>> GOOD MORNING. WELCOME TO NIH'S DISABILITY EMPLOYEE MONTH OBSERVANCE. I WOULD LIKE TO INTRODUCE OUR MASTER OF CEREMONY, DR. CATHY KUHKE, SHE IS THE DIRECTOR OF MATH AND SCIENCE REASONING AND LEARNING DEVELOPMENT AND DISORDER PROGRAM IN THE CHILD DEVELOPMENT AND BEHAVIOR BRANCH, WHICH IS THE EUNICE KENNEDY SHRIVER BRANCH AT THE NATIONAL INSTITUTES OF CHILD HEALTH AND HUMAN DEVELOPMENT. PLEASE WELCOME HER. [APPLAUSE] >> ALL, THANK YOU, ALMA. I AM VERY PLEASED AND HONORED TO BE ASKED TO DO THE INTRODUCTIONS THIS MORNING. SO OBVIOUSLY THIS IS A VERY LITTLE ROLE AND THAT'S A GOOD THING. WE ALL COME TO OUR POSITIONS AND OUR ROLES AND OUR DUTIES, WHATEVER WE'RE DOING AT NIH, FROM DIFFERENT PERSPECTIVES, DIFFERENT ROLES. SOME OF US ROLLED IN TO CAMPUS THIS MORNING, SOME OF US DROVE INTO CAMPUS, SOME OF US WALKED INTO CAMPUS, SOME OF US GOT OFF OF A TRAIN. WE ALL GET HERE BY A DIFFERENT PATH. THE POINT IS, WE ALL GET HERE AND DO OUR JOB. FOR THAT, I'M GRATEFUL, AND THAT'S WHAT TODAY IS ALL ABOUT. THE NATIONAL DISABILITY EMPLOYMENT AWARENESS PROGRAM IS ALL ABOUT HOW WE ALL GET HERE BY DIFFERENT PATHS. WE BRING OUR DIFFERENT SKILLS, OUR DIFFERENT PERSPECTIVES, BUT WE ALL GET HERE FOR THE SAME MISSION, FOR THE SAME GOAL. AND WE ALL CONTRIBUTE IMPORTANTLY, NO MATTER WHAT OUR TITLE IS. SO I'M JUST GOING TO DO THE INTRODUCTIONS FOR ALL OF OUR PLAYERS FROM EDI AND THE DISABILITY ENGAGEMENT COMMITTEE. CHRIS WILL BE DOING THE INTRODUCTIONS FOR OUR PANELISTS WHEN WE GET TO THAT PART OF THE PROGRAM. TO SAVE A LITTLE BIT OF TIME, I'M GOING TO INTRODUCE EVERYBODY NOW INSTEAD OF AS THEY APPEAR, BUT IF YOU'RE ABLE TO, IF I INTRODUCE YOU, IF YOU WOULD KINDLY STAND UP OR WAVE SO PEOPLE KNOW WHO YOU ARE. AND I JUST WANT TO BE AWARE AND ATTENTIVE TO THE FACT THAT IN ADDITION TO THE AUDIENCE WE HAVE HERE IN PERSON TODAY, WE ALSO HAVE A VIRTUAL AUDIENCE. BY THE WAY, THAT'S AN ACCOMMODATION THAT IS A HUGE ASSET FOR MANY PEOPLE WHO ARE HERE WITH DISABILITY AND NIH, BECAUSE WE HAVE THE CAPACITY TO ATTEND AND BE ACTIVE, ENGAGED IN MEETINGS, EVEN THOUGH WE CAN'T PHYSICALLY BE THERE FOR ONE REASON OR ANOTHER. TODAY HAPPENS TO BE MY TELEWORK DAY. I DIDN'T ASK TO BE HERE VIRTUALLY TO DO THE INTRODUCTIONS BUT THAT IS ANOTHER ACCOMMODATION THAT IS IMPORTANT THAT KEEPS OUR STAFF, ALL OF THE PEOPLE AT NIH WORKING IN A MEANINGFUL AND PRODUCTIVE WAY. SO I WILL BEGIN WITH INTRODUCING MISS ALMA MCKUNE, WHO IS A GRADUATE, THANK YOU, ALMA, FOR BEING WITH US TODAY AND YOUR ROLE IN THIS ACTIVITY. MS. MCKUNE IS A GRADUATE OF CATHOLIC UNIVERSITY OF UNITED STATES OF AMERICA WITH A BACHELOR'S DEGREE OF ARTS IN INTERDISCIPLINARY STUDIES AND A HUMAN RESOURCE CERTIFICATE. SHE ALSO IS A GRADUATE OF THE USDA SCHOOL OF NEW LEADERS PROGRAM. MS. MCKUNE SERVES AS A DIVERSITY AND INCLUSION STRATEGIST IN THE NIH OFFICE OF EQUITY, DIVERSITY AND INCLUSION. SHE'S SUPPORTING NIH MANAGEMENT DIRECTIVE 715 AND DOES THAT UNTIL PART THROUGH BARRY ANALYSES AND EXAMINING THE WORKFORCE TRENDS AND IDENTIFIES BENCHMARKS AND BEST PRACTICES. SHE ALSO SERVES AS A CONSULTANT TO NIH EXECUTIVES, MANAGERS AND SUPERVISORS, EMPLOYEES AND OTHER STAKEHOLDERS IN THE OPERATION AND IMPLEMENTATION OF THE OVERALL AFFIRMATIVE EMPLOYMENT PROGRAM HERE AT NIH AND FACILITATES THE EEO COMPLIANCE TRAINING FOR MANAGERS, SUPERVISORS AND OTHER EMPLOYEES. I JUST WANT TO MENTION THAT YOU NOTICE THAT VIRTUALLY EVERYBODY YOU CAN THINK OF WHO HAS A PART AT NIH IS NAMED UNDER SOME OF THE THINGS HER ROLE PROVIDES SERVICES TO. WE ALL ARE IMPORTANT IN THIS INITIATIVE, NO MATTER WHAT YOUR ROLE, NO MATTER WHAT THE INITIALS OR LACK OF INITIALS AFTER YOUR NAME ARE, IT DOESN'T MATTER. YOU PLAY AN IMPORTANT ROLE AND WE NEED TO BE TALKING TO YOU SO A LITTLE SHOUT OUT TO THOSE OF YOU WHO ARE WATCHING VIRTUALLY, YOU MAY THINK THAT YOUR ROLE IS MODEST BUT YOUR ROLE IS CRITICALLY IMPORTANT. EVERYBODY AT NIH PLAYS AN IMPORTANT ROLE HERE. ALMA HAS A WONDERFUL PHILOSOPHY THAT TRANSFORMATIVE COMMUNICATION AND BEHAVIOR ARE THE MORE POWERFUL MEANS OF CHANGING BARRIERS AND ADVERSITIES, AND THAT'S WHAT TODAY IS ABOUT. SO MS. MCKUNE ALSO BELIEVES THAT EMBRACING DIVERSITY THROUGH RECOGNIZING AND ACCEPTING INDIVIDUAL NEEDS, INTERESTS, CULTURE, AND VALUES IS AN EMPOWERING WAY TO LEAD TO WORKPLACE SOLUTIONS. NEXT, I WILL INTRODUCE MR. CHRIS BOHR. WOULD YOU STAND UP, PLEASE? THANK YOU. CHRIS GRADUATED FROM VIRGINIA TECH WITH A DEGREE IN MUSIC PERFORMANCE AND A MASTER OF BUSINESS ADMINISTRATION FROM TEXAS STATE UNIVERSITY. HE'S BEEN AT THE NATIONAL INSTITUTES OF HEALTH SINCE 2008, WORKING AS GRANTS MANAGEMENT SPECIALIST IN THE NATIONAL INSTITUTE OF MENTAL HEALTH. CHRIS IS A GREAT EXAMPLE, AND PLEASE ALLOW ME TO USE CHRIS AS MY FIRST EXAMPLE OF SOMEONE WHO'S A HARD WORKING, DEDICATED EMPLOYEE. IT JUST HAPPENS THAT HE'S BLIND, BUT THAT'S KIND OF IRRELEVANT. HE IS DOING A FABULOUS JOB IN HIS POSITION, CONTRIBUTING TO THE MISSION AND THE ROLES HERE AT NIH. HE HAS BEEN VERY ACTIVE OUTSIDE OF HIS OFFICIAL JOB TITLE IN THAT HE SERVES AS A -- ALTHOUGH HE SERVES AS GRANTS MANAGEMENT, HE HAS A STRONG INTEREST IN THE DISABILITY COMMUNITY AND HAS CONTRIBUTED TO GROUPS WITHIN AND OUTSIDE OF NIH. FOR EXAMPLE, WHILE ATTENDING SCHOOL IN TEXAS, CHRIS JOINED THE NATIONAL FEDERATION OF THE BLIND AND SERVED AS A BOARD MEMBER OF THE TEXAS ASSOCIATION OF BLIND STUDENTS. CONDUCTING ANNUAL TRIPS TO WASHINGTON, D.C. AS AN ADVOCATE FOR THE RIGHTS OF