Enterprise Template - (USBLN) Annual Conference

Report
Bank of America –
USBLN Annual Conference 2012
Presented by: Chris Pulley
October 2012
Bank of America-Employee Networks Overview
11 Employee Networks
ALN –
Asian Leadership Network
LGBT Pride –
Lesbian, Gay, Bisexual and
Transgender Pride
BPG –
Black Professional Group
DAN –
Disability Advocacy Network
HOLA –
Hispanic/Latino Organization
for Leadership and
Advancement
N.
AMERICA
ALN LEAD
BPG LGBT
DAN
MSAG
HOLA
NAPN
PCN IGEN
*PCN –
Parents and Carers Network
170+
Global
Chapters
Global Members
Bank of America
MSAG –
Military Support & Assistance
Group
YPN –
Young Professional Network
55,000+
2
MLN –
Multicultural Leadership
Network
NAPN –
Native American
Professional Network
LATIN
AMERICA
BPG
LEAD
LGBT
IGEN –
Inter-Generational Employee
Network
LEAD for Women –
Leadership, Education,
Advocacy and Development
for Women
EUROPE &
EMERGING
MARKETS
(EX-ASIA)
DAN MLN
LEAD LGBT
PCN
ASIA
PACIFIC
LEAD
PCN
LGBT
YPN
* The structure may vary between the Americas, Asia Pacific and the Europe & Emerging Markets (ex-Asia) regions
Strategy & Structure
Strategic Framework: The Employee Networks are
aligned with the Global Diversity & Inclusion
Organization and are supported by the Global
Employee Network Program Management Office,
which provides strategic direction and guidance to
the Employee Networks globally.
*A Global Diversity Inclusion Council
supported Network
Disability Advocacy Network
1999
Disability
Awareness
Professional
Network
(DAPN)
2002
The Disability
Affinity Group
(DAG)
2009
The 2 Groups
merged to become
The Disability
Affinity Group (DAG)
2012
Disability
Advocacy
Network (DAN)
Who We Are
Open to all employees, the Disability Advocacy Network (DAN) is a source of support and
information for employees with disabilities, or employees who are family members, friends or
caregivers of someone with a disability. Through programs that encourage partnerships,
embrace differences and promote creativity, DAN presents opportunities for awareness and
education.
Mission
• The mission of DAN is to make Bank of America recognized as a leader for its efforts to
support people with and affected by disabilities. DAN creates opportunities for advancement
and development through networking, mentoring and information forums.
• Each DAN chapter provides support, information and resources for employees with
disabilities by building awareness of corporate-wide disability and accessibility issues.
Where We Are Today
Since its inception in 1999, DAN has grown from grew from just a few members to 15
chapters in the U.S., and two international chapters with more than 1700 members.
Recruiting and Retaining People with Disabilities
Recruiting
Retaining
• We partner with a variety of global and national
Bank of America provides comprehensive programs
organizations to support our diversity and inclusion
that respond to each individuals needs.
efforts. Some of our partners include:
• Goodwill
• Access to resources
• Career Opportunities for Students with
• Single point of contact
Disabilities
• Disability Awareness Guide
• National Business and Disability Council and the
• Disability Advocacy Network hiring Orientation
Emerging Leaders Internship Program
program
• ADA-related education and awareness material
• The company also focuses on recruiting military
for all employees.
veterans, including disabled veterans. We partner with
a number of organizations including:
• Reasonable accommodations
• Wounded Warrior
• Alternative formats, such as Braille, large print or
• The Department of Veterans Affairs Vocational
electronic media
Rehabilitation
• Telephone amplifiers
• Department of Defense’s Hiring Heroes initiative
• Voice-synthesis/activated software
• Closed circuit television
• Disability Hiring Ambassadors - Serves as subject
matter expert on end-to-end disability hiring process.
• Educate the Staffing team as well as other Lines • Flexible work arrangements
• Satellite offices that decrease commute times
of Business on the bank’s disability hiring
• Formal and informal work-from-home programs
process.
• Compressed schedules and part-time work
• Local point of contact with Disability Advocacy
Network, external disability organizations, and
referrals.
4

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