2018 DMEC Annual Conference: A Larger IAM Toolbox for Workplace Diversity

The 2018 DMEC Annual Conference explored new ideas and the larger toolbox that integrated absence management (IAM) professionals are using to design programs for today’s more diverse workplace. More than 750 individuals attended, making this DMEC’s largest conference ever, and half were new attendees, underlining the importance of and changes in our IAM profession.

Major changes in the workplace are being driven by important factors such as:

• ongoing pressure for more inclusive workplaces by the Americans with Disabilities Act (ADA) and other laws enforced by the Equal Employment Opportunity Commission (EEOC);
• record-low unemployment of less than 4% is impacting recruiting and retention; and
• younger workers bringing new values and cultural norms.

Inspiration

Two keynote speakers challenged our focus on disability. Once we step out of disability claims and into the ADA, we need to shift our focus to a person’s abilities that can facilitate performance of their essential job functions.

First-day keynote speaker Nyle DiMarco, viewed through the lens of disability, is functionally deaf, which carries numerous challenges in a hearing-centric world. Yet in terms of ability, DiMarco has many exceptional traits: strong non-verbal communication, a superlative work ethic, and a passion for the world around him and how he can make a difference. All of these traits make him a valuable contributor in the workforce, and have brought him stunning professional success: in 2015, he was the second male winner and the first deaf winner of America’s Next Top Model; in 2016, he won season 22 of Dancing with the Stars, with professional dance partner Peta Murgatroyd. DiMarco’s story highlights the importance of seeing individuals for their “ability” rather than their “disability” and how accommodation in the workplace can create opportunities for individuals with valuable skills that organizations need.

Second-day general session speaker Keith Gabel, a U.S. Paralympic snowboarder, showed us the power of the human spirit and the importance of a supportive workplace. Gabel overcame a dysfunctional family history to become a respected oil exploration crew chief. Then disaster struck, and he lost half his leg in an accident on an oil-drilling rig. Through the support of his company and his own determination, Gabel aggressively pushed forward with his recovery and was eventually able to return to his beloved snowboarding, and became a U.S. Paralympic medalist in 2014 and 2018. Gabel’s story showcases what many IAM professionals know to be true — a strong desire to return to work and a caring and compassionate workplace have a remarkable impact on recovery from an injury or illness.

Expanding the Scope of IAM

The conference also challenged IAM thinking through several sessions over the four days. The ideas brought forward were more than just an evolution of existing practices, they showcased innovations that open new approaches to difficult accommodations and complex claims.

Neurodiversity

It can take engineer-level intelligence and work intensity to deliver today’s technology products and services. Professional services firm Ernst & Young LLP (EY) found that a formerly ignored population can deliver these traits — people on the autism spectrum. Presenters described how they built their program to recruit, equip, and support employees on the autism spectrum. The program involves a hiring process with a week-long orientation, training, and evaluation experience to ensure that prospects have a match with the job and that the environment can support their success. Jamell Mitchell, leader of EY’s Neurodiversity Center of Excellence, described one key to the program’s success: “get comfortable with being slightly uncomfortable.” Adding neurodiversity to the workplace solved problems that other employees weren’t aware of. “Accommodations we made for individuals on the spectrum actually helped the whole team,” Mitchell said.

Transgender Employees

Through growing awareness and education, there are now tools available to support people who have experienced a major shift in their gender identity and expression in a way that is helpful and legally compliant. Challenging transgender cases may involve “gender dysphoria” which can include depression or anxiety, and affect a person’s ability to perform the essential functions of their job. Qualified counselors can identify psychological processes that may become the focus of the interactive reasonable accommodation process. This ground-breaking session also provided an overview of the topic, including: legal rights of transgender employees, case law, best practices in the administrative
approach to fitness-for-duty evaluations, and how to accurately assess impairment and support the workplace performance of employees who identify as transgender.

Artificial Intelligence (AI)

“Automatic” claim management using AI is happening already as carriers and other claim management vendors install AI systems, which  they make available to clients through outsourced or cosourced services. Some insurance carriers that have not yet fully implemented AI  systems are using outsourced AI organizations to review blocks of thousands of complex claims. Employers that manage their claims in-house now have access to this service as well. AI systems are hungry for data, so key functions of today’s absence managers are to identify under-utilized data, and to identify and capture new useful data from claim service providers and other sources.