PERSONS -- BLIND PERSONS AND SPEAKING WITH MEMBERS OF CONGRESS AND THE SENATE. AFTER JOINING NIH, CHRIS CONTINUED HIS ADVOCACY AND CONTINUES TO PLAY A REALLY CRITICAL ROLE HERE AT NIH IN FACILITATING ACCESSIBILITY AND INCLUSION OF PERSONS WHO ARE BLIND. IN 2011, HE COFOUNDED WITH HIS NOW WIFE, TERESA, THE NIH EMPLOYEE RESOURCE GROUP KNOWN AS "THREE BLIND MICE." BY THE WAY, I LOVE THE TITLE OF THAT E RG. I WISH I WERE THAT CREATIVE. THE THREE BLIND MICE ERG HAS THE MISSION OF PROVIDING FUNDAMENTAL KNOWLEDGE ABOUT THE NEEDS OF BLIND AND LOW VISION COMMUNITY WITHIN NIH AND STRENGTHENING THE OVERALL QUALITY AND ACCESSIBILITY TRAINING AND AWARENESS THROUGHOUT THE WORKPLACE. THANK YOU, CHRIS, FOR YOUR ROLE AND YOUR SERVICE, NOT ONLY IN GRANTS MANAGEMENT BUT ALSO IN THREE BLIND MICE. WE HAVE, NEXT, MR. DAVID RICE. DAVID GRADUATED FROM CATHOLIC UNIVERSITY OF AMERICA WITH A DEGREE IN PSYCHOLOGY AND ALTHOUGH BEING DEAF SINCE EARLY CHILDHOOD, HE HAS FOCUSED HIS PSYCHOLOGY TRAINING ON SOCIAL STIGMAS ON PEOPLE WITH INTELLECTUAL DISABILITIES IS WHERE HE STARTED OUT. SO NOTICE, HE STARTED OUT CONTRIBUTING TO A COMMUNITY FOR WHICH HE'S NOT A PART OF. THOSE INDIVIDUALS WITH INTELLECTUAL DISABILITIES. HE SERVES AS A MANAGEMENT ANALYST FOR THE NATIONAL EYE INSTITUTE, AND THE NATIONAL INSTITUTE OF DEAFNESS AND OTHER COMMUNICATION DISORDERS, NIDCD. LIKE CHRIS, DAVID IS A HIGHLY PRODUCTIVE EMPLOYEE/COLLEAGUE AS WELL AS CONTRIBUTING WITH NEW PERSPECTIVES AND INSIGHTS ACROSS NIH. DAVID, I WILL JUST MENTION, SERVED AS AN ACTING MEMBER OF EDI LAST YEAR IN THE ROLE OF THE DISABILITY ENGAGEMENT PROGRAM. SO DAVID HAS SERVED IN MANY CAPACITIES, WHETHER IT'S PART OF HIS OFFICIAL JOB ROLE OR NOT, HE IS CONTRIBUTING SIGNIFIANTLY TO THE COMMUNITY. DAVID, LIKE CHRIS, STARTED IN ERG HERE AT NIH AND HE HAS BEEN A POWERFUL MOVEER IN EDUCATING THE COMMUNITY AT NIH AS WELL AS SUPPORTING THE DEAF COMMUNITY, WHO WORK AND CONTRIBUTE HERE TO OUR COMMUNITY AND OUR PURPOSE. SO THANK YOU, DAVID. AND FINALLY, I WILL INTRODUCE MR. DANNY DICKERSON, WHO IS NOT WITH US RIGHT AT THIS MOMENT. HE'S HAD -- HE'S HAD A SLIGHT DELAY, WORK OBLIGATIONS, BUT HE WILL JOIN US SHORTLY, BUT I WILL GO AHEAD AND INTRODUCE HIM ANYHOW. WHEN YOU COME IN, YOU'LL SEE HE'S A TALL, HANDSOME, WELL-DRESSED GENTLEMAN WHO CONTRIBUTES BOTH WITH HIS GOOD DEMEANOR AND HIS PARTICULAR EXPERTISE. DANNY IS THE DIRECTOR OF THE DIVISION OF INCLUSION AND DIVERSITY FOR THE NATIONAL INSTITUTES OF HEALTH, OFFICE OF EQUITY, DIVERSITY AND INCLUSION, EDI. HE IS PRIMARY RESPONSIBLE FOR SEEING THE MANAGEMENT OF A ROBUST DIVERSITY AND INCLUSION PORTFOLIO. MR. DICKERSON HAS ALSO SERVED EDI AS THE SENIOR POLICY ADVISER, AS WELL AS A REASONABLE ACCOMMODATION CONSULTANT AND IS A MEMBER OF THE EDI TRAINING CADRE. DANNY HAS A LONG HISTORY IN GOVERNMENT SERVICE, PRIOR TO COMING TO HIV, HE SERVED AS A SENIOR EQUAL EMPLOYMENT OPPORTUNITY SPECIALIST FOR THE DEPARTMENT OF HEALTH AND HUMAN SERVICES, AS WELL AS HE'S A 20-YEAR VETERAN OF THE UNITED STATES AIR FORCE. THAT IS ANOTHER COMMUNITY THAT HAS A HIGH PERCENTAGE OF DISABILITY, AND IT'S REALLY IMPORTANT THAT WE ALLOW OUR VETERANS, DISABLED AND NON-DISABLED ALIKE TO CONTINUE CONTRIBUTING IN MEANINGFUL WAYS ONCE THEY LEAVE THE SERVICE IN THE MILITARY. DANNY IS A WONDERFUL EXAMPLE OF FOLKS WHO COME FROM A MILITARY BACKGROUND AND YET CONTRIBUTE IMPORTANTLY IN A NEW SETTING, IN NEW WAYS, USING HIS SKILLS. I WOULD ALSO LIKE TO JUST MENTION THAT WE HAVE A FEW OTHER PEOPLE FROM EDI WHO ARE IMPORTANT TO THE PRODUCTIVITY OF PROGRAMS LIKE TODAY. THOUGH INCLUDE RENE TING. RENEE, WOULD YOU JUST STAND? RENEE IS THE BRANCH CHIEF OF THE SPECIAL EMPHASIS PROGRAMS BRANCH, AND RENEE IS THE PERSON WHO OVERSEES AND MAKES SURE WE CONTINUE TO KEEP INCLUSION AND DIVERSITY IN THE HIGHLIGHT EVERY DAY, 365, AT NIH, SO WE'RE VERY GLAD TO HAVE YOU WITH US HERE TODAY. THANK YOU SO MUCH. WITH THAT, I'M GOING TO GO AHEAD AND END AND TURN THE PROGRAM OVER TO CHRIS BUHR, TO BEGIN OUR PANELIST PROGRAM. PART OF MY JOB TO KEEP US ON SCHEDULE, SO I APOLOGIZE IF I OCCASIONALLY GIVE AN AUDITORY PLUS A VISUAL SIGNAL, TRYING TO BE INCLUSIVE, TO LET FOLKS KNOW THAT WE NEED TO KEEP ON SCHEDULE. BUT WE'RE REALLY GLAD, NOT LEAST OF ALL, ALL OF YOU WHO ARE JOINING US, BOTH IN THE ROOM AND ONLINE, BECAUSE EACH AND EVERY ONE OF YOU PLAYS AS IMPORTANT A ROLE IN DISABILITY EMPLOYMENT AWARENESS AS DOES ANYBODY WHO'S STANDING HERE TALKING TODAY. SO THANK YOU FOR JOINING US. CHRIS? >> THANK YOU, CATHY. [OFF MIC] [INAUDIBLE] [APPLAUSE] >> BEFORE WE GET STARTED WITH THE PANEL, I APOLOGIZE, NOT DOING MY DUTY VERY WELL, I APOLOGIZE, I SHOULD HAVE INTRODUCED -- ALMA HAS A FEW WORDS TO SAY TO US BEFORE. SO MS. MCKUNE HAS A FEW WORDS OF INTRODUCTION BEFORE WE GET STARTED. >> SO GOOD MORNING AGAIN. IT IS WITH GREAT PLEASURE THAT I WELCOME YOU TO THE NATIONAL INSTITUTES OF HEALTH DISABILITY EMPLOYEE MONTH OBSERVANCE PROGRAM. EACH OCTOBER, SINCE 1988, THE FEDERAL GOVERNMENT CELEBRATES THE NATIONAL DISABILITY EMPLOYEE AWARENESS MONTH. NDEAM. NDEAM IS A TIME TO REFLECT ON AND HONOR THE CONTRIBUTIONS OF WORKERS WITH REPORTABLE AND TARGETED DISABILITIES. AND TO EDUCATE THE OVERALL WORKFORCE ABOUT THE IN INCLUSITIV INCLUSITIVITY PEOPLE WITH DISABILITIES AND TARGETED DISABILITIES BRING TO THE WORKPLACE. RECOGNIZING THE IMPORTANT ROLE THAT DIVERSITY PLAYS IN A SUCCESSFUL WORKFORCE, THIS YEAR'S NDEAM THEME IS "INCLUSION