Anthem Inc.

Governor Tom Ridge, Merrill Friedman of Anthem, and Carol Glazer of NOD smiling and holding an award
Governor Tom Ridge, Merrill Friedman of Anthem, and Carol Glazer of NOD smiling and holding an award

As one of the nation’s leading health benefits companies, Anthem seeks to attract the best talent to help us deliver on our promise to America — better, more compassionate and more affordable health care.

Anthem offers multiple career opportunities for those with a passion for improving access to care and services for the people we serve — so they can take care of their health and well-being. We are proud of a workforce that reflects and understands the health care and service needs of consumers and believe that disability-competent organizations are better for all associates and consumers.

Because diversity matters to us, Anthem fosters a culture of inclusion where different backgrounds, perspectives, talents and life experiences come together to create innovative products and services centered on the needs and expectations of the individuals and families who rely on us and a culture where all associates can achieve their career goals while transforming health care with trusted and caring solutions.

Inclusion Programs and Goals

In our journey to becoming an inclusive organization, Anthem works with people with disabilities and partners with the ABLE ARG, advocacy organizations and stakeholders to implement processes and practices that help us recruit and retain people with disabilities, including:

  • Manager education about disability literacy, the ADA, the Independent Living Philosophy, and employment best practices.
  • National Disability Employment Awareness Month enterprise-wide events to raise acceptance and build community partnerships.
  • Engagement of associates with disabilities and family members through ABLE ARG and other strategic initiatives.
  • A dedicated Diversity Pipeline Strategist leading the sourcing and recruitment of people with disabilities.

Ernst and Young

We encourage dialogue among our people as a way to promote understanding, build our inclusive culture, and drive innovation and exceptional service for our clients. This effort extends to professional networks for people who have differing abilities, have family or friends with differing abilities or who simply want to share ideas about improving our abilities inclusive environment.

EY employees.
EY employees.

As a national leader in workplace inclusion, EY is committed to maintaining disability as a core pillar of diversity and developing a fully inclusive workplace. In addition to its ongoing efforts, including the highly recognized Neurodiversity Centers of Excellence and We Care mental illness and substance misuse education and employee support initiatives, EY has identified three main areas of focus for its participation in the National Organization on Disability Look Closer campaign:

Ensuring that EY content is accessible.

The ability to receive and respond to messaging is integral to being a part of a community, to enabling EY people to do their best work, and to delivering value to our clients. EY is committed to making its information, messaging and tools accessible to people of all abilities. Specifically, EY is committed to increasing the number of internal and external meetings and events, videos and webcasts that are captioned by 20% in 2018, 25% in 2019 and 30% in 2021 and to making significant year to year improvements in the accessibility of EY tools and resources.

Client collaborations.

Through its work with clients, EY has extensive reach and broad, cross-sector influence in how organizations conduct business and engage their stakeholders. To optimize the impact of our efforts, EY is committed to increasingly sharing our practices with clients, assist them in developing their own disability inclusion programs, and teaming with them on disability initiatives, including leveraging neurodiverse talent on client engagement teams. We commit to consistent annual growth in the number of client meetings to discuss disabilities employment, the collaborations that result from those dialogues, and the client project work performed by our Neurodiversity Centers of Excellence.

Increase EY leader and workforce engagement around diverse abilities.

To mobilize EY people and leaders around making continued improvements in our disabilities inclusive culture, EY is committed to tracking annual progress on key indicators at office and regional levels, sharing outcomes internally, and recognizing strong performers. Friendly competition will motivate our people and leaders to do more to enhance abilities inclusiveness and to actively participate in those activities in the office and in the community.


