VANCOUVER, British Columbia (PRWEB)
November 09, 2021

Goose Insurance Services, an innovative insurance technology company that is making it easier and faster for consumers to get the coverage they need through a self-serve mobile app, announced a partnership with AIG Insurance Company of Canada (AIG Canada) to provide new protections for Canada’s growing gig economy. The pandemic has caused significant growth of freelance work. A 2021 report from Payments Canada found that more than one in 10 Canadian adults are gig workers and more than one in three businesses employ gig workers. The new insurance offerings, now available on the Goose app via the App Store or Google Play, include Income Protection and Hospital Cash policies.

“The growing gig economy is representative of Canadians’ desire to have more flexibility in their schedules and control of their lives. People do not want to be tied down to a desk job. While they want to provide for themselves and their families, they also want the freedom to take time off for pursuits beyond work. Having access to easy to understand, affordable, and customizable insurance plans provides gig workers, self-employed, and small business owners the flexibility to secure the protection they need,” said Goose CEO and Co-Founder Dejan Mirkovic.

Gig employment lends more freedom with schedules and other flexibility, but these benefits come at a cost. As gig workers are often classified as self-employed or independent contractors instead of employees, they do not receive protections afforded to employees under Canadian labour statutes, including employment insurance.

“The growth of the gig economy in Canada has generated a need for insurance solutions that fill gaps in coverage provided to this community of workers,” said Shawn Austin, Head of Accident & Health, U.S. and Canada at AIG. “The pandemic has highlighted the need to ensure all workers have access to coverage that will protect them if they are injured and cannot work, or if they need to forgo work to take care of family members.”

“We are extremely excited to be partnering with Goose to offer our products through the Goose Insurance Super-App. Canadians can now purchase AIG Canada’s products in less than 60 seconds.” Austin, added.

To learn more about the Income Protection, Hospital Cash, and other insurance options available through the Goose app, visit: http://www.gooseinsurance.com.

About Goose

Established in 2018, Goose takes the confusing parts out of buying personal insurance in Canada and the United States. Goose makes it easier for consumers to get the right coverage; and it all happens in seconds, completely self-serve, from a single mobile app. For more information about Goose, or to download the app, visit http://www.gooseinsurance.com.

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Eric Power has helped thousands of fellow vets plagued by PTSD, helping them to obtain their disability benefits and navigating post-military life.

LAS VEGAS (PRWEB)
November 08, 2021

Over the last decade, Eric Power has helped thousands of fellow vets plagued by PTSD, helping them to obtain their disability benefits and navigating post-military life. He was recently awarded a star on the Las Vegas Blvd. Walk of Fame (with the likes of authors, actors and other humanitarians) for his service to the veteran community and their families. The ceremony will take place at The Mandalay Bay Hotel (House of Blues) from 5pm-7pm on Veterans Day. See more info about the event HERE!

As the Founder and CEO of Veterans Disability Help, Eric knows the sacrifices and struggles of civilian veterans. As a mentor and a self-development student, he shares the keys to overcoming some of the greatest challenges in business and in life. Eric’s personal experience mixed with his professional approach has helped thousands of veterans across the country and offered solutions when other resources such as the VA have not.

Veterans Disability Help is leading the way for veterans regarding their VA Disability Benefits. They have served over 2,500 veterans since its incorporation in March of 2015 and have redirected over 2.1 MILLION dollars a month from the VA back to the veterans in VA Disability Benefits. Veterans Disability Help is a professional firm with a team of dedicated individuals that are here for the veterans and their families in need of VA disability assistance.

For More Information Visit: veterandisabilityhelp.com

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Grey Outdoor Digital Billboard Ad for the Family

We would like to thank Grey Outdoor Advertising for their generosity and selfless coverage that led to the truck purchase. We hope this story inspires you as well!

HOLDEN BEACH, N.C. (PRWEB)
October 22, 2021

Stacey Ridgeway from Supply, North Carolina was in a hunting accident causing him to fall from a tree. The impact crushed vertebrae T12, leaving him with no feeling below his waist and unable to walk.

