource to both the McDonald’s Asian Employee Network and the Asian McDonald’s Operators Association in the area of diversity. Previously, Bradley was the Diversity Manager at RR Donnelley & Sons Company in Chicago. At RR Donnelley, he was responsible for the development and management of thecompany-wide diversity initiative. He has a background in Human Resources and Diversity with Fortune companies such as United Airlines and Waste Management, Inc. He has been a speaker on Diversity at a number of venues including the National Association of Asian American Professionals’ annual conference and the Society for Human Resources Management’s Diversity Conference and HR Conference. Bradley has served as the Chairperson of the Employer Subcommittee of the President’s Committee on Employment of People with Disabilities and is currently a member of Executive Committee of the Illinois Business Leadership Network, which strives to educate small and medium-sized businesses on disability issues. He also serves on the Business Advisory Councils of the Organization of Chinese Americans, the National Association of Asian American Professionals, the Asian American Institute, and the U.S. Pan Asian American Chamber of Commerce. He currently is a member of the Alumni Advisory Board for Northeastern Illinois University and is a 1997 Leadership Greater Chicago Fellow.
Daniel Woody Daniel Woody has over 10 years of experience in the disability and human resources fields. He has directed employment programs for adults with disabilities in the San Francisco Bay Area, and he has spent last 4 years providing human resource expertise to both non-profit and for-profit organizations. The past two years of which have been spent at Wu Yee Children’s SERvices, an agency that provides family services to low-income Asian communities in San Francisco. Daniel holds a Master’s degree in education from SFSU.
Sallie Rhodes is the Director of External Relations for the Council for State Administrators of Vocational Rehabilitation (CSAVR). Prior to joining the Council, Ms. Rhodes served as Disability Policy Director for Senator James Jeffords from 2000-2001. She also worked under contract for the Social Security Administration, where she assisted in drafting the Notice of Proposed Rulemaking (NPRM) for the Ticket to Work Program. From 1986-2000, Rhodes worked for the National Association of Protection and Advocacy Systems (NAPAS), first as the Director of Training and later as the Director of Public Policy. From 1984-1986, Rhodes worked for the National Association of Developmental Disabilities Councils (NADDC) on an Employment Initiative Project. Ms. Rhodes’ diverse employment experiences have provided her with an extensive understanding of disability issues and an in-depth knowledge of the programs, projects and services authorized under the Rehabilitation Act.
Rita Martin is the Director of Membership Services for the Council for State Administrators of Vocational Rehabilitation (CSAVR). Ms. Martin has more than 28 years of experience in the field of rehabilitation since beginning her career as a Vocational Rehabilitation Counselor, CRC in 1972. She is the former State Director for the Indiana Vocational Rehabilitation Services Program from 1995-2001. During her tenure as State Director, in Indiana she redesigned the Vocational Rehabilitation Services Delivery System, with an emphasis on customer service and customer satisfaction, which resulted in significant yearly increases in the numbers of individuals obtaining employment during her leadership. Ms. Martin is also a past president of the CSAVR and a Mary E. Switzer Scholar. From 1998-2000, Ms. Martin served on the National Workforce Excellence Board established by the Department of Labor. Her knowledge of field services and operating a state agency is of significant value to the State’s Council.
Elizabeth Parker Elizabeth B. Parker is the Administrator of the Rehabilitation Services Administration, which provides services and support to promote the employment, economic self sufficiency, and independence of persons with disabilities. She has been with the Department of Human Services since March, 1987, and has served in a number of management positions in this department. She has been with the D.C. vocational rehabilitation program for nine years. Prior to her employment with the District of Colombia Government, she worked for 16 years for the Unisys Corporation in McLean, VA in various financial and management positions. She also worked as a school teacher for two years in North Carolina immediately after graduating from North Carolina Central University in Durham, North Carolina. She is married and has two children and is involved in various community and church organizations and activities.
Mission: To increase employment opportunities for Asian Americans and Pacific Islanders (AAPIs) with disabilities.
