People with Disabilities

Door to Cybersecurity Jobs Opens for Person with Cauda Equina Syndrome

The road to a cybersecurity job was not a smooth one for Robert Coats.

“I wasn’t expecting special treatment. I just wanted a chance to prove myself and show that I am like everyone else. I was just in an unfortunate accident.”

In September of 2016, Robert’s life changed in an instant. While riding his motorcycle, he was struck by another vehicle.

“I was leaving work when a car turned left into me and ran over the whole right side of my body,” Robert said.

“I suffered wrist, foot, and rib fractures. I had two collapsed lungs and a cut in my liver. My lower L5 disk was cracked and later ruptured.”

Complications from Robert’s injuries led to a chronic condition known as Cauda Equina Syndrome. This condition causes significant mobility and health challenges due to the compression of nerves at the end of the spinal cord. However, despite the physical hurdles, he was determined to rebuild his life so that he could provide for his children.

Not an Easy Road to Cybersecurity Jobs

The road to finding stable employment was a difficult one. Robert knew that returning to his previous job as a vending machine supplier would not be possible as it was physically demanding. He quickly found that his disability and unemployment benefits were insufficient to cover both his medical treatment and the basic needs of his family. The financial strain was immense, but he refused to give up.

“My kids meant way more to me than just sitting around. I knew I had to find work.”

Robert began applying for entry-level positions that would allow him to work from home. He focused his job search on companies that promoted hiring people with disabilities, hoping that these organizations might offer him a better chance of securing an interview.

“I kept getting the feeling that they were just saying they hire people with disabilities. I felt like they didn’t really mean it in their hearts, and it was just a way to make them look good.”

But despite his efforts, he struggled to find meaningful work. Robert decided he needed to make himself a more competitive candidate.

“I studied for the CompTIA Plus and Security+ certifications because I wanted to get into cybersecurity,” he said. “I had years of experience working with computers, and I’d heard it was a good career path.” After passing both certification exams, he continued applying for remote cybersecurity jobs, advertised towards people with disabilities, with no success.

Making Employment Possible

Just when he was beginning to lose hope, Robert found an opportunity to connect with an employer who truly believed in his potential.

His case worker at the Department of Rehabilitation suggested that he attend a cybersecurity event for people with disabilities. At first, he was hesitant.

“I wasn’t going to go at first,” Robert admitted. “I was tired of all of this. I’d been putting in resumes everywhere, and I felt like my disability didn’t help.”

But he refused to give up. “My kids just popped into my head, and I thought, I have to go for them,” he said. “So, I went. And I made a big scene while they were asking questions.”

At the event, Robert shared his job-hunting frustrations. “I got up and said, ‘You guys say it’s easy to get cybersecurity jobs, and that couldn’t be further from the truth for me.’ I felt like I had to say something about my experience.”

His words were heard by the right person. Alan McMillan, Chief Information Officer of PRIDE Industries, approached him after his comments, and this meeting marked a turning point.

Soon after, Robert landed a paid internship with PRIDE Industries that allowed him to utilize his skills, work ethic, and dedication. The internship gave Robert 250 hours of on-the-job training, enabling him to learn the ins and outs of cybersecurity jobs and setting him on a path to employment. More importantly, this new job gave Robert the confidence and support he needed to succeed.

A New Chapter: Looking Ahead at a Career in Cybersecurity

Today, Robert continues to pursue his passion for cybersecurity with the help and guidance of PRIDE Industries. The challenges he faced on his road to employment have only strengthened his resolve, and with his new career on the horizon, Robert is proof that with determination and the right support, meaningful employment is possible.

He now has a permanent position in PRIDE Industries’ IT department as an Associate Security Engineer, and has a goal of advancing his career, specifically in cybersecurity jobs that allow him to further hone his skills and contribute to the field.

“I feel strongly about PRIDE Industries giving me a chance and I am determined to give my best. I’m going to try and stay here and work as long as I possibly can.”

Higher employee retention and lower absenteeism are two well-established benefits of hiring people with disabilities. But they’re not the only ones. Businesses that invest in an inclusive workforce are also eligible for tax credits. And while these incentives can vary from state to state, one tax credit is available no matter where in the U.S. a business is located—the Work Opportunity Tax Credit (WOTC).

What is the Work Opportunity Tax Credit?

