Center for Disability Inclusion

Partnering for Workplace Solutions

Mission

To assist business to advance their disability inclusion efforts in the workplace and marketplace. We help enhance their outreach, recruitment, hiring and retention of workers with disabilities.

Ruling year info

2009

CEO

Darla Wilkerson

Main address

PO BOX 901296

KANSAS CITY, MO 64190 USA

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Formerly known as

Greater Kansas City Business Leadership Network

EIN

26-4700449

NTEE code info

Leadership Development (W70)

IRS filing requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Communication

Programs and results

What we aim to solve

SOURCE: Self-reported by organization

We strive to address the unemployment of people with disabilities by assisting businesses in elevating their disability inclusion efforts. We want to reduce the gap between job openings and unemployed people with disabilities.

Our programs

SOURCE: Self-reported by organization

What are the organization's current programs, how do they measure success, and who do the programs serve?

Disability Inclusion - Consultation, Training, Resources

The Center for Disability Inclusion provides the business community with tools, resources, training and consultation needed to elevate their inclusion efforts for talent with disabilities. This includes assistance in outreach, recruitment, hiring and retention of workforce, policy development and internal/external messaging to become an employer of choice for people with disabilities.

Population(s) Served

Where we work

Our results

SOURCE: Self-reported by organization

How does this organization measure their results? It's a hard question but an important one.

Number of consulting projects completed

This metric is no longer tracked.
Totals By Year
Population(s) Served

Social and economic status, Work status and occupations

Related Program

Disability Inclusion - Consultation, Training, Resources

Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Total number of organization members

This metric is no longer tracked.
Totals By Year
Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Number of convenings hosted by the organization

This metric is no longer tracked.
Totals By Year
Type of Metric

Output - describing our activities and reach

Direction of Success

Increasing

Number of conferences held

This metric is no longer tracked.
Totals By Year
Type of Metric

Output - describing our activities and reach

Direction of Success

Holding steady

Our Sustainable Development Goals

SOURCE: Self-reported by organization

Learn more about Sustainable Development Goals.

Goals & Strategy

SOURCE: Self-reported by organization

Learn about the organization's key goals, strategies, capabilities, and progress.

Charting impact

Four powerful questions that require reflection about what really matters - results.

Increase the number of people with disabilities hired by businesses and thus reducing the unemployment rate of people with disabilities. Also, advance disability inclusion efforts in the the workplace and marketplace. Both internally and externally increasing inclusion and equity for people with disabilities.

Educational programming, consultation & training, resources, network & building collaborative relationship and peer to peer mentoring.

We have subject matter experts in disability inclusion, business relations, disability employment, human services, workforce development, disability awareness.

We have over 60 business and community agency partners that are active in receiving services from us. We offer an extensive disability inclusion educational programming and consultation service to all partners.

Our next strategic goals are to embrace the growth we are experiencing across the United States. We are expanding our reach and thus increasing the number of businesses and community agencies that are joining us. This in turn will increase the number of people with disabilities who are employed.

How we listen

SOURCE: Self-reported by organization

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

done We shared information about our current feedback practices.
  • Who are the people you serve with your mission?

    Human Resource Personnel, Diversity & Inclusion leaders, Community Agency Personnel

  • How is your organization collecting feedback from the people you serve?

    Electronic surveys (by email, tablet, etc.), Focus groups or interviews (by phone or in person), Community meetings/Town halls, Quarterly or semi-annual oom calls with each partner,

  • How is your organization using feedback from the people you serve?

    To identify and remedy poor client service experiences, To identify bright spots and enhance positive service experiences, To make fundamental changes to our programs and/or operations, To inform the development of new programs/projects, To identify where we are less inclusive or equitable across demographic groups, To strengthen relationships with the people we serve, To understand people's needs and how we can help them achieve their goals,

  • What significant change resulted from feedback?

    Added new programming topics due to feedback and continue to add best practice training content.

  • With whom is the organization sharing feedback?

    The people we serve, Our staff, Our board, Our funders, Our community partners,

  • How has asking for feedback from the people you serve changed your relationship?

    Businesses in partnership with us get training, education and consultation they request as a high need area. They can share the content with co-workers and are empowered to influence other to enhance organizational change.

  • Which of the following feedback practices does your organization routinely carry out?

    We collect feedback from the people we serve at least annually, We take steps to get feedback from marginalized or under-represented people, We aim to collect feedback from as many people we serve as possible, We take steps to ensure people feel comfortable being honest with us, We look for patterns in feedback based on demographics (e.g., race, age, gender, etc.), We look for patterns in feedback based on people’s interactions with us (e.g., site, frequency of service, etc.), We engage the people who provide feedback in looking for ways we can improve in response, We act on the feedback we receive, We tell the people who gave us feedback how we acted on their feedback, We ask the people who gave us feedback how well they think we responded,

  • What challenges does the organization face when collecting feedback?

    It is difficult to get the people we serve to respond to requests for feedback,

Financials

Center for Disability Inclusion
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Operations

The people, governance practices, and partners that make the organization tick.

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Connect with nonprofit leaders

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lock

Connect with nonprofit leaders

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Build relationships with key people who manage and lead nonprofit organizations with GuideStar Pro. Try a low commitment monthly plan today.

  • Analyze a variety of pre-calculated financial metrics
  • Access beautifully interactive analysis and comparison tools
  • Compare nonprofit financials to similar organizations

Want to see how you can enhance your nonprofit research and unlock more insights? Learn More about GuideStar Pro.

Center for Disability Inclusion

Board of directors
as of 4/18/2022
SOURCE: Self-reported by organization
Board chair

Kathleen Cooper

Enterprise Bank & Trust

Term: 2022 - 2024

Silas Dulan

Evergy

Mike Wiley

The Whole Person

Caroline Magruder

Children's Mercy Hospital

Larisa Brown

Hallmark

Kathy Smith

Children's Mercy Hospital

Kathleen Cooper

Enterprise Bank & Trust

Jennifer Hertha

UMB

Michael Murray

GT Independence

Derrick Nelson

Commerce Bank

George Calvert

Jack Henry & Associates

Board leadership practices

SOURCE: Self-reported by organization

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section.

  • Board orientation and education
    Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations? Yes
  • CEO oversight
    Has the board conducted a formal, written assessment of the chief executive within the past year ? Yes
  • Ethics and transparency
    Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year? Yes
  • Board composition
    Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership? Yes
  • Board performance
    Has the board conducted a formal, written self-assessment of its performance within the past three years? Yes

Organizational demographics

SOURCE: Self-reported; last updated 01/07/2022

Who works and leads organizations that serve our diverse communities? GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

Leadership

The organization's leader identifies as:

Race & ethnicity
White/Caucasian/European
Gender identity
Female
Sexual orientation
Gay, Lesbian, Bisexual, or other sexual orientations in the LGBTQIA+ community
Disability status
Person with a disability

Race & ethnicity

Gender identity

 

Sexual orientation

Disability

Equity strategies

Last updated: 04/22/2021

GuideStar partnered with Equity in the Center - an organization that works to shift mindsets, practices, and systems to increase racial equity - to create this section. Learn more

Data
  • We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.
Policies and processes
  • We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
  • We have community representation at the board level, either on the board itself or through a community advisory board.
  • We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
  • We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.