NTAC’s activities over five years (Oct. 2001 – Sept. 2006) will be guided by a strategic plan in five areas: (1) Technical Assistance (TA), (2) Training, (3) Outreach, (4) Dissemination, and (5)Youth Leadership Development. Your input in the strategic planning process will be valuable in assisting NTAC to achieve (a) responsive and well-coordinated system outcomes, (b) improved employment, (c) independent living, and other quality of life outcomes for AAPIs with disabilities.
The strategic plan is based on input from a variety of stakeholders and network partners during the previous two years and represents NTAC’s continuing commitment to excellence. Outlined below are goals and objectives to this strategic plan. Numbers under each goal indicate objectives and bullet points under each objective represent action plans. You may add more objectives and action plans under each goal. You may choose to respond to all five areas below or simply focus on one area of your expertise. We value your innovative and resourceful ideas regarding solutions to employment barriers for AAPIs with disabilities. Your input will make a difference!
Goal: Provide Information to Employers and Industry Organizations.
1. Collaborate with Employer Network members to assess information needs of prospective employers and develop strategic dissemination plan.
Disseminate and utilize national databases wrpjobs.com, jan.wvu.edu, earnworks.com, DisabilityInfo.gov to help employers and AAPI job seekers with disabilities to connect with each other.
Provide specific linkages with established, emerging, and potential business leaders’ networks through e.NEWs.
Establish linkages with small businesses through ethnic chambers of commerce, ethnic community media, and Asian American businesses.
2. Develop materials providing information on legal, ethical, and sociocultural issues related to employing AAPIs with disabilities.
Develop information briefs pertaining to legal, ethical, and sociocultural issues related to employing AAPIs with disabilities; especially targeting AAPI employers and chambers of commerce.
Use materials from all sections of the ADA to dispel myths and illuminate abilities.
Establish specific linkages with regionally based Disability and Business Technical Assistance Centers (DBTAC’s) and other ADA Centers that disseminate information and incorporate any relevant materials.
Develop information and training materials based on the data from government research and evaluation focused on a broader perspective of workforce issues.
3. Identify and establish collaborative contacts with employer dissemination channels.
Develop a schedule that includes teleconferencing, on-line discussion, and personal contact with prospective employers.
Provide orientation workshops at conferences for employers and employer organizations, targeting groups such as the Asian Pacific American Labor Alliance (http://www.apalanet.org), AFL-CIO, and the Federal Asian Pacific American Council (http://www.fapac.org).
4. Disseminate information materials via multiple channels using a variety of accessible formats.
Disseminate products in various formats such as printed materials, electronic distribution, web-site posting, audio/video tapes, and CD-ROMs through nationwide network members’ existing and newly added dissemination channels.
Utilize strands of national conferences to highlight legal, ethical, and sociocultural benefits of employers.
Training Plan Goal: Provide Culturally and Linguistically Relevant Training On Legal Provisions.
1. Collaborate with collaborators to assess training needs across national networks and to develop strategic training plan.
Develop a schedule for training and workshops based on the cultural and linguistic needs of AAPIs with disabilities.
Develop a directory of trainers who can meet the specific needs of the AAPI consumers, service providers, and employers.
Provide training in collaboration with regional training conferences.
2. Develop materials on provisions of ADA, Sections 504/508, IDEA, labor law, and Civil Rights legislation with a focus on AAPIs with disabilities.
Develop a series of briefs that explain the provisions of ADA, Sections 504/508, IDEA, labor law, and Civil Rights legislation with a focus on AAPIs with disabilities.
Produce a brief summary of legal information and translate into various Asian and Pacific languages for consumers and employers.
Develop a self-study guide with detailed Q & A format for service providers and consumers with AAPI background.
3. Provide culturally and linguistically relevant training on legal provisions to a range of audiences.
Organize training workshops around national conferences.
Utilize strands of national conferences to highlight legal issues.
Develop partnerships with other training projects to provide culturally and linguistically appropriate training to all stakeholders; especially consumers and VR service providers.
Include higher education institutions and develop a model training curriculum for use by partners and network members.
Provide an understanding of disability and ability to businesses and AAPI communities since disability is not seen as positive by most AAPIs.
