Logo for the Minnesota Business Leadership Network. Tagline at bottom reads: Employers promoting opportunities for people with disabilities.
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The Minnesota Business Leadership Network (BLN) is an employer-led endeavor that promotes best employment practices and enhances competitive employment opportunities for skilled candidates with disabilities.
 Tapping Into Your Greatest Leadership Potential


Minnesota Life College extends an invitation to “Tapping Into Your Greatest Leadership Potential: Promise and Possibilities” by
Ollie D. Cantos VII, Special Counsel to the Acting Attorney General Civil Rights Division

Tuesday, May 13, 2008 4:30 –6:00 pm
Location: Best Buy Corporate Campus
7601 Penn Avenue South, Richfield, MN 55423-3645

Free Admission/Sign-in at registration table
Register today by email: info@minnesotalifecollege.org or call (612) 869-4008 ext 33

Blind since birth, Olegario “Ollie” D. Cantos VII is Special Counsel to the Acting Attorney General for Civil Rights in the U.S. Department of Justice, originally commissioned by Attorney General Alberto Gonzales in March 2006. Ollie is noted for his energy, enthusiasm, extensive networks and influence on advancing equality of opportunity for people with disabilities - in particular, our youth.

Mr. Cantos recently returned to this post after having served two consecutive terms of service as Associate Director for Domestic Policy at the White House. Having traveled around the country, Mr. Cantos has addressed crowds ranging from a handful to more than 6,000. He has addressed over 25,000 in his lifetime and has been featured in media pieces whose collective targeted reach exceeds 80 million individuals worldwide. Audiences have included business entrepreneurs, disability rights activists, attorneys and other legal professionals, school children of all ages, college and university students, press representatives at the National Press Club, meetings of the Congressional Black Caucus, gatherings of government officials, and civil rights leaders at national conferences. Ollie has received numerous honors for his work and contributions, both within and outside the field of disability.

More Information


 Minnesota Career Development for the 21st Century


The 4th Annual Minnesota Career Development for the 21st Century event for students, veterans and job seekers with disabilities was an opportunity for individuals to gain career exposure and for employers to gain access to a pool of emerging talent. Governor Tim Pawlenty signed a State of Minnesota Proclamation stating that November 8th, 2007 was proclaimed as Disability Mentoring Day. The theme for 2007 was Destination Career Exploration. Attendees were provided passports to map out their itinerary for career exploration and development.

The event is associated with the Disability Mentoring Day program that originated in the White House in 1999 with less than three dozen local students participating. The American Association of People with Disabilities is now the national host for Disability Mentoring Day. The event is a large scale, national effort to promote career development for students and job seekers with disabilities through hands on career exploration, one on one job shadowing, internship and employment opportunities.

More Information


 EEOC Fact Sheet


The Equal Employment Opportunity Commission has issued a fact sheet titled: Employment Tests and Selection Procedures. This document addresses the application of federal antidiscrimination laws to employer tests and other selection procedures to screen applicants for hire and employees for promotion. Discriminatory employment tests and selection procedures are prohibited by Title VII the Americans with Disabilities Act and the Age Discrimination in Employment Act (ADEA).

The new fact sheet describes common types of employer administered tests and selection procedures used in the 21st century workplace, including cognitive tests, personality tests, medical examinations, credit checks and criminal background checks. The document also focuses on "best practices" for employers to follow when using employment tests and other screening devices. Recent EEOC enforcement actions are cited in the fact sheet as well.

EEOC Fact Sheet
 Career and Disability & HR


Cornel University, ILR School, Employment and Disability Institute Career and Disability & HR: Tips for Human Resource (HR) Professionals

This site contains articles, checklists, a glossary, and links to useful disability resources to help Human Resource (HR) professionals accordance with the Americans with Disabilities Act (ADA).Articles are divided into the following topical areas:

  • Disability Nondiscrimination Regulations
  • Management and HR Practice
  • Employment Process
  • Accommodations of Specific Disabilities


Career and Disability and HR - Tips


 MNBLN Service Provider Information

MNBLN member community service providers do not charge employers for services they provide and have agreed to participate with the MNBLN to achieve better outcomes for people with disabilities who want to work.

MNBLN Member Service Provider Information


 Expanding Your Market: Customers with Disabilities


Expanding Your Market: Customers with Disabilities Mean Business

The U.S. Department of Justice believes that compliance with the Americans with Disabilities Act (ADA) makes good business sense. Businesses can tap into a huge and growing market of people with disabilities, and customers with disabilities can gain access to services, products, and employment opportunities. This census and financial information, gathered from a number of sources, illustrates how businesses can benefit by welcoming customers with disabilities.

Expanding Your Market Publication

 
 The Job Accommodation Process


The Job Accommodation Process: Steps to Collaborative Solutions

Clearly, all employers want their employees to use the correct tools on the job in order to boost productivity and thereby the bottom line. For some employees, employers may find that workplace accommodations are necessary to maximize efficiency.

