By: Joseph Imperato, Sr., Partner, 
XSolutions Consulting Services, LLC

The Internet Is Like The Wild WestSome startling statistics:

• FBI reports 4,000 cyberattacks daily since COVID-19.
• Microsoft announces that COVID-19 themed attacks jumped to 30,000 daily in the US.
• Monstercloud finds attacks on cybersecurity firms and law agencies jumped 800% during Pandemic.

The bad news keeps coming. Hackers are running rampant and are attacking small and medium-sized businesses because of their weak security measures. Folks, this trend is not going to stop―each company must harden its IT network. Following are the steps you should take.
Get A Technology Assessment
If you have not had a detailed review of your network, start here.
A comprehensive examination will look at your present infrastructure, equipment, users, backup system, etc. and assess vulnerabilities. Make sure you get the entire assessment in writing and that the vendor reviews it with you, page by page, so you understand everything.
The evaluation should be at no cost to you and not tied to any commitment to hire them or a particular vendor. The written document should be yours to keep.
Make Sure To Include Cloud Security and Backup In Your Security Plan
Many companies forget that security and backups also must be extended to cloud applications as well. The most used cloud app is Microsoft Office 365 (O365).
Did you know that Microsoft does not keep point-in-time backups of your data? They say so in their user agreement. Don’t make the mistake of believing that if you suddenly lose your O365 data through deletion or malware, that Microsoft can bail you out.
Additionally, O365’s native protections are decent but no match for today’s sophisticated attacks.  Office 365 security must be augmented with more robust third-party security using artificial intelligence.
If You Don’t Have An Internal IT Department―Hire An MSP
Please don’t go it alone!  Cybercrime has evolved. Hackers are more sinister and effective. In many cases, companies may not even know they’ve been breached for days, weeks, or months as criminals siphon data from their systems.
A Managed Services Provider (MSP) will make sure your systems are configured correctly, advise you on the best security measures, patch your network and programs consistently, and will be there for you when trouble arises.
A good MSP is worth its weight in gold.
Train Your Employees
The most dangerous cyber-criminal is a social engineer with IT skills. If they have trouble penetrating your digital defenses, they’ll contact your employees and trick them into giving up confidential information and maybe even money. Social engineers perpetrate most payroll scams and wire frauds. And, they steal billions every year.
Security training is a must in this dangerous digital world. Skimp on employee training, and it’s only a matter of time before your business becomes a victim.
Install A Business Continuity Solution
Many businesses are still using data-only backup systems, thinking that they can recover quickly if they lose their data to ransomware. Many times when we speak to prospects, they’ll state that they can’t be down for even an hour, then show us the data only backup system they’re relying on.
The bottom line is that with a traditional backup, you’ll recover your data, but it won’t be quick. Every hour your systems are down; your business bleeds money.
If your server suddenly died or was compromised, to recover with data only backup:

• You need first to repair or replace the server
• Re-install all software and data
• Re-configure settings and preferences

This process could take hours for small networks or days for larger ones. It could take much longer if you’re downloading data from the cloud.
With a Business Continuity solution, you can perform frequent image-based backups. Backups can be taken every 15 minutes if needed. Images are complete copies of the operating system, programs, data, and settings.  These images can be virtualized and, in effect, act as a complete software copy of the server.
If your server goes down, the latest image is virtualized. Users are then connected to the virtual server, working business-as-usual.  Downtime is minimal.
Have A Written Disaster Recovery Plan
So far, we’ve talked about the security measures you should put into place. However, without a Disaster Recovery Plan plan, you’re “flying blind.”
If the unthinkable happens, and your systems are down due to natural disasters, malware, ransomware, etc., you need a document to guide you in your recovery. A written Disaster Recovery Plan will show you the exact steps and the order they need to be executed to give you the best chance for a quick recovery.
If you don’t have a written Disaster Plan, use our Disaster Recovery Plan template. It’s free.
Conclusion​
Today, every company must take security seriously. The days of “I’m too small for hackers to worry about” are gone. It’s because you’re not a large organization that criminals view your business as low hanging fruit. Don’t hand them the keys to your business―fight back.

By: Meg O'Connell, Founder, Global Disability Inclusion

​​On Sunday July 26th, we celebrated the milestone of the 30th Anniversary of the Americans with Disabilities Act (ADA). In the most basic terms, the ADA is the civil rights legislation eliminating discrimination and increasing access and opportunity for people with disabilities. 

The past 30 years have provided our nation with some major achievements in access and inclusion. But as we celebrate this anniversary, we must see it for what it is: a birthday, a milestone, a time for reflection and for setting new goals. 

What it is not is a finish line.

Let’s take a look at the top 3 components of the ADA that launched disability inclusion efforts in our country and began to level the playing field.

1. Employment: The ADA prohibited public and private employers, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job applications, hiring, firing, advancement, compensation, job training, and other privileges of employment. People with disabilities now had access to competitive employment.