As a leader in helping companies adopt best practices in diversity, DiversityInc is in a unique position to help advance disability workforce inclusion in corporate America. The core of DiversityInc is The DiversityInc Top 50 Companies for Diversity competition. In 2017, more than 1,800 companies participated. In 2018 and beyond, DiversityInc will elevate what the winning companies have done to advance disability inclusion within their companies. This will include:

  • Prioritizing disability on par with other diversity segments in awarding the DiversityInc Top 50 at our annual Spring event, which attracts 1,000 corporate leaders annually
  • Announcing best practices that companies on the DiversityInc Top 50 have adopted to advance disability inclusion in their companies
  • Sharing specific examples of steps companies have taken to advance disability inclusion in the areas of Talent Pipeline, Talent Development, and Leadership Accountability [the 3 workforce related areas that DiversityInc assesses in determining the Top 50]
  • Provide thought leadership and promote awareness of disability inclusion as an important social issue by sharing relevant content on and in daily newsletters

In addition, DiversityInc is a USBLN certified business and over 30% of its employees are people with disabilities.

Hershey Company

The Hershey Company has been a purpose-driven organization since our founding in 1894.

As part of The Hershey Company’s commitment to diversity and inclusion, we continue to advance disability inclusion in our workforce and work to ensure that we have diverse slates of qualified candidates with disabilities in the locations where we do business through partnerships with nonprofits and government agencies.

But inclusion means much more than hiring. To make sure that The Hershey Company is fully inclusive, we are actively developing and scaling a variety of internal programs, including:

  • Requiring disability etiquette training for our US managers
  • Growing our Supply Chain Abilities First Program
  • Emerging emphasis on Universally Designed Workplaces
  • Service Animal program
  • Chocolate World “sensory friendly” event
  • Vocational Rehab partnerships
  • High school internship program

The Hershey Company also offers flexible work programs (flextime) and employs a centralized accommodations process and funding mechanism, making it easy for employees to confidentially request the support they need to do their best and bring their whole selves to work.

Hershey’s “Abilities First” initiatives also continue to advance a culture known for disability inclusion.


  • National Organization on Disability’s Leading Disability Employer Seal in 2016 and 2017.
  • Ranked 33 on DiversityInc’s Top 50 companies for diversity and inclusion, and in the Top 10 by DiversityInc for women in leadership and being an LGBT-friendly employer
  • Earned 100% scores on the Human Rights Campaign’s Corporate Equity Index “Best places to work for LGBT equality” for 4 straight years

Prudential Financial

Peggy Foran, Chief Governance Officer, SVP and Corporate Secretary at Prudential sees the value in inclusion every day. “I’ve always been a big believer that we are a better organization and a better company the more diverse our workforce is.” Watch the video below to learn about how Prudential is Looking Closer.


ConantLeadership is a mission-driven community of leaders and learners who are championing leadership that works in the 21st century.

We were founded in 2011 by Douglas R. Conant, an experienced Fortune 500 CEO with over 45 years of leadership experience at world-class global companies including C-suite tenures as President of Nabisco Foods, CEO of Campbell Soup Company, and Chairman of Avon Products.

At ConantLeadership –

It is our promise to champion leadership that works in the 21st century.

It is our pledge to empower leaders with the tools to influence people with honor.

It is our passion to help leaders deliver superior performance with high-impact leadership practices.

Our leadership premise:

The craft of leadership is the art and science of influencing others. The 21st century is unfolding at an unprecedented pace with exponential complexity. Mastering this craft in the new millennium demands an understanding of both enduring leadership principles and innovative, high-impact leadership practices for delivery of superior performance. We are dedicated to an evolved leadership approach that is:

  • Anchored in the 7 practice areas of the ConantLeadership Flywheel
  • Tough-minded on standards and tender-hearted with people
  • Dedicated to diversity and inclusion
  • Devoted to the spirited pursuit of high performance
  • Focused on continuous improvement
  • Committed to creating value for all stakeholders
  • Vigilant about winning in the workplace to win in the marketplace
  • Steeped in the spirit of “How Can I Help?”
  • Humble, brave, and authentic

The journey is challenging and the demands are formidable, but when leaders are equipped with the tools for continuously improving their leadership profile in an authentic way — the level of fulfillment can be profound and abiding. It is our promise to help you live leadership that works in the here-and-now and to empower you to influence people with honor. Join us and let’s get to work!

Programs & Policies:

In service to our mission of championing leadership that works, we are committed to actively supporting organizations who are leading the most important and urgent efforts to advance society today. Our Founder, Doug Conant, receives no salary and we’re honored to donate all of our income, after covering nominal overhead costs, to worthy non-profits — like the National Organization on Disability – who are on the front-lines of promoting the kind of enlightened leadership that can change the world. Philanthropic giving and advocacy, both for organizations and programs that advance the greater good, are at the heart of all of our efforts.

