This week, the President's Committee on Employment of People 
with Disabilities is holding its 50th anniversary conference.  I 
recently found the document below on the agency's web site 
(www.pcepd.gov).  It is a major speech by Chairman Tony Coelho--
President Clinton's appointed leader in this area.

Jamal Mazrui
----------
   Tony Coelho
   Chairman
   President's Committee on Employment of People with Disabilities

   Colorado Business Leadership Network
   Corporate Leadership Luncheon
   Denver, CO.
   April 10, 1997




   It's a pleasure to be in the presence of so many distinguished
   business leaders.

   I say this not only as Chairman of the President's Committee, but also
   as a fellow Colorado businessman. As some of you may know, my company
   has an office in Littleton.

   I am honored to be here to talk about the President's Committee, the
   Business Leadership Network, and what steps we need to take together
   to promote the employment of people with disabilities.

   But before I share how the BLN can benefit businesses, I would like to
   tell you a little about myself -- specifically about something that
   happened to me which changed my life forever.

   Many years ago, as a teenager in California, I was living and working
   on my family's farm when the pickup truck I was in flipped and
   overturned in an irrigation ditch.

   I experienced a nasty crack on the head and later began having
   convulsions. I did not know what was causing them and tried to go on
   with my life as I had planned.

   As a young man, my first ambition was to become a trial lawyer. Later,
   I decided on a religious vocation.

   Little did I know then that the cross I was destined to carry would be
   the stigma of disability, not the crucifix of a priest.

   When doctors discovered that I had epilepsy during a routine physical
   examination at the seminary I had entered, I was asked to leave.

   When doctors reported the diagnosis to state authorities, my driver's
   license was revoked.

   Then I received notice from the insurance company that my health
   policy was canceled.

   Having gone into the examination a young man full of hope, I came out
   an outcast.

   And, because I wouldn't lie on my employment applications, I was
   unable to find a job.

   I tried as hard as I could to get a job and get on with my life, but I
   was rejected everywhere I turned. I was out of work, out of luck and
   out of hope -- a frightened young man forced to face the future in a
   world where no one wanted me.

   That was a long time ago, but I haven't forgotten. Time hasn't healed
   my scars or erased the painful memories. But, over the years, I have
   learned to carry them as a mark of pride in who I am and what I can
   accomplish as a person with a disability.

   And that is the reason I am here -- to remind you that persons who
   happen to have disabilities can accomplish a great deal.

   Despite the discrimination I suffered, I was fortunate in that a man
   named "Hope" -- Bob Hope -- had confidence in me. He showed me that
   rather than preaching at the pulpit, I could take my message to the
   halls of Congress and, eventually, to business gatherings like this
   one.

   Today, rather than being an outcast -- and a financial burden on
   society, I am one of you -- a businessperson who has to meet a
   payroll.

   And, I know, as do you, that one of the most critical problems we face
   as employers is the shrinking pool of qualified workers. This is true
   in every kind of business of every size.

   People with disabilities represent a historically overlooked and
   largely untapped pool of human resources.

   But, as a result of the Americans with Disabilities Act and the
   growing need for good workers, we are finally beginning to see
   progress.

   In a 1995 Mason-Dixon poll, 87% of businesses that reported hiring
   persons with disabilities said that, in view of their experiences,
   they would encourage other employers to do the same.

   In a Harris poll that same year, 89% of senior corporate executives
   and their employees supported policies to increase the number of
   people with disabilities in their companies, and 75% of managers said
   they were likely to make greater efforts to hire people with
   disabilities in the next three years.

   A U.S. Census Bureau study released last summer showed that the
   employment ratio for persons with severe disabilities increased from
   23.3% in 1991 to 26.1% in 1994. That means that some 800,000 more
   people with severe disabilities were employed in 1994 than in 1991.
   Such data are the first true measures of the ADA's impact on the
   employment of people with disabilities.

   Although each of these reports is encouraging, the overall number of
   unemployed persons with disabilities is the real indication of how far
   we have to go and how much work needs to be done. As President Clinton
   said at our 49th Annual Conference last May -- and I quote,--
   "Employment is the key to economic security for Americans, including
   people with disabilities. Even though we have created 8.5 million new
   jobs, it remains a tragedy that two- thirds of people with
   disabilities are unemployed. And it's up to all of us -- employers,
   labor, people with disabilities and government -- to work together to
   change this picture" -- unquote.