Grey Outdoor Advertising, after having a long business relationship with The Coastal Companies, offered to display his Go Fund Me ad on a digital billboard for free and run it as long as needed to help raise money for this cause. On February 19th couple Monty & Angela Fuller, owners of Renewal by Andersen of Coastal NC drove by the billboard and saw the GoFundMe digital ad with the man’s picture on it and realized that he had plumbed their home. The couple gifted him with a new handicapped accessible Ford truck, leaving all money raised for family financial support. A video has now been produced covering the story which can be viewed at https://youtu.be/EQaoyset9K0 and it is The Coastal Companies’ goal to provide accolades to Grey Outdoor Advertising for selfless coverage that led to the Fuller’s generosity.

The Coastal Companies is a leading real estate and development team in southeastern North Carolina. We work together to create coastal lifestyles beyond the ordinary and are dedicated to maintaining a high level of excellence and faithful stewardship.

“We would like to thank Grey Outdoor Advertising for their generosity and selfless coverage that led to the truck purchase. We hope this story inspires you as well!”

If you’d like more information about how to help with the Ridgeway family, please visit the GoFundMe page at https://gofund.me/cef4bc7e for the continued support for medical expenses.

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Level Access logo

“We are honored to be recognized as one of the Leading Disability Employers,” said Colleen Wood, Chief People Officer at Level Access. “Our mission is to empower people with disabilities through access to technology. We couldn’t call ourselves mission-driven if we didn’t include people with disabili

NEW YORK (PRWEB)
October 19, 2021

At the National Organization on Disability (NOD)’s Annual Forum, entitled “Disability Inclusion in the Next Normal”, Level Access was honored as a 2021 NOD Leading Disability Employer. Now in its seventh year, the NOD Leading Disability Employer Seal recognizes companies for measuring and achieving strong talent outcomes for people with disabilities. With this recognition, NOD endeavors to shine a light on employers, like Level Access, that are committed to building an inclusive workforce by adopting exemplary employment practices for people with disabilities.

“Congratulations to all the 2021 Leading Disability Employers for creating an inclusive and diverse workplace that allows people with disabilities to be successful,” said NOD President Carol Glazer. “NOD’s mission is to ensure that no ability is wasted, that all Americans, including those of us with disabilities, have an opportunity for enterprise, achievement, and earnings and that corporate America knows how to put our talents to work. These winning organizations have stepped up and are doing just that. We want to applaud their leadership and thank them for their commitment to hiring and retaining people with disabilities.”

“We are honored to be recognized as one of the Leading Disability Employers,” said Colleen Wood, Chief People Officer at Level Access. “Our mission is to empower people with disabilities through access to technology. We couldn’t call ourselves mission-driven if we didn’t include people with disabilities in roles across our organization. That diversity of experiences is what makes our team so strong.”

The announcement was made before an audience of hundreds of diversity and inclusion leaders from global companies at NOD’s two-hour virtual Forum. Academy Award winner Marlee Matlin kicked off the event with an inspiring keynote address, while comedian and actress Santina Muha served up glitz and glamour as the emcee. An executive panel discussion, featuring DiversityInc CEO Carolynn Johnson, Hilton CEO Christopher J. Nassetta, and Eli Lilly & Company CEO David A. Ricks, addressed the emerging workforce challenges in the COVID era and was moderated by Rhonda Nesmith Crichlow, Senior Vice President and Chief Diversity Officer, Charter Communications and NOD board member. The impactful discussion examined new opportunities the global pandemic has afforded employees with disabilities, including remote working, increased digital accessibility, better access to mental health programs and more flexibility.

The 2021 NOD Leading Disability Employers are:

AbbVie

Accenture

American Heart Association

Anthem

AT&T

BellTextron

Blue Cross Blue Shield of Michigan

Blue Shield of California

The Boeing Company

Capital One

Centene

Cerner Corporation

Children’s Hospital of Philadelphia

Comcast NBCUniversal

Dow

Eli Lilly and Company

Endeavors Unlimited

EY

Financial Industry Regulatory Authority

GDIT

The Hershey Company

Hilton Worldwide

Horizon Blue Cross Blue Shield of New Jersey

HSBC

Humana

Huntington Bank

Idaho National Laboratory

Independence Care System

Kaiser Permanente

KeyBank

KPMG U.S.