DRIVES INNOVATION." OUR MISSION AT EDI AND THE NATIONAL INSTITUTES OF HEALTH IS TO PROMOTE AND ADVANCE THE PRINCIPLES OF EQUAL EMPLOYMENT OPPORTUNITY, DIVERSITY, AND INCLUSION IN OUR RESEARCH, AND TO CULTIVATE A CULTURE OF INCLUSION AT NIH, WHERE DIVERSE TALENT IS LEVERAGED TO ADVANCE HEALTH DISCOVERY. IN FISCAL YEAR 2017, NIH CONTINUED TO FOCUS ON IMPROVING THE REPRESENTATION OF EMPLOYEES WITH DISABILITIES BY COMMITTING THE AGENCY TO THE NEW EEOC REGULATIONS. MANDATING THAT 12% OF THE WORKFORCE ARE EMPLOYEES WITH DISABILITIES AND 2% OF THE WORKFORCE ARE EMPLOYEES WITH TARGETED DISABILITIES. THIS YEAR, WE'RE COMMITTING THE COMMITMENT BY LAUNCHING THE "WHAT CAN YOU DO" CAMPAIGN, CREATIVITY AND INNOVATION, HERE IN OUR WORKFORCE, SO WHAT HAS EDI DONE? THE OFFICE OF EQUITY, DIVERSITY AND INCLUSION HAS DEVELOPED A DISABILITY TRAINING TOOLKIT FOR MANAGERS AND SUPERVISORS. TO ASSIST THEM WITH THE RESOURCES AND STRATEGIES TO AID THEM IN THEIR EFFORTS TO SUCCEED IN MEETING THIS NEW MANDATE. THIS TOOLKIT IS 508 COMPLIANT AND SERVES AS A RESOURCE GUIDE FOR RECRUITMENT, HIRING, ADVANCEMENT AND RETENTION OF PEOPLE WITH DISABILITIES. NOW, WHAT CAN YOU DO? ALTHOUGH MOST OF OUR DISCUSSION TODAY WILL FOCUS ON THE RECRUITMENT AND HIRING AUTHORITY OF PERSONS WITH DISABILITIES, I WILL MENTION THAT WE SIMULTANEOUSLY NEED TO WORK OP ON RETENTION FOR BOTH NEW HIRED PERSONS WITH DISABILITIES AS WELL AS EMPLOYEES WHO DEVELOP DISABLING CONDITIONS HERE AT WORK. ONE IMPORTANT RETENTION STRATEGY THAT IS ALREADY IN PLACE LIKE EMPLOYEE RESOURCE GROUPS OR ERGs, THE ERGs ENGAGE, FOSTER AND HELP RAISE AWARENESS OF EMPLOYEES WITH DISABILITIES. NIH CURRENTLY HAS FOUR DISABILITY FOCUSED ERGs, AND THEY ARE: THE EDI'S DISABILITY ENGAGEMENT COMMITTEE, THE GROUP WHO ORGANIZE AND IS RUNNING TODAY'S PROGRAM, THE NIH DEAF GROUP, WHO FOCUSES ON DEAF AND HARD OF HEARING EMPLOYEES, THE THREE BLIND MICE, WHO FOCUS ON BLIND AND LOW VISION EMPLOYEES, AND THE NIH ABILITIES ERG, A BROAD GROUP FOR EMPLOYEES WITH ANY TYPE OF DISABILITY AS WELL AS THEIR FAMILY AND FRIENDS. ALL THESE GROUPS ARE REPRESENTED IN TODAY'S PROGRAM. IF YOU HAVE AN INTEREST IN THEIR ACTIVITIES, PLEASE SEE DAVID RICE FOR THE NIH DEAF GROUP, CHRIS FOR THE THREE BLIND MICE, AND DR. KAFFE FOR THE ABILITIES GROUP. AND WITH THAT, I'M GOING TO TURN IT BACK OVER TO YOU FOR THE PANEL. DISCUSSION, CHRIS. >> THANK YOU, ALMA. OKAY. SO, I'M GOING TO START OFF THE DISCUSSION WITH -- I HAVE A QUESTION THAT I WOULD LIKE BOTH OF YOU TO BE ABLE TO ANSWER HERE. AND THE QUESTION IS: WHAT STRATEGYIES AND BEST PRACTICES DO YOU OR YOUR TEAM UTILIZE IN THE RECRUITMENT AND HIRING PROCESS TO PROMOTE DIVERSITY AND INCLUSION IN PERSONS WITH DISABILITIES? MITZI, IF YOU WOULDN'T MIND RESPONDING FIRST? >> THANK YOU, CHRIS. >> YOU HAVE TO PRESS THE BUTTON. >> TOO MANY BUTTONS. [LAUGHTER] >> RED LIGHT IS ON. CAN YOU HEAR? >> NO. >> JUST KEEP PRESSING BUTTONS UNTIL THE RED LIGHT COMES ON. >> THERE! >> YOU'RE ON. >> OKAY. WELL, GOOD MORNING. I'M NOT TECHNICALLY ADEPT AND CERTAINLY NOT SCIENTIFIC ADEPT SO I STAND HUMBLED NEXT TO DR. BLOOMBERG. THANK YOU ALL. SO CHRIS, IF I REMEMBER THE QUESTION, BECAUSE THERE WAS A LITTLE DELAY THERE, RECRUITMENT STRATEGIES AND PRACTICE, CORRECT? >> BEST PRACTICES AND RECRUITMENT STRATEGY BASICALLY FOR RECRUITMENT AND HIRING PROCESS. HOW DO YOU AND YOUR TEAM -- WHAT TYPE OF STRATEGIES AND PRACTICES DO YOU USE? >> THAT'S A GREAT QUESTION, AND I THINK THE FOLKS IN THE ROOM ARE PROBABLY THE NUMBER ONE REASON ON THAT CONTRIBUTION OF WHAT THESE PRACTICES ARE. I'D SAY OUR NUMBER ONE BEST PRACTICE IS THE PARTNERSHIPS. WE AND CORPORATE REA KREUTMENT, QI IS A VERY SMALL SUBSET WITHIN THE OFFICE OF HUMAN RESOURCES, ARE NOT THE EXPERTS AND DON'T PRETEND TO BE THE EXPERTS ON A WIDE RANGE OF ISSUES, AND IN PARTICULAR, ON WHAT INTEREST CERTAIN GROUPS OF PEOPLE TO COME TO THE NIH TO WORK. THEY'RE SCIENTISTS SO THEY HAVE THEIR OWN PARTICULAR INTERESTS OF COMING TO WORK, THERE MAY BE STUDENTS WHO HAVE A PARTICULAR PERSPECTIVE OF WHAT THEY'RE PLOOKING FOR, THEY'RE VETERANS. AGAIN, EVERY GROUP TENDS TO HAVE THEIR PERSPECTIVE OF WHAT THEY MAY SEEK AT THE NIH BEYOND CAREER DEVELOPMENT. SO I LOOK FOR MY PARTNERSHIPS, PARTICULARLY WITH THE OFFICE OF EDI AND WITH THE CHAMPIONS, YOURSELF, TERESA, OTHER FOLKS IN THE ROOM, TO BRING TO OUR ATTENTION THOSE AREAS AND THOSE EMPLOYEE GROUPS WHO ARE INTERESTED AT THE NIH AND NEED TO HAVE SOME PROMOTION, NEED TO HAVE SOME INFORMATION. INFORMATION COULD BE THINGS SUCH AS RESUMƒ WRITING, WHICH MY GROUP DOES LOTS OF INFORMATION SESSIONS ON AT LOCAL UNIVERSITIES AND COMMUNITY GROUPS. WE ALSO DO LOTS OF INFORMATION SESSIONS OF HOW TO APPLY TO THE FEDERAL RULE, BECAUSE THE FEDERAL GOVERNMENT APPLICATION PROCESS, AS WE ALL KNOW, IS NOT EASY. NO MATTER WHAT TYPE OF EMPLOYEE YOU ARE, NO MATTER WHAT YOUR BACKGROUND IS, IT'S A -- CAN BE A HINDRANCE. THEN THERE ARE LOTS OF DISABILITY ORGANIZATION AND COMMUNITY GROUPS WITHIN OUR NATION'S CAPITAL THAT WE ARE CONSTANTLY SEEKING PARTNERSHIP, BOTH STATE AND LOCAL, THAT AGAIN HAVE A CLIENT BASE THAT WANT TO WORK WITH THE NIH AND ARE LOOKING FOR WAYS IN ORDER TO GET THAT FIRST STEP IN. SO WE USE THOSE KINDS OF PARTNERSHIPS, WHICH IS ONE OF THE THINGS I THINK YOU SAID IN THAT INTRO, WE HAVE LOTS AND LOTS OF DIFFERENT TECHNOLOGY. THE JOB SEEKER TODAY IS USING TECHNOLOGY MORE AND MORE FREQUENTLY THAN EVER BEFORE SO IT'S NOT