Page 64 - Peter Farrelly Issue

For all of those reasons, disability inclusion is the right thing to do. If you think from the perspective of a CEO, of course you exist to drive financial performance, but we also have bigger responsibilities. And that's some- thing that I think any CEO understands.
At Voya we talk about serving three constituents: our clients, our colleagues, and our communities. And this work to me is something that allows a CEO to lean in and really do right by the communities in which they live and work, their colleagues and the clients that they serve, as well as all other stakeholders.
Personally, I think it's just something that is a “no- regret” move for any company to lean in on full inclu- sion of people with disabilities and being a vocal sup- porter of the disability community.
Goga: Awesome. I don't know how much you know about ABILITY Magazine, but we’ve been around for over 30 years. We’ve been chronicling disability issues for decades, sharing the amazing spectrum of people’s abilities. Our in-depth interviews with stakeholders include a long list of celebrities, elected officials, CEOs like you, and so many others who have shared fascinat- ing stories with us.
Over the years, we’ve had a front row seat to the evolv- ing disability landscape. With our distinct vantage point, we identified additional ways we could help the com- munity. So, we've expanded our services to include abil- ityJOBS, a disability job board with thousands of job postings from employers committed to hiring people with disabilities.
We have developed an online virtual career fair platform that offers job seekers with disabilities the chance to meet one on one with recruiters. The platform has accessibility features, including an option for live video meetings, real-time captions, ASL interpreters when requested, screen-reader compatibility, etc. It's a really user-friendly platform. It does way more than other video meeting platforms can do. I'm so encouraged to hear about your workforce inclusion efforts, and just want to let you know that we're out here.
Lavallee: That is fabulous, thank you for sharing that. Early on, we realized that if we wanted to be leaders in inclusion, particularly on the hiring front, we had to have our recruiters train differently. Even pre-pandemic, when we were together in a room, we asked the ques- tion, “How do we make sure we have full accessibility? How do we really think through all of the potential bar- riers? How do we conduct accessible interviews? And if
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