Leidos

Level Access

Lockheed Martin

L’Oréal USA

M&T Bank

Marriott International

Martinsburg Veterans Affairs Medical Center

Mayo Clinic

National Grid USA

National Security Agency

Nautilus Hyosung America

New Editions Consulting

New York Life

Northrop Grumman

PRIDE Industries

Prudential Financial

PSEG

Puerto Rico Industries for the Blind

PwC

Randstad US

Reed Smith

RespectAbility

SEI

Skookum Contract Services

Sodexo

Sony Corporation of America

TD Bank

TIAA

T-Mobile, USA

U.S. Bank

United Airlines

Unum Group

The Viscardi Center

W.W. Grainger, Inc.

WeCo Accessibility Services

Wells Fargo & Company

About Level Access

Level Access provides industry-leading and award-winning digital accessibility solutions to over 2,000 corporations, government agencies, and educational institutions. Level Access’s mission is to achieve digital equality for all users by ensuring technology is accessible to people with disabilities and the growing aging population. Founded in 1997, Level Access has an unparalleled history in helping customers achieve and maintain compliance with the full scope of accessible technology regulations and standards including the ADA, WCAG, CVAA, AODA, EU directives on digital accessibility, and Section 508. Delivered through a comprehensive suite of software, consulting services, and training solutions, the company’s solutions ensure customer’s web, desktop, mobile, and electronic document systems are accessible to everyone. Level Access is endorsed by the American Banking Association, is a multi-year repeat winner on the Inc. 5000 list of fast-growing companies, and CEO Tim Springer was named a White House “Champion of Change” in 2014. To learn more, please visit http://www.levelaccess.com.

About the NOD Leading Disability Employer Seal + Employment Tracker

The NOD Leading Disability Employer Seal is a selective award given to companies demonstrating the positive outcomes in recruiting, hiring, retaining and advancing people with disabilities in their workforces. To see current and past winners of the NOD Leading Disability Employer seal, visit http://www.NOD.org/seal.

Winners are determined based on data provided by companies on the NOD Employment Tracker™, the only assessment tool available that focuses on the workforce, to help companies evaluate their disability inclusion policies and practices. Organizations wanting to compete for the NOD Leading Disability Employer Seal voluntarily opt in to be considered. Those companies’ responses are scored, taking into account both disability employment practices and performance. Scoring prioritizes practices that are associated with increased disability employment outcomes over time, and companies receive additional points based on the percentage of people with disabilities in their workforce. At NOD’s Annual Forum, the cohort of winners are revealed by name; no specific scoring or ranking is disclosed.

About National Organization on Disability (NOD)

The National Organization on Disability (NOD) is a private, non-profit organization that seeks to increase employment opportunities for the millions of working age Americans with disabilities who are not employed. To achieve this goal, NOD offers a suite of employment solutions, tailored to meet leading companies’ workforce needs. NOD has helped some of the world’s most recognized brands be more competitive in today’s global economy by building or enriching their disability inclusion programs. For more information about NOD and how its professional services, Leadership Council and Employment Tracker can help your business, visit http://www.NOD.org.

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The hiring crisis is real, but it can be solved by actively including people with intellectual and developmental disabilities in recruitment and hiring efforts.

People with intellectual and developmental disabilities can be valuable assets to our workforce. Unfortunately, many businesses and employers are reluctant to hire these individuals, even though, in many cases, they perform as well or even better than other employees.

CLEARWATER, Fla. (PRWEB)
October 19, 2021

According to recent estimates, the United States has about 10 million job openings yet over 8.4 million unemployed individuals are still looking for work.(1) As business owners complain about staffing issues and Americans are confronted with longer wait times for services due to inadequate staffing, there is a way to help alleviate the labor shortage. Dr. Craig Escudé, President of IntellectAbility, says, “People with intellectual and developmental disabilities (IDD) can be valuable assets to our workforce. Unfortunately, many businesses and employers are reluctant to hire these individuals, even though, in many cases, they perform as well or even better than other employees.”

People with IDD are often overlooked for jobs for a variety of reasons. Employers may pass over these individuals because they:(2)

• 
  Are concerned about negative coworker reactions to the hiring of a person with IDD,
• Assume it will cost more to hire, train, and maintain employment for people with IDD,
• Believe people with IDD won’t be as productive or will never develop the knowledge, skills, and attitudes necessary to complete job tasks,
• Fear litigation associated with the hiring and firing of people with IDD,
• Hold on to negative stereotypes about people with IDD,
• Want to avoid negative customer reactions which may lead to fewer business transactions, and
• Won’t gain any economic incentives, such as tax credits, for hiring people with IDD.