JUST THE WEBSITES AND NOT JUST THINGS LIKE LINKEDIN, BUT IT'S ALSO USING A MUCH BROADER BAND OF THE ELECTRONIC AND HOW MY GROUP REACHES OUT IS POSTING CONTENT AND POSTING STORIES REFLECTIVE OF THE CULTURE OF NIH, REFLECTIVE OF PEOPLE THAT WORK HERE WITH A WIDE VARIETY IN THEIR BACKGROUND. THEY COULD HAVE A DISABILITY, THEY COULD BE A SCIENTIST, THEY COULD BE A WORKING PARENT, THEY COULD BE A RETIRED INDIVIDUAL COMING BACK, THEY COULD BE A VETERAN. SO IT'S HOW TO REFLECT THE STORIES OF OUR EMPLOYEES THAT REPRESENT THE LARGER COMMUNITY THAT BECOMES ATTRACTIVE TO JOB SEEKERS. THAT'S WHAT OUR RESEARCH TELLS US. THEN OF COURSE IT'S BEING ABLE TO GET OUT IN PERSON AND ENGAGE WITH A VARIETY OF GROUPS, STUDENTS, VETERANS, COMMUNITY GROUPS, TO PUT A FACE TO A NAME AND TO MAKE A NETWORKING CONNECTION. A BIG PART OF WHAT MY GROUP DOES IS TO USE ITS PARTNERSHIPS AMONG NIH, TAKE THEM OUT AS THEY ARE OUR EXPERTS, IN ENGAGING WITH THE POPULATION TO TALK ABOUT THEIR WORLD OF WORK. AND TO ENGAGE THEM AT THE PASSION THAT THEY'RE INVOLVED WITH. SO I WOULD SAY THOSE ARE SOME OF OUR PRACTICES AND OUR STRATEGIES STRATEGIES. >> GREAT, THANK YOU. THANK YOU, MITZI, FOR THE RESPONSE. DR. BLOOMBERG? >> I'M A LITTLE DIFFERENT FROM MOST OF THE PEOPLE HERE PROBABLY. I HAD A RESEARCH GROUP AND I'M EVALUATED ON THE QUALITY OF SIGH EBBS SCIENCE THAT I DO, AND THAT I'M NOT PART OF ANY DIVERSITY PROGRAM OR ANY DISABILITY PROGRAM. MY STRATEGY IS THAT I SELECT INDIVIDUALS BASED ON ABILITIES, NOT ON THE BASIS OF DISABILITIES. THIS STRATEGY HAS LED ME TO HIRE 22 STAFF MEMBERS OVER THE YEARS, POSTDOCTORAL FELLOWS, BACCALAUREATE FELLOWS, TECHNICIAN, DEAF OR HARD OF HEARING. AS I LOOK FOR CANDIDATES, I GO OUT OF MY WAY TO CONSIDER CANDIDATES THAT MAY HAVE SOME DISABILITY. THE CONCEPT THAT DRIVES THIS IS THAT INDIVIDUALS WHOSE TALENTS MAY HAVE BEEN UNDERAPPRECIATED BY OTHERS REPRESENT AN OPPORTUNITY FOR ME. THIS IS ONE OF MY STRATEGIES THAT I USE FOR TRYING TO BEAT THE COMPETITION. AT THE PRABT PRACTICAL LEVEL, I'VE ESTABLISHED STRONG TIES WITH FACULTY, I LET MY CONTACTS WHEN I HAVE AN OPENING AND THEY STEER THEIR OUTSTANDING STUDENTS TO ME AND PROVIDE ME WITH FRANK RECOMMENDATIONS BECAUSE WE ALL UNDERSTAND THAT IT IS IN NO ONE'S INTERESTS TO PLACE AN UNSUITABLE CANDIDATE. BECAUSE OF THE CENTRAL POSITION WHICH GALLAUDET OCCUPIES FOR THE DEAF COMMUNITY, MY CONTACTS THERE ALSO KNOW OF THOSE DEAF SCIENTISTS FROM OTHER INSTITUTIONS WHO MIGHT ALSO BE SUITABLE CANDIDATES FOR MY POSITIONS. FINALLY, SEVERAL OF THE GALLAUDET FACULTY HAVE WORKED IN MY LABORATORY, SO I KNOW THEY KNOW CLEARLY WHAT ARE THE EXPECTATIONS I HAVE, AND FINALLY TO FURTHER MY TIES WITH GALLAUDET, THE ONE THING I'VE DONE IS I ESTABLISHED A JOINT RESEARCH PROGRAM WITH SOME OF THE FACULTY THERE, WORKING ON A COMMON PRAJ SO PROJECT SO WE COULD BOTH ADVANCE THE SCIENCE OF GALLAUDET, ADVANCE THE SCIENCE OF NCI AS WELL AS PROVIDE AN EASY CONDUIT BACK AND FORTH FOR STAFF AT GALLAUDET. LET ME LEAVE YOU WITH ONE CORE CONCEPT IN TERMS OF STRATEGY. AT THE NCI, WE HAVE A TOUGH RESEARCH MISSION, WHICH IS TO ELIMINATE THE DEATH AND SUFFERING FROM CANCER. THE FAINT OF HEART NEED NOT APPLY. INDIVIDUALS WITH A PROVEN RECORD, TRACK RECORD OF SUCCESS DESPITE SOME SIGNIFICANT OBSTACLE, WHATEVER IT MAY BE, SUCH AS DISABILITY, HAVE PROVEN THAT THEY DO NOT GIVE UP WHEN THE GOING GETS TOUGH. THOSE ARE THE SORT OF PEOPLE THAT I WANT ON MY TEAM. THANK YOU. >> GREAT. THANK YOU. THANK YOU FOR THE RESPONSES. THE NEXT QUESTION I WOULD LIKE TO GO TO ALONG THE -- I THINK IT SORT OF LEADS INTO THIS. SO IN THE RECRUITMENT PROCESS, WHAT ARE SOME OF THOSE UNIQUE ASSETS THAT THE PERSONS WITH DISABILITIES BRING TO THE ORGANIZATION? DR. BLOOMBERG, HOW WOULD YOU -- >> OKAY, THE MAIN ASSET THAT THE STAFF MEMBERS HAVE BROUGHT TO MY PROGRAM HAS BEEN JUST THEIR TALENT AS SCIENTISTS. THEREALLY, DEAFNESS DOES NOT DEFINE WHO THEY ARE. SCIENTISTS DEFINE WHO THEY ARE. AND SO I WOULD SAY THE SHORT ANSWER TO YOUR QUESTION IS, NOTHING. THE LONGER ANSWER TO YOUR QUESTION IS THAT THEY HAVE -- MY DEAF STAFF MEMBERS ARE CO-AUTHORS ON 69 RESEARCH PAPER, MY DEAF TECHNICIAN AMONG OTHER THINGS IS INVENTOR ON ONE PATENT, COINVENTOR ON ONE PATENT AND IS COINVENTOR ON ANOTHER PATENT WHICH IS CURRENTLY BEING PROCESSED BY THE PATENT AND TRADEMARK, SO THEY'RE HIGHLY PRODUCTIVE MEMBERS OF THE NCI DOING THE NCI'S MISSION. THEIR DEAFNESS IS AN IR RELEVANCY. >> GREAT. THANK YOU. MITZI, YOU MENTIONED THE PARTNERSHIPS, WE TALKED ABOUT THAT A FEW TIMES NOW. DO YOU HAVE SPECIFIC PARTNERSHIP THAT YOU'VE BUILT TO CREATE AN ACTIVE RECRUITMENT PIPELINE FOR VETERANS WITH DISABILITIES? WE'VE DISCUSSED THAT AS ANOTHER GROUP. >> I DO, BUT I WANT TO GO BACK TO YOUR OTHER QUESTION IF I CAN. >> SURE. THAT'S FINE. I WAS GOING TO COME BACK AROUND. >> THE QUESTION WAS -- >> THE QUESTION WAS THE ASSETS, UNIQUE ASSETS THAT PERSONS WITH DISABILITIES BRING TO THE ORGANIZATION. >> WELL, I THINK YOU AND DAVID SHOW GREAT EXAMPLE OF WHAT THAT IS, BECAUSE YOUR EMPLOYEES THAT CAME NOT JUST FOR THE JOB AND DIDN'T JUST BRING YOUR EXPERTISE IN THE BUSINESS OF THE WORK THAT YOU DO BUT YOU BROUGHT A PASSION WITH YOU TO TRY AND CHANGE OR MAKE AN IMPACT ON THE CULTURE OF YOUR WORKPLACE, SO THAT IS ONE THING THAT I FOUND THAT EMPLOYEES WITH A DISABILITY SEEM TO BRING WITH THEM AS AN ENERGY AND AN INTEREST THAT DOESN'T STOP AT THE DOOR ON THEIR WAY IN TO WORK. IT'S SOMETHING THAT