2. Access to Public Places: The ADA required the removal of architectural barriers that prevented people with disabilities from entering public places like banks, restaurants, shops, movie theatres, places of worship and any other location that brings people together. The ADA enabled people with disabilities to participate in their communities in ways they had been previously excluded because they were built for “able-bodied” people.

3. Transportation: The ADA required that public and private transportation companies must provide access for individuals with disabilities. This was a game changer for many with disabilities who could now, sometimes for the first time, ride a bus, or train, or airplane. This, along with access to public places, meant people with disabilities could move more freely around their cities and have transportation to and from work.

The ADA is now 30, and, much has been accomplished, but things are far from perfect.

While there has been a lot of work and effort spent toward improving employment opportunities, we still have a long way to go. The current unemployment rate in the U.S. is 11%, but for those with disabilities it is 16.5%. Add to this consistent employment gap the fact that people with disabilities are anxious about discussing disability with employers for fear of discrimination, and potential negative impacts to their long-term employability.

Not every public space has “good” access. It’s not uncommon to go to a restaurant that claims to be accessible only to discover a 3-inch step prevents access, or to find  “accessible” means using a back/side door that sometimes has patrons going through the kitchen to get to their table. 

Transportation is much improved. But there are still many instances of people with disabilities being refused access. In late June, the transportation company Lyft had to settle with the Department of Justice for Disability discrimination. This is just one example, but there are dozens more.

Yet, despite these shortcomings there is positive change. We are starting to see a shift from a focus on civil rights for people with disabilities to a focus on disability innovation. 

The past 30 years have laid the ground-work to change the way the world perceives disability, and I have a few predictions of what we will celebrate at the 50th anniversary of the ADA. 

2040: ADA 50th Anniversary Predictions

1. Disability Centric Design: Products, Services, Buildings etc. Disability will be a central focus in designing products, services, buildings, communities, and housing. Designing for disability will become basic protocol to ensure access and inclusion at project inception. The mindset will be, “if it’s good for disability, it is good for everyone.” Think curb cuts and automatic doors, both were designed to improve access for people with disabilities. But they benefit everyone – moms with strollers, travelers with luggage, and shoppers getting to their cars. 

The majority of global companies will adopt disability design principles and there will be a shift in products and services focusing on access and inclusion. There is already some movement today, and Microsoft provides a good example. Microsoft is one of the first companies to have a Chief Accessibility Officer who leads a team focused on access in product development based largely on feedback from customers with disabilities.  

In 20 years, we look forward to this being a foundational design platform, with100s of companies designing for disability.

2. Disability Employment: A Strategic Imperative. Disability will drive innovation. As companies shift to design for disability more employees with disabilities will be required to lend their voice, experience and perspective. As companies build their disability capabilities employees will need to develop disability competencies. Disability inclusion is a discipline with clear principles and skills that are required for success. Companies will invest in developing their teams to ensure they understand disability in the workplace and the marketplace. 

3. Disability IS Normal: By the year 2040, I predict disability will finally be viewed as a normal part of the life experience. Similar to going bald, turning grey, or having wrinkles. There are many talented people working on this vision today, and the benefits will be seen in our future. There are 11 new tv shows for children that feature characters with a disability.  Major brands like Nordstrom, Ulta Beauty, Target, Third Love, IceMule Coolers, and Zappo’s feature models with disabilities. And actors with disabilities are portraying characters with disabilities. All of this helps normalize disability and we will soon say “disability, so what?”.

So, Happy Birthday, ADA! Your arrival was welcomed by millions. 
​
There were resisters and detractors along the way, but your many supporters, advocates, activists and believers helped create change. You provided the tools and in some cases the teeth to change the way America interacts with people with disabilities. So, to this I say, Thank You. We are excited for what has been accomplished, and we are ready to help make big things happen for your 50th Birthday!    #ADA30  #AreYouReadyForWhatsNext? 

By: Meg O'Connell, Founder, Global Disability Inclusion
​
It’s that time of year when the days are shorter, the nights last a little longer, and there is an undeniable coolness in the air. Fall is here.

This also means October is here. And, October is one of the most significant months in the disability inclusion space because it is when we celebrate National Disability Employment Awareness Month (NDEAM).

NDEAM started 31 years ago, in 1988 as a month dedicated to training, awareness-raising, and educating companies on the capabilities of those with disabilities, and the need to diversify their workforce to include people with disabilities.

October is also when corporations will start a new disability inclusion initiative, update their employees and customers on their achievements over the past year, and map their strategies for the year ahead. It is the time of year when you hear a lot about corporate hiring initiatives.

In short it is one of our busiest months of the year -- we have been booking trainings and speaking engagements over the past few months. We have been working with companies to help them get prepared for their activities and having conversations about what types of events to host, what to do, and what to avoid. So, we thought we would share a list of the top Do’s and Don’ts for this October as you look to celebrate National Disability Employment Awareness Month.