Train VR counselors and staff in more humanistic and practical rehabilitation approaches instead of the current bureaucratic approaches that make services so unresponsive to real needs of the consumers.
Goal: Provide Educational and Vocational Outreach to AAPIs with Disabilities
1. Collaborate with network members to assess outreach needs across four national networks and develop a strategic outreach plan.
Utilize national teleconference calls and face-to-face meetings to receive input from members and improve the outreach plan.
Conduct a consumer survey across four network members to establish the educational and vocational needs of AAPIs.
Contact key organizations such as Department of Education in each state to focus on youth, transition, and early intervention.
2. Develop consumer outreach materials that are culturally and linguistically relevant for AAPIs.
Develop outreach models using faith-based and community based organizations.
Develop an Interactive Web Site that will give technical assistance, disseminate materials, conduct surveys, and provide online training.
Develop multi-lingual AAPI tools/materials that will improve consumer awareness and job skills.
Produce multi-media productions including videotapes and CD-ROMs.
Develop cultural competence workshops and products with CIRRIE specifically related to AAPI cultures.
Utilize existing educational material (such as the CIRRIE monographs on Korean, Chinese, Indian, Vietnamese, and Filipino cultures) to inform CIL and VR staff about Asian cultures as they relate to rehabilitation and disability services.
Develop an electronic distribution list for participants.
Search for relevant web sites and link to them from project Website.
3. Conduct outreach activities to enhance awareness and knowledge of AAPIs with disabilities, their families, and others providing support.
Identify consumers in training in postsecondary institutions and match them with employers or job site mentors (HIRE.US).
Conduct regional, state, and local workshops and institutes focusing on self-employment, small businesses, and teleworking.
Provide assistance to consumers in the process of securing productive employment that is related to their career goals and interests.
Document barriers, solutions, and employment outcomes during the process of supporting the consumers.
Establish contacts with community leaders who provide services to refugees and welfare recipients.
Technical Assistance Plan
Goal: Assist Stakeholders to Better Understand Related Issues
1. Collaborate with network members to determine priority issues and assistance methods across four national networks and develop a strategic plan.
Collaborate with consumer organizations to develop a comprehensive strategic plan that will address the issues and employment barriers that AAPI’s with disabilities face.
Conduct focus groups consisting of all stakeholders to assist in prioritizing issues/barriers.
Quantify and qualify necessary literature to assist in prioritizing issues/barriers.
Assemble and synthesize information from RSA service data that will assist in outlining an inclusive strategic plan.
2. Develop materials and activities (workshops, dissemination, etc.) that assist members of all stakeholder groups to better understand relevant issues.
Construct and disseminate a handbook entitled Meeting the Needs of AAPI Persons with Disabilities.
Develop tools like “Question and Answer” documents that helps clarify issues and innovative inclusive strategies.
Plan and present workshops for AAPIs conducted by business professionals to educate AAPIs on what the employer is looking for in attitudes, skills, etc.
Document success stories by consumers or employers.
3. Disseminate materials and conduct activities to assist understanding of relevant issues.
Conduct workshops incorporating the train-the-trainer approach consisting of several topics relevant to all stakeholders.
Disseminate brief and handbook to all stakeholders containing information that will increase employment opportunities for AAPIs with disabilities
Provide AAPI with disabilities education that deals with personal and social adjustment to help them get more integrated into the community
Present workshops that help the AAPI with disabilities develop better self-confidence and self-esteem so that they know that “they can do it”.
Youth Leadership Development Plan
Goal: Develop a Corps of AAPI Leaders with Disabilities
1. Collaborate with network members to assess leadership needs of AAPIs with disabilities and develop a strategic youth leadership development plan
Develop a strategic youth leadership development plan focusing on leadership development issues.
Determine critical needs to recruit and support AAPI youth leadership.
Coordinate with other national youth leadership development activities.
Leverage resources by tapping into other government and non-profit organizations with similar mentoring and leadership projects (e.g. National Mentoring Day for people with disabilities).