THEY BRING WITH THEM ALL THE WAY THROUGH. SO I, FOR ONE, THINK THAT IT IS AN ENORMOUS AMOUNT OF CONTRIBUTION THAT AN EMPLOYEE BRINGS. IT'S NOT JUST THE BRAINS BUT IT'S ALSO THAT ENERGY AND THAT INTEREST. SO NOW GO ON TO YOUR OTHER QUESTION. >> OKAY. >> SO PIPELINE FOR VETERANS? SO WE HAVE ONE INTERESTING ONE THAT I CAN'T SAY IT'S A CLEAR PIPELINE BUT I THOUGHT IT GIVES A NICE ILLUSTRATION. MANY OF YOU KNOW THAT WE HAVE AN INCREASING NUMBER OF SERVICEMEN AND WOMEN, WE'VE BEEN ENGAGED IN A NUMBER OF CONFLICTS, AND UNFORTUNATELY NUMBER OF OUR SERVICEMEN AND WOMEN HAVE BEEN INJURED AND THEY ARE RECOVERING FROM THEIR INJURIES AT A VARIETY OF HOSPITAL BASES AROUND THE COUNTRY. WE HAVE A VERY LARGE ONE ACROSS THE STREET FROM US CALLED THE WALTER REED NAVAL BASE. AND WHAT WE HAVE PARTICIPATED IN IN RECRUITMENT AT NIH IS PARTNERSHIP IN THE PROGRAM OF WOUNDED WARRIORS. NOW THESE ARE CURRENT SERVICEMEN AND WOMEN, SO THEY'RE NOT YET VETERANS, SOME OF THEM MAY BE TRANSITIONING OUT OF THEIR MILITARY SERVICE DEPENDENT ON THEIR RECRUITMENT BUT WHILE THEY'RE RECUPERATING, THEY HAVE A TREMENDOUS AMOUNT OF SKILLS THEY WANT TO EITHER HONE, THEY WANT TO SHARPEN SOMEWHAT, OR THEY WANT TO REFRESH BECAUSE THEY HAVE SPENT MONTHS IN EITHER REHAB OR IN THE MILITARY. SO THE WOUNDED WARRIOR PROGRAM ALLOWS FOR INDIVIDUALS WHO ARE RECOVERING TO WORK UNPAID OVER HERE AT NIH, DEPENDENT UPON THEIR SCHEDULE OF THEIR DOCTORS' APPOINTMENTS AND THEIR OTHER APPOINTMENTS, AND IT'S A WIN-WIN SO IT ALLOWS OUR NIH SUPERVISORS TO TAKE A LOOK AT SOME EXTRAORDINARILY TALENTED INDIVIDUALS. THEY GET TO COME IN AND ENGAGE WITH LOTS OF DIFFERENT MEMBERS WITHIN THAT WORK GROUP, AND IN SEVERAL CASES, WHEN THE INDIVIDUAL HAS FINISHED THEIR RECUPERATION, THEY'VE BEEN OFFERED A JOB. SO IT'S AN HONEST, WONDERFUL CHANCE FOR AN EMPLOYEE, A FUTURE EMPLOYEE, TO GET TO KNOW THE WORK. THE SUPERVISORS IN THE TEAM OF WORKERS AROUND THEM TO GET TO KNOW THE INDIVIDUAL, AND IT'S A WIN-WIN FOR THE NIH. AGAIN, THE DEPARTMENT OF VETERANS AFFAIRS HELPS PAY FOR THE SALARY AND THE COST FOR THESE INDIVIDUALS, SO NIH GETS THE BENEFIT OF FREE LABOR. SO IT'S A WONDERFUL WAY THAT IF THOSE SERVICEMEN AND WOMEN, IN FACT, ARE STAYING HERE, THIS IS THEIR HOME, OFTENTIMES IT IS NOT, IT'S A GREAT OPPORTUNITY TO BRING IN THAT PIPELINE FOR FOLKS WHO ARE WILLING AND DESIRING TO CONTINUE THEIR CONTRIBUTIONS TO THE NATION BY SERVING HERE AT NIH. >> WONDERFUL. THANK YOU VERY MUCH. THE NEXT QUESTION I HAVE FOR DR. BLOOMBERG , YOU MAY HAVE SPOKEN TO THIS A LITTLE BIT BUT HOW HAS THE INCLUSION OF PERSONS WITH DISABILITIES DRIVEN INNOVATION IN YOUR LAB AT THE NATIONAL CANCER INSTITUTE? >> I SUPPOSE AT THE FORMAL LEVEL, IT'S THE PRODUCTIVITY OF THE DIFFERENT STAFF MEMBERS. ONE OF THE OTHER ASPECTS WHICH I THINK HAS MADE A LARGE DIFFERENCE IS THAT AT EVERY LEVEL, THE EFFORTS OF PROVIDING OPPORTUNITIES FOR FOLKS WHO DESERVE THOSE OPPORTUNITIES HAS HAD IMPACT ON -- HAS HAD LOTS OF IMPACT. I'VE ALREADY TALKED ABOUT THE DRAMATIC IMPACT IT'S HAD ON THE RESEARCH AT NCI. THAT IT'S HAD IMPACT ON THE CAREERS, ONE OF THE MISSIONS OF THE NIH IS IN TRAINING, IT'S HAD LOTS OF IMPACT ON CAREERS OF TRAINING. THREE OF THE FORMER STAFF MEMBERS ARE NOW IN MEDICAL SCHOOL, ONE IS WORKING ON HIS MD PH.D. HOPING TO BE THE FIRST DEAF MD PH.D. GRADUATE IN THE COUNTRY. MULTIPLE OF MY OTHER STAFF MEMBERS HAVE GONE ON TO GET PH.D.s IN VARIOUS TECHNICAL AREAS. THE PROGRAM HAS HAD IMPACT ON THE STUDENTS AT GALLAUDET. PROFESSOR BROWN SENT ME AN EMAIL WHERE HE WAS SAYING THAT WHEN HE WAS GOING THROUGH GALLAUDET, HE HAD AN ABLE COLLEAGUE IN THE SCIENCES WHOSE ASPIRATION WAS TO BECOME A FACTORY WORKER WHEN HE GOT OUT. HE SAYS NOW, IN PART THROUGH THE OPPORTUNITIES THAT HAVE BEEN PROVIDED TO THE STUDENTS AT GALLAUDET, THEY NOW HAVE A STUDY GROUP FOR PREPAREING TO TAKE THE MCATS, SO IT'S BROKEN THE PERCEIVED GLASS CEILING FOR STUDENTS AT GALLAUDET. IT'S HAD IMPACT AT THE NIH LEVEL BECAUSE ONE OF THE GOALS THAT I'VE HAD IS FOR MY COLLEAGUES WHO MAY NOT HAVE SPEERPS EXPERIENCE EXPERIENCE WITH ANYONE WITH DISABILITY TO SEE THAT IT DOES NOT MATTER. THE PEOPLE WITH DISABILITIES THAT AREN'T RELEVANT FOR THE JOBS THEY'RE DOING ARE JUST LIKE ORDINARY FOLKS DOING THE JOBS, SO THAT IT'S OPENED THEIR EYES, IN PARTICULAR, FOLKS FROM ABROAD, FOREIGN FELLOWS, THAT IN THEIR COUNTRY ABROAD, PEOPLE WITH DISABILITIES WERE SORT OF SHUFFLED OFF AND KEPT IN A BACK ROOM AS SOME SORT OF AN EMBARRASSMENT, TO SEE THAT INDEED, THESE ARE EQUALLY PRODUCTIVE INDIVIDUALS IS EYE OPENING FOR THEM. FINALLY, I THINK IT'S IMPORTANT FOR JUST THE NIH TO RECOGNIZE -- BECAUSE OF THE EFFORTS OF INDIVIDUALS WITHIN NIH, TO MAKE SURE THAT NIH LIVES UP TO ITS COMMITMENT TO BE OPEN TO ALL, IS I THINK IMPORTANT FOR THE PUBLIC PERCEPTION, THEN, OF THE NIH. >> GREAT. THANK YOU. MITZI, ONE MORE QUESTION FOR YOU YOU. AND THIS -- SO WHAT'S -- LET'S SEE IF I'VE GOT THE RIGHT ONE. WHAT STRATEGIES DO YOU HAVE FOR WORKING WITH HIRING MANAGERS WHO MAY NOT HAVE THE EXPERIENCE OF WORKING IN THE HIRING PROCESS OF PERSONS WITH DISABILITIES? >> THAT'S A GREAT QUESTION. SO I THINK AS WITH MOST FOLKS, HIRING MANAGERS OR EMPLOYEES, WE LISTEN TO EACH OTHER'S PEER GROUPS PROBABLY MORE OFTEN THAN ANYTHING ELSE, SO A BIG STRATEGY IN WORKING WITH FOLKS WHO ARE PERHAPS NOT AWARE OR A LITTLE BIT NERVOUS, NOT QUITE SURE WHAT THAT MAY ENTAIL, IT'S PARTNERING THEM UP WITH A PEER. ANOTHER