WEBVTT 00:00:00.000 --> 00:00:00.383 align:middle line:90% 00:00:00.383 --> 00:00:01.550 align:middle line:90% BRIANNA BLASER: Well, folks. 00:00:01.550 --> 00:00:03.175 align:middle line:84% I think we'll go ahead and get started. 00:00:03.175 --> 00:00:05.990 align:middle line:84% For those of you whom I don't know, my name's Brianna Blaser. 00:00:05.990 --> 00:00:08.960 align:middle line:84% I work with AccessComputing here at the University 00:00:08.960 --> 00:00:09.650 align:middle line:90% of Washington. 00:00:09.650 --> 00:00:12.203 align:middle line:84% And we're really excited about this webinar 00:00:12.203 --> 00:00:14.120 align:middle line:84% today, because I know I get a lot of questions 00:00:14.120 --> 00:00:17.280 align:middle line:84% about applying for jobs, and whatnot, 00:00:17.280 --> 00:00:21.530 align:middle line:84% and inclusive hiring initiatives that companies have. 00:00:21.530 --> 00:00:24.230 align:middle line:84% So I'm going to let Richard Ladner, who is our PI, 00:00:24.230 --> 00:00:28.280 align:middle line:84% do some introductions, and we'll get started. 00:00:28.280 --> 00:00:30.770 align:middle line:84% And again, if you need the captions, 00:00:30.770 --> 00:00:33.735 align:middle line:90% the link is in the chat. 00:00:33.735 --> 00:00:34.610 align:middle line:90% RICHARD LADNER: Yeah. 00:00:34.610 --> 00:00:35.600 align:middle line:90% Hi, everybody. 00:00:35.600 --> 00:00:39.680 align:middle line:84% And it's really a great pleasure to have you all here. 00:00:39.680 --> 00:00:41.330 align:middle line:90% Brianna mentioned I'm the PI. 00:00:41.330 --> 00:00:42.410 align:middle line:90% What does that mean? 00:00:42.410 --> 00:00:45.740 align:middle line:90% It doesn't mean the number 3.14. 00:00:45.740 --> 00:00:50.360 align:middle line:84% It means principal investigator for the AccessComputing 00:00:50.360 --> 00:00:53.630 align:middle line:84% project, which is a National Science Foundation funded 00:00:53.630 --> 00:00:56.990 align:middle line:84% project, to increase the participation 00:00:56.990 --> 00:00:59.180 align:middle line:84% and success of people with disabilities 00:00:59.180 --> 00:01:00.950 align:middle line:90% in computing fields. 00:01:00.950 --> 00:01:04.550 align:middle line:84% And we partner with a lot of other institutions, about 50 00:01:04.550 --> 00:01:08.210 align:middle line:84% other universities, and a number of organizations, 00:01:08.210 --> 00:01:16.010 align:middle line:84% and also a number of companies, including Microsoft and Google. 00:01:16.010 --> 00:01:19.370 align:middle line:84% So we're really fortunate today to have 00:01:19.370 --> 00:01:23.870 align:middle line:84% two leaders at Microsoft and Google, 00:01:23.870 --> 00:01:28.730 align:middle line:84% who run programs, hiring programs, for people 00:01:28.730 --> 00:01:30.420 align:middle line:90% with disabilities. 00:01:30.420 --> 00:01:34.520 align:middle line:84% And so we've asked them to give 20-minute presentations. 00:01:34.520 --> 00:01:36.380 align:middle line:84% And if you have questions along the way, 00:01:36.380 --> 00:01:39.770 align:middle line:84% just put them in chat for now, or save them 00:01:39.770 --> 00:01:41.870 align:middle line:90% for after the two presentations. 00:01:41.870 --> 00:01:46.610 align:middle line:84% And then we'll take care of the question-and-answer period 00:01:46.610 --> 00:01:47.800 align:middle line:90% after. 00:01:47.800 --> 00:01:50.480 align:middle line:84% Because some of the questions might relate to both programs. 00:01:50.480 --> 00:01:53.270 align:middle line:84% And that will allow them to answer, 00:01:53.270 --> 00:01:59.010 align:middle line:84% So Neil Barnett is someone I've known for quite a few years. 00:01:59.010 --> 00:02:03.110 align:middle line:84% And he is in charge of the inclusive hiring 00:02:03.110 --> 00:02:09.169 align:middle line:84% program at Microsoft, and also a pioneer in the autism hiring 00:02:09.169 --> 00:02:11.160 align:middle line:84% program, which is a little bit different. 00:02:11.160 --> 00:02:13.220 align:middle line:84% It's included in an inclusive hiring program, 00:02:13.220 --> 00:02:15.680 align:middle line:90% but it's special. 00:02:15.680 --> 00:02:17.840 align:middle line:84% In fact Microsoft, I understand it 00:02:17.840 --> 00:02:20.180 align:middle line:84% has quite a few employees who they 00:02:20.180 --> 00:02:23.680 align:middle line:84% didn't know were in the autism spectrum, but are. 00:02:23.680 --> 00:02:29.090 align:middle line:84% And so there's more things to do there, more support 00:02:29.090 --> 00:02:30.890 align:middle line:90% for those kinds of employees. 00:02:30.890 --> 00:02:36.350 align:middle line:84% And then Lorne Needle is somebody I met fairly recently. 00:02:36.350 --> 00:02:42.080 align:middle line:84% I've had long connections with accessibility at Google, 00:02:42.080 --> 00:02:43.640 align:middle line:90% at least 10 years. 00:02:43.640 --> 00:02:47.270 align:middle line:84% I'd been going to conferences at Google, and activities, 00:02:47.270 --> 00:02:50.240 align:middle line:84% and I didn't know about their inclusive hiring 00:02:50.240 --> 00:02:52.010 align:middle line:84% program for people with disabilities 00:02:52.010 --> 00:02:56.960 align:middle line:84% until somebody contacted me about Lorne. 00:02:56.960 --> 00:02:59.370 align:middle line:84% So I'm really happy to have you on board. 00:02:59.370 --> 00:03:02.300 align:middle line:90% And you'll go second, Lorne. 00:03:02.300 --> 00:03:04.040 align:middle line:90% So Neil, yeah. 00:03:04.040 --> 00:03:05.270 align:middle line:90% Great. 00:03:05.270 --> 00:03:08.800 align:middle line:84% And I think Lorne, you've been at-- 00:03:08.800 --> 00:03:11.510 align:middle line:84% just turn off-- un-mute for a second. 00:03:11.510 --> 00:03:13.550 align:middle line:84% I just want to ask you a quick question now. 00:03:13.550 --> 00:03:15.185 align:middle line:84% How long have you been at Google? 00:03:15.185 --> 00:03:16.310 align:middle line:90% LORNE NEEDLE: Hey, Richard. 00:03:16.310 --> 00:03:20.390 align:middle line:84% At Google, five years; in this role leading our hiring 00:03:20.390 --> 00:03:22.130 align:middle line:84% work around disability inclusion, 00:03:22.130 --> 00:03:23.250 align:middle line:90% for about nine months. 00:03:23.250 --> 00:03:25.610 align:middle line:84% RICHARD LADNER: Yeah, that's nine months, just started. 00:03:25.610 --> 00:03:26.760 align:middle line:90% So that's great. 00:03:26.760 --> 00:03:29.400 align:middle line:84% And Neil, I'm going to let you start right now. 00:03:29.400 --> 00:03:31.990 align:middle line:84% So you can share your screen and show your slides. 00:03:31.990 --> 00:03:33.030 align:middle line:90% NEIL BARNETT: Great. 00:03:33.030 --> 00:03:35.060 align:middle line:84% Let me know if it comes up, hopefully. 00:03:35.060 --> 00:03:36.560 align:middle line:84% BRIANNA BLASER: Yep, it looks great. 00:03:36.560 --> 00:03:37.910 align:middle line:90% NEIL BARNETT: OK. 00:03:37.910 --> 00:03:40.460 align:middle line:84% All right, let me see if I can full screen it. 00:03:40.460 --> 00:03:42.470 align:middle line:90% Maybe that will help you guys. 00:03:42.470 --> 00:03:43.620 align:middle line:90% So yeah, thank you. 00:03:43.620 --> 00:03:46.010 align:middle line:90% So my name's Neil Barnett. 00:03:46.010 --> 00:03:47.210 align:middle line:90% I work at Microsoft. 00:03:47.210 --> 00:03:52.650 align:middle line:84% And I lead our inclusive hiring for people with disabilities. 00:03:52.650 --> 00:03:53.540 align:middle line:90% I have one side. 00:03:53.540 --> 00:03:56.840 align:middle line:84% I'm going to talk about how I frame the program. 00:03:56.840 --> 00:04:02.846 align:middle line:84% We've got really three things that I tend to talk about. 00:04:02.846 --> 00:04:05.492 align:middle line:84% And at Microsoft, I think to start, 00:04:05.492 --> 00:04:07.700 align:middle line:84% it's really important to understand we see disability 00:04:07.700 --> 00:04:09.800 align:middle line:90% as a strength. 00:04:09.800 --> 00:04:13.730 align:middle line:84% And so we want individuals to come to Microsoft, 00:04:13.730 --> 00:04:17.579 align:middle line:84% to have a career at Microsoft, to make an impact on the world. 00:04:17.579 --> 00:04:21.200 align:middle line:84% And we know that by hiring people with disabilities 00:04:21.200 --> 00:04:25.880 align:middle line:84% into the core fabric of our company as employees, 00:04:25.880 --> 00:04:28.670 align:middle line:84% that everything that we do will be more inclusive, whether it's 00:04:28.670 --> 00:04:30.760 align:middle line:84% producing our products, whether it's 00:04:30.760 --> 00:04:35.600 align:middle line:84% Windows, or Office, or Xbox, or if it's a service 00:04:35.600 --> 00:04:36.980 align:middle line:90% or it's an event; whatever. 00:04:36.980 --> 00:04:41.060 align:middle line:84% By having intentionally hiring people with disabilities 00:04:41.060 --> 00:04:43.400 align:middle line:84% into the fabric of the company, we've 00:04:43.400 --> 00:04:46.670 align:middle line:84% seen already great things, like if you think about the Xbox 00:04:46.670 --> 00:04:48.890 align:middle line:84% adoptive controller, or if you think 00:04:48.890 --> 00:04:51.410 align:middle line:90% about products like seeing AI. 00:04:51.410 --> 00:04:54.530 align:middle line:84% Those are all products that were designed, and built, and led 00:04:54.530 --> 00:04:58.240 align:middle line:84% by people with disabilities at Microsoft. 00:04:58.240 --> 00:05:00.720 align:middle line:84% So with that, from a hiring perspective, 00:05:00.720 --> 00:05:03.160 align:middle line:84% I'm going to start on the right-hand side, where 00:05:03.160 --> 00:05:04.935 align:middle line:90% I talk about everyday hiring. 00:05:04.935 --> 00:05:08.850 align:middle line:90% 00:05:08.850 --> 00:05:12.168 align:middle line:84% And anyone at any time can apply to Microsoft. 00:05:12.168 --> 00:05:14.460 align:middle line:84% You don't need to go through an autism program, or some 00:05:14.460 --> 00:05:16.860 align:middle line:84% of these other type of events that I'll talk about. 00:05:16.860 --> 00:05:20.640 align:middle line:84% You can apply any day for any role at Microsoft. 00:05:20.640 --> 00:05:22.950 align:middle line:84% And one of the things that we pride ourselves on 00:05:22.950 --> 00:05:26.620 align:middle line:84% is trying to ensure that that interview process for anybody, 00:05:26.620 --> 00:05:30.640 align:middle line:84% no matter what your disability may be, is inclusive. 00:05:30.640 --> 00:05:37.200 align:middle line:84% And so we have things that we try to put in place, everything 00:05:37.200 --> 00:05:39.300 align:middle line:84% from when you go to the career site, 00:05:39.300 --> 00:05:41.460 align:middle line:84% ensuring that the career site is accessible. 00:05:41.460 --> 00:05:43.170 align:middle line:84% To there's a spot on the career site 00:05:43.170 --> 00:05:44.820 align:middle line:84% that if you need an accommodation, 00:05:44.820 --> 00:05:49.620 align:middle line:84% you can check a box, and the recruiter will contact you. 00:05:49.620 --> 00:05:53.520 align:middle line:84% So obviously if you self-identify 00:05:53.520 --> 00:05:57.450 align:middle line:84% during the recruiting process, we can ensure that you have 00:05:57.450 --> 00:05:59.700 align:middle line:90% what you need to be successful. 00:05:59.700 --> 00:06:02.130 align:middle line:84% But again, that's totally optional. 00:06:02.130 --> 00:06:04.070 align:middle line:84% We have, on the right-hand side, you 00:06:04.070 --> 00:06:09.270 align:middle line:84% can see that we have we've got a centralized accommodation 00:06:09.270 --> 00:06:12.990 align:middle line:84% process, and so we make it really easy for both employees 00:06:12.990 --> 00:06:18.090 align:middle line:84% and candidates to have what they need to have productive-- not 00:06:18.090 --> 00:06:22.090 align:middle line:84% just interviews-- but if you're hired, to ensure that you have, 00:06:22.090 --> 00:06:23.970 align:middle line:84% whether it's the software that you need, 00:06:23.970 --> 00:06:25.595 align:middle line:84% and it could be a third-party software, 00:06:25.595 --> 00:06:27.570 align:middle line:84% not necessarily Microsoft software. 00:06:27.570 --> 00:06:30.300 align:middle line:84% Or it could be anything else that you may need, 00:06:30.300 --> 00:06:33.780 align:middle line:84% it could be a Braille device, it could be a screen reader, 00:06:33.780 --> 00:06:35.460 align:middle line:90% it could be an interpreter. 00:06:35.460 --> 00:06:38.130 align:middle line:84% All these things are examples of accommodations 00:06:38.130 --> 00:06:42.240 align:middle line:84% that whether it's for the interview or as an employee, 00:06:42.240 --> 00:06:45.120 align:middle line:90% that we would work to provide. 00:06:45.120 --> 00:06:47.670 align:middle line:84% What I think is great at Microsoft 00:06:47.670 --> 00:06:53.970 align:middle line:84% is we actually have a dedicated, what I call a disability 00:06:53.970 --> 00:06:57.900 align:middle line:84% recruiter that I work with in our talent acquisition team, 00:06:57.900 --> 00:07:00.420 align:middle line:90% to help us find talent. 00:07:00.420 --> 00:07:02.790 align:middle line:84% And when you send us resumes, ensure 00:07:02.790 --> 00:07:07.260 align:middle line:84% that the team's interviewing are all set up for success. 00:07:07.260 --> 00:07:09.600 align:middle line:84% And so we've got a dedicated recruiter. 00:07:09.600 --> 00:07:12.047 align:middle line:84% If you haven't seen it, we've got a dedicated hiring site 00:07:12.047 --> 00:07:13.630 align:middle line:84% that talks about some of our programs, 00:07:13.630 --> 00:07:16.470 align:middle line:84% whether it's our autism program, or support employment program, 00:07:16.470 --> 00:07:19.080 align:middle line:84% or about the culture at Microsoft. 00:07:19.080 --> 00:07:24.255 align:middle line:84% And it's just Microsoft.com/inclusivehiring. 00:07:24.255 --> 00:07:26.050 align:middle line:84% And there's a lot of great resources 00:07:26.050 --> 00:07:28.580 align:middle line:90% out there for anybody. 00:07:28.580 --> 00:07:30.790 align:middle line:90% We do trainings for teams. 00:07:30.790 --> 00:07:34.630 align:middle line:90% 00:07:34.630 --> 00:07:36.700 align:middle line:84% If a candidate self-identifies, let's just 00:07:36.700 --> 00:07:40.980 align:middle line:84% say a candidate self-identifies that they're 00:07:40.980 --> 00:07:45.370 align:middle line:84% low vision or blind, we will have hiring teams 00:07:45.370 --> 00:07:48.130 align:middle line:90% before the interview sit down. 00:07:48.130 --> 00:07:50.675 align:middle line:84% Within Seattle, we'll use the Lighthouse for the Blind. 00:07:50.675 --> 00:07:53.050 align:middle line:84% And the Lighthouse for the Blind will come in and kind of 00:07:53.050 --> 00:07:56.020 align:middle line:84% go through some inclusive techniques to ensure that 00:07:56.020 --> 00:07:58.750 align:middle line:84% the interview, and then also the onboarding 00:07:58.750 --> 00:08:02.410 align:middle line:84% is as successful as smooth as possible. 