But many people with IDD are successful at work. In Australia, a McDonald’s employee with Down Syndrome retired after 32 years of loyal, productive service.(3) In Colorado, a thrift store chain employs around 350 people with IDD in various roles, including donation coordinators, clothing hangers, and room attendants. (5) Perhaps most notably, a café in Middletown, NJ, is staffed almost entirely by adults with IDD. The owners, whose daughter has Down Syndrome, employ 34 adults with IDD and 4 with neurotypical disability.(6)

“As an employer myself, I would tell other employers that the vast majority of folks with IDD are typically more dependable, honest, and have way more desire to please than those without IDD. They are absolutely more capable than most people might think and they bring a lot of positive energy into a workplace that can be extremely contagious. I can say that I simply don’t hear of employers who regret hiring individuals with IDD but often do hear how they believe their workplace wouldn’t be the same without them,” says Scott Stills, Enrichment Center Director at Reach for Independence, a North Carolina service provider agency which, among their many services, helps individuals with IDD gain employment.

Part of the solution involves providing opportunities for young people with IDD to receive an education that can transfer to the workplace. After high school, programs such as those in vocational schools can put a person with IDD on the path to long-term employment by connecting them to their interests and developing skills that will help them succeed.

Unfortunately, many employers still believe the misconception that a person with IDD cannot be educated or trained. However, when employers take the time to teach individuals with IDD and modify the job to best meet their needs, they’re often rewarded with a productive and long-term employee. Additionally, these companies often reap the benefits of goodwill from the community, who view the hiring and retention of people with IDD as a boon.

“Most individuals with IDD are supported by a trained paraprofessional that will be there to help the individual get through their job duties in a timely and professional manner. Also behind each individual is a team that consists of a case manager, a qualified professional, the paraprofessional’s supervisor, a parent or support giver, and of course, the paraprofessional, if they need one. This team works well at making sure that the job the individual will have is appropriate for him or her. Success for this individual is vitally important to this team and their support continues for the entirety of the individual’s employment,” adds Stills.

On a broader level, the government could help these individuals find employment by incentivizing their hiring. Implementing programs that reward companies who hire people with IDD does not need to be complicated. The government might provide companies with tax credits or other financial reimbursements. It could also help develop agency programs similar to those connecting military veterans with employment opportunities.

Many employers gain dependable, motivated employees when they hire people with IDD. There are benefits for the individual too—by having a job, a person develops greater self-esteem as they contribute to society while earning money that allows them to live a more independent life. Ultimately, this results in happier, healthier workers who can help drive the country’s economic recovery.

The hiring crisis is real, but it can be solved by actively including people with intellectual and developmental disabilities in recruitment and hiring efforts. Unfortunately, many employers remain fearful of doing so. However, better education for these people, plus incentives for companies to hire people with IDD, can help.

Dr. Escudé says, “When we’re employed, we have a sense of purpose, of responsibility and knowing that people are counting on us. It’s a very rewarding experience that everyone wants, and people with disabilities should also be able to enjoy contributing and feeling satisfied with their work.”

About IntellectAbility:

IntellectAbility provides tools and training to agencies, governmental entities and supporters of people with intellectual and developmental disabilities to foster early recognition and mitigation of health risks thereby improving health and wellness. One such tool is the Health Risk Screening Tool (HRST), of which they are the sole developer, producer, and distributor. The web based HRST is the most widely used and validated health risk screening instrument for people with intellectual and developmental disabilities. IntellectAbility also provides numerous health-related and person-centered service trainings for supporters of people with IDD. With unrelenting focus, IntellectAbility works to fulfill its mission of improving health and quality of life for people with intellectual and developmental disabilities and other vulnerabilities. For more information, visit ReplacingRisk.com.

Sources

1.    Long, Heather, et al. “Why America Has 8.4 Million Unemployed When There Are 10 Million Job Openings.” The Washington Post, WP Company, 8 Sept. 2021, washingtonpost.com/business/2021/09/04/ten-million-job-openings-labor-shortage/.