HIRING MANAGER WHO MAY HAVE GONE THROUGH THE INTERVIEW PROCESS, IF IT'S AN INTERVIEWING-TYPE SCENARIO, OR A SUPERVISOR WHO HAS RECENTLY BROUGHT ON AN INDIVIDUAL WITH DISABILITIES WILL WORK WITH ANOTHER SUPERVISOR TO KNOW IF THERE ARE DIFFERENCES OR CHANGES OR HOW TO HELP ACCLIMATE THAT NEW EMPLOYEE INTO THE TEAM QUICKLY. SO IT'S USING -- WHETHER WE CALL THEM CHAMPIONS OR JUST PEERS THAT HAVE HAD THAT EXPERIENCE IS JUST AN EXCELLENT EXAMPLE TO HELP IT BROADEN THE AWARENESS AND BRING THE AWARENESS AND PROBABLY REDUCE SOME OF THAT ANXIETY. THINK AT THE HEART OF MOST ISSUES, CHRIS, IT'S JUST UNKNOWN, WE JUST DON'T KNOW. AND WE'RE AFRAID IN OUR GOOD INTENTIONS OF PERHAPS EMBARRASSING OURSELVES OR PERHAPS EMBARRASSING A NEW EMPLOYEE WHEN IT'S JUST LACK OF KNOWLEDGE. SO IT'S HOW TO OPEN UP AVENUES FOREKNOWLEDGE, SO IT COULD BE CONVERSATIONS WITH PEERS, IT COULD BE YOUTUBE CLIPS THAT WE'VE BEEN MAKING IN TERMS OF INTERVIEW ED KET AND ETIQUETTE, HOW TO WELCOME ABOARD AN INDIVIDUAL WITH DISABILITIES, IT'S HOW TO WELCOME CONVERSATIONS. EMPLOYEES, WHETHER THEY'RE NEW WITH DISABILITIES OR NEW AS AN EMPLOYEE ALL HAVE THOSE BEGINNING QUESTIONS ABOUT HOW DO I ASK THIS, HOW DO I START THIS, WHAT'S THE PROCESS FOR DOING THAT, SO IT'S HOW TO HELP EXPLAIN THOSE SCENARIOS WITH THE EMPLOYEE AND WITH THE SUPERVISOR. AT NIH AS YOU KNOW, WE HAVE A WONDERFUL SERVICE OF ACCESS INTERPRETING, SO IT'S HOW TO HELP THE HIRING MANAGER TAP IN TO THE RESOURCES TO HELP MAKE THAT NEW EMPLOYEE'S FIRST FEW WEEKS THAT MUCH MORE COMFORTABLE AND ESSENTIALLY TO GET THAT EMPLOYEE WORKING AND PRODUCTIVE AS QUICK AS POSSIBLE. >> GREAT. THANK YOU, MITZI. I HAVE ONE MORE QUESTION FOR EACH OF YOU, AS IT'S THE SAME QUESTION, I WOULD LIKE FOR YOU TO ANSWER, SO GIVEN THAT IT IS NATIONAL DISABILITY EMPLOYMENT AWARENESS MONTH, WHAT IS ONE TIP OR PIECE OF ADVICE FOR THE NIH COMMUNITY ON HOW WE CAN MAKE OUR WORKPLACE MORE INCLUSIVE OF PERSONS WITH DISABILITIES? >> THANKS, DR. BLOOMBERG. JUST ONE. SO JUST ONE. WELL, WHAT I'VE LEARNED IS TO MAKE YOURSELF AVAILABLE TO LEARN SOMETHING NEW. WHETHER IT'S TO GET TO KNOW AN EMPLOYEE RESOURCE GROUP, AN E RG, WHETHER IT'S TO PARTICIPATE IN A RECRUITMENT EVENT. WHETHER IT'S AN OPPORTUNITY TO SHARE WITH YOUR FRIENDS SOME JOBS THAT MIGHT BE HERE. IT'S GETTING INVOLVED IN THE COMMUNITY THAT YOU WANT TO BRUNG AND HELP, SO IT'S INVOLVEMENT. IF YOU ARE INTERESTED IN KNOWING WHAT CAN YOU DO TO INCREASE THE HIRING OF FOLKS WITH DISABILITIES, I WOULD LOVE FOR YOU TO SEND ME SOME OF YOUR REFERRALS. WE ALL LIKE TO WORK WITH PEOPLE LIKE OURSELVES. WE FEEL THAT THEY'VE GOT GREAT SKILLS, THEY'VE GOT GOOD CAPABILITIES. I'D LOVE TO KNOW WHO THOSE FOLKS ARE. SO IT'S JUST ASKING THOSE QUESTIONS AND GETTING INVOLVED. >> DR. BLOOMBERG? >> MY ONE PIECE OF ADVICE WOULD BE TO STOP THINKING OF PEOPLE WITH DISABILITIES AS PEOPLE WITH DISABILITIES. THE PEOPLE ARE DEFINED BY -- ARE NOT DEFINED BY THEIR DISABILITIES, THEY ARE DEFINED BY THEIR ABILITIES. SO I WOULD ADVICE WHEN THINKING OF HIRING PEOPLE WITH THE BEST ABILITIES FOR A SPECIFIC JOB, TO THINK ORIGINALLY WHAT ARE THE REAL ABILITIES NEEDED FOR THE JOB, NOT IRRELEVANT ABILITIES. LET ME GIVE YOU ONE EXAMPLE. WHEN I WAS HIRED TO HEAD MY LAB GROUP, LIKE ALL OARL NIH OTHER NIH EMPLOYEE, HI TO PASS A MEDICAL EXAM AND SEE WHAT THE MEDICAL FORM SAID. IT INDICATED THAT I NEEDED TWO HANDS. WELL, IT MAY BE USEFUL FOR ME TO HAVE TWO HANDS SO I CAN SCRATCH MY NOSE WHILE I'M DOODLING, BUT -- [LAUGHTER] >> -- IT'S HARDLY NEEDED FOR WHAT I ACTUALLY DO AS MY HEAD OF A RESEARCH PROGRAM. I'VE HAD SOME 22 DEAF STAFF MEMBERS OVER THE YEAR. WHAT WE DO, HEARING IS NOT A CORE EXEN COMPETENCY. MOTIVATION, TECHNICAL ABILITY AND SCIENTIFIC KNOWLEDGE ARE THE CORE COMPETENCIES THAT I NEED, AND THOSE ARE THE ONES THAT I LOOK FOR. AND THE SECOND SUGGESTION IS TO ELIMINATE BARRIERS FACED BY THE HIRING OFFICIAL. BECAUSE -- AND IT'S ESSENTIAL, THE REASONABLE ACCOMMODATION BE PROVIDED IN A STRAIGHTFORWARD MANNER. THIS IS ALREADY TRUE FOR HIRING OF THE DEAF AND HARD OF HEARING THROUGH THE OFFICE OF RESEARCH SERVICES, BUT IT'S NOT BEEN MY EXPERIENCE FOR REQUESTING ACCOMMODATION WITH SOME OTHER SORTS OF PROBLEMS. AND SINCE REALLY WHAT THE INSTITUTION SHOULD BE DOING IS LOOING FOR EVERY INDIVIDUAL AND HOW EVERY INDIVIDUAL CAN BE ACCOMMODATED AS AN INDIVIDUAL TO BE MOST PRODUCTIVE IT'S IMPORTANT THAT ALL THEIR NEEDS BE ADDRESSED. >> VERY WELL SAID. THANK YOU VERY MUCH. SO I THINK WE MAY HAVE -- DO WE HAVE A COUPLE MINUTES FOR SOME QUESTIONS IF ANYONE IN THE AUDIENCE HAS A QUESTION FOR THE PANELISTS? DOES ANYONE OUT THERE HAVE A QUESTION AT ALL? >> YES. >> I THINK WE HAVE SOME -- I THINK THERE ARE SOME MICS OUT THERE. MAYBE THEY CAN HEAR YOU FROM WHERE YOU ARE. >> THIS QUESTION IS FOR DR. BLOOMBERG. I'M JUST CURIOUS HOW CAN WE ENCOURAGE OTHER PEOPLE IN THE SCIENCE RESEARCH FIELD TO DO WHAT YOU HAVE DONE AND LOOK IN THE DIRECTION THAT YOU'VE LOOKED AND YOUR HIRING PATTERNS? >> SHORT ANSWER IS I GUESS I DON'T KNOW. THAT I'VE BEEN TRYING TO SET AN EXAMPLE THAT -- AND, IN FACT, ONE THING THAT IMPRESSES ME IS THAT AMONG MY COLLEAGUES, MANY OF THEM IN ONE WAY OR ANOTHER ARE TRYING TO REACH OUT. SO I HAVE ANOTHER COLLEAGUE WHO HAS LOTS OF CONNECTIONS WITH THE HISPANIC COMMUNITY, AND HAS BEEN VERY ACTIVE IN PROVIDING OPPORTUNITIES FOR SCIENTISTS WITH A HISPANIC BACKGROUND. ANOTHER COLLEAGUE IS FOCUSED ON TRYING TO PROVIDE