Develop mechanisms for youth leaders as peers to do outreach and networking with other youth leaders (with or without disabilities).
2. Identify and recruit: (1) AAPI youth with disabilities who have high leadership potential and (2) AAPI adults with disabilities to serve as youth mentors.
Recruit 10-15 AAPI youth with disabilities who are capable of implementing and carrying out leadership roles through National Networks.
Recruit mentors through National Networks to serve as job-site mentors, offering assistance to youth members who have questions about their roles.
Create a database of profiles of AAPIs with disabilities who are high schools.
Create a database of profiles of AAPIs with disabilities who are in graduate and college programs.
Utilize already existing business-school relationships developed through the Federal School-to-Work initiatives or Ticket to Work.
Conduct Training Institutes for youth leadership development.
Conduct Training Institutes in collaboration with nationwide conferences focused on disability and minority issues.
Develop and support ongoing one-on-one mentoring activities.
Compile success stories with profiles of AAPI leaders with disabilities.
Evaluate and improve training and support activities.
Provide role models to young persons in high schools in relation to their career goals.
VII. Strategic Planning National Summit Evaluation Results
Direction: Please indicate answer by circling the number based on a scale of 1-5, where 1=very little, and 5=very much.
(1) Did the keynote addresses meet the summit objective to gain input from key national representatives for strategic planning to increase employment opportunities for AAPIs with disabilities? (4.0 Average response) (2) Did the panel presentations and address the appropriate solutions to employment barriers?
Consumers Panel (3.9 Average response)
Vocational Rehabilitation Panel (3.9 Average response)
Employers Panel (4.4 Average response)
(3) Did the summit provide you with a clear vision of NTAC’s strategic planning for next year and beyond?
(3.5 Average response)
Please provide one strategic plan that NTAC should do to increase employment opportunities for AAPIs with disabilities.
Present outcomes and performance evaluation of job training or skill program to potential employers
Interact with more employees as stated in the last panel
Link with AAPI students in high schools and become involved with transition planning.
Explain disabilities to all employers and AAPI groups
Increase outreach in the community using other people with disabilities in various groups to dialogue about programs and services
Look at transportation issues, culturally competent services, and business partnerships
Speak to Employer groups
First learn about Pacific Island cultures. Everything today seemed to be ASIAN, nothing pacific island related.
Network with employer (business) national conferences and ask to be included as part of their program activities to do a presentation on AAPI employment opportunities.
Outreach for Pacific Islanders
(4) What is the level of your commitment to assist NTAC in increasing employment opportunities for AAPIs with disabilities?
(5) Reflecting on this summit, how do you see yourself assisting AAPIs with disabilities in the coming year?
Provide technical assistance (9 people responded)
Outreach to AAPI communities (3 people responded)
Provide training to VR personnel (9 people responded)
Disseminate information to Employers (13 people responded)
Identify & recruit AAPIs with disabilities (6 people responded)
Disseminate information to AAPI community leaders (6 people responded)
utilize some of the information in my position at NIDRR,
coordination, connect with our agency’s TA for joint initiatives, within deaf community,
collaborate with NTAC staff by phone,
and inviting all stakeholders to IEP’s/transitions.
Based on (5), please describe one action plan YOU (or your organization) would do to increase AAPI employment outcomes e.g., mentoring AAPI with a disability and outreaching in their communities.
I would love to mentor one or two AAPI with a disability
Increase the publicity/awareness to the AAPI families with disability family members about NTAC and their services
Survey business/Asian community interest; Increase employment with AAPI with disabilities
I will help my agency to tailor information materials/and research findings to benefit AAPI audiences & service providers
Provide names of potential AAPI youth with disabilities regarding NTAC's youth leadership goal. In November, I think a possible *Cultural Diversity Advisory Committee Dialogue would be a great starting place.--G. Hawkins, NCD Policy Team
Work more closely with service providers in SF
Speak @ Employers Events
Outreach and mentor
Bring this issue to the forefront in the business community
Inviting all possible stakeholders to IEP's/transitions
Work with VR and other employment-related entities to develop linguistic/cultural competence and disability competence