First, the Do’s:


Getting It Right!1. Get Tools & Resources: Visit the Office of Disability Employment Policy website for free posters, event ideas and materials to help you launch your activities. The theme for this year’s Disability Employment Awareness Month is “The Right Talent, Right Now.” https://www.whatcanyoudocampaign.org/celebrate-ndeam/
2. Training: Target your greatest need and train for it. Do your recruiters need training in interviewing people with disabilities? Do managers need a refresh on the accommodations process? Decide what training will have the greatest impact and set your dates and times for maximum participation.
3. Employee Resource/Business Resource Events: If your company has an employee resource group or a business resource group, be sure to leverage them for a disability-related event. They can assist with trainings, conduct lunch and learns, or bring a fun event to your facility with community partners. Get creative and have some fun!
4. Review & Refresh Policies: October is a great time to review your infrastructure and determine what needs to be updated or refreshed. The Society of Human Resource Management (SHRM) is an ADA hub with many tools to assist HR professionals on disability inclusion. https://www.shrm.org/ResourcesAndTools/Pages/Americans-with-Disabilities-Act.aspx
5. Share Progress: Disability Employment Awareness Month is a great time to share progress updates both internally and externally. Have you set up a new office or team members to address disability inclusion? Have you revised policies and procedures? What have you done to improve disability inclusion over the past ten months?

And now a few Don’ts -- things you should stay away from this month:


Oh, No. That's Embarrassing.1. Do Nothing: Not recognizing disability employment awareness month is a miss and can signal to your employees that disability inclusion is not part of your diversity agenda. You don’t have to do something big, but doing nothing can have a negative impact as your employees will likely see activity from other companies--including your competitors.
2. Align Disability Activities with Open Enrollment: While this can be tempting because it is a time of year employers get the attention of their employees as they sign up for insurance, tagging disability activities (especially self-id campaigns) can send the message a person’s disability status may impact their health insurance. Or that the company is tracking disability participation around insurance enrollment. Both can send the wrong message to employees.
3. Issuing Disability Inclusion Statements from Legal Counsel: Issuing a disability inclusion statement from your legal department sends the message that your company is focused on compliance and legal requirements rather than inclusion. Messages should come from the CEO, CDO, or CHRO during the month of October.
4. Doing Simulations: DO NOT host events that raise awareness through a “lived experience” such as bringing in wheelchairs or blind-folding employees so they can understand what it is like to have a particular disability. This is similar to “dressing up” as any other diversity group and “experiencing their reality.” People with disabilities find this offensive.
5. Don’t Oversell: Be clear, honest, and open about your progress. If you haven’t done much, then admit it and share plans for what’s ahead. Employees will know the truth about what is really being done. So, be truthful and authentic.

Alright, that is a wrap for our top Do’s and Don’ts for National Disability Employment Awareness Month. Wishing you a happy, successful, and inclusive month!

#DisabilityInclusion #BeDisabilityCompetitive

By: Meg O'Connell, Founder, Global Disability Inclusion

We have a new client. I admit it, I love new clients. They are typically energized, eager and excited to understand the principles of disability inclusion and how they can make changes within their business practices to better include people with disabilities.

This client is no different. They are a global company that is progressive and innovative in their products and services. They are also very proud of what they are doing in the diversity and inclusion space. Their annual report has multiple highlights about the success of their diversity programs and the diversity awards they have received.

But they are far behind on disability inclusion. They know it. They admit it. But most importantly, they want to do better.

During a recent meeting they asked a very good question, “What is disability inclusion?” We talked about a lot of things in response to this simple question and what they could do differently and how to seamlessly expand existing diversity efforts to be more inclusive of people with disabilities.

Inclusion Means Everyone.But I was struck by this simple question and how few people actually ask what it really means. As I have been working with them on their strategic plan and helping them get ready for 2020 – I have revisited this simple but powerful question again and again.

So, what is disability inclusion? The answer to this question comes down to two main concepts. Disability Inclusion is about Access and Belonging.

In 2020, we will celebrate the 30th anniversary of the Americans With Disabilities Act (ADA). The ADA at its core is about enabling access for people with disabilities. This meant removing physical barriers to all public spaces like office buildings, banks, restaurants, movie theatres and any other public space that people without disabilities can easily access and enter.

Thirty years ago, we were not a digital world. So, today when we think about access, we must ensure access for persons with disabilities to all online platforms. This includes everything done online like applying for a job, shopping, watching videos with captioning, images with alt tags and language that includes people with disabilities in diversity efforts.

The second concept is Belonging. Belonging is a concept that has evolved from all diversity and inclusion efforts over the last few decades. We started with the early ideas of being invited to the party, then not just going to the party but being asked to dance. Today when we talk about diversity and inclusion it is not about being a “guest” at the party, it is an individual’s rightful place at the party. It means they belong at the party.

Belonging is emotive. It is when someone feels they are part of the team, they are treated with respect, and valued for their contributions. Belonging means you feel confident your opinions and views will be heard and appreciated, and you are not afraid to speak up and be a member of the team, your workplace or your community.

Disability IS Diversity and just like all other diversity groups people with disabilities want to be included, respected and valued. Just like everyone else, we want access and belonging.

#DisabilityInclusion #Access4All #WeBelong