OPPORTUNITIES FOR HIGH SCHOOL STUDENTS DURING THE SUMMER, EVEN THOUGH THIS IS A BURDEN. SO I WOULD SUPPOSE THAT REALLY IT'S UP TO EACH OF US TO TRY AND IDENTIFY WHERE WE CAN SERVE THE NATION AND WHERE WE CAN BEST SERVE THE NIH THROUGH COMBINING OUR INTERESTS AND OUR PASSION WITH THE BROAD AND DIVERSE JOB THAT NEEDS TO BE DONE. >> I'M GOING TO PIGGY BACK ON THAT, DR. BLOOMBERG ISN'T RECALLING HE WITH A NUMBER OF OTHER SCIENTISTS CREATED A NICE FAQ GUIDE FOR MENTORING YOUNG LAB STUDENTS, WHETHER THEY ARE POST BAC OR POSTDOC IN THE LAB, SO THERE'S A NICE DOCUMENT THERE THAT CAN BE USED BY THE NIH COMMUNITY TO HELP WALK THEM THROUGH SOME OF THE MENTORING AND SOME OF THE UNIQUE NEEDS, PERHAPS, OF THE SCIENTISTS WHO HAVE A DISABILITY. I WILL MAKE SURE THAT WE'LL GET THOSE RESOURCES OUT TO THE FOLKS AND WE CAN POST IT UP. >> I HAD ONE QUESTION FOR MITZI AS WELL. IS THERE ANY PROGRAMS THAT ARE GEARED TOWARDS STUDENTS WITH DISABILITIES? >> THERE ARE. THANKS, KIM. SO WHAT CORPORATE RECRUITMENT IS VERY HEAVILY INVOLVED WITH IS THE WORKFORCE RECRUITMENT PROGRAM, WRP. IT'S A PROGRAM MANAGED BY A LARGER AGENCY, AND THEY DO A WONDERFUL JOB EVERY YEAR OF COLLECTING HUNDREDS IF NOT THOUSANDS OF ACTIVE OR RECENTLY GRADUATED COLLEGE STUDENTS WHO HAVE A DISABILITY. THESE FOLKS ARE INTERVIEWED, THERE'S A GENERATING SCALE AND THEY'RE PUT INTO A DATABASE WHEN HIRING MANAGERS ARE LOOKING FOR SUMMER OR LONGER TERM HELP AS AN INTERN, WE CON SUCT THIS DATABASE, AND IT IS GEOGRAPHICALLY -- IT'S VERY EASY TO SORT SO THERE'S GEOGRAPHIC, THERE'S ALSO BY MAJOR, THERE'S BY SCHOOL, SO IT'S A WONDERFUL DEVICE TO GO IN AND SELECT GREAT TALENT, HIGH CALIBER TALENT, WHO ARE INTERESTED IN A WHOLE VARIETY OF JOBS BEYOND SCIENCE, BEYOND MANAGEMENT THAT WE CAN BRING THEM HERE TO THE NIH, AND IT'S, AGAIN, A USEFUL TOOL BECAUSE WE KNOW THEY HAVE BEEN INTERVIEWED AND RATED, THERE ARE COMMENTS FROM THE INTERVIEW SO WE GET A LOT OF INFORMATION ABOUT THESE STUDENTS, WHICH IS NICE TO BE ABLE TO SHARE WITH THE HIRING MANAGER SO THEY DON'T GO IN COLD. >> GREAT. THANK YOU. WAS THERE ONE MORE QUESTION? >> SO DR. BLOOMBERG, YOU HAD MENTIONED ORS IN TERMS OF REASONABLE ACCOMMODATIONS AND EITHER MITZI OR DR. BLOOMBERG, WHAT OARL RESOURCES ARE OUT THERE FOR REASONABLE ACCOMMODATIONS, EITHER FROM THE PERSPECTIVE OF EMPLOYEES OR HIRING MANAGERS THAT NEED TO ACCOMMODATE A NEW EMPLOYEE? >> MY IMPRESSION IS THE PROBLEM THAT ONE FACES IS THAT ONCE IDENTIFIED, LIKE I SAY, THE DEFINED DISABILITIES, AND THIS THE OFFICE OF RESEARCH SERVICES IS FOCUSED ON THOSE, BUT IN FACT, DISABILITY IS SOMETHING WHICH AFFECTS ALL OF US, BECAUSE I WOULD BET FOR 'ER ONE IN THIS ROOM, THERE'S SOME THINGS THAT YOU DON'T DO SO WELL, WHETHER IT'S A PERSON WITH A BAD BACK THAT NEEDS AN ERGONOMIC CHAIR, SOMEONE WHO -- OR WHATEVER. AND THAT WHAT ONE NEEDS IS TO HAVE A WAY IN WHICH -- WHEN ONE PLACES A REQUEST FOR REASONABLE ACCOMMODATION FOR AN EMPLOYEE, THAT THAT'S EASILY TAKEN CARE OF, BECAUSE OTHERWISE THE HIRING MANAGERS OR THE PERSONNEL SUPERVISORS ARE GOING TO DECIDE THIS IS ALL A BOTHER AND THEY'LL FIND SOME REASON WHY IT DOESN'T HAPPEN.& MY EXPERIENCE AT THE NCI WAS THAT, WELL, YOU KNOW, FOR DEAFNESS, THIS WASN'T AN ISSUE, FOR SOME OTHER THINGS THAT ACTUALLY TOOK LOTS OF -- IN ORDER TO GET THE REASONABLE ACCOMMODATION PROVIDED. >> SO I'M GOING TO JUMP IN THERE TOO. THERE ARE LOTS OF GREAT SOURCES, PARTICULARLY FOR FEDERAL AGENCY, SO WE'VE GOT CAP, WHICH IS THE ASSISTED PROGRAM, WE TALKED A LITTLE ABOUT ACCESS INTERPRETING WHICH IS OUR OWN IN-HOUSE CONTRACTOR THAT PROVIDES INTERPRETING SERVICES, IN FACT, I THINK DR. BLOOMBERG HAS SOMEONE ON TAP JUST FOR HIS LAB THAT FACILITATES THAT WORK, THERE'S A LOT OF DIFFERENT FLEX THAIBILITIES NIH OFFERS, WHETHER THEY'RE WORKPLACE FLEXIBILITY, SO THERE MAY BE AN ISSUE WITH TIME OF WORK OR NEED TO DO SOMETHING TEMPORARILY OR SEASONALLY, WE DO HAVE THE IN-HOUSE NIH O RMENT S THAT LOOKS AT ERGONOMIC OR WORKPLACE STRUCTURE, BUT MY EXPERIENCE HAS BEEN WHEN TALKING WITH INDIVIDUALS WITH DISABILITIES, IS THAT MORE OFTEN THAN NOT, THEY DON'T NEED AN ACCOMMODATION, THEY JUST WANT TO COME IN AND WORK AND THERE'S VERY LITTLE THEY NEED OTHER THAN JUST PERHAPS THAT UNDERSTANDING THAT IT MAY TAKE THEM A LITTLE BIT TO GET TO KNOW THE CULTURE OF THEIR ORGANIZATION, LIKE ALL NEW EMPLOYEES, AND FOR THEM TO UNDERSTAND THE BASICS OF THEIR JOB. SO THE ACCOMMODATIONS THAT MANY PEOPLE TALK ABOUT AREN'T REALLY NECESSARY, IN MY EXPERIENCE. MORE OFTEN THAN NOT, PEOPLE WITH DISABILITIES COME EAGER, EXCITED AND MORE THAN WILLING TO WANT TO HELP MAKE WHATEVER THEY NEED TO BE SUCCESSFUL PRESENT IN THE WORKPLACE. >> I'M SORRY TO INTERRUPT BUT IN ORDER TO TRY TO KEEP US ON SCHEDULE, WE NEED TO MOVE ON. I JUST WANT TO ACKNOWLEDGE AND APPRECIATE APPLAUSE TO OUR PANELISTS, THANK YOU TO YOUR CONTRIBUTION. [APPLAUSE] NOT ONLY FOR YOUR CONVERSATION RIGHT NOW, TODAY, BUT ALSO YOUR CONTRIBUTIONS ONGOING ON A DAILY BASIS TO HELP MAKE NIH A MORE INCLUSIVE ENVIRONMENT SO THAT WE DON'T NEED INDIVIDUAL ACCOMMODATIONS. THE MORE INCLUSIVE THE WORLD IS, THE MORE WE ENGAGE EVERYONE, THE LESS WE NEED TO MAKE SPECIAL ACCOMMODATIONS FOR INDIVIDUALS. WITH THAT, I'D LIKE TO MOVE OUR PROGRAM ON FORWARD AND HAVE DAVID COME UP AND GIVE HIS LITTLE PIECE. ANYWAY, I WANT TO START BY SAYING THANK YOU, EVERYONE, THE PANELISTS AND CHRIS, THE EXAMPLE OF THE WRP AS YOU'RE LOOKING AT, I RETIRED HERE IN 