00:08:02.410 --> 00:08:05.770 align:middle line:84% So we partner with local nonprofits 00:08:05.770 --> 00:08:08.490 align:middle line:90% on disability training. 00:08:08.490 --> 00:08:11.105 align:middle line:84% And inclusive interviews, like I stressed 00:08:11.105 --> 00:08:12.480 align:middle line:84% in the beginning, every interview 00:08:12.480 --> 00:08:14.830 align:middle line:84% we strive to be inclusive, whether you self-identify 00:08:14.830 --> 00:08:15.330 align:middle line:90% or not. 00:08:15.330 --> 00:08:19.170 align:middle line:84% And that could be examples of not having interviews back 00:08:19.170 --> 00:08:19.890 align:middle line:90% to back. 00:08:19.890 --> 00:08:21.930 align:middle line:84% So there's time in between meetings. 00:08:21.930 --> 00:08:23.070 align:middle line:90% There's quiet space. 00:08:23.070 --> 00:08:25.530 align:middle line:90% There's time to regroup to-- 00:08:25.530 --> 00:08:28.980 align:middle line:84% I know that sounds silly-- but at Microsoft there's 00:08:28.980 --> 00:08:30.000 align:middle line:90% a lot of buildings. 00:08:30.000 --> 00:08:34.140 align:middle line:84% And when I interviewed, I had to go to four different buildings, 00:08:34.140 --> 00:08:38.250 align:middle line:84% where it would be great if as a candidate you came to one spot, 00:08:38.250 --> 00:08:40.390 align:middle line:84% and the people interviewing you, even if they're 00:08:40.390 --> 00:08:42.059 align:middle line:90% on different teams, come to you. 00:08:42.059 --> 00:08:44.808 align:middle line:84% So things like that, we try to do to make 00:08:44.808 --> 00:08:45.975 align:middle line:90% it a more inclusive process. 00:08:45.975 --> 00:08:48.530 align:middle line:90% 00:08:48.530 --> 00:08:49.812 align:middle line:90% So that's the everyday hiring. 00:08:49.812 --> 00:08:52.270 align:middle line:84% And so I just want to stress that it's an everyday process. 00:08:52.270 --> 00:08:53.890 align:middle line:90% So you can apply anytime. 00:08:53.890 --> 00:08:57.700 align:middle line:84% You don't have to wait for a specific hiring event. 00:08:57.700 --> 00:09:00.833 align:middle line:84% And we do have hiring events, that very first bullet. 00:09:00.833 --> 00:09:02.500 align:middle line:84% We have something called ability events, 00:09:02.500 --> 00:09:04.910 align:middle line:84% which we do three or four times a year, 00:09:04.910 --> 00:09:08.690 align:middle line:84% which is like a super day, where we bring in 20, 00:09:08.690 --> 00:09:13.330 align:middle line:84% 30, 40 candidates with disabilities. 00:09:13.330 --> 00:09:17.380 align:middle line:84% And we have jobs, and we have a lot of hiring teams. 00:09:17.380 --> 00:09:18.820 align:middle line:90% It's like a job fair. 00:09:18.820 --> 00:09:23.060 align:middle line:84% And we do interviews all in one day for multiple roles. 00:09:23.060 --> 00:09:26.170 align:middle line:84% So that's also an example of a hiring event specifically 00:09:26.170 --> 00:09:27.967 align:middle line:90% for students with disabilities. 00:09:27.967 --> 00:09:30.923 align:middle line:90% 00:09:30.923 --> 00:09:32.590 align:middle line:84% I'll not pause, I'll keep going through. 00:09:32.590 --> 00:09:36.840 align:middle line:84% So the second program, and this is probably for this audience 00:09:36.840 --> 00:09:40.760 align:middle line:84% probably more awareness, we have a supported employment program 00:09:40.760 --> 00:09:41.660 align:middle line:90% at Microsoft. 00:09:41.660 --> 00:09:45.180 align:middle line:84% And so this is targeted for individuals 00:09:45.180 --> 00:09:48.480 align:middle line:84% with intellectual and developmental disabilities. 00:09:48.480 --> 00:09:53.830 align:middle line:84% And so we hire through our real estate group at Microsoft. 00:09:53.830 --> 00:09:56.190 align:middle line:84% So in this capacity, you're working 00:09:56.190 --> 00:09:58.080 align:middle line:90% as a vendor at Microsoft. 00:09:58.080 --> 00:10:00.150 align:middle line:84% And you'd be working in different types 00:10:00.150 --> 00:10:01.290 align:middle line:90% of roles at Microsoft. 00:10:01.290 --> 00:10:03.000 align:middle line:90% It could be the reception. 00:10:03.000 --> 00:10:04.200 align:middle line:90% It could be warehouse. 00:10:04.200 --> 00:10:05.400 align:middle line:90% It could be our cafe. 00:10:05.400 --> 00:10:07.380 align:middle line:90% It could be landscaping. 00:10:07.380 --> 00:10:09.100 align:middle line:84% And you'll be working with a job coach. 00:10:09.100 --> 00:10:11.850 align:middle line:84% The job coach would be with you for most of the time, 00:10:11.850 --> 00:10:13.990 align:middle line:84% not always, but for most of the time. 00:10:13.990 --> 00:10:15.740 align:middle line:84% And this is a great program to give people 00:10:15.740 --> 00:10:17.580 align:middle line:90% real world experience. 00:10:17.580 --> 00:10:19.380 align:middle line:90% It's part time and full time. 00:10:19.380 --> 00:10:22.620 align:middle line:84% We've been expanding this program for years. 00:10:22.620 --> 00:10:25.440 align:middle line:84% It doesn't get a lot of attention. 00:10:25.440 --> 00:10:28.110 align:middle line:84% And we've started to do it outside of Redmond. 00:10:28.110 --> 00:10:31.590 align:middle line:84% But clearly, we have a lot of roles 00:10:31.590 --> 00:10:35.070 align:middle line:84% that we are using for this program 00:10:35.070 --> 00:10:38.980 align:middle line:90% here at our main campus. 00:10:38.980 --> 00:10:43.100 align:middle line:84% And then finally, as Richard alluded to, 00:10:43.100 --> 00:10:48.590 align:middle line:84% Microsoft has been part of this corporate movement, 00:10:48.590 --> 00:10:51.590 align:middle line:84% I would say, around autism hiring program. 00:10:51.590 --> 00:10:56.120 align:middle line:84% And I would say that to Richard's point, 00:10:56.120 --> 00:10:58.790 align:middle line:84% people at Microsoft have worked here 00:10:58.790 --> 00:11:02.480 align:middle line:84% for 10, 15, 20 years that are on the autism spectrum. 00:11:02.480 --> 00:11:04.430 align:middle line:84% They didn't come through this autism program. 00:11:04.430 --> 00:11:08.090 align:middle line:84% And so that's an example of everyday hiring, 00:11:08.090 --> 00:11:10.800 align:middle line:90% where you don't need a program. 00:11:10.800 --> 00:11:13.370 align:middle line:84% But what the autism program is-- and we started this 00:11:13.370 --> 00:11:17.390 align:middle line:84% about five years ago-- it's a more intentional way 00:11:17.390 --> 00:11:21.140 align:middle line:84% to let the community know that we as a company 00:11:21.140 --> 00:11:24.710 align:middle line:84% are hiring, and in this case individuals 00:11:24.710 --> 00:11:28.820 align:middle line:84% on the autism spectrum, and that we've tweaked our interview 00:11:28.820 --> 00:11:29.610 align:middle line:90% process. 00:11:29.610 --> 00:11:32.600 align:middle line:84% So it's not a one-day back-to-back kind 00:11:32.600 --> 00:11:35.720 align:middle line:84% of interview process that's a typical Microsoft 00:11:35.720 --> 00:11:37.250 align:middle line:90% or corporate interview. 00:11:37.250 --> 00:11:40.340 align:middle line:84% It's a way for candidates to come and really 00:11:40.340 --> 00:11:43.610 align:middle line:84% showcase their skills, get to know hiring managers, 00:11:43.610 --> 00:11:50.120 align:middle line:84% get to know other peers, and in a more relaxed atmosphere. 00:11:50.120 --> 00:11:53.840 align:middle line:84% Get to interview with the same high bar, the same job 00:11:53.840 --> 00:11:56.420 align:middle line:84% expectations, the same pay and performance 00:11:56.420 --> 00:11:59.150 align:middle line:90% as any other employee. 00:11:59.150 --> 00:12:04.720 align:middle line:84% But it lets our candidates really showcase their skills. 00:12:04.720 --> 00:12:07.720 align:middle line:84% And I think why this program has been 00:12:07.720 --> 00:12:10.810 align:middle line:84% a success, not just at Microsoft but with a whole host 00:12:10.810 --> 00:12:17.650 align:middle line:84% of other companies, is we're finding talent that I would say 00:12:17.650 --> 00:12:19.682 align:middle line:84% for one reason or another, didn't 00:12:19.682 --> 00:12:21.640 align:middle line:84% get through that traditional interview process. 00:12:21.640 --> 00:12:24.940 align:middle line:84% And I wrote down 50% of the people, roughly, approximately 00:12:24.940 --> 00:12:28.850 align:middle line:84% 50% of people that we hire, so extend job offers to 00:12:28.850 --> 00:12:30.580 align:middle line:84% will say, hey, I applied to Microsoft. 00:12:30.580 --> 00:12:32.780 align:middle line:90% But my resume wasn't picked up. 00:12:32.780 --> 00:12:34.750 align:middle line:84% I never got contacted by a recruiter. 00:12:34.750 --> 00:12:37.930 align:middle line:84% Or if I did and I had a phone screen, 00:12:37.930 --> 00:12:40.750 align:middle line:84% you can imagine potentially you didn't get past the phone 00:12:40.750 --> 00:12:43.780 align:middle line:84% screen, if you didn't self-identify 00:12:43.780 --> 00:12:47.230 align:middle line:84% and you answer questions, yes/no questions, where 00:12:47.230 --> 00:12:49.870 align:middle line:84% the recruiter didn't get a good feel of your skills. 00:12:49.870 --> 00:12:52.720 align:middle line:84% So when we bring folks in we screen them 00:12:52.720 --> 00:12:58.420 align:middle line:84% in through this other front door, this other lens, 00:12:58.420 --> 00:13:00.580 align:middle line:84% and they get to meet hiring managers who 00:13:00.580 --> 00:13:02.120 align:middle line:90% may not have met them before. 00:13:02.120 --> 00:13:05.740 align:middle line:84% And they get a showcase, in this case, technical skills 00:13:05.740 --> 00:13:07.240 align:middle line:90% for most of our roles. 00:13:07.240 --> 00:13:10.030 align:middle line:84% We have hiring managers in Windows, Xbox, Azure; 00:13:10.030 --> 00:13:14.440 align:middle line:84% saying, we want you, not just for a job, but for a career. 00:13:14.440 --> 00:13:17.680 align:middle line:84% And so it's been very rewarding in the sense 00:13:17.680 --> 00:13:21.400 align:middle line:84% that we're finding some incredible talent that we 00:13:21.400 --> 00:13:24.830 align:middle line:90% have not been finding before. 00:13:24.830 --> 00:13:27.230 align:middle line:84% So with that, I don't know what the time is, 00:13:27.230 --> 00:13:30.980 align:middle line:84% but those are the three big buckets, 00:13:30.980 --> 00:13:33.810 align:middle line:84% the pan-disability, everyday hiring, 00:13:33.810 --> 00:13:37.190 align:middle line:84% supported employment disability program. 00:13:37.190 --> 00:13:40.040 align:middle line:84% RICHARD LADNER: On your panel, Neil, this is Richard. 00:13:40.040 --> 00:13:43.040 align:middle line:84% On your panel, you have by the numbers on the far left. 00:13:43.040 --> 00:13:44.710 align:middle line:84% Maybe you could say what that is. 00:13:44.710 --> 00:13:45.770 align:middle line:90% NEIL BARNETT: Sure. 00:13:45.770 --> 00:13:50.780 align:middle line:84% So when you think about, one of the questions we get 00:13:50.780 --> 00:13:52.260 align:middle line:90% is, what's the business case? 00:13:52.260 --> 00:13:55.340 align:middle line:84% And everyone on this phone probably knows the business 00:13:55.340 --> 00:13:58.130 align:middle line:84% case, and whether it's the data point of there's 00:13:58.130 --> 00:14:01.148 align:middle line:84% over a billion people in the world with disabilities, 00:14:01.148 --> 00:14:03.440 align:middle line:84% or obviously the one that drives us is the unemployment 00:14:03.440 --> 00:14:05.000 align:middle line:84% rate for people with disabilities 00:14:05.000 --> 00:14:08.830 align:middle line:84% is twice that those without a disability. 00:14:08.830 --> 00:14:10.970 align:middle line:84% And so our goal at Microsoft is not just 00:14:10.970 --> 00:14:14.330 align:middle line:84% to hire some great folks, whether it's 00:14:14.330 --> 00:14:16.280 align:middle line:84% through these programs, or whether it's 00:14:16.280 --> 00:14:18.020 align:middle line:90% through our everyday hiring. 00:14:18.020 --> 00:14:21.260 align:middle line:84% But it's really to work with the broader community, 00:14:21.260 --> 00:14:23.720 align:middle line:84% and definitely the broader corporate employers. 00:14:23.720 --> 00:14:26.240 align:middle line:84% Because we all need to do our part. 00:14:26.240 --> 00:14:30.140 align:middle line:84% So if we hire 100, 200, 300 people through the autism 00:14:30.140 --> 00:14:32.150 align:middle line:90% program, that's great. 00:14:32.150 --> 00:14:36.660 align:middle line:84% But imagine if all these other companies hire 10, 20, 30, 40, 00:14:36.660 --> 00:14:37.190 align:middle line:90% 50 people? 00:14:37.190 --> 00:14:39.270 align:middle line:90% It adds up pretty fast. 00:14:39.270 --> 00:14:42.410 align:middle line:84% And to change the unemployment rate, last stat I did 00:14:42.410 --> 00:14:46.730 align:middle line:84% is you have to hire over half a million people to move it 1%. 00:14:46.730 --> 00:14:48.797 align:middle line:90% And so we can't do it ourselves. 00:14:48.797 --> 00:14:50.630 align:middle line:84% We need to do it with partners, whether it's 00:14:50.630 --> 00:14:54.808 align:middle line:84% with partners like Google, or partners like Ernst & Young. 00:14:54.808 --> 00:14:56.600 align:middle line:84% There's a lot of great companies out there. 00:14:56.600 --> 00:14:58.683 align:middle line:84% And I think that's important for everyone to know. 00:14:58.683 --> 00:15:01.320 align:middle line:84% It's not a Microsoft thing or a Google thing. 00:15:01.320 --> 00:15:03.500 align:middle line:84% There are a lot of great companies 00:15:03.500 --> 00:15:05.990 align:middle line:84% that are doing this type of work. 00:15:05.990 --> 00:15:08.600 align:middle line:84% And that if you're looking for work, 00:15:08.600 --> 00:15:10.340 align:middle line:84% now is a great time, because there's 00:15:10.340 --> 00:15:13.430 align:middle line:84% a lot of employers that are really leaning in, 00:15:13.430 --> 00:15:17.120 align:middle line:84% not just in autism, all disabilities, and really 00:15:17.120 --> 00:15:20.450 align:middle line:90% are looking for talent. 00:15:20.450 --> 00:15:22.820 align:middle line:90% RICHARD LADNER: Thank you, Neil. 00:15:22.820 --> 00:15:26.570 align:middle line:84% Why don't you un-share your screen now, and then 00:15:26.570 --> 00:15:31.400 align:middle line:90% we can move to Lorne. 00:15:31.400 --> 00:15:33.627 align:middle line:90% You can unmute yourself too. 00:15:33.627 --> 00:15:34.460 align:middle line:90% LORNE NEEDLE: Great. 00:15:34.460 --> 00:15:35.120 align:middle line:90% Thank you. 00:15:35.120 --> 00:15:37.860 align:middle line:90% And I don't use Zoom very often. 00:15:37.860 --> 00:15:39.867 align:middle line:84% So let's see if I get this right. 00:15:39.867 --> 00:15:41.450 align:middle line:84% RICHARD LADNER: At the bottom of the-- 00:15:41.450 --> 00:15:43.325 align:middle line:84% bring your mouse to the bottom of the screen, 00:15:43.325 --> 00:15:45.380 align:middle line:84% and there's a Share button there. 