2.    “Why Employers Don’t Hire People with Disabilities: A Survey of the Literature.” CPRF, 3 Feb. 2015, cprf.org/studies/why-employers-dont-hire-people-with-disabilities-a-survey-of-the-literature/.

3.    “After 32 Years of Service in a McDonald’s This Man with Down’s Syndrome Is Finally Retiring.” Bored Panda, boredpanda.com/mcdonalds-employee-32-years-down-syndrome-retiring/?utm_source=google&utm_medium=organic&utm_campaign=organic.

4.    Batz Jr., Bob. Opening next Week Is Brother Andre’s Cafe, Where ‘These Employees Are Part of the Experience’. Pittsburgh Post-Gazette, 6 Oct. 2021, post-gazette.com/life/goodness/2021/09/23/Brother-Andres-Cafe-coffee-shop-Pittsburgh-Epiphany-Church-adults-developmental-disabilities-autism-jobs-red-door/stories/202109070139.

5.    Lewis, Lloyd. “Opinion: Unemployment May Be Dropping in Colorado, but for at Least One Vulnerable Group It’s Rising.” The Colorado Sun, 1 July 2021, coloradosun.com/2021/07/11/jobs-disabled-opinion/.

6.    Carino, Jerry; “No Labor Shortage At Café Staffed By Workers With Intellectual Disabilities”; 01 Oct 2021; Originally published in the Asbury Park Press/TNS and reprinted in DisabilityScoop; disabilityscoop.com/2021/10/01/no-labor-shortage-cafe-workers-intellectual-disabilities/29514/

DDCA frequently hears from teachers who are frustrated that they enter the classroom underprepared to teach students to read. SB 488 will help ensure new teachers are better equipped with knowledge and skills based in the science of reading.

SACRAMENTO, Calif. (PRWEB)
October 14, 2021

Governor Newsom recently signed Senate Bill 488 (Rubio, D-Baldwin Park) which will require the Commission on Teacher Credentialing (CTC) to revise and strengthen teaching standards for licensure for new teachers that incorporate both the science of reading and the California Dyslexia Guidelines. Decoding Dyslexia CA worked together with Senator Susan Rubio’s staff in drafting this legislation.The new law will require that accredited teacher preparation programs meet higher standards with respect to preparing teachers in evidence-based reading instruction, particularly foundational reading skills. The CTC will also be required to certify that existing accredited teacher preparation programs are aligned with the new teaching standards.

The new law will sunset the Reading Instruction Competence Assessment (or “RICA) and it will be replaced with a new Literacy Teaching Performance Assessment that will include assessing instruction on foundational reading skills.

According to the most recent Nation’s Report Card from 2019, California ranks low in the nation with 67% of fourth grade students not reading at grade level and these poor reading rates are even more dismal for students of color where 82% of Black fourth grade students and 78% Hispanic fourth grade students do not read at grade level, respectively.

The CTC has eliminated many of its teaching standards with respect to reading instruction over the past two decades. This new law will require CTC to not only strengthen its standards but to do so with increased transparency and accountability including engaging stakeholders and reporting back to the state legislature on its progress.

“Decoding Dyslexia CA (DDCA) would like to thank Senator Susan Rubio and Governor Newsom for recognizing that the science of reading needs to be taught in our teacher preparation programs. We must shift away from instructional approaches that are not backed by science and have proven to be harmful to struggling readers. By incorporating the California Dyslexia Guidelines into coursework for aspiring teachers, teachers will be trained in structured literacy approaches that research has shown benefits all students” states Lori DePole, Co-State Director of DDCA. “We need to remain vigilant in assuring that this new law translates into better preparation for our new teachers.”

“As a twenty-year veteran educator, I wish I would have learned about effective reading instruction and dyslexia in my teacher preparation program” states Megan Potente, Co-State Director of DDCA. “Instead, I personally paid for additional coursework to learn about the evidence-based reading instruction proven to be the most effective for the most number of students. Equity in education depends on access to teachers with the knowledge and skills to teach all children how to read.”