The Work Opportunity Tax Credit is a federal program that provides employers with tax credits for hiring individuals from certain target groups that have faced barriers to employment, including people with disabilities.

Created as a part of the 1996 Small Business Job Act, the WOTC began as a temporary tax credit designed to promote employment, empowering individuals to become members of the workforce and attain self-sufficiency while earning a steady income. Since its initial enactment, the WOTC has been extended several times—most recently through 2025—with legislation on the table to enhance it.

How Does the Work Opportunity Tax Credit Work?

In a nutshell, the WOTC is equal to 40 percent of an individual employee’s incurred wages, up to $6,000 for an individual who:

Is in their first year of employment.
Is certified as being a member of a target group.
Performs at least 400 hours of services for that employer.

Individuals working fewer than 400 hours but at least 120 hours for an employer are subject to a reduced credit (25 percent). Rehired employees are not eligible for the WOTC. Eligible employers can apply any unused WOTC from the current year to the previous year and carry it forward. The maximum tax credit is generally $2,400.

How Does an Employer Claim This Credit?

According to the U.S. Department of Labor (DOL) and the Internal Revenue Service (IRS), employers must follow a three-step process to claim the WOTC.

1. Prescreening and Filing Certification Request

Within 28 days of a new hire, employers must apply for certification that the employee is a member of a target group. To do so, the employer and the newly hired employee must complete and submit the following pre-screening paperwork to the designated state agency:

IRS Form 8850, the Pre-Screening Notice and Certification Request for the Work Opportunity Credit.
DOL Form 9061, the Individual Characteristics Form.

2. Certification Approval

After the forms have been submitted to the state agency, the employer will receive a determination from the certifying agency. The determination will detail why an employee does or does not qualify. The WOTC certification will be included if the individual qualifies for it, or the agency may request additional information.

3. Claiming the Work Opportunity Tax Credit

After certification by the designated local agency, and after the employee has worked a minimum of 120 hours, employers can proceed to file the WOTC with the IRS. Taxable organizations will file IRS Form 5884, while tax-exempt organizations will file IRS Form 5884-C.

It’s crucial to complete and submit the required forms accurately. Refer to the IRS and U.S. Department of Labor websites for these forms and for detailed instructions.

Additional Tax Credits for Employers Who Hire People with Disabilities

In addition to the Work Opportunity Tax Credit, employers who hire people with disabilities may be eligible for additional tax incentives that relate to physical accessibility.

Disabled Access Credit

To encourage businesses to improve accessibility for both employees and customers with disabilities, the Disabled Access Credit provides tax incentives for making establishments more accessible. Small businesses that incur expenses for architectural adaptations, equipment purchases, or services aimed at facilitating accessibility may qualify for a tax credit of up to $5,000 per year. A business can claim a tax credit once annually for qualifying access expenditures.

Architectural Barrier Removal Tax Deduction

The Architectural Barrier Removal Tax Deduction is another incentive aimed at encouraging businesses to make their facilities more accessible. Specifically, it allows a deduction of up to $15,000 per year for qualified expenses related to removing physical barriers in the workplace.

State Tax Credits

Several states offer their own tax credits related to hiring people with disabilities and creating accessible workplaces. More information about these credits is available on state tax board websites.

The Benefits of Hiring People with Disabilities

In addition to the direct financial benefit of tax breaks like the WOTC, hiring people with disabilities offers several other proven benefits for businesses. Here are just a handful:

High Retention Rates reduce turnover and foster continuity, maximizing organizational stability and success.

Low Absenteeism fosters a healthy work environment, enhancing productivity and minimizing disruptions to workflow.

High Productivity translates into increased operational success and competitiveness in the market.

Boosted Workplace Morale encourages a positive workplace culture that enhances motivation and promotes collaboration.

Positive Social Impact appeals to socially conscious investors.

Increased Profits result from improved employee performance, reduced turnover costs, and heightened customer satisfaction.

How to Connect with a Stellar Workforce

State agencies, such as the California Department of Rehabilitation, and partnering organizations like PRIDE Industries, can put employers in touch with this stellar workforce so they can make use of the Work Opportunity Tax Credit in the coming year.

Partner with Us to Solve Your Labor Shortage

The U.S. Chamber of Commerce recommends that businesses turn to experienced partners to tap the many benefits—including tax incentives—of employing people with disabilities. PRIDE Industries has enabled hundreds of companies to do just that, helping recruit, hire, train, and support this reliable talent pool—free of charge to employers.