00:15:45.380 --> 00:15:46.540 align:middle line:90% LORNE NEEDLE: Yeah. 00:15:46.540 --> 00:15:47.873 align:middle line:90% RICHARD LADNER: Did you find it? 00:15:47.873 --> 00:15:49.430 align:middle line:90% LORNE NEEDLE: I did. 00:15:49.430 --> 00:15:50.870 align:middle line:90% RICHARD LADNER: There you go. 00:15:50.870 --> 00:15:54.150 align:middle line:84% LORNE NEEDLE: All right, and let me just bring up-- 00:15:54.150 --> 00:15:54.998 align:middle line:90% hang on a moment. 00:15:54.998 --> 00:16:04.080 align:middle line:90% 00:16:04.080 --> 00:16:04.836 align:middle line:90% There we go. 00:16:04.836 --> 00:16:09.120 align:middle line:90% 00:16:09.120 --> 00:16:15.700 align:middle line:84% All right, can people see this presentation? 00:16:15.700 --> 00:16:18.160 align:middle line:84% BRIANNA BLASER: We see something that says TechStop. 00:16:18.160 --> 00:16:19.770 align:middle line:90% Go to TechStop. 00:16:19.770 --> 00:16:23.150 align:middle line:90% LORNE NEEDLE: Oh, got you, OK. 00:16:23.150 --> 00:16:24.890 align:middle line:90% Let's see. 00:16:24.890 --> 00:16:26.797 align:middle line:84% On my screen, I'm showing you the deck. 00:16:26.797 --> 00:16:29.380 align:middle line:84% Brianna, maybe just to be safe, we should have you present it, 00:16:29.380 --> 00:16:30.280 align:middle line:90% so we don't-- 00:16:30.280 --> 00:16:32.030 align:middle line:84% BRIANNA BLASER: Yeah, let me pull that up. 00:16:32.030 --> 00:16:33.150 align:middle line:90% Just one second. 00:16:33.150 --> 00:16:35.830 align:middle line:84% LORNE NEEDLE: So I'll stop sharing. 00:16:35.830 --> 00:16:40.480 align:middle line:90% Apologies, everybody. 00:16:40.480 --> 00:16:41.140 align:middle line:90% While we're-- 00:16:41.140 --> 00:16:45.040 align:middle line:90% 00:16:45.040 --> 00:16:46.665 align:middle line:84% BRIANNA BLASER: Let me share my screen. 00:16:46.665 --> 00:16:52.010 align:middle line:90% 00:16:52.010 --> 00:16:52.510 align:middle line:90% There. 00:16:52.510 --> 00:16:53.430 align:middle line:90% Can you see it now? 00:16:53.430 --> 00:16:55.840 align:middle line:90% I put it in presentation mode. 00:16:55.840 --> 00:17:05.020 align:middle line:90% 00:17:05.020 --> 00:17:06.130 align:middle line:90% Is it showing up now? 00:17:06.130 --> 00:17:10.810 align:middle line:90% 00:17:10.810 --> 00:17:13.200 align:middle line:84% So now I'm clicking through it, unintentionally, sorry. 00:17:13.200 --> 00:17:13.920 align:middle line:84% RICHARD LADNER: Yes, I don't know 00:17:13.920 --> 00:17:15.170 align:middle line:90% what happened to Lorne though. 00:17:15.170 --> 00:17:19.950 align:middle line:90% 00:17:19.950 --> 00:17:22.440 align:middle line:84% BRIANNA BLASER: I can see the list of participants as well. 00:17:22.440 --> 00:17:23.520 align:middle line:90% And I am-- 00:17:23.520 --> 00:17:26.730 align:middle line:84% RICHARD LADNER: I think he accidentally left the-- 00:17:26.730 --> 00:17:27.692 align:middle line:90% NEIL BARNETT: Oh, yeah. 00:17:27.692 --> 00:17:29.900 align:middle line:84% RICHARD LADNER: He'll be back in a second, hopefully. 00:17:29.900 --> 00:17:32.040 align:middle line:84% BRIANNA BLASER: Yep, I see him on the list. 00:17:32.040 --> 00:17:32.870 align:middle line:90% RICHARD LADNER: Oh, he's there. 00:17:32.870 --> 00:17:33.320 align:middle line:90% Where is he? 00:17:33.320 --> 00:17:34.445 align:middle line:90% BRIANNA BLASER: He's muted. 00:17:34.445 --> 00:17:36.250 align:middle line:84% RICHARD LADNER: Is he muted or un-muted? 00:17:36.250 --> 00:17:39.457 align:middle line:84% BRIANNA BLASER: Muted, he might have just reconnected. 00:17:39.457 --> 00:17:40.540 align:middle line:90% LORNE NEEDLE: There we go. 00:17:40.540 --> 00:17:41.220 align:middle line:90% All right. 00:17:41.220 --> 00:17:41.720 align:middle line:90% Can folks-- 00:17:41.720 --> 00:17:43.060 align:middle line:90% RICHARD LADNER: There you go. 00:17:43.060 --> 00:17:44.500 align:middle line:84% LORNE NEEDLE: All right, a little 00:17:44.500 --> 00:17:48.800 align:middle line:84% live technical difficulties, but here we are. 00:17:48.800 --> 00:17:51.460 align:middle line:90% So anyway, let me just jump in. 00:17:51.460 --> 00:17:54.813 align:middle line:84% So Richard already introduced me, and Richard and Brianna, 00:17:54.813 --> 00:17:56.230 align:middle line:84% thank you very much for the chance 00:17:56.230 --> 00:17:58.010 align:middle line:90% to be part of the webinar. 00:17:58.010 --> 00:17:59.950 align:middle line:84% And thank you, everybody, for your interest 00:17:59.950 --> 00:18:02.650 align:middle line:90% and for listening. 00:18:02.650 --> 00:18:05.320 align:middle line:84% So my role at Google, as you can see here on the screen, 00:18:05.320 --> 00:18:09.280 align:middle line:84% is I'm our global lead for initiatives around people 00:18:09.280 --> 00:18:10.960 align:middle line:90% with disabilities in staffing. 00:18:10.960 --> 00:18:13.930 align:middle line:84% So my role is really to think about and execute 00:18:13.930 --> 00:18:17.710 align:middle line:84% the work we're doing globally around hiring more people 00:18:17.710 --> 00:18:20.200 align:middle line:90% with disabilities at Google. 00:18:20.200 --> 00:18:25.990 align:middle line:84% And I'm going to, like Neil did, walk through some things 00:18:25.990 --> 00:18:28.500 align:middle line:90% that we do. 00:18:28.500 --> 00:18:31.260 align:middle line:84% I want to say first, if there's one thing you take away 00:18:31.260 --> 00:18:33.990 align:middle line:84% from this as a message, is that we're really 00:18:33.990 --> 00:18:35.670 align:middle line:90% excited to meet you. 00:18:35.670 --> 00:18:37.820 align:middle line:84% We think of you as really important talent, 00:18:37.820 --> 00:18:40.800 align:middle line:84% and encourage you, if you're interested in roles 00:18:40.800 --> 00:18:42.560 align:middle line:84% that you see posted at Google, and you 00:18:42.560 --> 00:18:44.310 align:middle line:84% think you're qualified for them, to apply. 00:18:44.310 --> 00:18:46.140 align:middle line:84% Because we would love to have you. 00:18:46.140 --> 00:18:49.680 align:middle line:84% From a values basis, Google really 00:18:49.680 --> 00:18:51.460 align:middle line:84% believes in diversity and inclusion. 00:18:51.460 --> 00:18:53.580 align:middle line:84% And we want to see people with disabilities 00:18:53.580 --> 00:18:55.650 align:middle line:84% have the opportunity for the careers, 00:18:55.650 --> 00:18:57.172 align:middle line:84% and the jobs, and the experiences 00:18:57.172 --> 00:18:58.630 align:middle line:84% that you want to have in your life. 00:18:58.630 --> 00:19:01.830 align:middle line:84% And if that brings you to Google, we love that. 00:19:01.830 --> 00:19:04.710 align:middle line:84% And just like Neil said, from a business perspective, 00:19:04.710 --> 00:19:06.870 align:middle line:90% you are talent that we need. 00:19:06.870 --> 00:19:10.330 align:middle line:84% You are people that will help our business be successful. 00:19:10.330 --> 00:19:12.152 align:middle line:90% And so we want you on our team. 00:19:12.152 --> 00:19:13.110 align:middle line:90% If you want to be here. 00:19:13.110 --> 00:19:15.720 align:middle line:84% So just remember that, and take that in. 00:19:15.720 --> 00:19:19.290 align:middle line:84% I also want to take a moment and recognize Microsoft. 00:19:19.290 --> 00:19:22.920 align:middle line:84% You know, we may compete fiercely in various product 00:19:22.920 --> 00:19:27.520 align:middle line:84% verticals, like gaming, like software, like other things. 00:19:27.520 --> 00:19:30.210 align:middle line:84% But the fact is that Microsoft is unquestionably 00:19:30.210 --> 00:19:33.090 align:middle line:84% one of the leaders in industry when it comes 00:19:33.090 --> 00:19:34.980 align:middle line:90% to disability and inclusion. 00:19:34.980 --> 00:19:37.725 align:middle line:84% And one thing I like is that while we're all competing 00:19:37.725 --> 00:19:39.600 align:middle line:84% fiercely, we're all trying to help each other 00:19:39.600 --> 00:19:43.410 align:middle line:84% do more to create opportunities for people with disabilities. 00:19:43.410 --> 00:19:46.920 align:middle line:84% And I have personally leaned on Neil and many of the experts 00:19:46.920 --> 00:19:49.140 align:middle line:84% at Microsoft to help us think about what we're doing 00:19:49.140 --> 00:19:51.480 align:middle line:84% and expand that, so have my teammates. 00:19:51.480 --> 00:19:55.410 align:middle line:84% And so all of us are benefiting from some of the ways 00:19:55.410 --> 00:19:58.140 align:middle line:84% that Microsoft has blazed a trail for us. 00:19:58.140 --> 00:20:01.360 align:middle line:90% Next slide please, Brianna. 00:20:01.360 --> 00:20:04.720 align:middle line:84% So our commitment starts with our CEO on down. 00:20:04.720 --> 00:20:08.650 align:middle line:84% This slide shows a picture of Sundar Pichai, Google's CEO. 00:20:08.650 --> 00:20:12.790 align:middle line:84% And there's a quote from his 2018 founders letter, which 00:20:12.790 --> 00:20:15.130 align:middle line:84% is the letter the CEO issues every year, where he talks 00:20:15.130 --> 00:20:17.710 align:middle line:84% about building for everyone and ensuring 00:20:17.710 --> 00:20:20.020 align:middle line:84% that people with disabilities can access and enjoy 00:20:20.020 --> 00:20:21.040 align:middle line:90% our products. 00:20:21.040 --> 00:20:24.460 align:middle line:84% So we believe in that from a product perspective. 00:20:24.460 --> 00:20:27.550 align:middle line:84% If you look on our diversity site, which is available, 00:20:27.550 --> 00:20:29.980 align:middle line:84% you'll see that Google's mission is 00:20:29.980 --> 00:20:33.520 align:middle line:84% to make the world's information universally 00:20:33.520 --> 00:20:35.440 align:middle line:84% available and accessible for everyone. 00:20:35.440 --> 00:20:37.330 align:middle line:84% And that where it accessible is in there. 00:20:37.330 --> 00:20:38.830 align:middle line:84% And combine that with our commitment 00:20:38.830 --> 00:20:41.205 align:middle line:84% to diversity and inclusion, and that means that we deeply 00:20:41.205 --> 00:20:44.180 align:middle line:84% believe that we need people with disabilities in our workforce, 00:20:44.180 --> 00:20:46.760 align:middle line:84% like we need people who are representative in other ways. 00:20:46.760 --> 00:20:50.860 align:middle line:84% So from the top to the bottom, our company 00:20:50.860 --> 00:20:52.600 align:middle line:84% cares about including you and what 00:20:52.600 --> 00:20:54.700 align:middle line:90% you have to bring to the table. 00:20:54.700 --> 00:20:57.640 align:middle line:90% Next slide, please. 00:20:57.640 --> 00:21:00.790 align:middle line:84% There is an organization or rather there's 00:21:00.790 --> 00:21:03.820 align:middle line:84% a tool in the United States called the Disability Equality 00:21:03.820 --> 00:21:05.440 align:middle line:90% Index you may be familiar with. 00:21:05.440 --> 00:21:09.340 align:middle line:84% It is created and managed by several independent non-profit 00:21:09.340 --> 00:21:10.240 align:middle line:90% organizations. 00:21:10.240 --> 00:21:14.560 align:middle line:84% And what it does is it rates companies as good places 00:21:14.560 --> 00:21:16.420 align:middle line:84% to work around disability inclusion, which 00:21:16.420 --> 00:21:18.010 align:middle line:84% includes hiring process, the employee 00:21:18.010 --> 00:21:19.630 align:middle line:90% experience, and other things. 00:21:19.630 --> 00:21:22.480 align:middle line:84% We were very proud in 2019 for the first time 00:21:22.480 --> 00:21:26.800 align:middle line:84% Google was scored for the index, and scored 100%. 00:21:26.800 --> 00:21:29.820 align:middle line:84% And we're in good company with a lot of other leading companies 00:21:29.820 --> 00:21:30.850 align:middle line:90% who are at that level. 00:21:30.850 --> 00:21:32.230 align:middle line:84% And what that means is we're definitely 00:21:32.230 --> 00:21:34.022 align:middle line:84% doing some things right, and we're serious, 00:21:34.022 --> 00:21:35.020 align:middle line:90% and we're committed. 00:21:35.020 --> 00:21:38.110 align:middle line:84% Not to oversell that 100%, it doesn't mean we are perfect. 00:21:38.110 --> 00:21:40.730 align:middle line:84% There are lots of places where we have more work to do, 00:21:40.730 --> 00:21:41.930 align:middle line:90% and we know that. 00:21:41.930 --> 00:21:44.050 align:middle line:84% But just to share that with you is 00:21:44.050 --> 00:21:49.210 align:middle line:84% something that gives you a sense of Google's efforts 00:21:49.210 --> 00:21:51.640 align:middle line:84% in this space, and some independent evaluation of that. 00:21:51.640 --> 00:21:52.510 align:middle line:90% Next slide, please. 00:21:52.510 --> 00:21:55.120 align:middle line:90% 00:21:55.120 --> 00:21:58.150 align:middle line:84% We publish an annual report every year 00:21:58.150 --> 00:22:00.910 align:middle line:84% which, you can access on our website called the Diversity 00:22:00.910 --> 00:22:02.410 align:middle line:90% Annual Report. 00:22:02.410 --> 00:22:05.050 align:middle line:84% And if you look at the 2019 annual report, 00:22:05.050 --> 00:22:07.330 align:middle line:84% we haven't published 2020 yet, you'll 00:22:07.330 --> 00:22:10.960 align:middle line:84% see that we conducted in 2019 an internal survey 00:22:10.960 --> 00:22:13.600 align:middle line:84% of our employees, a self-identification survey. 00:22:13.600 --> 00:22:16.300 align:middle line:84% And 7.5% of our employees identified 00:22:16.300 --> 00:22:17.950 align:middle line:90% as having a disability. 00:22:17.950 --> 00:22:21.160 align:middle line:84% I don't actually have the data of how that breaks down 00:22:21.160 --> 00:22:23.980 align:middle line:84% in technical employees, like engineers versus business 00:22:23.980 --> 00:22:27.190 align:middle line:84% employees, versus employees in human resources, 00:22:27.190 --> 00:22:29.320 align:middle line:84% and other kinds of support functions. 00:22:29.320 --> 00:22:33.700 align:middle line:84% But that means thousands of people across Google 00:22:33.700 --> 00:22:35.500 align:middle line:84% are identified as having a disability, 00:22:35.500 --> 00:22:37.510 align:middle line:84% and are making really critical contributions 00:22:37.510 --> 00:22:40.540 align:middle line:84% to the business every day, and we are very mindful of that. 00:22:40.540 --> 00:22:42.760 align:middle line:84% And that also tells us that in some ways, 00:22:42.760 --> 00:22:44.740 align:middle line:84% our hiring process is working, and it also 00:22:44.740 --> 00:22:47.440 align:middle line:90% tells us that we can do more. 00:22:47.440 --> 00:22:50.420 align:middle line:90% Next slide, please. 00:22:50.420 --> 00:22:52.540 align:middle line:84% So I want to talk briefly about three areas 00:22:52.540 --> 00:22:55.480 align:middle line:84% that we're working in around disability inclusion. 00:22:55.480 --> 00:22:59.110 align:middle line:84% One of those is creating a good experience 00:22:59.110 --> 00:23:00.700 align:middle line:90% for our current employees. 00:23:00.700 --> 00:23:02.830 align:middle line:84% One of those is product accessibility, and then 00:23:02.830 --> 00:23:05.950 align:middle line:84% of course, what we're doing around hiring that's inclusive 00:23:05.950 --> 00:23:08.140 align:middle line:90% of people with disabilities. 