In order for an organization to sufficiently advance the greater good, they must possess a demonstrable understanding of the importance of inclusion. Businesses today must recognize the value of giving all people, including those with disabilities, a seat at the table. Promoting inclusion is not only the right thing to do; it’s a strategic imperative. Countless studies make the compelling and inarguable business case for diversity and inclusion.

In alignment with the business case, it is our belief that advocating for a diverse workplace employee population is essential to advancing any strategic agenda and delivering superior results. In alignment with this belief, we consider a company’s ability to uphold high standards for inclusion to be an important criteria when evaluating organizations for participation in our philanthropic giving program and our ConantLeadership Boot Camp scholarship initiative (we donate four seats per program to high-potential leaders from various non-profits).

Our #LookCloser pledge:

We will —

  • Support NOD’s mission visibly and vocally across our content and social platform of more than 350,000 people.
  • Continuously identify organizations whose work aligns with the inclusivity efforts of NOD’s mission as potential benefactors of our robust philanthropic giving program
  • Champion the full participation of people with disabilities in life and work in our speaking engagements, writing, mentoring, and coaching programs
  • Celebrate diverse voices in our work including in our advocacy, content creation and curation, and leadership training curriculum
  • Adopt more inclusive hiring practices when, in the future, we have sufficient resources to expand our small but hearty ConantLeadership team


A brush with death affirmed two powerful leadership lessons to Doug Conant:

As CEO of Campbell Soup Company, Doug Conant pledged to build the world’s most extraordinary food company. To do it, he found that celebrating diversity and inclusion was essential — a top strategic priority for winning in the workplace and in the marketplace:



At PwC, we believe attracting, retaining and developing talented, diverse professionals—including individuals with disabilities—is a business imperative to spur innovation, drive growth and sustain competitive advantage in the marketplace.

When we bring together people with diverse perspectives, it helps us solve important problems in new and creative ways.

Important milestones on our journey include:

  • Disability Strategy Partner Council, which provides senior leadership guidance and sponsorship of our firm-wide disability inclusion initiatives
  • Professionals with Disabilities and Disability Caregivers Network (PwDN/DCN), which seeks to connect and inspire our people as well as promote belonging and disability inclusion.
  • Centralized accommodations process to manage disability-related reasonable accommodation requests for candidates and staff persons across various phases of the employment lifecycle, from recruitment to the everyday enablement of our people having tools and resources they need to work at their best.
  • Mandatory disability inclusion training for US talent acquisition team.
  • Launch of our Ability Reveals Itself Initiative, which highlights the career stories of our people with disabilities and caregivers and serves as a platform for raising awareness about disability inclusion.
  • Connect:Ability mentoring program for PwC interns.

Our ongoing strategic objectives:

  • Continue to drive an environment of trust and inclusion through strategic messaging, programming and self-identification efforts.
  • Refresh and curate our Professionals with Disabilities/Disability Caregivers leadership teams to nurture and cultivate the effectiveness and relevancy of our inclusion networks.
  • Expand our disability-focused talent acquisition efforts by participating in the NOD’s Campus to Careers program.
  • Pursue isUD certification for all new PwC offices over 50K sq. ft.
  • Expand Connect:Ability mentoring opportunities to current staff.

PwC Ability Reveals Itself program highlights:

AbilityWorks: A streamlined process to provide our people with the tools and resources they need to work at their best. It marshals the resources of our firm to support the needs and requests of professionals with disabilities. Potential accommodations may include ergonomic furniture and equipment, audio-related equipment, software or assistive hardware, facility adjustments, leaves of absence, flexible work arrangements, re-assignment to vacant positions and qualified interpreters, and more. AbilityWorks specialists evaluate accommodation requests on a case-by-case basis to determine reasonable solutions

Connect: Ability: A mentorship program for interns and seasonal staff who have disclosed their disability status and “opt in” to be connected with resources— including a member of PwC’s inclusion network.