ABOUT DDCA: Decoding Dyslexia CA is a grassroots movement driven by California families, educators and dyslexia experts concerned with the limited access to educational interventions for dyslexia and other language-based learning disabilities within our public schools. DDCA aims to raise dyslexia awareness, empower families to support their children, and inform policymakers on best practices to identify, remediate, and support students with dyslexia in California public schools. For more information contact: Lori DePole, Co-State Director at ldepole.ddca@gmail.com or Megan Potente, Co-State Director at meganpotente.ddca@gmail.com, visit our website at http://www.decodingdyslexiaca.org, or like us on Facebook.

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nTIDE Month-to-Month Employment Numbers for People with and without Disabilities

“For the second consecutive month, we have seen improvement in the employment-to-population ratio for people with disabilities,” said John O’Neill, PhD. “This bright spot shows continued resilience among people with disabilities in the labor market.”

EAST HANOVER, N.J. (PRWEB)
October 11, 2021

Job numbers improved for people with disabilities, whose engagement with the labor market surpassed their pre-COVID-19 pandemic levels, according to today’s National Trends in Disability Employment – Monthly Update (nTIDE), issued by Kessler Foundation and the University of New Hampshire’s Institute on Disability (UNH-IOD). Their gains contrast with those of people without disabilities, whose job numbers have yet to reach pre-pandemic levels.

nTIDE COVID Update (month-to-month comparison)

In the Bureau of Labor Statistics (BLS) Jobs Report released Friday, the labor force participation rate for working-age people with disabilities increased from 35.6 percent in August 2021 to 36.4 percent in September 2021 (up 2.2 percent or 0.8 percentage points). For working-age people without disabilities, the labor force participation rate decreased from 76.8 percent in August to 76.5 percent in September 2021 (down 0.4 percent or 0.3 percentage points). The labor force participation rate is the percentage of the population that is working, not working and on temporary layoff, or not working and actively looking for work.

“People with disabilities appear to be recovering faster than people without disabilities. In fact, their labor market engagement is now surpassing their pre-Pandemic levels,” emphasized Andrew Houtenville, PhD, professor of economics and the research director of the University of New Hampshire’s Institute on Disability. “This is very good news!”

The employment-to-population ratio for working-age people with disabilities increased from 31.5 percent in August 2021 to 32.9 percent in September 2021 (up 4.4 percent or 1.4 percentage points). For working-age people without disabilities, the employment-to-population ratio increased, albeit slightly, from 72.9 percent in August 2021 to 73.1 percent in September 2021 (up 0.3 percent or 0.2 percentage points). The employment-to-population ratio, a key indicator, reflects the percentage of people who are working relative to the total population (the number of people working divided by the number of people in the total population multiplied by 100).

“For the second consecutive month, we have seen improvement in the employment-to-population ratio for people with disabilities,” said John O’Neill, PhD, director of the Center for Employment and Disability Research at Kessler Foundation. “This bright spot shows continued resilience among people with disabilities in the labor market,” he added. “If the COVID Delta variant wanes and vaccination rates increase, we may continue to see improvement.”

Year-to-Year nTIDE Numbers (comparison to the same time last year)

The employment-to-population ratio for working-age people with disabilities increased from 28.3 percent in September 2020 to 32.9 percent in September 2021 (up 16.3 percent or 4.6 percentage points). For working-age people without disabilities, the employment-to-population ratio also increased from 70.0 percent in September 2020 to 73.1 percent in September 2021 (up 4.4 percent or 3.1 percentage points).

The labor force participation rate for working-age people with disabilities increased from 32.7 percent in September 2020 to 36.4 percent in September 2021 (up 11.3 percent or 3.7 percentage points). For working-age people without disabilities, the labor force participation rate also increased from 75.7 percent in September 2020 to 76.5 percent in September 2021 (up 1.1 percent or 0.8 percentage points).

In September 2021, among workers ages 16-64, the 5,244,000 workers with disabilities represented 3.7 percent of the total 143,536,000 workers in the U.S.

nTIDE COVID Update – Friday, October 22, 2021 at 12:00 pm Eastern

Stay tuned for our mid-month update about the employment of people with disabilities as we follow the impact of COVID-19 and look at the numbers in more detail.

NOTE: The statistics in the nTIDE are based on Bureau of Labor Statistics numbers but are not identical. They are customized by UNH to combine the statistics for men and women of working age (16 to 64). nTIDE is funded, in part, by grants from the National Institute on Disability, Independent Living and Rehabilitation Research (NIDILRR) (90RT5037) and Kessler Foundation.