00:23:08.140 --> 00:23:10.510 align:middle line:90% Next slide. 00:23:10.510 --> 00:23:12.700 align:middle line:84% So let's start with creating a good experience 00:23:12.700 --> 00:23:14.020 align:middle line:90% for our employees. 00:23:14.020 --> 00:23:15.640 align:middle line:84% Like I said, since we're committed 00:23:15.640 --> 00:23:18.070 align:middle line:84% to an inclusive workforce, we're trying 00:23:18.070 --> 00:23:23.410 align:middle line:84% to create a space where employees have the chance 00:23:23.410 --> 00:23:26.950 align:middle line:84% to feel safe, feel welcome, thrive, learn, do 00:23:26.950 --> 00:23:28.930 align:middle line:90% all the things they need to do. 00:23:28.930 --> 00:23:33.670 align:middle line:84% And that includes having a global accommodations 00:23:33.670 --> 00:23:36.370 align:middle line:84% program for our employees, and it includes some other things. 00:23:36.370 --> 00:23:39.710 align:middle line:84% In terms of what we do in the workforce, 00:23:39.710 --> 00:23:45.370 align:middle line:84% we are focused on, for example, supporting our employees 00:23:45.370 --> 00:23:47.590 align:middle line:84% and managers to be more aware of, 00:23:47.590 --> 00:23:50.420 align:middle line:84% and know how to work with employees with disabilities. 00:23:50.420 --> 00:23:52.840 align:middle line:84% So we talk about things like empathy. 00:23:52.840 --> 00:23:53.830 align:middle line:90% Do you understand? 00:23:53.830 --> 00:23:56.760 align:middle line:84% Are you open to people's experiences? 00:23:56.760 --> 00:23:58.870 align:middle line:84% Etiquette, do you know how to interact? 00:23:58.870 --> 00:24:00.130 align:middle line:90% Google is a nice place. 00:24:00.130 --> 00:24:01.450 align:middle line:90% There's lots of nice people. 00:24:01.450 --> 00:24:05.290 align:middle line:84% And people are open, and they are also sometimes a little bit 00:24:05.290 --> 00:24:06.467 align:middle line:90% worried about offending. 00:24:06.467 --> 00:24:08.800 align:middle line:84% And so they might meet someone who is a wheelchair user. 00:24:08.800 --> 00:24:10.930 align:middle line:84% They might meet someone with limited vision. 00:24:10.930 --> 00:24:12.670 align:middle line:84% And if they don't have the skills, 00:24:12.670 --> 00:24:15.130 align:middle line:84% they might choose not to engage, because they don't 00:24:15.130 --> 00:24:16.540 align:middle line:90% want to offend the person. 00:24:16.540 --> 00:24:17.800 align:middle line:90% Well, we'd like the opposite. 00:24:17.800 --> 00:24:20.410 align:middle line:84% We'd like people to know how to engage and make sure 00:24:20.410 --> 00:24:22.240 align:middle line:84% that they make that individual feel welcome 00:24:22.240 --> 00:24:23.190 align:middle line:90% in a respectful way. 00:24:23.190 --> 00:24:25.480 align:middle line:84% So we have training and other resources 00:24:25.480 --> 00:24:29.450 align:middle line:90% for employees around that. 00:24:29.450 --> 00:24:32.410 align:middle line:84% We have training for our managers. 00:24:32.410 --> 00:24:35.920 align:middle line:84% There is mandatory diversity equity inclusion training 00:24:35.920 --> 00:24:37.090 align:middle line:90% that all managers take. 00:24:37.090 --> 00:24:40.823 align:middle line:84% That includes attention to people with disabilities. 00:24:40.823 --> 00:24:43.240 align:middle line:84% We have other resources that we're developing for managers 00:24:43.240 --> 00:24:44.240 align:middle line:90% as well. 00:24:44.240 --> 00:24:47.680 align:middle line:84% We also have done training across the company called 00:24:47.680 --> 00:24:48.983 align:middle line:90% unconscious bias training. 00:24:48.983 --> 00:24:50.400 align:middle line:84% And you may be familiar with this. 00:24:50.400 --> 00:24:53.223 align:middle line:84% But the idea is to have people recognize biases 00:24:53.223 --> 00:24:55.390 align:middle line:84% that we may be holding that we're not even aware of, 00:24:55.390 --> 00:24:57.750 align:middle line:84% and how that affects our interaction with each other, 00:24:57.750 --> 00:25:00.890 align:middle line:84% or a manager with employees, in this case around disability. 00:25:00.890 --> 00:25:04.480 align:middle line:84% So we require across our company that people do that training 00:25:04.480 --> 00:25:05.110 align:middle line:90% as well. 00:25:05.110 --> 00:25:08.620 align:middle line:84% And that's all intended to create that environment where 00:25:08.620 --> 00:25:10.120 align:middle line:90% people can thrive. 00:25:10.120 --> 00:25:11.920 align:middle line:84% In terms of our accommodation programs, 00:25:11.920 --> 00:25:14.300 align:middle line:84% similar to what Neil talked about from Microsoft, 00:25:14.300 --> 00:25:17.710 align:middle line:84% we have a central accommodations team within our benefits 00:25:17.710 --> 00:25:18.820 align:middle line:90% group at Google. 00:25:18.820 --> 00:25:22.750 align:middle line:84% They work with employees across the company globally. 00:25:22.750 --> 00:25:25.060 align:middle line:84% And any employee at any time can submit 00:25:25.060 --> 00:25:26.440 align:middle line:90% a request for accommodation. 00:25:26.440 --> 00:25:29.320 align:middle line:84% And that team includes experts who will look at that, 00:25:29.320 --> 00:25:32.727 align:middle line:84% evaluate, figure out how best to support and help the employee, 00:25:32.727 --> 00:25:34.060 align:middle line:90% and then set things up for them. 00:25:34.060 --> 00:25:35.590 align:middle line:84% So that could be a screen reader. 00:25:35.590 --> 00:25:38.230 align:middle line:84% It could be having an interpreter available to you. 00:25:38.230 --> 00:25:41.320 align:middle line:84% It could be making sure that the building you're entering 00:25:41.320 --> 00:25:44.750 align:middle line:84% has access, if you're someone who has limited mobility, 00:25:44.750 --> 00:25:45.250 align:middle line:90% and so on. 00:25:45.250 --> 00:25:48.130 align:middle line:84% So we make sure that we are attending 00:25:48.130 --> 00:25:50.110 align:middle line:90% to the needs of every employee. 00:25:50.110 --> 00:25:54.190 align:middle line:84% And then thinking more globally, not just individually, about 00:25:54.190 --> 00:25:58.600 align:middle line:84% are we creating the kind of space 00:25:58.600 --> 00:26:00.790 align:middle line:90% where things are working well. 00:26:00.790 --> 00:26:05.370 align:middle line:84% We think about that starting with our employee orientation. 00:26:05.370 --> 00:26:07.150 align:middle line:84% So if you're a new Google employee, 00:26:07.150 --> 00:26:08.620 align:middle line:90% we call our employees Googlers. 00:26:08.620 --> 00:26:10.810 align:middle line:84% And we call new employees Nooglers. 00:26:10.810 --> 00:26:12.370 align:middle line:84% And when you start at Google, you 00:26:12.370 --> 00:26:15.790 align:middle line:84% spent your first two days in Noogler orientation. 00:26:15.790 --> 00:26:18.060 align:middle line:84% And that orientation has been specifically 00:26:18.060 --> 00:26:19.930 align:middle line:90% re-designed to be accessible. 00:26:19.930 --> 00:26:22.300 align:middle line:84% So in the way the information is presented, 00:26:22.300 --> 00:26:25.390 align:middle line:84% having captioning, having spaces that are accessible, 00:26:25.390 --> 00:26:28.870 align:middle line:84% having quiet rooms so someone who may be experiencing anxiety 00:26:28.870 --> 00:26:32.500 align:middle line:84% or sensory overload can go and take some time for themselves. 00:26:32.500 --> 00:26:35.140 align:middle line:84% And also starting right with your first day at Google 00:26:35.140 --> 00:26:36.820 align:middle line:84% with orientation, you're reminded 00:26:36.820 --> 00:26:39.030 align:middle line:84% about the accommodations team and the availability 00:26:39.030 --> 00:26:40.930 align:middle line:90% of those resources. 00:26:40.930 --> 00:26:43.430 align:middle line:90% Next slide, please. 00:26:43.430 --> 00:26:45.610 align:middle line:84% I also want to talk about our internal community, 00:26:45.610 --> 00:26:47.590 align:middle line:84% because this I think is one of the best things 00:26:47.590 --> 00:26:50.110 align:middle line:84% that Google has going in disability inclusion. 00:26:50.110 --> 00:26:52.720 align:middle line:84% We have an employee resource group, 00:26:52.720 --> 00:26:55.540 align:middle line:84% over a thousand members strong, that's called the Disability 00:26:55.540 --> 00:26:59.740 align:middle line:84% Alliance, formed by Googlers who identifies having disabilities. 00:26:59.740 --> 00:27:03.820 align:middle line:84% And their purpose is to connect with and support each other, 00:27:03.820 --> 00:27:07.120 align:middle line:84% to advise and advocate within Google around things that 00:27:07.120 --> 00:27:09.880 align:middle line:84% would make experiences better for employees, 00:27:09.880 --> 00:27:12.470 align:middle line:84% to have events and other activities. 00:27:12.470 --> 00:27:15.730 align:middle line:84% And they're a fantastic well-led bunch of people. 00:27:15.730 --> 00:27:18.520 align:middle line:84% The Disability Alliance, by the way, is the umbrella group. 00:27:18.520 --> 00:27:24.970 align:middle line:84% And we have a number of branch groups. 00:27:24.970 --> 00:27:27.370 align:middle line:84% So there is a subgroup called Autistics at Google 00:27:27.370 --> 00:27:30.190 align:middle line:84% that is like it sounds like, a membership group formed 00:27:30.190 --> 00:27:32.440 align:middle line:90% by our autistic employees. 00:27:32.440 --> 00:27:35.920 align:middle line:84% And they are respected and listened to across the company. 00:27:35.920 --> 00:27:37.570 align:middle line:90% They have access to our CEO. 00:27:37.570 --> 00:27:39.880 align:middle line:84% They have access to our Senior Vice 00:27:39.880 --> 00:27:44.300 align:middle line:84% President of People Operations, and all kinds of other people. 00:27:44.300 --> 00:27:46.420 align:middle line:90% Next slide, please. 00:27:46.420 --> 00:27:49.000 align:middle line:84% Among the things they do is hold an annual event called 00:27:49.000 --> 00:27:50.800 align:middle line:84% Accessibility Week every November. 00:27:50.800 --> 00:27:53.500 align:middle line:84% And this is done in offices globally, 00:27:53.500 --> 00:27:56.920 align:middle line:84% and a number of activities-- so fun events, 00:27:56.920 --> 00:28:00.680 align:middle line:84% and speakers, and educational opportunities. 00:28:00.680 --> 00:28:02.470 align:middle line:84% What's pictured here on the slide 00:28:02.470 --> 00:28:05.740 align:middle line:84% is a sign language class that was offered in our Zurich 00:28:05.740 --> 00:28:07.113 align:middle line:90% office in a previous year. 00:28:07.113 --> 00:28:08.530 align:middle line:84% One of the interesting things that 00:28:08.530 --> 00:28:10.180 align:middle line:84% happened in Google in 2019, by the way, 00:28:10.180 --> 00:28:12.520 align:middle line:84% is interest in learning sign language just exploded. 00:28:12.520 --> 00:28:15.430 align:middle line:84% There's a bunch of course is being taught by Googlers 00:28:15.430 --> 00:28:17.830 align:middle line:84% you know sign language across the company. 00:28:17.830 --> 00:28:21.640 align:middle line:84% And these activities serve to build a sense of community 00:28:21.640 --> 00:28:23.680 align:middle line:84% and pride, to bring people together, 00:28:23.680 --> 00:28:26.655 align:middle line:84% and also to educate and involve the rest of Googlers who 00:28:26.655 --> 00:28:28.030 align:middle line:84% are not people with disabilities, 00:28:28.030 --> 00:28:31.370 align:middle line:84% but to welcome and engage with the community. 00:28:31.370 --> 00:28:33.890 align:middle line:90% Next slide, please. 00:28:33.890 --> 00:28:35.530 align:middle line:84% I want to talk about our products, 00:28:35.530 --> 00:28:37.470 align:middle line:84% because we're very proud of them. 00:28:37.470 --> 00:28:39.160 align:middle line:84% In all of our product teams, so when 00:28:39.160 --> 00:28:42.070 align:middle line:84% you think about search, or maps, or on our hardware side, 00:28:42.070 --> 00:28:44.020 align:middle line:84% with the Pixel phone, et cetera; we 00:28:44.020 --> 00:28:47.320 align:middle line:84% have accessibility experts who are often people 00:28:47.320 --> 00:28:48.610 align:middle line:90% with disabilities, not always. 00:28:48.610 --> 00:28:51.100 align:middle line:84% And they're working on the design, and the building, 00:28:51.100 --> 00:28:53.350 align:middle line:84% and the iteration of our products. 00:28:53.350 --> 00:28:57.170 align:middle line:84% And this is a commitment that comes from our CEO on down. 00:28:57.170 --> 00:28:59.530 align:middle line:84% It's only been reinforced in the start of 2020. 00:28:59.530 --> 00:29:02.080 align:middle line:84% Our CEO has already been talking about how 00:29:02.080 --> 00:29:04.630 align:middle line:84% we want to up our game across the company 00:29:04.630 --> 00:29:06.700 align:middle line:84% around accessibility of products. 00:29:06.700 --> 00:29:09.110 align:middle line:84% And that includes features in existing products. 00:29:09.110 --> 00:29:12.310 align:middle line:84% So last year if you use Google Hangouts or Meet, 00:29:12.310 --> 00:29:15.100 align:middle line:84% we added captioning, so that that was available there. 00:29:15.100 --> 00:29:17.370 align:middle line:84% In Google Slides, if you're making a presentation, 00:29:17.370 --> 00:29:18.990 align:middle line:84% you can now switch on captioning. 00:29:18.990 --> 00:29:21.520 align:middle line:84% And let me share with you a few of my favorite products. 00:29:21.520 --> 00:29:23.300 align:middle line:90% Next slide, please. 00:29:23.300 --> 00:29:25.870 align:middle line:84% This is a picture of a Google Liftware spoon. 00:29:25.870 --> 00:29:27.850 align:middle line:84% Some of you may be aware of Liftware, 00:29:27.850 --> 00:29:30.290 align:middle line:84% which is a company we acquired, and we've grown. 00:29:30.290 --> 00:29:33.100 align:middle line:84% And essentially Liftware for people with limited mobility, 00:29:33.100 --> 00:29:36.590 align:middle line:84% with tremors, allows you to stabilize the food. 00:29:36.590 --> 00:29:40.430 align:middle line:84% So this picture shows a spoon with some vegetables 00:29:40.430 --> 00:29:43.400 align:middle line:84% in the cup of the spoon, and somebody using that. 00:29:43.400 --> 00:29:45.430 align:middle line:84% And that's been a really powerful tool 00:29:45.430 --> 00:29:47.770 align:middle line:84% that's been life changing for some people. 00:29:47.770 --> 00:29:49.240 align:middle line:90% Next slide. 00:29:49.240 --> 00:29:52.180 align:middle line:84% We also launched last year a new app that some of you 00:29:52.180 --> 00:29:54.850 align:middle line:84% may have used called Live Transcribe. 00:29:54.850 --> 00:29:57.370 align:middle line:84% And that's something you can download onto your phone. 