A reasonable accommodation is any change in the work environment or in the way things are usually done that enables an individual with a disability to participate in the application process, to perform the essential functions (or fundamental duties) of a job, or to enjoy equal benefits and privileges of employment that are available to individuals without disabilities.

Accommodations help employers not only hire new workers with disabilities, but also keep workers who may become disabled.The process for making such accommodations is no different in principle than implementing workplace procedures designed to build productive work environments. As with all such procedures, open lines of communication and clearly defined steps help to facilitate the process and achieve positive outcomes for both employers and employees.

 
 Investing in People


Investing in People: Job Accommodation Situations and Solutions

All employees need the right tools and work environment to effectively perform their jobs. Similarly, individuals with disabilities may need workplace adjustments—or accommodations—to maximize the value they can add to their employer.

Publication

 

 

Keep updated on MNBLN events and activities

Provide us with your contact information and we'll notify you of upcoming events or activities.

Contact Information Form


Become a member of the MNBLN

Membership Information

MNBLN Steering Committee

The MNBLN Steering Committee meets the second Wednesday of every month from 7:30-9:00 a.m.

If you or your company are interested in participating in MNBLN events or to learn more the MNBLN, please feel free to attend the Steering Committee meetings. Please send an email to info@mnbln.org if you would like to attend.

Employing people with disabilities makes good business sense...

Need more information about consumers with disabilities? The facts speak for themselves:

Of the 54 million of people limited in their activities due to long-term disability...

  • 73% are the heads of households46% are married58% own their own homes77% have no children

  • 48% are principal shoppers

  • In 2002, people with disabilities spent $13.6 billion on travel. $3.3 billion go to airlines and $4.2 billion to hotels. The study suggests that people with disabilities could spend more than $27 billion a year—a sizeable market. (Source: Harris Interactive).

  • The aggregate income of people with disabilities tops $1 trillion. This includes $220 billion in discretionary income. (Source: US Census Bureau)

  • Of the 69.6 million families in the United States, 20.3 million families have at least one member with a disability. (Source: US Census Bureau)

  • Four out of 10 people with disabilities conduct business and personal activities online, spending an average of 20 hours per week logged on to the Internet. That's more time on average than non-disabled Web surfers spend online.

  • Among people with disabilities, 48% say that the Internet has significantly improved the quality of their lives. Compare this to only 27% of adults without disabilities.

  • According to the March 2001 supplement to the Current Population Survey, the mean earnings in 2000 of year-round, full-time workers 16 to 64 with work disabilities was $33,109. (Source: National Organization on Disability)

  • The most productive contributors to society are the youngest cohort: 18 to 29 year olds. For example, these younger people with disabilities are almost as likely as their non-disabled counterparts to go out to restaurants at least once per week (Compare: 59% of this group, versus 61% of non-disabled young people, eats out regularly.) (Source: National Organization on Disability).

  • The employment picture for 18-29 year olds is the most promising. Among this cohort, 57% of those with disabilities who are able to work are employed, compared to 72% of their non-disabled counterparts. (Source: National Organization on Disability).

  • According to a General Accounting Office report, implementing the access provisions of the ADA has increased revenues in the hotel and hospitality industry by 12 percent.

  • Companies marketing to people with disabilities can reach as many as four in every 10 consumers.

  • Three in four adults say they would be likely to switch to a brand associated with a "good cause." (Source: 1997 Cone/Roper Cause-Related Marketing Trends Report)

"As the US pool of available workers continues to contract, companies are learning the bottom line benefits of hiring people with disabilities. Once an overlooked talent pool, people with disabilities are contributing to the American economy in ways never imagined in previous generations. Through the efforts of the BLN and now the USBLN, we expect even greater opportunities for this segment of very able workers. The success of the USBLN will ensure that the 21st century workforce is diverse, inclusive and strong."

Picture of Thomas J. Donohue

Thomas J. Donohue
President and Chief Executive Officer
Chamber of Commerce of the United States of America

"The BLN [Business Leadership Network] is an example of how we can all work together to improve the lives of American's with disabilities.

  • Employers discussing how to fully open the workplace to people with disabilities
  • Entrepreneurs creating new products and services for this important community
  • Government and advocates supporting the needs of employers and employees.
  • Barriers that once impeded progress are vanishing.
  • Employer-led initiatives are swinging the doors to economic independence wide-open.
  • And discrimination has given way to appreciation, as more and more employers discover the extraordinary pool of talent that workers with disabilities represent.

You (BLNs) are leading the way, and that is exactly what we need to build a vibrant, productive, and inclusive workforce for the 21st century."

Elaine S. Chao
Secretary
U.S. Department of Labor

 
© 2008  Minnesota Business Leadership Network
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