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Can a person who is deaf and blind excel as a cleaning professional?

Yes.

“We need 10 Beths!”

That’s what Trent Thomas, a custodial supervisor for the Little Rock Arkansas Federal Building, said when asked about the work of his top employee, Elizabeth “Beth” Cole-Pope.

Cole-Pope is both deaf and blind.

“I was born deaf and was diagnosed with Usher Syndrome when I was 15 and started losing my vision at age 25,” she said. Throughout her life, Cole-Pope has been determined to be independent. She earned a college degree and set out to join the workforce.

But Beth quickly discovered a hard employment reality faced by many individuals who are both deaf and blind. According to the National Deaf Center, only 38% of deafblind people are employed. Stigmas, biases, and other barriers often stand in the way of qualified job candidates who happen to have a disability.

“I searched and searched for a job for a very long time,” Cole-Pope said. “After I got a college degree, I still searched for the right job, but I couldn’t find it,” she said.

Ashley Beatty, Cole-Pope’s employment specialist and interpreter, witnessed these obstacles firsthand.

“I watched the barriers that we would face,” she said. “As the employment specialist, I would go everywhere and ask if they would even just interview her. It was so hard to convince people to let us even come in, because when you start using the words ‘deaf’ and ‘blind,’ people get super scared.

Navigating the Path to Meaningful Employment While Deaf and Blind

Fortunately, change was on the horizon for Cole-Pope. After relocating to Arkansas, a vocational rehabilitation counselor connected her with PRIDE Industries. PRIDE Industries was awarded a contract to clean the Little Rock Federal Building through SourceAmerica and the AbilityOne® Program, organizations dedicated to delivering high-quality products and services to federal agencies while supporting quality employment for people with disabilities.

PRIDE Industries hired Cole-Pope as a janitor on the contract.

To ease her transition into the new role, Cole-Pope worked with an employment coach who specialized in American Sign Language (ASL). The coach helped her navigate the workspace, meet employer expectations, and communicate with colleagues, most of whom did not know ASL.

As Cole-Pope pointed out, resources like coaches give people with disabilities the tools they need to find and thrive in employment.

“The job coach also knows sign language and so that’s very helpful and they can help me do my job better and I can be more familiar with the area and work with my team better,” she said.

Beth Cole-Pope tells her employment story

Inclusive Hiring Leads to Innovation

Since Cole-Pope is both deaf and blind, many conventional cleaning methods do not work for her. Cole-Pope has learned to adapt her own method of cleaning that relies entirely on touch, feeling her way around the rooms and surfaces she needs to clean.

“I watch her work, and her method is amazing,” Trent Thomas said. “We’ve actually started using her methods to train other people on the way she cleans everything she touches.”

Diverse hiring practices have long proven to lead to innovations in the workplace. It’s something that Beatty has seen play out in her role as an interpreter. “The only thing that I’ve ever heard from people who have hired blind individuals, deaf individuals, or deafblind individuals is that they wish there were more employees just like them.”

Breaking Down Barriers

Despite facing challenges in her job search, Cole-Pope was able to find a career that brings her pride and a sense of purpose. Her story demonstrates the potential of employees with disabilities.

“I know that there are many deafblind people out in the world, and I don’t know if they’re happy with their lives or happy at their jobs,” Cole-Pope said. “But I know that I’m deaf and blind, and I’m so happy working here.”

Through PRIDE Industries, she has found the independence she was looking for. And by modeling new cleaning techniques, she has made a positive impact in her workplace. That impact was recognized by the state when Arkansas Rehabilitation Services (ARS) honored her during their National Disability Employment Awareness Month 2024 kick-off celebration in October.

“I want people to know that people who are deaf and blind can do things,” she said. “Just break those barriers down and just let us in. Let us work.”

High performing employee is a “curve-breaker.”

That’s what Darren Rysedorph, founder and CEO of IT service provider Sage IT, said of his high performing employee, who has autism. Kristin started working at Sage IT as a paid intern and is now a full-time office assistant.

“We have a scoreboard to track work, and Kristin is always at 100 percent,” Rysedorph said. “I’ve never seen her not be at 100 percent.”

Rysedorph pointed out that none of his other employees, with or without a disability, can match Kristin’s track record.

