An estimated 20% of the U.S. population has a disability, and another estimated 20% of U.S. workers will develop a disability lasting one year or more at some point in their careers. The term “disability” still holds a stigma for both individuals and businesses in terms of disclosure. With such a wide spectrum of how individuals feel about being identified as a person with a disability and the recent Section 503 mandate to increase opportunities for individuals with disabilities in the workforce, businesses will need to create a broad platform of strategies to encourage disclosure. This session will introduce you to a high-level understanding of compliance under the ADA and Section 503. We will go beyond compliance to learn how to ask the right questions and process information from applicants and employees confidentially. Disclosure and an inclusive culture go hand in hand; learning how to address unconscious bias and unraveling myths about disability and accommodations are essential to encouraging a safe environment for disclosure. You will learn:

• Why and how to encourage disability disclosure while respecting the rights of individuals to disclose.
• Best practices, tools and available resources to promote disclosure to positively impact the productivity and innovation capabilities of your workforce.
• How facilitating open dialogue can encourage self-identification, and how providing reasonable accommodations can reduce unconscious bias and lessen the myths surrounding disability, leading to a stronger, more productive and inclusive workforce.