2008 IN WIP AND IT REALLY HELPED ME GET THE JOB THAT I HAVE AND I JUST WANT TO GO AHEAD AND I WILL SHOW THIS VIDEO. IT'S ABOUT A MINUTE. AND THEN WE'LL DISCUSS. >> I'M FIVE-FOOT 11. >> BARELY 5'4. >> BROWN EYES. >> BLUE EYES, >> BROWN HAIR. >> GRAY HAIR. >> I'M A BASEBALL FANATIC. >> I'M A WIFE, >> A MOM >> A SISTER >> A GRANDFATHER >> A BODY BUILDER. >> I'M A RESEARCH ANL LIST >> SMALL BUSINESS OPENER >> DANCE FITNESS INSTRUCTOR >> TELEVISION ACTOR >> OFFICE CLERK >> COPY RIGHTER >> VETERAN. >> I HAVE A PROSTHETIC LEG. >> I HAVE LUPUS. >> CEREBRAL PALSY. >> POST-TRAUMATIC STRESS DISORDER. >> I'M BLIND. >> AND I'M WORKING IN A JOB I LOVE. >> I LOVE. >> BECAUSE I WAS GIVEN A CHANCE. >> BECAUSE I WAS GIVEN A CHANCE. >> TO CONTRIBUTE MY SKILLS AND TALENTS. >> TO SHOW MY DISABILITY IS ONLY ONE PART OF WHO I AM. >> WHO I AM. >> WHO I AM. >> AT WORK, IT'S WHAT PEOPLE CAN DO THAT MATTERS. >> FOR MORE INFORMATION, VISIT "WHAT CAN YOU DO" CAMPAIGN.ORG. >> THE REASON WHY WE WANTED TO SHOW THAT VIDEO WAS BECAUSE HERE AT EDI AND NIH AS A WHOLE, WE BELIEVE IN OUR DIVERSITY AND INCLUSION 36 # DAYS OUT OF 365 DAYS OF THE YEAR, IN FACT, WE VALUE IT SO MUCH, WE EVEN DO IT ON LEAP YEAR, FOR 366 DAYS. WE REALLY WANT TO KNOW, WHAT CAN YOU DO, WHAT CAN YOU DO IF YOU HAD SOMEONE WITH A DISABILITY, WHAT CAN YOU DO WITH SOMEONE WHO -- WHAT YOU CALL ABLE BODY, WHAT CAN YOU DO TO DEVELOP A DIVERSITY AND INCLUSION WORKPLACE HERE AT NIH? SOME OF THE THINGS I WANTED YOU TO THINK ABOUT, BECAUSE I ONLY HAVE FIVE MINUTES, IS PEOPLE MOVE IN AND OUT OF THE DISABILITIES THROUGHOUT THEIR ENTIRE LIVES. THEREFORE, UNIVERSITY STRATEGY MUST BE CONSIDERED THE NEED OF EMPLOYEES TO ENSURE THAT WE HAVE A WIDE POOL OF TALENT. EMPLOYEES THAT HAVE A DISABILITY, THEY HAVE TALENT, THEY HELP NIH DEVELOP RESEARCH, THEY HELP ANALYZE DIFFERENT PROTOCOLS, POLICIES. THEY'RE EXCEPTIONAL, EXPERIENCED PROBLEM SOLVER WITH A PROVEN ABILITY TO ADAPT. WORK FOR THE MOST PART FOR ME IS MORE THAN A PAYCHECK. INDEPENDENCE, SELF BELIEF, A SENSE OF BELONGING. PEOPLE WITH DISABILITIES OF ALL AGES HAVE THE EXPECTATION OF WORK. YOU HAVE THE TALENT TO PURSUE A MEANINGFUL CAREER AND ARE A CRITICAL COMPONENT OF NIH'S FUTURE. I WANT TO END THIS ON THAT AN INCLUSIVE WORKPLACE STRENGTHENS THE AMERICAN IDEALS AND THE ECONOMY, IT STRENGTHENS OUR FEDERAL GOVERNMENT, AND WHAT WE WILL BE DOING HERE IN EDI IS THAT WE WILL BE CAMPAIGNING THIS, CONTINUING THIS ON FOR THE ENTIRE YEAR. BECAUSE A DISABILITY AS A WAY OF LIFE, I'M A DEAF MAN, I'M A DEAF MAN THIS OCTOBER, I'M A DEAF MAN EVERY SINGLE DAY. SO WITH THAT BEING SAID, I'M GOING TO PASS THIS OVER TO CLOSING REMARKS, AND DANNY DICKERSON. SO WELCOME, AND COME ON UP AND THANK YOU. [APPLAUSE] >> GOOD MORNING. HOW ARE WE DOING TODAY? HAVEN'T WE JUST HAD A WONDERFUL PROGRAM, AND CAN WE JUST GIVE EVERYONE A HAND CLAP OR APPLAUSE FOR THE WONDERFUL INFORMATION THAT'S BEEN SHARED WITH US TODAY. [APPLAUSE] SO AGAIN I'M DANNY DICKERSON, I HAVE THE HONOR AND PRIVILEGE OF BEING DIRECTOR OF DIVERSITY AND INCLUSION FOR EDI. I JUST CAME FOR A FEW CLOSING REMARKS THIS MORNING, VERY SHORT REMARKS. WE'VE LEARNED SO MUCH THIS MORNING AND OUR IMOAL AND GOAL AND MISSION IS YOU WOULD TAKE THESE THINGS BACK TO YOUR WORKPLACE AND SHARE THAT HIRING PEOPLE WITH DISABILITIES IS NOT JUST A RIGHT THING TO DO, IT'S A SMART THING DO. RESEARCH HAS SHOWN THAT DIVERSE TEAMS CREATE A DIVERSITY OF THOUGHT, DIVERSE OF THOUGHT MAKES PROBLEM SOLVING EASIER, ONCE PROBLEM SOLVING BECOMES EASIER, IT BECOMES MORE ADVANTAGEOUS FOR ALL OF US. SO DOING THESE THINGS IS NOT JUST THE RIGHT THING TO DO, WE DO IT BECAUSE WE SHOULD OR AS DAVID SAID, WE DO IT BECAUSE IT'S THE MONTH OF OCTOBER. YOU DO IT BECAUSE IT IS THE SMART THING TO DO. IT IS THE EASY -- IT MAKES LIFE EASY. I DON'T KNOW ABOUT YOU, BUT I REACHED A POINT IN MY LIFE WHERE I'M ALL ABOUT MAKING THINGS EASIER. SO WE'VE LEARNED TODAY THAT RECRUITMENT PRACTICES HAVE BECOME EASIER TO RECRUIT AND MAINTAIN DIVERSE TALENT, WHETHER PEOPLE WITH DISABILITIES OR NOT, SO US A LEAVE THIS MORNING, GO BACK AND SHARE THIS KNOWLEDGE. TELL OTHERS ABOUT WHAT YOU'VE LEARNED TODAY, AND IF YOU DO& THESE THINGS, WE KNOW IT'S GOING TO BE -- PROGRESS WILL BE MADE, AND PLEASE DON'T FORGET ABOUT THE WHAT CAN YOU DO CAMPAIGN. WE WANT IT TO BE MORE THAN A CAMPAIGN. AS DAVID SAID, WE ARE WHO WE ARE 365 DAYS A YEAR AND WE WANT TO MAKE SURE WE ARE ALWAYS PUTTING FORTH THE ADVANTAGES OF HIRING A DIVERSE CULTURE. SO AS WE GET READY TO LEAVE, I WANT TO THANK THE MEMBERS OF THE DISABILITY ENGAGEMENT COMMITTEE, MISS ALMA MCKUNE, MEMBER OF MY STAFF, STAND AND SAY HELLO, THANK YOU SO VERY MUCH. [APPLAUSE] >> WE ALSO HAVE MR. DAVID RICE, MR. CHRIS -- AND DR. CATHY MANN KUPEEK. THEY ALL CONTRIBUTED THEIR EXPERTISE AND EFFORTS IN WORKING WITH PERSONS WITH DISABILITIES HERE AT NIH AND THEY MAKE A MORE INCLUSIVE WORKPLACE, AND THIS IS A REALLY, REALLY HARD WORKING COMMITTEE. THEY WORK HARD FOR THE INDIVIDUALS. AND NOT FORGET OUR PANEL MEMBERS. CAN WE GIVE THEM A SPECIAL HAND CLAP, DR. BLOOMBERG AND MS. MITZI. [APPLAUSE] THANK YOU SO MUCH FOR TAKING TIME AND COMING TO SHARE THIS. AGAIN, ON BEHALF OF OUR DIRECTOR, MS. DEBRA CHU WHO COULD NOT BE HERE TODAY, WE APPRECIATE YOUR ATTENDANCE TODAY AND WE THANK YOU ALL FOR COMING OUT, AND PLEASE DO NOT FORGET TO GO BACK AND SHARE WHAT YOU HAVE LEARNED TODAY. THANK YOU. AND HAVE A GREAT REST OF THE DAY. [APPLAUSE]