That’s the curve she broke.

Like many employees with disabilities, Kristin is a high performing employee, upending employers’ expectations.

“People think that people like me who have autism may not be smart or able to do work,” Kristin said. “But I have great long-term memory, and if you show me how to do a task once, I can memorize it.”

Part of Kristin’s job is to keep inventory up to date and make sure the technical team’s backpacks are always ready for a trip to customer sites. That’s no small feat because one of Sage IT’s differentiators is the speed with which it responds to customers.

“We are paid to be the IT department by companies that aren’t big enough to have their own IT department,” Rysedorph said. “One of the things that separates us from our competition is our speed. When one of our clients clicks on chat support, we respond within 10 seconds, which is unheard of.”

That kind of speed requires efficiency.

“For the response times to be that quick, a lot of other things need to be taken care of,” he said. “Inventory needs to be maintained; backpacks need to be checked every night. We have trunk kits in our cars. Cars need to be gassed and ready. We sometimes detect outages before the client does and send a car right away.”

The tech team was spending too much time doing that organizational work, and it was taking time away from service clients with the kind of response times Sage IT promises. “Our technicians need to be spending their time helping our clients, not checking and replenishing inventory,” Rysedorph said. “And they need to know that when they go out in the field, they have everything they need.

That’s where Kristin comes in.

“I check inventory and make sure we have enough cables and adaptors and if we are low on anything I order it,” she says. The backpacks are replenished every night.

In addition to managing inventory, Kristin communicates with the techs via the company’s Slack channel, which allows her to reach the in the field or in the office to make sure they get what they need where and when they need it.”

“Kristin’s been critical in keeping the back end running for us and keeping our techs in the game,” Rysedorph said. “She’s been super consistent throughout her time here and we’re happy to have her.”

Sage IT partnered with PRIDE Industries to find the right person for the position. Judi Adams, Director of Sales and Client Success for Sage, is also a member of The Michael Ziegler PRIDE Industries Foundation Advisory Board and familiar with the benefits that people with disabilities bring to the organizations they work for.

“I’ve been involved with PRIDE Industries since 2004,” she said. “So, I knew that hiring people with disabilities is no different from hiring anyone else. Everyone has abilities. You find out what people excel in, and that’s what they bring to a company—what they do in their roles.”

“I saw we had an amazing opportunity to bring someone in who can do things that the technicians don’t have time to do, so they can spend more time servicing clients in the field,” Adams said. “I knew we could count on PRIDE Industries to help us find a high performing employee.”

They found that high performing employee in Kristin Johnson.

“Every week we go over the scoreboards for the team, and like Darren said Kristin is always at 100 percent,” said Adams. “And she’s so excited to be part of the team. One of the things I love most is seeing her get off the bus and come over here with such enthusiasm.”

And Kristin is confident in the value she brings. “My job makes the whole business run more smoothly,” she said. She would like to see more companies take a chance on hiring people with disabilities. “They should,” she said. “We are capable, and we want to work.”

Make a social impact

PRIDE Industries builds inclusive, diverse work environments where high performing employees with disabilities can thrive. Is your company seeking well-trained, reliable employees? Learn about our paid internship program.

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Learn how employees with disabilities outperformed a previous contractor processing hundreds of thousands of visa applications for DHS.

Employees with Disabilities at the UCSIS

The United States Department of Homeland Security’s (DHS) U.S. Citizenship and Immigration Services (USCIS) visa processing facility in Corbin, Kentucky, is the last stop for validating tens of thousands of immigrant visa (IV) applications granting permanent resident status to immigrants—documents commonly known as green cards. The facility processes more than 600,000 IV applications each year.

Situation

The DHS contract required IV applications to be processed in ten days. By 2021, when borders were opened after pandemic closures, the previous contractor had amassed a backlog of tens of thousands of applications, leading to months-long wait times for people seeking permanent residency. DHS eventually sought a new contractor which could handle the volume of IV applications and meet processing speed requirements and issued a Request for Proposals (RFP).

Solution

PRIDE Industries responded to the DHS RFP in 2022 and was awarded the contract through the AbilityOne® Program, a program dedicated to delivering high-quality products and services to federal agencies while fostering quality employment opportunities for people with disabilities through federal contracts. PRIDE Industries is one of the nation’s leading employers of people with disabilities and works with AbilityOne on contracts throughout the country.

