Presentation on theme: "Bank of America – USBLN Annual Conference 2012 Presented by: Chris Pulley October 2012."— Presentation transcript:
Bank of America – USBLN Annual Conference 2012 Presented by: Chris Pulley October 2012
Bank of America-Employee Networks Overview 2 Bank of America N. AMERICA ALN LEAD BPG LGBT DAN MSAG HOLA NAPN PCN IGEN LATIN AMERICA BPG LEAD LGBT ASIA PACIFIC LEAD PCN LGBT YPN EUROPE & EMERGING MARKETS (EX-ASIA) DAN MLN LEAD LGBT PCN ALN – Asian Leadership Network BPG – Black Professional Group DAN – Disability Advocacy Network HOLA – Hispanic/Latino Organization for Leadership and Advancement IGEN – Inter-Generational Employee Network LEAD for Women – Leadership, Education, Advocacy and Development for Women 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. Strategy & Structure * The structure may vary between the Americas, Asia Pacific and the Europe & Emerging Markets (ex-Asia) regions LGBT Pride – Lesbian, Gay, Bisexual and Transgender Pride MLN – Multicultural Leadership Network MSAG – Military Support & Assistance Group NAPN – Native American Professional Network YPN – Young Professional Network *PCN – Parents and Carers Network *A Global Diversity Inclusion Council supported Network 11 Employee Networks Global Chapters 170+ 55,000 + Global Members
Disability Advocacy Network 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. Disability Awareness Professional Network (DAPN) 1999 The Disability Affinity Group (DAG) 2002 The 2 Groups merged to become The Disability Affinity Group (DAG) 2009 Disability Advocacy Network (DAN) 2012
Recruiting and Retaining People with Disabilities We partner with a variety of global and national organizations to support our diversity and inclusion efforts. Some of our partners include: Goodwill Career Opportunities for Students with Disabilities National Business and Disability Council and the Emerging Leaders Internship Program The company also focuses on recruiting military veterans, including disabled veterans. We partner with a number of organizations including: Wounded Warrior The Department of Veterans Affairs Vocational Rehabilitation Department of Defense’s Hiring Heroes initiative Disability Hiring Ambassadors - Serves as subject matter expert on end-to-end disability hiring process. Educate the Staffing team as well as other Lines of Business on the bank’s disability hiring process. Local point of contact with Disability Advocacy Network, external disability organizations, and referrals. Bank of America provides comprehensive programs that respond to each individuals needs. Access to resources Single point of contact Disability Awareness Guide Disability Advocacy Network hiring Orientation program ADA-related education and awareness material for all employees. Reasonable accommodations Alternative formats, such as Braille, large print or electronic media Telephone amplifiers Voice-synthesis/activated software Closed circuit television Flexible work arrangements Satellite offices that decrease commute times Formal and informal work-from-home programs Compressed schedules and part-time work 4 Recruiting Retaining
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