Cisco Project Lifechanger Briefing

Patrick Romzek, Founder, and Executive Consultant

Employ. Empower. Transform.

The lives of people with disabilities.

October 25, 2017

CHANGERLIFE

The Future of Work Podcast

© 2017 Cisco and/or its affiliates. All rights reserved. Cisco Confidential

Agenda1 Introduction

2 What is LifeChanger? What are we doing at Cisco

3 Global Issue and Opportunity

4 Tools and Technology

5 Results and Impact

6 Lessons Learned

7 Where do we go from here?


Introductions

Cisco: 16 Years in Sales Leadership Roles

Most Recent “Day Job”: Worldwide Leader of Cisco’s Cloud sales strategy, market acceleration, and sales operations

Cisco Community Leadership: Founder Cisco Special Children’s network, Cisco Disability Awareness Network Executive Committee member.

External Community Leadership: Board of Directors US Business Leadership Network, Board of Directors Abilities United, Board Member and Parish Committee Chair – Archdiocese of Detroit Special Needs CouncilCommittee Member National Catholic Partnership on Disability

Patrick Romzek,LifeChanger Executive Consultant and Program Lead

Former VP Cloud Strategy and Operations (retired March 2017)

Special Needs Dad


Work is something you do, not a place you

go!

The LifeChanger Perspective

P


• Embed into Cisco

processes

• Expand hiring

• Build our own supply

Systemization• Conceptualized

• Collaboration with

NGOs

Incubation

• San Jose, Bangalore,

Brussels, Sao Paulo

• Business Case

Pilots• Mainstream

processes and tools

• Build “supply chain”

• Collaborate with

customers

Full Integration

How are we integrating LifeChanger?

2015

2016

2017

2018

~5 hires

~40 hires

~40+ hires

~50-70

target

K


LifeChanger Hiring MixPrimary Disability Location

Visually Impaired 32% Bangalore India 47%

Dev. Disability &

Autism

20% Brussels,

Belgium

6%

Mobility Impaired 41% San Paulo, Brazil 16%

Hearing Impaired 7% San Jose, CA 6%

RTP 11%

Krakow Poland 2%

Other / Misc. 12%

Total Total

Note: Figures are estimates as Cisco does not have a self ID program nor do we capture and store disability information


United States Spain

Germany:

Italy:

Brazil 4%

Poland:

South

Africa

Japan

Russia

Singapore

Mexico

Canada

UK

Luxembourg

Philippines

Thailand

India

Belgium

China:

Korea

Australia

Significant Global Opportunity1. Penalties, levies, and

incentives linked to

disability employment

in many countries.

2. Strong cultural,

governmental and

workforce focus on

Disability Inclusion.

3. Global Workforce,

business and brand

potential

P


What is LifeChanger?

Use of technology to

expand and innovate

employment

Cisco Collaboration solutions

and

Accessibility technology

Process change

and executive

support

To embed disability

hiring into the

Processes, culture

and fabric of Cisco

Building talent supply

chain; innovating

employability

Demand driven supply:

Universities, NGO’s and

LifeChanger Talent

Incubation Program (LTIP)

Network Academy K


LifeChanger Talent Incubation Program (LTIP)

Employ. Empower. Transform.

The lives of people with disabilities.

LIFECHANGER TALENT INCUBATION PROGRAM

LTIPSTRATEGIC OVERVIEW

1. Leveraging successful Veterans Talent Incubation Program model for people with disabilities.

2. Create a pipeline of talent for disabled persons for jobs at Cisco and Partner Organizations

3. Put students through a learning and development program to accelerate role readiness

4. Provide on-the-job experiences to prepare students for real jobs

5. Provide full-time job opportunities for students that successfully complete the program

6. Expanding to target people with disabilities in Raleigh NC, Bangalore India, Krakow Poland, and Dalian China

VTIP Prototype

Summary

26 of 55 graduated

25 of 26 graduates hired

9 of 25 were PWDs

LTIP Target Goals

60% graduation rate

100% of graduates hired


Marc Holloman

Director of Global

Technical Services

EMPLOYMENT: 100 hired, +100

planned

PRODUCTIVITY:

+220%

COSTS: Lower turnover, error

rates, absenteeism,

and levies

BRAND

EQUITY:

+$$B

LifeC

hanger

Busin

ess Im

pact

Life

Ch

an

ge

rW

ork

forc

e Im

pa

ct

“These are some of our

best employees. The

benefits to Cisco are far

greater than people

realize. They bring an

attitude, approach to the

customer, and empathy

for the customer … that

is a real asset for us.”

Business Case: Results we are achieving

K and P


India Project LifeChanger Pilot 2016Global TAC | Service Request Administrators

Daily team

productivity

increased 250%:

from 20 per SRA

to 55

Featured in

Economic Times

“PWD India

Success Stories

in Tech

Companies”

34 People Hired

21 Visually

Impaired, 1

Hearing

Impaired, others

with Autism

Decline in

error rates

attrition rates

voluntary time

off

Service Request

closure rate

increased from

60% to 85%.

75,000 TAC SRs

followed up

Proven

Success


Cisco Award for

Disability

Initiatives

3

LifeChanger Industry Awards and Interest

Cisco Innovation

Everywhere

Winner

1

4

Disability

Matters Award

Winner

Diversity Journal

Innovation

Award Winner

2

External

Interest:

Customer,

Partners and

Industry

Groups

6

USBLN: Best for

Disability

Inclusion

5

P

http://economictimes.indiatimes.com/articleshow/22768718.cms?utm_source=contentofinterest&utm_medium=text&utm_campaign=cppst





What we learned: Critical success factors

Executive sponsorship and Work-stream leadership:Senior executives and operational leaders with ownership and commitment

1

Target and focus on best opportunities for

success: Start with few roles and locations

2

Build and Leverage Business Case: Tangible

results + social impact drive the most behavior change.3

Establish talent commitments (Demand)Roles, organizations, and locations

4

Build Supply strategy, partnerships and supply

chain: NGO ‘s, Universities and build own talent supply

5

Clear communication and training planInternally (employees + manager), Externally NGO’s, Universities, candidates,

and partners

6

1

2

3

4

5

6

P and K


What we learned: Layers of barriers

MisperceptionsPerception PWD cannot do job (“Not a

fit”, lack of awareness, one size fits all)

Breaking the barrier

Education and Executive Support

1

Employment AccessTransportation and accessibility

issues


Virtual employment = Collaboration +

Accessibility

2

Process BarriersDon’t get through employment process


Process re-design, focused recruiting

3

Bias“Not sure”, “No jobs here that fit”, etc.


Business case

4

Employable SkillsLack workforce and education

background required for some roles


Building own supply chain – training

and on-boarding academy and

programs

5


Summary

Requires Mission, Strategy

and Execution: “Top Down” and

“Bottoms up” Company-wide focus to

drive employment acceleration.

Significant opportunity:To positively impact our workforce,

culture, business, and brand.

Demand and Supply enabled

by innovation, Impact

focused:Strategic focus + Technology +

Process + Culture.

Significant Workforce,

Business and Brand

Benefits:Good for people, society and

business.

Huge pool of untapped talent:Overcoming barriers, expanding

employment and innovating

employability.

Opportunity to Change the

World: Change the way the world works,

lives, plays and learns.


For More Information:

@promzek Patrick Romzek

[email protected]

Contact me:

LifeChanger:

[email protected]