PRIDE Industries assembled a team of 26 employees, 16 of whom have a disclosed disability. The employees were able to work remotely, making the jobs more accessible and attractive to people with disabilities.

“We created modified instructions and work environments that allow employees with disabilities to perform as well or better than non-disabled employees under the previous contract,” said Nicholas Hines, Regional Director of Operations for PRIDE Industries.

Results: Success with Employees with Disabilities

The team quickly worked through the overdue applications and currently processes an average of 40,000 applications per month with turnaround times under the ten-day requirement.

“We go above and beyond for our employees, giving them the support they need to be successful,” said Jenny Collins, Document Production Manager for PRIDE Industries. “That support includes flexible schedules, remote work, and on-the-job coaching.”

The operation has been so successful that the DHS wants to expand PRIDE Industries’ responsibilities at the site.

Services Provided

Processing permanent resident applications work includes:

Data entry
Identity verification
Photo placement
Transmission of data to production facility

Accommodating Success

The success of the IV processing team at DHS offers proof that employees with disabilities, with modest accommodation, can be exceptional workers. The Americans with Disabilities Act requires employers to provide “reasonable accommodations” for employees with disabilities, defined as “any change to the application or hiring process, to the job, to the way the job is done, or the work environment that allows a person with a disability who is qualified for the job to perform the essential functions of that job and enjoy equal employment opportunities.”

Employers sometimes fear accommodating people with disabilities will be too costly—a fear that has been proven to be unfounded. In a Job Accommodation Network (JAN) survey of employers, over half said that accommodations cost nothing, while 37 percent reported a median one-time cost of just $300. The same employers report many benefits that far outweigh the small expenses. The cited benefits of accommodating employees with disabilities include:

Retaining valuable employees
Improving productivity and morale
Reducing workers’ compensation and training costs
Improving company diversity

“Individuals and families depend on the USCIS to process their documents in a timely manner and provide them legal status to live and work in the United States,” Hines said. “Our employees prove that people with disabilities can do this and other important work.”

“We created modified instructions and work environments that allow employees with disabilities to perform as well or better than non-disabled employees under the previous contract.”

— Nicholas Hines, Regional Director of Operations for PRIDE Industries.

As businesses continue to grapple with labor shortages, the need for innovative staffing solutions is more critical than ever. According to the U.S. Chamber of Commerce, June 2024 found 8.5 million job openings but only 6.5 million unemployed workers. Frontline roles remain the hardest to fill—with the hospitality and food industries seeing the least number of applicants and especially high turnover. To remedy this, some savvy companies are turning to a particularly innovative employment model: work groups comprised of employees with disabilities.

How The Work Group Model . . . Works

“Work groups are made up of three employees with disabilities and one employment coach,” said Melissa Sweet, Workforce Inclusion Manager at PRIDE Industries. “They’re placed at businesses based on staffing needs, and we remain the employer of record.”

What this means is that PRIDE Industries handles recruiting, hiring, training, payroll, supervision, and quality control. This approach significantly reduces management overhead for the partnering business. Additionally, the program can be customized for specific roles, offering flexible, scalable solutions. The pre-employment preparation process and on-the-job support ensure a workforce that’s skilled, safe, and eager.

“This is an employment-ready workforce that wants to be there,” said PRIDE Industries Director of Workforce Inclusion, David Cuevas. “And they’re the most hard-working, dedicated employees you’re going to find.”

The work group model serves employees, too. Candidates are matched with living-wage jobs based on their career goals and interests. Once on the job, they experience the camaraderie of being part of a group and the ongoing support of their job coach.

“It’s an innovative staffing solution that works for everyone involved,” said Cuevas.

Its business benefits include:

Pre-screened, qualified applicants.
Flexibility to tailor and scale to various shifts, schedules, and seasons.
Onsite supervision by a trained employment coach.
Consistent staffing levels.
Coverage of payroll, Workers’ Comp, and liability insurance.
Option to convert work group employees to direct hires, with continued job coaching support.

PRIDE Industries, a leader in creating employment for people with disabilities, has successfully provided work groups to hundreds of businesses. Here are just a few success stories:

An Innovative Staffing Solution Pays Off at Thunder Valley Resort and Casino

At Thunder Valley’s Casino and Resort, “magic” is a word Melissa Sweet uses to describe what happens in the laundry facility. Nine work groups handle 10,000 pounds of laundry each day, keeping the resort’s 3.1 million guests in clean towels and linens.