Geosocial Data for Claim Investigations

Social media is an even deeper data mine than most people realize, and includes the ability to capture location and time information that is crucial to establish an employee claim fraud. This far exceeds simple cases where employees incautiously post, providing incriminating photos and text. Real-life case examples showed how social media was used to crack even the most challenging cases. The presenter discussed cyber-evidence rules, including privacy and legal issues, as well as preserving, authenticating, and presentation of evidence.

Redesigning the Basics

The conference also highlighted two existing IAM areas where evolution is important: diversity strategies and benefit design.

Diversity is more than recruiting minorities to fill positions in an org chart, said Bryon Bass, SVP, Disability and Absence Practice & Compliance at Sedgwick. “An organization that is not actively promoting inclusion is not supporting diversity,” he said.

Promoting inclusion involves encouraging friendly dialogue about differences. “Something as simple as holding a bring-your-pet-to-work day can start the conversation,” he said. Inclusion happens among employees at all levels, but it must be modeled and promoted by upper management. Workplaces with diversity among employees and an inclusive culture can generate exceptional employee engagement, which is a major competitive advantage, Bass said.

Benefit redesign is important for all workers, but especially younger employees who want flexible benefits including generous paid leave benefits, said Bradd Chignoli, SVP, Head of National Accounts, MetLife. Among employees of all ages, 60% say they would pay more for benefits to get more options; among Millennials, up to 70% would pay more.

The larger context of benefits delivery is important as well. Paid leave provides valuable flexibility for major life events of employees, but also brings risks. The termination rate of people after they return from leave is much higher, said Chignoli; people get disconnected while they’re off work. “How do we use technology to keep employees connected while they’re out of the workplace? How do we help them feel they’re still part of the company?” Chignoli asked.

A record number of attendees in Austin witnessed the IAM profession enlarging its toolbox for today’s more diverse workplace. These important new themes and the evolution of IAM’s core will offer new avenues to build employee success and productivity in the year ahead. What new narratives will we hear when we meet again at the 2019 DMEC Annual Conference, Aug. 5-8, 2019, at the Gaylord National Resort & Convention Center in Washington, D.C.? Mark your calendars to find out!

2018 Partnership Award Winners: Kimberly Mashburn and Michael Vittoria

DMEC’s growth and positive impact are driven by industry leaders like Kimberly Mashburn, RN, and Michael Vittoria, MBA, JD, winners of the 2018 Partnership Award.

DMEC CEO Terri Rhodes recognized Mashburn and Vittoria on the stage at the 2018 DMEC Annual Conference in Austin, TX, on Wednesday, Aug. 8. Rhodes praised their careers and contributions to DMEC.

“If you’ve ever met Kimberly, you know that she knows almost everyone in the industry,” said Rhodes. “Her strong connections in the community have been invaluable in assisting DMEC in the development of several strategic partnerships.”

Mashburn first engaged with DMEC in the early 2000s with her work as an absence management consultant, and since that time, has been instrumental in DMEC’s growth.

She currently serves as a member of the DMEC Board of Directors and previously served as an Executive Advisory Board member, and an Atlanta chapter board member. Mashburn authored a chapter of The Complete Return to Work Manual and is a frequent attendee at both local and national DMEC events.

Her ongoing commitment to the industry is also evident in her current role as National Accounts, Practice Lead at The Hartford, an organization that has been a long-time DMEC sponsor, assisting DMEC in the work of supporting members.

Welcoming Vittoria to the stage, Rhodes said, “In his 20-plus year career and in his current role as Director of Benefits and HR Solution Center at Lifespan, Michael has been passionate about creating a holistic approach to health, disability, leave of absence management, and return to work.”

Vittoria began his volunteer service with DMEC in 2013 through the Greater Boston chapter. He stepped into role of Vice President and then President of the chapter, dedicating his time and energy to create valuable education and networking opportunities for New England employers.

Vittoria currently serves on DMEC’s Employer Advisory Council, providing feedback on member programs and resources. He has also contributed to @Work magazine, and served as a volunteer at conferences over the years.

Congratulations to Mashburn and Vittoria for their exceptional careers and special efforts that have helped make DMEC one of the friendliest and most effective professional associations in the nation.