About Kessler Foundation

Kessler Foundation, a major nonprofit organization in the field of disability, is a global leader in rehabilitation research that seeks to improve cognition, mobility, and long-term outcomes — including employment — for people with neurological disabilities caused by diseases and injuries of the brain and spinal cord. Kessler Foundation leads the nation in funding innovative programs that expand opportunities for employment for people with disabilities. For more information, visit KesslerFoundation.org.

About the Institute on Disability at the University of New Hampshire

The Institute on Disability (IOD) at the University of New Hampshire (UNH) was established in 1987 to provide a coherent university-based focus for the improvement of knowledge, policies, and practices related to the lives of persons with disabilities and their families. For information on the NIDILRR-funded Employment Policy and Measurement Rehabilitation Research and Training Center, visit ResearchOnDisability.org.

For more information, or to interview an expert, contact:

Carolann Murphy, CMurphy@KesslerFoundation.org.

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“The new Elevin Platform makes the effective management of digital accessibility across an enterprise simpler, faster, and more scalable,” said Jim Baker, Chief Technology Officer, Level Access.

VIENNA, Va. (PRWEB)
September 30, 2021

Level Access, the global leader in digital accessibility, announced today the availability of their new Complete Accessibility Lifecycle Management Platform – Elevin. Built on the most accurate accessibility engine on the market, Access Engine, the Elevin platform monitors an organization’s web properties automatically and delivers the most relevant issues to focus on, saving valuable time. Elevin currently offers two editions:

Elevin Community Edition– simplifies web accessibility for those just beginning their journey so they can surface and track issues over time while getting guidance to make important improvements on their own. The free Elevin Community Edition regularly scans websites or web apps and summarizes the latest results in an easy-to-use dashboard while alerting users to any sudden changes.

Elevin Professional Edition– designed specifically to help users fix the accessibility challenges that have been identified. Delivering automated weekly monitoring, Elevin Professional takes the guesswork out of fixing issues with prescriptive remediation guidance. Proprietary machine learning algorithms calculate the fastest path to help users minimize their accessibility risk. Changes in the health of an asset are promptly identified and can be remedied quickly due to configurable alerts and actionable reports.

All Elevin users will have access to Level Access’s proprietary knowledge base, Accessipedia. It provides contextual guidance, resources, and examples of compliant code – for task specific assistance to resolve issues in real-time.

“The new Elevin Platform makes the effective management of digital accessibility across an enterprise simpler, faster, and more scalable,” said Jim Baker, Chief Technology Officer, Level Access. “Powerful new capabilities like automated component identification; more contextual and prescriptive guidance; an all-new Accessipedia knowledge base; plus, a completely redesigned and intuitive UX are just some of the new features we’re excited to release. It is the culmination of years of work by our product and engineering teams, and we couldn’t be more delighted to bring these capabilities to market and help organizations globally become more accessible.”

“By offering Elevin to all organizations, we’re removing the barrier to those first crucial steps toward inclusion,” said Tim Springer, CEO, Level Access. “Our goal is to create a world where all digital systems are accessible to people with disabilities—so technology can become a profound, empowering force in their lives.”

Additional editions of Elevin, featuring revolutionary enterprise-grade functionality, are slated to be released in the near future.

To learn more about Elevin, please visit https://www.levelaccess.com/elevin-platform/

About Level Access

Level Access provides industry-leading and award-winning  digital accessibility  solutions to over 2,000 corporations, government agencies, and educational institutions. Level Access’s mission is to achieve digital equality for all users by ensuring technology is accessible to people with disabilities and the growing aging population. Founded in 1997, Level Access has an unparalleled history in helping customers achieve and maintain compliance with the full scope of accessible technology regulations and standards including the ADA, WCAG, CVAA, AODA, EU directives on digital accessibility, and Section 508. Delivered through a comprehensive suite of software, consulting services, and training solutions, the company’s solutions ensure customer’s web, desktop, mobile, and electronic document systems are accessible to everyone. Level Access is endorsed by the American Banking Association, is a multi-year repeat winner on the Inc. 5000 list of fast-growing companies, and CEO Tim Springer was named a White House “Champion of Change” in 2014. To learn more, please visit https://www.levelaccess.com/

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