After this luxury hotel and casino built its state-of-the-art, in-house laundry facility in 2019, they needed a dedicated workforce that could reliably handle its high work volume. They tapped PRIDE Industries and, five years later, couldn’t be happier.

“It’s a great workforce,” said Brant Kelly, Director of Hotel Operations. “It’s been nothing but a pleasure to work with them.”

The work groups have done such a stellar job that Laundry Manager Khawar Qureshi dubbed them an “elite laundry team,” calling on others to “step up and learn” from them.

“It’s paid off very, very well,” said Joel Moore, VP of Operations.

So well, in fact, that Thunder Valley recently took on a new work group to wash and detail its vehicle fleet—including limos that shuttle rockstars (Ringo Starr being just one) to the resort’s concert venue.

Imperial Beach Kept Beautiful, Thanks to Work Groups

People with disabilities have been keeping San Diego’s Imperial Beach beautiful for 25 years—noticeably so. In 2023, The City of Imperial Beach City Council formally recognized PRIDE Industries work group employees for a job continuously well done.

“The community loves the work they do each day,” said Tony Reyes, Lead Maintenance Worker for The City of Imperial Beach. “They’re outgoing. They’re always energized, and they love to work.”

The work groups assist in maintaining the beaches, parks, pathways, common areas, and restrooms—clearing away trash and debris.

“They work harder than people who don’t have a disability,” said Reyes. “They’re always here ready to work. They never miss days. We’ve had people who don’t want to work. These team members are always working and happy to do it.”

Cassandra Silva, PRIDE Industries Employment Coach Assistant Manager, agreed. “It’s great to see the smiles on their faces and the impact they have in the community,” she said. “It’s one of the cleanest beaches around.”

Employment Coach Jenna Clark loves the positivity she finds each day at work. “They’re all wonderful,” she said of the employees she coaches. “They work so hard, and it’s nice seeing the city acknowledge them by name as they’re walking around.”

“I don’t understand why anybody would not want to hire them,” added Reyes. “You don’t have to pamper them. They’re regular people. They love to work. Just give them a chance.”

Work Groups Package World Renowned Golf Clubs

At golf manufacturer Acushnet, parent of Titleist and FootJoy brands, people with disabilities build packages for thousands of products every day.

“They are the most can-do group I’ve ever been around, and they elevate the attitudes of everyone around them,” Director of Manufacturing Doug Jacot said.

They’re the hardest workers you’re going to find,” adds Employment Coach Elizabeth Val Verde. “They’re not going to have any attendance issues. They’re going to be there bright and early, ready to work.”

At a previous employer, Jacot had witnessed the same magic people with disabilities bring to businesses that employ them noted by Melissa Sweet—which is why, when Acushnet was looking for help, he called PRIDE Industries.

“They’re happy to be here,” he said. “If I could have a hundred of them, I would.”

Stats Underscore the Work Group Model’s Success

For anyone who’s seen work groups in action, the success isn’t surprising. Numbers-wise, companies that actively include people with disabilities enjoy proven outcomes:

Higher retention rates: Employees with disabilities tend to have higher retention rates and lower absenteeism, a significant advantage in today’s high-turnover climate.
Boosted company morale: The presence of employees with disabilities enhances overall company morale. Inclusivity fosters a sense of belonging for all employees.
Consumer appeal: A 2018 study by Accenture found that 62 percent of consumers globally prefer to buy goods and services from companies that “stand for something bigger.” Businesses that employ people with disabilities resonate with this growing consumer preference.
Improved financial performance: According to Accenture, companies that employ people with disabilities see better bottom lines, with 1.6 times more revenue, 2.6 times more net income, and 2 times more economic profit than peer organizations.

Innovative staffing solutions have become a necessity in today’s business climate—especially when it comes to filling frontline roles. The work group model offers a proven solution—one that companies large and small are enjoying every day.

Let Us Help You Build an Inclusive Labor Force

Inclusive workforces, including those that employ people with disabilities, boast 35 percent greater productivity. PRIDE Industries has helped hundreds of companies to make their teams more inclusive, helping recruit, hire, train, and support this reliable talent pipeline—free of charge to employers.