00:29:57.370 --> 00:29:59.440 align:middle line:84% And that's for people with limited hearing 00:29:59.440 --> 00:30:03.370 align:middle line:84% or may be deaf, where Live Transcribe shows the words 00:30:03.370 --> 00:30:05.680 align:middle line:84% that you're speaking, or that someone else is speaking, 00:30:05.680 --> 00:30:07.550 align:middle line:84% so you can have a conversation and use that. 00:30:07.550 --> 00:30:10.875 align:middle line:84% And I've actually used that with both fellow Googlers, 00:30:10.875 --> 00:30:12.250 align:middle line:84% and with people in the community, 00:30:12.250 --> 00:30:14.170 align:middle line:90% and showed that to some people. 00:30:14.170 --> 00:30:16.480 align:middle line:84% That's been downloaded over 5 million times 00:30:16.480 --> 00:30:20.950 align:middle line:84% in our Play Store, and is rated I think 4.2 out of 5. 00:30:20.950 --> 00:30:23.120 align:middle line:84% And we're always adding features to that as well. 00:30:23.120 --> 00:30:25.150 align:middle line:84% So on our product side, trying to offer 00:30:25.150 --> 00:30:27.700 align:middle line:84% things that empower people, make it possible 00:30:27.700 --> 00:30:29.620 align:middle line:90% for you to be successful. 00:30:29.620 --> 00:30:31.930 align:middle line:90% Next slide, please? 00:30:31.930 --> 00:30:35.650 align:middle line:84% Then when me talk about our hiring process. 00:30:35.650 --> 00:30:39.430 align:middle line:84% We are committed to a fair and accessible hiring process. 00:30:39.430 --> 00:30:41.230 align:middle line:90% And that's for everybody. 00:30:41.230 --> 00:30:43.660 align:middle line:84% We also care a lot about candidate experience. 00:30:43.660 --> 00:30:47.500 align:middle line:84% We want candidates to feel like they were really treated well, 00:30:47.500 --> 00:30:48.970 align:middle line:84% that they were respected, that they 00:30:48.970 --> 00:30:52.360 align:middle line:84% had good things happen when they went 00:30:52.360 --> 00:30:54.130 align:middle line:90% through interviews with Google. 00:30:54.130 --> 00:30:56.330 align:middle line:84% And what that means for people with disabilities, 00:30:56.330 --> 00:30:58.630 align:middle line:84% in addition to just a great general experience, 00:30:58.630 --> 00:31:01.160 align:middle line:84% is we want the process to be accessible, 00:31:01.160 --> 00:31:03.210 align:middle line:84% so anything you need to participate, 00:31:03.210 --> 00:31:04.510 align:middle line:90% and that it feels fair. 00:31:04.510 --> 00:31:07.030 align:middle line:84% So that you feel like you have an opportunity 00:31:07.030 --> 00:31:11.680 align:middle line:84% to apply and present what your capabilities are, 00:31:11.680 --> 00:31:14.680 align:middle line:84% and that your disability in no way 00:31:14.680 --> 00:31:16.960 align:middle line:84% affected our ability to assess you as someone 00:31:16.960 --> 00:31:19.160 align:middle line:90% who should be at Google. 00:31:19.160 --> 00:31:20.440 align:middle line:90% So we do that in a few ways. 00:31:20.440 --> 00:31:22.690 align:middle line:84% Just like we have an employee accommodations team, 00:31:22.690 --> 00:31:24.780 align:middle line:84% we have a candidate accommodations team. 00:31:24.780 --> 00:31:26.132 align:middle line:90% They're also global. 00:31:26.132 --> 00:31:28.090 align:middle line:84% And they're available in the interview process. 00:31:28.090 --> 00:31:29.530 align:middle line:84% And there are several moments when 00:31:29.530 --> 00:31:32.155 align:middle line:84% you're interviewing with Google, where you have the opportunity 00:31:32.155 --> 00:31:33.790 align:middle line:90% to request an accommodation. 00:31:33.790 --> 00:31:34.900 align:middle line:90% That's private. 00:31:34.900 --> 00:31:37.420 align:middle line:84% We understand and really respect people's choice, 00:31:37.420 --> 00:31:39.490 align:middle line:90% whether to disclose or not. 00:31:39.490 --> 00:31:41.590 align:middle line:84% And if you disclose that's confined 00:31:41.590 --> 00:31:45.210 align:middle line:84% to the people who need to know to set up your accommodations. 00:31:45.210 --> 00:31:47.873 align:middle line:84% The team will work with you to set that up or work 00:31:47.873 --> 00:31:49.290 align:middle line:84% with the recruiter to set that up, 00:31:49.290 --> 00:31:50.850 align:middle line:84% and make that happen in your process. 00:31:50.850 --> 00:31:52.740 align:middle line:84% And similar to what Neil talked about, 00:31:52.740 --> 00:31:54.480 align:middle line:90% so we might allow extra times. 00:31:54.480 --> 00:31:55.950 align:middle line:84% We might choose a location that's 00:31:55.950 --> 00:31:58.290 align:middle line:90% more physically accessible. 00:31:58.290 --> 00:32:00.600 align:middle line:84% We might have for people of limited hearing, 00:32:00.600 --> 00:32:02.670 align:middle line:84% the opportunity to do the interview completely 00:32:02.670 --> 00:32:05.640 align:middle line:84% in a Google doc, instead of verbally, and similarly 00:32:05.640 --> 00:32:07.393 align:middle line:84% for people might have social anxiety 00:32:07.393 --> 00:32:09.810 align:middle line:84% and they're more comfortable doing the interview in a doc. 00:32:09.810 --> 00:32:11.010 align:middle line:90% So those are some examples. 00:32:11.010 --> 00:32:12.990 align:middle line:84% But we try to work out any accommodation that's 00:32:12.990 --> 00:32:16.770 align:middle line:84% reasonable that helps somebody present themselves effectively. 00:32:16.770 --> 00:32:18.630 align:middle line:84% And I can answer questions about that. 00:32:18.630 --> 00:32:21.600 align:middle line:84% Next slide please, just a few more to go. 00:32:21.600 --> 00:32:24.360 align:middle line:84% We also feel that programs and partnerships 00:32:24.360 --> 00:32:27.480 align:middle line:84% are going to help us be successful, and aspire 00:32:27.480 --> 00:32:30.343 align:middle line:84% to be as far along as our friends at Microsoft. 00:32:30.343 --> 00:32:32.010 align:middle line:84% Some of the things that we've been doing 00:32:32.010 --> 00:32:35.670 align:middle line:90% include online career fairs. 00:32:35.670 --> 00:32:37.410 align:middle line:84% And I'll say more about that in a moment. 00:32:37.410 --> 00:32:39.270 align:middle line:84% Partnerships with some organizations 00:32:39.270 --> 00:32:42.330 align:middle line:84% that support and work with candidates 00:32:42.330 --> 00:32:44.220 align:middle line:84% who have disabilities and with Google, so one 00:32:44.220 --> 00:32:48.030 align:middle line:84% of our favorite partnerships that has to do with students 00:32:48.030 --> 00:32:50.310 align:middle line:90% is with Lime Connect. 00:32:50.310 --> 00:32:51.070 align:middle line:90% You may know them. 00:32:51.070 --> 00:32:52.020 align:middle line:84% They're an organization that works 00:32:52.020 --> 00:32:53.880 align:middle line:84% with undergraduate and graduate students, 00:32:53.880 --> 00:32:56.160 align:middle line:84% helps connect them with companies, 00:32:56.160 --> 00:32:58.110 align:middle line:84% prepares people for the interviews. 00:32:58.110 --> 00:32:59.820 align:middle line:84% In our case Lime Connect actually 00:32:59.820 --> 00:33:03.540 align:middle line:84% has Google Jobs posted that they can help you look at. 00:33:03.540 --> 00:33:07.830 align:middle line:84% And we have a scholarship called the Google Lime Scholarship, 00:33:07.830 --> 00:33:11.587 align:middle line:84% where students can apply for $10,000 00:33:11.587 --> 00:33:13.170 align:middle line:84% towards their education, and they also 00:33:13.170 --> 00:33:14.910 align:middle line:84% come to Google for a summit, where 00:33:14.910 --> 00:33:17.445 align:middle line:84% they get to learn and meet other people and meet Googlers. 00:33:17.445 --> 00:33:19.320 align:middle line:84% And of course, we're privileged to be working 00:33:19.320 --> 00:33:22.230 align:middle line:90% with Access Computing as well. 00:33:22.230 --> 00:33:23.100 align:middle line:90% Next slide please. 00:33:23.100 --> 00:33:25.687 align:middle line:90% 00:33:25.687 --> 00:33:27.770 align:middle line:84% You need to click again, I think, to get the text. 00:33:27.770 --> 00:33:30.420 align:middle line:84% Yeah, so we've been doing some online career fairs 00:33:30.420 --> 00:33:32.060 align:middle line:90% as a new thing for Google. 00:33:32.060 --> 00:33:34.920 align:middle line:84% You can picture a typical career fair where it's a big space, 00:33:34.920 --> 00:33:37.610 align:middle line:84% and everybody has a booth, and you could approach the Google 00:33:37.610 --> 00:33:40.782 align:middle line:84% booth, and talk to me, or talk to a recruiter about do 00:33:40.782 --> 00:33:42.740 align:middle line:84% you have jobs, and would you look at my resume, 00:33:42.740 --> 00:33:43.698 align:middle line:90% and that kind of thing. 00:33:43.698 --> 00:33:44.720 align:middle line:90% And we do those things. 00:33:44.720 --> 00:33:46.770 align:middle line:84% We also know that for people with disabilities, 00:33:46.770 --> 00:33:49.880 align:middle line:84% it might be hard to physically get to that booth, 00:33:49.880 --> 00:33:52.560 align:middle line:84% or to have a conversation for various reasons. 00:33:52.560 --> 00:33:54.620 align:middle line:84% So these online career fairs are an alternative 00:33:54.620 --> 00:33:56.912 align:middle line:84% where you can picture that instead of a physical booth, 00:33:56.912 --> 00:33:59.540 align:middle line:84% it's a virtual online booth, and you can video chat 00:33:59.540 --> 00:34:02.700 align:middle line:84% with a Google recruiter or text chat with us. 00:34:02.700 --> 00:34:04.220 align:middle line:90% We did two of those last year. 00:34:04.220 --> 00:34:05.970 align:middle line:90% They were very successful. 00:34:05.970 --> 00:34:08.060 align:middle line:84% We met job seekers with technical backgrounds, 00:34:08.060 --> 00:34:10.130 align:middle line:84% with business backgrounds, who are in school, 00:34:10.130 --> 00:34:13.070 align:middle line:84% or 10 years out of school, who are very excited about Google. 00:34:13.070 --> 00:34:14.690 align:middle line:84% And for most of them, they said, gee 00:34:14.690 --> 00:34:17.360 align:middle line:84% I didn't even think that I could talk to Google, which 00:34:17.360 --> 00:34:20.480 align:middle line:84% is certainly a brand issue we have to make sure people 00:34:20.480 --> 00:34:21.469 align:middle line:90% know that we can. 00:34:21.469 --> 00:34:23.719 align:middle line:84% But afterwards, there's a quote here from one 00:34:23.719 --> 00:34:26.185 align:middle line:84% of those participants who said to us, gee, 00:34:26.185 --> 00:34:28.310 align:middle line:84% I never thought my sales and real estate background 00:34:28.310 --> 00:34:30.260 align:middle line:84% would've been such a good fit for Google, 00:34:30.260 --> 00:34:31.760 align:middle line:90% or that I'd be considered. 00:34:31.760 --> 00:34:34.100 align:middle line:84% And now I'm going to look at several jobs that you have. 00:34:34.100 --> 00:34:37.219 align:middle line:84% So any way that we can make ourselves available, 00:34:37.219 --> 00:34:39.920 align:middle line:84% have those conversations, answer your questions, 00:34:39.920 --> 00:34:42.590 align:middle line:84% and encourage people to apply, we want to do. 00:34:42.590 --> 00:34:44.820 align:middle line:90% Next slide, please. 00:34:44.820 --> 00:34:46.730 align:middle line:84% I mentioned our partnership with Lime. 00:34:46.730 --> 00:34:49.340 align:middle line:84% And here's their logo for the Google Lime Scholarship. 00:34:49.340 --> 00:34:50.960 align:middle line:90% Next slide please. 00:34:50.960 --> 00:34:52.940 align:middle line:84% Last thing I want to mention is that we 00:34:52.940 --> 00:34:55.820 align:middle line:84% are looking at how we can do more work in specific areas. 00:34:55.820 --> 00:34:58.520 align:middle line:84% Microsoft and others have been leaders around employees 00:34:58.520 --> 00:34:59.180 align:middle line:90% with autism. 00:34:59.180 --> 00:35:00.800 align:middle line:84% And we are looking at what we can 00:35:00.800 --> 00:35:04.710 align:middle line:84% do for people with a variety of disabilities, including autism. 00:35:04.710 --> 00:35:06.950 align:middle line:84% This is, you may be familiar, the picture 00:35:06.950 --> 00:35:08.870 align:middle line:84% here is of the cover of the Autism Network 00:35:08.870 --> 00:35:11.570 align:middle line:84% Playbook, which was published last year by University 00:35:11.570 --> 00:35:12.230 align:middle line:90% of Washington. 00:35:12.230 --> 00:35:14.750 align:middle line:84% You all are leading experts in this field. 00:35:14.750 --> 00:35:17.990 align:middle line:84% And everything about how you think about and create 00:35:17.990 --> 00:35:19.880 align:middle line:84% an effective autism at work program. 00:35:19.880 --> 00:35:21.920 align:middle line:84% And we are thinking hard about this information, 00:35:21.920 --> 00:35:23.790 align:middle line:84% and what we might do with that in 2020, 00:35:23.790 --> 00:35:27.600 align:middle line:84% and we might have good news to share about that soon. 00:35:27.600 --> 00:35:29.110 align:middle line:90% So that's a lot of information. 00:35:29.110 --> 00:35:30.110 align:middle line:90% Thank you for listening. 00:35:30.110 --> 00:35:34.297 align:middle line:84% And let me pause there, and happy to answer any questions. 00:35:34.297 --> 00:35:35.380 align:middle line:90% BRIANNA BLASER: Excellent. 00:35:35.380 --> 00:35:37.910 align:middle line:90% Thank you. 00:35:37.910 --> 00:35:39.630 align:middle line:84% Were you going to say something, Richard? 00:35:39.630 --> 00:35:41.880 align:middle line:84% RICHARD LADNER: I was just going to say thank you too. 00:35:41.880 --> 00:35:44.633 align:middle line:90% Thank you, both Lorne and Neil. 00:35:44.633 --> 00:35:45.550 align:middle line:90% It's very interesting. 00:35:45.550 --> 00:35:48.610 align:middle line:84% I should mention that over the years, 00:35:48.610 --> 00:35:51.840 align:middle line:84% I've worked with both Microsoft and Google. 00:35:51.840 --> 00:35:57.343 align:middle line:84% And I know many employees at both companies 00:35:57.343 --> 00:35:58.260 align:middle line:90% who have disabilities. 00:35:58.260 --> 00:36:01.810 align:middle line:84% And they're in high-paying-- very high-paying jobs. 00:36:01.810 --> 00:36:08.160 align:middle line:84% So it's kind of exciting to hear these two presentations that 00:36:08.160 --> 00:36:13.560 align:middle line:84% solidify and make real the way these two companies 00:36:13.560 --> 00:36:15.730 align:middle line:84% can hire people with disabilities, 00:36:15.730 --> 00:36:18.340 align:middle line:90% and how welcoming they both are. 00:36:18.340 --> 00:36:20.340 align:middle line:84% BRIANNA BLASER: So I'm going to encourage folks. 00:36:20.340 --> 00:36:24.030 align:middle line:84% You can either ask a question by typing it into the chat box, 00:36:24.030 --> 00:36:28.368 align:middle line:84% or you should be able to see a raise hand function. 00:36:28.368 --> 00:36:29.410 align:middle line:90% I can't see on my screen. 00:36:29.410 --> 00:36:30.990 align:middle line:84% But I think it's because I'm logged in as a host. 00:36:30.990 --> 00:36:32.370 align:middle line:90% Do you see it, Richard? 00:36:32.370 --> 00:36:33.540 align:middle line:90% RICHARD LADNER: Where is it? 00:36:33.540 --> 00:36:34.230 align:middle line:90% The raised hand? 00:36:34.230 --> 00:36:36.355 align:middle line:84% BRIANNA BLASER: Maybe on the right, above the chat. 00:36:36.355 --> 00:36:40.677 align:middle line:90% 00:36:40.677 --> 00:36:41.510 align:middle line:90% Normally it's there. 00:36:41.510 --> 00:36:42.980 align:middle line:84% And I don't see it, which is why I'm wondering 00:36:42.980 --> 00:36:44.230 align:middle line:90% if it's because I'm logged in. 00:36:44.230 --> 00:36:45.610 align:middle line:90% RICHARD LADNER: Yeah. 00:36:45.610 --> 00:36:47.290 align:middle line:84% I think what people could do is they 00:36:47.290 --> 00:36:50.800 align:middle line:84% could un-mute, if they want to, and ask a question as well. 00:36:50.800 --> 00:36:54.220 align:middle line:90% And we'll try to manage it. 00:36:54.220 --> 00:36:56.510 align:middle line:84% The chat, the chat box is really good, though. 00:36:56.510 --> 00:36:59.070 align:middle line:84% Because we're watching that right now. 00:36:59.070 --> 00:37:01.780 align:middle line:84% BRIANNA BLASER: I do have one question. 00:37:01.780 --> 00:37:04.390 align:middle line:84% I hear this from students that I work with a lot 00:37:04.390 --> 00:37:06.790 align:middle line:84% about they have something like, say, anxiety 00:37:06.790 --> 00:37:08.050 align:middle line:90% or an invisible disability. 00:37:08.050 --> 00:37:12.310 align:middle line:84% And they don't know what accommodations are typically 00:37:12.310 --> 00:37:14.832 align:middle line:84% given for that, or what they can ask for. 00:37:14.832 --> 00:37:16.540 align:middle line:84% So I was hoping to hear a little bit more 00:37:16.540 --> 00:37:18.665 align:middle line:84% about some of the typical accommodations folks use. 00:37:18.665 --> 00:37:29.650 align:middle line:90% 00:37:29.650 --> 00:37:32.590 align:middle line:84% LORNE NEEDLE: Sure, I can speak to that first, if you want. 00:37:32.590 --> 00:37:35.050 align:middle line:84% In terms of employees at Google, there's 00:37:35.050 --> 00:37:38.800 align:middle line:84% actually a wide range of accommodations that people use. 00:37:38.800 --> 00:37:40.660 align:middle line:90% Let me give you a few examples. 00:37:40.660 --> 00:37:44.320 align:middle line:84% We have a number of employees who have limited vision, maybe 00:37:44.320 --> 00:37:46.730 align:middle line:90% legally blind or fully blind. 00:37:46.730 --> 00:37:50.860 align:middle line:84% And so we offer screen readers, and other tools 00:37:50.860 --> 00:37:54.370 align:middle line:84% that they can use to be able to do 00:37:54.370 --> 00:37:55.750 align:middle line:90% the work that they need to do. 00:37:55.750 --> 00:37:57.730 align:middle line:84% We have business analysts who are 00:37:57.730 --> 00:38:00.210 align:middle line:84% doing complicated spreadsheets and financial analysis. 00:38:00.210 --> 00:38:02.668 align:middle line:84% And since a screen reader is helpful for that, for example, 00:38:02.668 --> 00:38:05.050 align:middle line:84% and engineers of course that are building code 00:38:05.050 --> 00:38:06.580 align:middle line:90% in one of our code tools. 00:38:06.580 --> 00:38:08.680 align:middle line:90% And so they need that as well. 00:38:08.680 --> 00:38:12.440 align:middle line:84% For our employees who have limited hearing, 00:38:12.440 --> 00:38:15.190 align:middle line:84% the captioning has proved to be just really 00:38:15.190 --> 00:38:16.270 align:middle line:90% helpful and exciting. 00:38:16.270 --> 00:38:19.150 align:middle line:84% And a lot of people at Google are using those new features. 00:38:19.150 --> 00:38:22.180 align:middle line:84% But we also have interpreters available both just 00:38:22.180 --> 00:38:26.230 align:middle line:84% individually, so you can request and have an interpreter join 00:38:26.230 --> 00:38:29.290 align:middle line:84% you in your meetings during your regular day at Google. 00:38:29.290 --> 00:38:32.200 align:middle line:84% And then at events and presentations, 00:38:32.200 --> 00:38:35.620 align:middle line:84% we'll often have interpreters and/or people 00:38:35.620 --> 00:38:38.860 align:middle line:90% who are interpreting in sign. 00:38:38.860 --> 00:38:41.680 align:middle line:90% 00:38:41.680 --> 00:38:45.610 align:middle line:84% In terms of other accommodations, 00:38:45.610 --> 00:38:49.720 align:middle line:84% for some of our Googlers who may have sensory overload going 00:38:49.720 --> 00:38:51.670 align:middle line:84% on due to their disability, people 00:38:51.670 --> 00:38:54.820 align:middle line:84% can request a desk that's in a quieter place, 00:38:54.820 --> 00:38:58.270 align:middle line:84% or with different lighting, or some other kind of situation 00:38:58.270 --> 00:39:02.770 align:middle line:84% that allows them to manage effectively. 00:39:02.770 --> 00:39:07.630 align:middle line:84% And we also have actually recently started 00:39:07.630 --> 00:39:11.440 align:middle line:84% with our facilities team looking at some of our facilities 00:39:11.440 --> 00:39:14.680 align:middle line:84% around the world, and mapping which spaces are 00:39:14.680 --> 00:39:17.380 align:middle line:84% most accessible for the thousands of job candidates 00:39:17.380 --> 00:39:20.110 align:middle line:84% who come to Google every year, and preparing our recruiting 00:39:20.110 --> 00:39:22.510 align:middle line:84% teams to have priority to schedule people 00:39:22.510 --> 00:39:23.420 align:middle line:90% into those rooms. 00:39:23.420 --> 00:39:25.000 align:middle line:84% So it might be a first floor room, 00:39:25.000 --> 00:39:26.560 align:middle line:84% or might be one with just more space 00:39:26.560 --> 00:39:28.970 align:middle line:84% in the room for a wheelchair user, or that kind of thing. 00:39:28.970 --> 00:39:32.362 align:middle line:84% So those are some examples for Google. 00:39:32.362 --> 00:39:34.480 align:middle line:90% NEIL BARNETT: And this is Neil. 00:39:34.480 --> 00:39:38.250 align:middle line:84% I think those are all great, and I would echo all those. 00:39:38.250 --> 00:39:41.080 align:middle line:84% I think the interpreters are a big line. 00:39:41.080 --> 00:39:46.310 align:middle line:84% Cart captioning, noise-canceling headset, 00:39:46.310 --> 00:39:51.940 align:middle line:84% so not all accommodations are big ticket items We even 00:39:51.940 --> 00:39:55.690 align:middle line:84% have Braille in the kitchens, in the refrigerators, 00:39:55.690 --> 00:39:58.900 align:middle line:84% and all those type of common areas. 00:39:58.900 --> 00:40:02.050 align:middle line:84% You can think about everything from how do you order food 00:40:02.050 --> 00:40:04.540 align:middle line:84% at a kiosk in the cafeteria, and making sure 00:40:04.540 --> 00:40:07.433 align:middle line:84% that's accessible, as an example. 00:40:07.433 --> 00:40:08.350 align:middle line:90% BRIANNA BLASER: Great. 00:40:08.350 --> 00:40:13.660 align:middle line:84% I see a couple questions in the chat about online career fairs 00:40:13.660 --> 00:40:16.810 align:middle line:84% and whether there are any coming up, whether software engineers 00:40:16.810 --> 00:40:18.365 align:middle line:84% are hired in those events, and how 00:40:18.365 --> 00:40:19.573 align:middle line:90% they can find out about them. 00:40:19.573 --> 00:40:21.287 align:middle line:90% 00:40:21.287 --> 00:40:23.370 align:middle line:84% LORNE NEEDLE: Yeah, I'll share from my experience. 00:40:23.370 --> 00:40:26.970 align:middle line:84% But I know Neil has additional experience as well. 00:40:26.970 --> 00:40:30.600 align:middle line:84% We participated in those events through third-party partner 00:40:30.600 --> 00:40:32.100 align:middle line:90% organizations. 00:40:32.100 --> 00:40:34.290 align:middle line:84% One of those was a nonprofit organization 00:40:34.290 --> 00:40:36.118 align:middle line:90% called Ability Jobs. 00:40:36.118 --> 00:40:38.160 align:middle line:84% The other one was a company called Getting Hired. 00:40:38.160 --> 00:40:40.080 align:middle line:84% And by the way, I will share this information 00:40:40.080 --> 00:40:41.455 align:middle line:84% with Richard and Brianna, so they 00:40:41.455 --> 00:40:43.920 align:middle line:90% can share it with all of you. 00:40:43.920 --> 00:40:47.903 align:middle line:84% And both of those organizations do several online career fairs 00:40:47.903 --> 00:40:48.570 align:middle line:90% during the year. 00:40:48.570 --> 00:40:52.380 align:middle line:84% And they typically have 20-plus companies participating. 00:40:52.380 --> 00:40:55.440 align:middle line:84% So we're figuring out now which of those we might be a part of, 00:40:55.440 --> 00:40:58.025 align:middle line:84% and we'll certainly advertise that in advance. 00:40:58.025 --> 00:41:00.150 align:middle line:84% But there are other ones out there besides the ones 00:41:00.150 --> 00:41:01.768 align:middle line:90% I talked about. 00:41:01.768 --> 00:41:03.060 align:middle line:90% NEIL BARNETT: Yeah, and so we-- 00:41:03.060 --> 00:41:04.740 align:middle line:90% I don't have one planned. 00:41:04.740 --> 00:41:07.470 align:middle line:90% We tend to do one or two a year. 00:41:07.470 --> 00:41:09.920 align:middle line:84% Sometimes we do one during Autism Awareness Month, 00:41:09.920 --> 00:41:13.320 align:middle line:84% and we usually do one in October for National Disability 00:41:13.320 --> 00:41:15.450 align:middle line:90% Employment Awareness Month. 00:41:15.450 --> 00:41:20.350 align:middle line:84% And we invite all these corporate employers to come. 00:41:20.350 --> 00:41:25.021 align:middle line:84% So we'll keep everybody updated when we do them. 00:41:25.021 --> 00:41:25.980 align:middle line:90% RICHARD LADNER: Yeah. 00:41:25.980 --> 00:41:29.610 align:middle line:84% Both Lorne and Neil, I think if you let Access Community know, 00:41:29.610 --> 00:41:34.590 align:middle line:84% we can spread the word among our 450 students that are part 00:41:34.590 --> 00:41:36.078 align:middle line:90% of the Access Computing team. 00:41:36.078 --> 00:41:38.370 align:middle line:84% And for those of you on the call, hopefully most of you 00:41:38.370 --> 00:41:39.745 align:middle line:84% are on the Access Computing team. 00:41:39.745 --> 00:41:43.533 align:middle line:84% If you're not, there a lot of advantages to join us. 00:41:43.533 --> 00:41:46.200 align:middle line:84% BRIANNA BLASER: Yeah, and I will follow up with that information 00:41:46.200 --> 00:41:49.920 align:middle line:90% as well, after the webinar. 00:41:49.920 --> 00:41:53.460 align:middle line:84% A couple of folks are asking about disclosing 00:41:53.460 --> 00:41:54.680 align:middle line:90% when you apply for a job. 00:41:54.680 --> 00:41:58.610 align:middle line:84% So where do you disclose when you apply for a job? 00:41:58.610 --> 00:42:05.520 align:middle line:84% But somebody also asked one of the questions 00:42:05.520 --> 00:42:10.860 align:middle line:84% on the application, asked for a doctor's notes or verification 00:42:10.860 --> 00:42:13.470 align:middle line:84% of a disability, and how that typically 00:42:13.470 --> 00:42:14.955 align:middle line:90% works in the interview process. 00:42:14.955 --> 00:42:17.860 align:middle line:90% 00:42:17.860 --> 00:42:19.170 align:middle line:90% NEIL BARNETT: So this is Neil. 00:42:19.170 --> 00:42:24.017 align:middle line:84% I think for non-Microsoft employees for candidates, 00:42:24.017 --> 00:42:25.350 align:middle line:90% I think there's a couple things. 00:42:25.350 --> 00:42:28.620 align:middle line:84% When you apply, so you go to the career site. 00:42:28.620 --> 00:42:31.050 align:middle line:84% As I mentioned, if you go there today, at the bottom 00:42:31.050 --> 00:42:33.840 align:middle line:84% there's a little box that you can 00:42:33.840 --> 00:42:37.960 align:middle line:84% check that says you'd like to request an accommodation. 00:42:37.960 --> 00:42:41.633 align:middle line:90% And that's a way to-- 00:42:41.633 --> 00:42:43.050 align:middle line:84% the recruiter picks up your resume 00:42:43.050 --> 00:42:48.090 align:middle line:84% as a way for them to engage and start that conversation. 00:42:48.090 --> 00:42:52.190 align:middle line:84% If you're talking to the recruiter 00:42:52.190 --> 00:42:56.390 align:middle line:84% in the initial stages, if you're comfortable to self-identify 00:42:56.390 --> 00:42:59.840 align:middle line:84% that's the time to do it, to the recruiter, who will ultimately 00:42:59.840 --> 00:43:01.940 align:middle line:84% work with you on the scheduling of your interview 00:43:01.940 --> 00:43:04.148 align:middle line:84% with Microsoft, to make sure that you have everything 00:43:04.148 --> 00:43:06.270 align:middle line:90% that you need. 00:43:06.270 --> 00:43:09.590 align:middle line:84% So those are some early touch points before. 00:43:09.590 --> 00:43:12.770 align:middle line:84% I think it's tough when you show up to campus, 00:43:12.770 --> 00:43:17.060 align:middle line:84% and then find out that you might need a third-party screen 00:43:17.060 --> 00:43:20.838 align:middle line:84% reader on your machine, or you might need interpreters. 00:43:20.838 --> 00:43:22.880 align:middle line:84% I mean, obviously we'll scramble and do our best. 00:43:22.880 --> 00:43:27.110 align:middle line:84% But ensuring that you have what you need up front before you 00:43:27.110 --> 00:43:30.740 align:middle line:90% show up is always the best. 00:43:30.740 --> 00:43:32.390 align:middle line:84% LORNE NEEDLE: Similar for Google, 00:43:32.390 --> 00:43:37.130 align:middle line:84% at any point during your hiring process, 00:43:37.130 --> 00:43:41.780 align:middle line:84% you can ask your recruiter to set up accommodations. 00:43:41.780 --> 00:43:43.592 align:middle line:84% But we also have several touch points 00:43:43.592 --> 00:43:45.050 align:middle line:84% where if you don't feel comfortable 00:43:45.050 --> 00:43:47.217 align:middle line:84% telling your recruiter, there's other opportunities. 00:43:47.217 --> 00:43:50.030 align:middle line:84% So when we first schedule you, you get an email 00:43:50.030 --> 00:43:52.880 align:middle line:84% from our scheduling team to set you up, 00:43:52.880 --> 00:43:56.400 align:middle line:84% and there's a thing in that email, you can click and say, 00:43:56.400 --> 00:43:58.520 align:middle line:84% I would like to request accommodations. 00:43:58.520 --> 00:44:01.100 align:middle line:84% And that goes confidentially to our candidate accommodations 00:44:01.100 --> 00:44:02.160 align:middle line:90% team. 00:44:02.160 --> 00:44:04.130 align:middle line:84% And similar to what Neil said, if we find out 00:44:04.130 --> 00:44:07.190 align:middle line:84% at the last minute, we will absolutely try to scramble 00:44:07.190 --> 00:44:08.870 align:middle line:84% and give you what you need, easier 00:44:08.870 --> 00:44:10.910 align:middle line:90% to do if we know in advance. 00:44:10.910 --> 00:44:13.250 align:middle line:84% And we also, I would just say, that we 00:44:13.250 --> 00:44:15.680 align:middle line:84% are very respectful of your very personal decision 00:44:15.680 --> 00:44:17.210 align:middle line:90% whether to disclose or not. 00:44:17.210 --> 00:44:19.520 align:middle line:84% And if you choose not to, that's your option as well. 00:44:19.520 --> 00:44:22.230 align:middle line:90% 00:44:22.230 --> 00:44:24.240 align:middle line:84% BRIANNA BLASER: Lauren asked about interviews 00:44:24.240 --> 00:44:25.020 align:middle line:90% at conferences. 00:44:25.020 --> 00:44:27.810 align:middle line:84% So is it standard practice to have interview accommodations 00:44:27.810 --> 00:44:30.510 align:middle line:84% at conferences, all conferences, not necessarily 00:44:30.510 --> 00:44:32.910 align:middle line:84% ones that are focused on hiring folks with disabilities, 00:44:32.910 --> 00:44:35.340 align:middle line:84% and other in-person interviews that might not be on-site 00:44:35.340 --> 00:44:39.810 align:middle line:90% at Google or Microsoft? 00:44:39.810 --> 00:44:41.220 align:middle line:90% LORNE NEEDLE: Well, I'll start. 00:44:41.220 --> 00:44:42.780 align:middle line:90% We are doing some of that. 00:44:42.780 --> 00:44:44.800 align:middle line:84% And I think we need to do it universally. 00:44:44.800 --> 00:44:47.100 align:middle line:90% So we're moving towards that. 00:44:47.100 --> 00:44:49.170 align:middle line:84% We have actually just recently developed 00:44:49.170 --> 00:44:51.570 align:middle line:84% a set of resources and tools for our teams 00:44:51.570 --> 00:44:54.010 align:middle line:84% that run the events and run programs, 00:44:54.010 --> 00:44:56.880 align:middle line:84% if you come to Google for a coding boot camp, 00:44:56.880 --> 00:44:58.950 align:middle line:84% to guide them on what accommodations to have 00:44:58.950 --> 00:45:04.040 align:middle line:84% available, and how to create that opportunity, 00:45:04.040 --> 00:45:06.170 align:middle line:84% that opt-in opportunity for attendees in advance 00:45:06.170 --> 00:45:10.120 align:middle line:84% to indicate to us that they need something. 00:45:10.120 --> 00:45:12.690 align:middle line:84% I don't think we've done it at every event, 00:45:12.690 --> 00:45:13.790 align:middle line:90% like we would like to. 00:45:13.790 --> 00:45:16.330 align:middle line:84% So that's something that we're working on. 00:45:16.330 --> 00:45:19.410 align:middle line:84% NEIL BARNETT: And again, I would say the same thing. 00:45:19.410 --> 00:45:23.280 align:middle line:84% If you go to Disability In, a disability event, 00:45:23.280 --> 00:45:25.860 align:middle line:84% I think you'd be set up for success. 00:45:25.860 --> 00:45:28.740 align:middle line:84% If the question is, I attended a Grace Hopper, 00:45:28.740 --> 00:45:30.240 align:middle line:84% and I'm doing interviews, I think 00:45:30.240 --> 00:45:33.930 align:middle line:84% we strive to make sure that you have the accommodations, 00:45:33.930 --> 00:45:36.750 align:middle line:90% and it's an inclusive interview. 00:45:36.750 --> 00:45:39.870 align:middle line:84% But I think there's more than we can do in the process 00:45:39.870 --> 00:45:42.893 align:middle line:90% to ensure that happens. 00:45:42.893 --> 00:45:43.810 align:middle line:90% BRIANNA BLASER: Great. 00:45:43.810 --> 00:45:45.540 align:middle line:84% RICHARD LADNER: So this is Richard. 00:45:45.540 --> 00:45:49.920 align:middle line:84% Just a little clarification, so for Neil, on the application, 00:45:49.920 --> 00:45:52.270 align:middle line:84% and also for Lorne; on the application, 00:45:52.270 --> 00:45:55.260 align:middle line:84% there's a place to request accommodations, 00:45:55.260 --> 00:45:57.600 align:middle line:84% but there's no place to say that you have a disability. 00:45:57.600 --> 00:45:58.420 align:middle line:90% Is that correct? 00:45:58.420 --> 00:46:01.890 align:middle line:84% You don't disclose on the application? 00:46:01.890 --> 00:46:04.520 align:middle line:90% 00:46:04.520 --> 00:46:05.790 align:middle line:90% Is that correct, Neil-- 00:46:05.790 --> 00:46:07.457 align:middle line:84% NEIL BARNETT: Yeah, for us it's correct. 00:46:07.457 --> 00:46:12.350 align:middle line:84% I mean not as an employee, as a candidate 00:46:12.350 --> 00:46:14.420 align:middle line:84% we're concerned about making sure you have 00:46:14.420 --> 00:46:18.060 align:middle line:84% what you need, right, for an interview. 00:46:18.060 --> 00:46:21.230 align:middle line:84% And so the accommodations is what's important to us. 00:46:21.230 --> 00:46:24.040 align:middle line:84% LORNE NEEDLE: For Google, when you submit an application, 00:46:24.040 --> 00:46:26.540 align:middle line:84% there is an optional question where you can provide us 00:46:26.540 --> 00:46:29.570 align:middle line:84% with demographic information about yourself, which 00:46:29.570 --> 00:46:33.650 align:middle line:84% includes disability, the gender, race, other things. 00:46:33.650 --> 00:46:35.370 align:middle line:90% It is strictly optional. 00:46:35.370 --> 00:46:38.600 align:middle line:84% It has zero bearing on whether or not 00:46:38.600 --> 00:46:39.950 align:middle line:90% you get considered for the role. 00:46:39.950 --> 00:46:44.180 align:middle line:84% The recruiter never sees whether or not you check that box. 00:46:44.180 --> 00:46:47.840 align:middle line:84% And if you check that box, that doesn't trigger 00:46:47.840 --> 00:46:49.010 align:middle line:90% an accommodation request. 00:46:49.010 --> 00:46:52.400 align:middle line:84% So it's treated very separately for purposes of protecting 00:46:52.400 --> 00:46:53.760 align:middle line:90% and ensuring your privacy. 00:46:53.760 --> 00:46:56.750 align:middle line:84% But that does appear, and some people elect to provide that 00:46:56.750 --> 00:46:58.735 align:middle line:84% information, and some people don't. 00:46:58.735 --> 00:47:00.860 align:middle line:84% RICHARD LADNER: So this is Richard again, and again 00:47:00.860 --> 00:47:01.633 align:middle line:90% for Lorne. 00:47:01.633 --> 00:47:03.050 align:middle line:84% So on one of the slides you talked 00:47:03.050 --> 00:47:06.530 align:middle line:84% about the percentage of employees, 7% or something 00:47:06.530 --> 00:47:07.340 align:middle line:90% like that. 00:47:07.340 --> 00:47:10.400 align:middle line:84% So that's where that number came from, from people checking 00:47:10.400 --> 00:47:12.110 align:middle line:90% that box, it sounds like. 00:47:12.110 --> 00:47:13.790 align:middle line:90% LORNE NEEDLE: Good question, no. 00:47:13.790 --> 00:47:16.470 align:middle line:84% What I just described is if you are not an employee, 00:47:16.470 --> 00:47:20.420 align:middle line:84% but you're a candidate, and you're applying to Google. 00:47:20.420 --> 00:47:22.520 align:middle line:84% The survey that I mentioned was for people who 00:47:22.520 --> 00:47:24.270 align:middle line:90% are already Google employees. 00:47:24.270 --> 00:47:26.240 align:middle line:84% So we did what a number of companies do, 00:47:26.240 --> 00:47:29.300 align:middle line:84% which is what's called the self-identification survey. 00:47:29.300 --> 00:47:30.905 align:middle line:84% And we invited employees to provide 00:47:30.905 --> 00:47:32.780 align:middle line:84% demographic information, because we're always 00:47:32.780 --> 00:47:36.643 align:middle line:84% trying to get a better picture, and under federal laws and laws 00:47:36.643 --> 00:47:38.060 align:middle line:84% in other countries, we're required 00:47:38.060 --> 00:47:39.660 align:middle line:90% to collect some information. 00:47:39.660 --> 00:47:42.500 align:middle line:84% So that's where that 7.5% number came from. 00:47:42.500 --> 00:47:45.450 align:middle line:90% 00:47:45.450 --> 00:47:47.190 align:middle line:84% BRIANNA BLASER: Dionne asked, are there 00:47:47.190 --> 00:47:50.730 align:middle line:84% any work-from-home positions with Google or Microsoft? 00:47:50.730 --> 00:47:53.418 align:middle line:90% 00:47:53.418 --> 00:47:54.710 align:middle line:90% NEIL BARNETT: So, this is Neil. 00:47:54.710 --> 00:47:57.515 align:middle line:84% I think at Microsoft the answer is yes. 00:47:57.515 --> 00:47:58.890 align:middle line:84% There's work-from-home positions. 00:47:58.890 --> 00:48:04.370 align:middle line:84% But I think that differs by role, by manager. 00:48:04.370 --> 00:48:07.940 align:middle line:84% We definitely have a lot of people working from home 00:48:07.940 --> 00:48:09.200 align:middle line:90% at the company. 00:48:09.200 --> 00:48:12.680 align:middle line:84% But the decision is always up to the manager, 00:48:12.680 --> 00:48:16.880 align:middle line:84% when they create the role, knowing what they need. 00:48:16.880 --> 00:48:19.810 align:middle line:84% And so it's just really looking on a career site, 00:48:19.810 --> 00:48:23.195 align:middle line:84% and seeing if it's Redmond based or if list multiple cities, 00:48:23.195 --> 00:48:26.850 align:middle line:84% then there's a good chance that it's remote. 00:48:26.850 --> 00:48:27.465 align:middle line:90% Yeah. 00:48:27.465 --> 00:48:29.888 align:middle line:90% The answer is both. 00:48:29.888 --> 00:48:31.580 align:middle line:84% LORNE NEEDLE: Yeah, a great question. 00:48:31.580 --> 00:48:35.660 align:middle line:84% The answer for us is, yes, but limited. 00:48:35.660 --> 00:48:39.110 align:middle line:84% So we understand very clearly that for job seekers 00:48:39.110 --> 00:48:41.990 align:middle line:84% with disabilities being able to work from home 00:48:41.990 --> 00:48:44.030 align:middle line:84% often makes a big difference, and being 00:48:44.030 --> 00:48:46.220 align:middle line:84% able to stay in the place that you live 00:48:46.220 --> 00:48:48.500 align:middle line:84% and not relocating someplace else, and having 00:48:48.500 --> 00:48:51.080 align:middle line:84% to rebuild your solutions and your support system 00:48:51.080 --> 00:48:51.690 align:middle line:90% is important. 00:48:51.690 --> 00:48:55.825 align:middle line:84% So we understand that Google culturally, over our 20 00:48:55.825 --> 00:48:57.200 align:middle line:84% years of existence, hasn't really 00:48:57.200 --> 00:48:58.520 align:middle line:90% had a work-from-home culture. 00:48:58.520 --> 00:49:02.780 align:middle line:84% So we're adjusting to this newer age, believe it or not. 00:49:02.780 --> 00:49:05.870 align:middle line:84% And for us, it's similar to what Neil said. 00:49:05.870 --> 00:49:09.112 align:middle line:84% There are some roles where if it serves the business 00:49:09.112 --> 00:49:10.820 align:middle line:84% to have you work from home, that's there. 00:49:10.820 --> 00:49:13.980 align:middle line:84% Otherwise it is to the manager's discretion. 00:49:13.980 --> 00:49:17.697 align:middle line:84% And I will say moving from new employees 00:49:17.697 --> 00:49:19.280 align:middle line:84% to existing employees, there are times 00:49:19.280 --> 00:49:21.680 align:middle line:84% when an existing employee experiences some kind 00:49:21.680 --> 00:49:23.210 align:middle line:90% of temporary disability. 00:49:23.210 --> 00:49:24.800 align:middle line:84% And it's not unusual for a manager 00:49:24.800 --> 00:49:28.580 align:middle line:84% to arrange for them to work from home two or three days a week, 00:49:28.580 --> 00:49:32.420 align:middle line:84% or whatever helps them to manage that. 00:49:32.420 --> 00:49:33.476 align:middle line:90% BRIANNA BLASER: Great. 00:49:33.476 --> 00:49:36.785 align:middle line:84% Venkatesh asked, it's interesting to see Microsoft 00:49:36.785 --> 00:49:38.660 align:middle line:84% partnering with organizations like Lighthouse 00:49:38.660 --> 00:49:41.750 align:middle line:84% for the Blind in Seattle, to support inclusive hiring. 00:49:41.750 --> 00:49:43.370 align:middle line:84% How does this work beyond the US? 00:49:43.370 --> 00:49:47.050 align:middle line:84% Are there similar partnerships in other regions, like India? 00:49:47.050 --> 00:49:49.652 align:middle line:84% NEIL BARNETT: Yeah, so it's outside the US, 00:49:49.652 --> 00:49:51.110 align:middle line:84% is to be honest with you, is not as 00:49:51.110 --> 00:49:53.390 align:middle line:90% developed as it is in the US. 00:49:53.390 --> 00:49:58.640 align:middle line:84% And so we do do partnerships in India, in the UK. 00:49:58.640 --> 00:50:01.323 align:middle line:84% I can't name every market outside of the US. 00:50:01.323 --> 00:50:02.990 align:middle line:84% But it's definitely something that we're 00:50:02.990 --> 00:50:06.690 align:middle line:84% trying to figure out the best practices from the US, 00:50:06.690 --> 00:50:09.560 align:middle line:84% and then work with our colleagues 00:50:09.560 --> 00:50:12.290 align:middle line:84% in the different markets with the same concept of bringing 00:50:12.290 --> 00:50:14.720 align:middle line:84% in third-party providers, whether it's 00:50:14.720 --> 00:50:19.940 align:middle line:84% training, as an example, to help our employee base. 00:50:19.940 --> 00:50:22.107 align:middle line:84% Yes, but again, more needs to be done there. 00:50:22.107 --> 00:50:23.690 align:middle line:84% RICHARD LADNER: This is Richard again. 00:50:23.690 --> 00:50:24.563 align:middle line:90% There is some-- 00:50:24.563 --> 00:50:25.730 align:middle line:90% I'm looking at the hands up. 00:50:25.730 --> 00:50:27.860 align:middle line:84% And there's somebody with their hand up. 00:50:27.860 --> 00:50:31.070 align:middle line:84% And if they unmute, go right ahead. 00:50:31.070 --> 00:50:33.030 align:middle line:90% Introduce yourself first. 00:50:33.030 --> 00:50:34.940 align:middle line:90% SPEAKER 1: My name is Huy. 00:50:34.940 --> 00:50:38.540 align:middle line:90% I'm a history study at NC State. 00:50:38.540 --> 00:50:40.340 align:middle line:84% My question was earlier was asked, 00:50:40.340 --> 00:50:42.630 align:middle line:90% but I didn't have the answer. 00:50:42.630 --> 00:50:45.650 align:middle line:90% So I'm asking it directly. 00:50:45.650 --> 00:50:50.480 align:middle line:84% Where was that-- when I was interviewed with Google last 00:50:50.480 --> 00:50:55.370 align:middle line:84% semester, there was one question on the questionnaire was that 00:50:55.370 --> 00:50:58.850 align:middle line:90% we are authorized to-- 00:50:58.850 --> 00:51:03.920 align:middle line:84% something about like a request for a doctor note or something 00:51:03.920 --> 00:51:07.040 align:middle line:90% to validate your disability. 00:51:07.040 --> 00:51:12.770 align:middle line:84% Why is that a checkbox within a questionnaire of the Google? 00:51:12.770 --> 00:51:16.490 align:middle line:84% Like when you say that you are allowed to disclose or not 00:51:16.490 --> 00:51:19.490 align:middle line:84% disclose the disability, why is there a checkbox 00:51:19.490 --> 00:51:22.460 align:middle line:84% to say that if you want to request for accommodation, 00:51:22.460 --> 00:51:27.330 align:middle line:84% you have to confirm that you are authorized 00:51:27.330 --> 00:51:32.720 align:middle line:84% to ask for the validation of our disability. 00:51:32.720 --> 00:51:35.420 align:middle line:90% 00:51:35.420 --> 00:51:36.920 align:middle line:90% Is that? 00:51:36.920 --> 00:51:43.630 align:middle line:84% I'm not sure if that clearly delivered. 00:51:43.630 --> 00:51:46.180 align:middle line:84% LORNE NEEDLE: Yeah, thank you for the question. 00:51:46.180 --> 00:51:50.660 align:middle line:90% I'm that may be an unusual case. 00:51:50.660 --> 00:51:51.520 align:middle line:90% It may be a glitch. 00:51:51.520 --> 00:51:53.290 align:middle line:84% If you want to follow up with me individually, 00:51:53.290 --> 00:51:54.540 align:middle line:90% I will look into that for you. 00:51:54.540 --> 00:51:57.730 align:middle line:84% Because it's actually illegal for employers 00:51:57.730 --> 00:52:01.780 align:middle line:84% to discriminate on the basis of medical conditions, et cetera. 00:52:01.780 --> 00:52:03.290 align:middle line:84% So we're very careful about that. 00:52:03.290 --> 00:52:05.024 align:middle line:90% But yeah, 00:52:05.024 --> 00:52:07.360 align:middle line:84% BRIANNA BLASER: I can put you two in touch. 00:52:07.360 --> 00:52:08.110 align:middle line:90% LORNE NEEDLE: Go ahead, Brianna. 00:52:08.110 --> 00:52:08.760 align:middle line:84% BRIANNA BLASER: I was just going to say, 00:52:08.760 --> 00:52:10.093 align:middle line:90% I can put you two in touch, too. 00:52:10.093 --> 00:52:11.718 align:middle line:84% LORNE NEEDLE: Yeah, thank you, Brianna. 00:52:11.718 --> 00:52:13.480 align:middle line:84% So if you're interested in following up, 00:52:13.480 --> 00:52:16.780 align:middle line:84% you can share with me the application and the situation. 00:52:16.780 --> 00:52:19.610 align:middle line:84% And I will look into it and get you an answer. 00:52:19.610 --> 00:52:20.200 align:middle line:90% SPEAKER 1: OK. 00:52:20.200 --> 00:52:20.700 align:middle line:90% Yeah. 00:52:20.700 --> 00:52:22.990 align:middle line:84% I just wasn't sure, because like why-- 00:52:22.990 --> 00:52:26.890 align:middle line:84% I thought that you don't have to disclose a disability, 00:52:26.890 --> 00:52:28.930 align:middle line:84% even when you ask for the accommodation. 00:52:28.930 --> 00:52:32.250 align:middle line:84% But like why did they ask, like oh 00:52:32.250 --> 00:52:35.570 align:middle line:84% you have to check on this box in order to request accommodation. 00:52:35.570 --> 00:52:38.680 align:middle line:90% But like, we have to confirm. 00:52:38.680 --> 00:52:42.350 align:middle line:84% We can validate our disability in the request accommodation. 00:52:42.350 --> 00:52:46.982 align:middle line:84% So that was not what I usually know. 00:52:46.982 --> 00:52:48.940 align:middle line:84% LORNE NEEDLE: Yeah, thank you for raising that. 00:52:48.940 --> 00:52:50.780 align:middle line:84% And I'll look into that in general. 00:52:50.780 --> 00:52:53.107 align:middle line:84% But if you care to follow up, please do. 00:52:53.107 --> 00:52:53.690 align:middle line:90% SPEAKER 1: OK. 00:52:53.690 --> 00:52:56.650 align:middle line:90% 00:52:56.650 --> 00:52:59.290 align:middle line:84% BRIANNA BLASER: Venkatesh asked, what are good strategies 00:52:59.290 --> 00:53:02.223 align:middle line:84% to participate in or conduct online live coding rounds, 00:53:02.223 --> 00:53:04.390 align:middle line:84% where the interviewer wants to look at the candidate 00:53:04.390 --> 00:53:07.870 align:middle line:84% write code, if the candidate is using a screen reader, given 00:53:07.870 --> 00:53:10.600 align:middle line:84% that there are no fully accessible IDEs that support 00:53:10.600 --> 00:53:11.290 align:middle line:90% live coding? 00:53:11.290 --> 00:53:16.295 align:middle line:90% 00:53:16.295 --> 00:53:17.420 align:middle line:90% NEIL BARNETT: This is Neil. 00:53:17.420 --> 00:53:20.820 align:middle line:90% I don't know the answer to that. 00:53:20.820 --> 00:53:23.940 align:middle line:84% I'd have to research that one and get back to you. 00:53:23.940 --> 00:53:26.540 align:middle line:90% 00:53:26.540 --> 00:53:27.790 align:middle line:90% LORNE NEEDLE: Yeah, same here. 00:53:27.790 --> 00:53:30.730 align:middle line:84% And if part of your question is about having 00:53:30.730 --> 00:53:33.190 align:middle line:84% sufficient time to both think about and provide 00:53:33.190 --> 00:53:36.100 align:middle line:84% the solution in addition to whatever tool might 00:53:36.100 --> 00:53:38.620 align:middle line:84% be necessary to pair with the IDE, 00:53:38.620 --> 00:53:41.590 align:middle line:84% then I would just say that an accommodation you can request 00:53:41.590 --> 00:53:42.670 align:middle line:90% is that additional time. 00:53:42.670 --> 00:53:45.430 align:middle line:84% There are times when we will give candidates 00:53:45.430 --> 00:53:47.135 align:middle line:90% the questions in advance. 00:53:47.135 --> 00:53:48.760 align:middle line:84% So that if you're using a screen reader 00:53:48.760 --> 00:53:49.840 align:middle line:84% and that might take you a little more 00:53:49.840 --> 00:53:52.080 align:middle line:84% time to review and prepare, that you have the time. 00:53:52.080 --> 00:53:54.610 align:middle line:90% 00:53:54.610 --> 00:53:55.753 align:middle line:90% BRIANNA BLASER: Great. 00:53:55.753 --> 00:53:58.170 align:middle line:84% And then there were a couple of questions about disability 00:53:58.170 --> 00:54:00.628 align:middle line:90% hiring events at Microsoft. 00:54:00.628 --> 00:54:01.920 align:middle line:90% How do you find out about them? 00:54:01.920 --> 00:54:04.950 align:middle line:84% Whether Google has similar events, 00:54:04.950 --> 00:54:09.200 align:middle line:84% and what the selection process is for those events? 00:54:09.200 --> 00:54:10.700 align:middle line:84% NEIL BARNETT: So a couple of things, 00:54:10.700 --> 00:54:14.750 align:middle line:84% we post most of them on our inclusive hiring site, 00:54:14.750 --> 00:54:18.560 align:middle line:84% so Microsoft.com/inclusivehiring, 00:54:18.560 --> 00:54:22.430 align:middle line:84% there is an event section for our ability events or autism 00:54:22.430 --> 00:54:23.270 align:middle line:90% events. 00:54:23.270 --> 00:54:25.670 align:middle line:84% We have a big event coming up in May, 00:54:25.670 --> 00:54:32.540 align:middle line:84% a job fair that we host during our Ability Event Summit here, 00:54:32.540 --> 00:54:34.980 align:middle line:84% where we bring in about 25 employers. 00:54:34.980 --> 00:54:37.430 align:middle line:84% And again, not just Microsoft, we've got-- 00:54:37.430 --> 00:54:40.670 align:middle line:84% usually we'll have like EY, Accenture, Amazon; 00:54:40.670 --> 00:54:41.740 align:middle line:90% they're all here. 00:54:41.740 --> 00:54:45.030 align:middle line:84% And it's all focused on people with disabilities. 00:54:45.030 --> 00:54:47.360 align:middle line:84% So that's coming up on May 28th or 29th. 00:54:47.360 --> 00:54:49.550 align:middle line:84% I probably should get that one on the website. 00:54:49.550 --> 00:54:54.545 align:middle line:84% But most of it is on the Microsoft.com/inclusivehiring. 00:54:54.545 --> 00:54:56.590 align:middle line:84% RICHARD LADNER: This is Richard again. 00:54:56.590 --> 00:54:59.960 align:middle line:84% There's a question from a parent about their son 00:54:59.960 --> 00:55:01.910 align:middle line:84% who has Asperger's, he's only 12 years old. 00:55:01.910 --> 00:55:05.390 align:middle line:84% How soon can they apply to Microsoft or Google, 00:55:05.390 --> 00:55:06.350 align:middle line:90% at what age? 00:55:06.350 --> 00:55:08.570 align:middle line:84% And also are there any programs that you have 00:55:08.570 --> 00:55:14.390 align:middle line:84% for younger people who have disabilities? 00:55:14.390 --> 00:55:16.900 align:middle line:90% That's the basic. 00:55:16.900 --> 00:55:17.650 align:middle line:90% Thank you, Dionne. 00:55:17.650 --> 00:55:22.020 align:middle line:90% 00:55:22.020 --> 00:55:26.370 align:middle line:84% NEIL BARNETT: So the age, I don't 00:55:26.370 --> 00:55:31.170 align:middle line:84% know outside of legal working age, I guess you could apply. 00:55:31.170 --> 00:55:32.230 align:middle line:90% Anyone can apply, right? 00:55:32.230 --> 00:55:35.760 align:middle line:84% It's for us, it's less about the age. 00:55:35.760 --> 00:55:40.980 align:middle line:84% It's more about the skills, for the role. 00:55:40.980 --> 00:55:45.550 align:middle line:84% Like if you're a good fit for the role and your 18 or 23, 00:55:45.550 --> 00:55:47.103 align:middle line:84% I think it's less of an age thing. 00:55:47.103 --> 00:55:49.020 align:middle line:84% Obviously you have to be of legal working age. 00:55:49.020 --> 00:55:51.240 align:middle line:90% But it's less of an age thing. 00:55:51.240 --> 00:55:54.660 align:middle line:84% It's more of we're hiring for skills. 00:55:54.660 --> 00:55:57.613 align:middle line:84% And so I think that's the important piece to focus on. 00:55:57.613 --> 00:55:59.280 align:middle line:84% And to that question around development, 00:55:59.280 --> 00:56:06.820 align:middle line:84% I mean there are things that we do 00:56:06.820 --> 00:56:14.800 align:middle line:84% for kids, both from a technology perspective, we 00:56:14.800 --> 00:56:17.170 align:middle line:84% run at Microsoft something called Microsoft Ninja 00:56:17.170 --> 00:56:20.710 align:middle line:84% Camp for the past two summers, for kids with disabilities 00:56:20.710 --> 00:56:25.710 align:middle line:84% to get them some exposure to AI, and some very basic stuff. 00:56:25.710 --> 00:56:30.610 align:middle line:84% And so there are some things for kids in that high-school 00:56:30.610 --> 00:56:31.935 align:middle line:90% middle-school range. 00:56:31.935 --> 00:56:34.670 align:middle line:90% A lot of it's online too. 00:56:34.670 --> 00:56:37.630 align:middle line:84% But you know again, applying is when 00:56:37.630 --> 00:56:39.550 align:middle line:84% you feel like you've got the right skills that 00:56:39.550 --> 00:56:43.643 align:middle line:84% meet the competencies and requirements of the job. 00:56:43.643 --> 00:56:45.310 align:middle line:84% LORNE NEEDLE: Yeah, Ninja Camp, I think, 00:56:45.310 --> 00:56:46.890 align:middle line:90% is an amazing opportunity. 00:56:46.890 --> 00:56:49.930 align:middle line:84% So you should look into that, if you think it's of interest. 00:56:49.930 --> 00:56:51.880 align:middle line:84% Shameless plug for Microsoft there. 00:56:51.880 --> 00:56:54.760 align:middle line:84% In terms of Google, a very similar 00:56:54.760 --> 00:56:57.700 align:middle line:84% answer around seeking employment for with us, 00:56:57.700 --> 00:56:58.910 align:middle line:90% if you're of working age. 00:56:58.910 --> 00:57:03.190 align:middle line:84% It really depends on meeting the minimum qualifications 00:57:03.190 --> 00:57:05.530 align:middle line:84% for the internship or the full-time job. 00:57:05.530 --> 00:57:08.140 align:middle line:84% A lot of our internships are targeted current university 00:57:08.140 --> 00:57:08.640 align:middle line:90% students. 00:57:08.640 --> 00:57:11.510 align:middle line:84% So someone who's 12 years old might be a current university 00:57:11.510 --> 00:57:12.010 align:middle line:90% student. 00:57:12.010 --> 00:57:14.320 align:middle line:84% But if they're not, they would have to wait until they were. 00:57:14.320 --> 00:57:15.790 align:middle line:84% In terms of developmental programs, 00:57:15.790 --> 00:57:17.630 align:middle line:90% we have a range of those. 00:57:17.630 --> 00:57:21.310 align:middle line:84% And there's a site called Google for Education. 00:57:21.310 --> 00:57:22.930 align:middle line:84% And if you look at that site, and I'll 00:57:22.930 --> 00:57:25.450 align:middle line:84% send this link to Brianna and Richard, as well; 00:57:25.450 --> 00:57:27.880 align:middle line:84% we list all the different kinds of developmental programs 00:57:27.880 --> 00:57:33.653 align:middle line:84% we have, some of which are for students prior to college. 00:57:33.653 --> 00:57:34.570 align:middle line:90% BRIANNA BLASER: Great. 00:57:34.570 --> 00:57:36.370 align:middle line:84% And then one last question, because we're 00:57:36.370 --> 00:57:38.800 align:middle line:90% getting close to our time. 00:57:38.800 --> 00:57:41.692 align:middle line:84% Cassandra asks about chronic illness, 00:57:41.692 --> 00:57:43.150 align:middle line:84% and what sort of accommodations are 00:57:43.150 --> 00:57:44.983 align:middle line:84% available for people with health conditions, 00:57:44.983 --> 00:57:47.610 align:middle line:84% like flexible work schedules or medical leaves of absence? 00:57:47.610 --> 00:57:52.055 align:middle line:90% 00:57:52.055 --> 00:57:53.180 align:middle line:90% NEIL BARNETT: So this Neil. 00:57:53.180 --> 00:57:55.280 align:middle line:84% I think I mean again, all those are probably 00:57:55.280 --> 00:57:56.630 align:middle line:90% very similar to Google. 00:57:56.630 --> 00:57:59.410 align:middle line:84% All those things we have, whether it's 00:57:59.410 --> 00:58:01.220 align:middle line:90% a medical leave of absence. 00:58:01.220 --> 00:58:03.830 align:middle line:84% The flexible work arrangement, again, that's 00:58:03.830 --> 00:58:06.993 align:middle line:84% obviously that's an accommodation that we provide. 00:58:06.993 --> 00:58:08.660 align:middle line:84% You work with your manager to see what's 00:58:08.660 --> 00:58:10.840 align:middle line:90% a reasonable accommodation. 00:58:10.840 --> 00:58:15.463 align:middle line:84% But these are all things that are pretty standard. 00:58:15.463 --> 00:58:16.880 align:middle line:84% LORNE NEEDLE: And same for Google. 00:58:16.880 --> 00:58:19.323 align:middle line:90% 00:58:19.323 --> 00:58:20.240 align:middle line:90% BRIANNA BLASER: Great. 00:58:20.240 --> 00:58:23.060 align:middle line:84% Thank you so much, Neil and Lorne, 00:58:23.060 --> 00:58:25.050 align:middle line:84% for joining us and sharing this information. 00:58:25.050 --> 00:58:28.220 align:middle line:84% I think this was really useful for a lot of folks. 00:58:28.220 --> 00:58:29.090 align:middle line:90% I will share. 00:58:29.090 --> 00:58:31.590 align:middle line:84% I've made notes of resources that both of them mentioned, 00:58:31.590 --> 00:58:33.890 align:middle line:84% and I'll share some of those in a wrap-up email 00:58:33.890 --> 00:58:36.012 align:middle line:90% to everybody who came. 00:58:36.012 --> 00:58:38.470 align:middle line:84% And if there's specific things you'd like me to pass along, 00:58:38.470 --> 00:58:40.160 align:middle line:84% Lorne and Neil, just email them to me, 00:58:40.160 --> 00:58:41.680 align:middle line:90% and I will share them as well. 00:58:41.680 --> 00:58:43.430 align:middle line:84% NEIL BARNETT: Thank you so much, everyone. 00:58:43.430 --> 00:58:44.450 align:middle line:90% Appreciate it. 00:58:44.450 --> 00:58:45.533 align:middle line:90% LORNE NEEDLE: Yeah, great. 00:58:45.533 --> 00:58:47.270 align:middle line:90% Thank you so much. 00:58:47.270 --> 00:58:49.730 align:middle line:84% RICHARD LADNER: Thank you both for the great presentations. 00:58:49.730 --> 00:58:52.520 align:middle line:84% And also thanks to all the participants who asked 00:58:52.520 --> 00:58:57.857 align:middle line:84% questions and participated in this webinar. 00:58:57.857 --> 00:58:58.940 align:middle line:90% BRIANNA BLASER: Thank you. 00:58:58.940 --> 00:58:59.972 align:middle line:90% Have a good day. 00:58:59.972 --> 00:59:01.180 align:middle line:90% RICHARD LADNER: Bye-bye, all. 00:59:01.180 --> 00:59:03.490 align:middle line:90% LORNE NEEDLE: Bye, everybody. 00:59:03.490 --> 00:59:04.000 align:middle line:90%