   My job as Chairman of the President's Committee on Employment of
   People with Disabilities is to help bring about changes in public
   policy. And, to encourage businessmen and women like yourselves to
   provide opportunities for qualified persons with disabilities to work
   and to succeed in your companies.

   I ask you to join me in getting people with disabilities off social
   security rolls and onto payrolls.

   Do you know that it costs our economy $300 billion in direct and
   indirect costs to support persons with disabilities who are not
   working?

   Social security programs alone cost taxpayers over $60 billion a year.
   Right now there are more than 8 million working-age adults on Social
   Security Insurance or Social Security Disability Insurance.

   If the current trend continues, by the year 2002, the Social Security
   Administration projects that more than 10 million working-age adults
   will be on these programs.

   The cost to all of us will be $100 billion (excluding the costs of
   Medicaid or Medicare).

   Yet, businesses who hire people with disabilities are reaping profits
   and seeing positive bottom line results.

   According to the President's Committee's Job Accommodation Network
   (JAN), American businesses are reporting that for every dollar they
   spend in making job accommodations, they are realizing nearly $34 in
   benefits to their companies, in terms of greater productivity and
   lower employee turnover and insurance costs.

   What a great return on an investment, for businesses, for people with
   disabilities, and for the nation.

   I certainly think so. In fact, I'm so certain of it that, as I set up
   my new business, I made sure my human resources staff reached out to
   find and hire qualified people with disabilities.

   The Business Leadership Network (or BLN)is an opportunity for all of
   us in the business community to participate as full partners in
   increasing job opportunities for people with disabilities.

   As many of you know, the BLN is a collection of state networks
   comprised of employers committed to increasing the numbers of
   employees with disabilities in their workforces. BLN members also
   challenge other employers to do the same through the implementation of
   disability-related employment practices that make good business sense.

   It is my hope that each state will create a BLN plan that reflects its
   unique concerns and hiring needs.

   I envision 50 state plans that will clearly identify state and local
   workforce requirements and address specific community issues.

   While the Business Leadership Network is a national service venture
   initiated by the President's Committee, it will succeed only with
   strong state and local leadership that ensures state and local
   progress.

   The BLN is so important because it offers employers:
   *access to pertinent disability hiring information;
       *a network of employers who share information on common disability
       employment issues;
       *exposure to qualified job applicants with disabilities;
       *opportunities to provide training and work experience for job
       seekers with disabilities;
       *acknowledgment for best disability employment practices; and
       *improved access to customers with disabilities.

   This is the first time a business-led venture of this nature has been
   undertaken nationwide. Businesses that participate call on other
   businesses in the area to take internal and external company actions
   that foster inclusive hiring practices of qualified people with
   disabilities.

   We're excited about the potential that this opportunity affords the
   business community. Up until now, we've been talking about what needs
   to be done. Now, together, we can take action to make it happen.

   The President's Committee is looking to you and our partners in other
   states to make the BLN Planning Guides living documents. We are
   forming a national steering group, which will also be responsive to
   state needs.

   But the "action" will really take place in the states themselves --
   and that action will depend entirely on each state's own adaptation of
   the plan.

   Let me make it clear. The President's Committee has identified the
   problem -- too many people with disabilities are unemployed or not
   reaching their full potential in the workforce. And, we now have a
   plan to address the problem. We have produced various informational
   materials that we believe will be helpful to you.

   But, what you do with this information will be entirely up to you. We
   look to you to expand state and local business groups to steer your
   efforts.

   BLN steering groups can focus on disability employment issues specific
   to your state, or a local area in your state. They can identify
   statewide employment needs and hiring trends. Individual employers can
   provide guidance to disability service providers in their communities.
   They can take state and local action that will result in more job
   opportunities for people with disabilities to succeed in the
   workplace.

   It is my hope that Colorado will take the lead in fulfilling the goals
   of the BLN Planning Guide -- that you will set the pace for other
   states to follow.

   Just imagine what it would mean if each of you -- each CEO in this
   room -- established at least one personnel practice or procedure in
   your company to attract, hire and promote qualified people with
   disabilities on a regular basis. And, imagine what it would mean if
   you made these policies a permanent part of your overall diversity
   efforts.

   Just imagine what might happen if you allocate a certain number of
   internships in your company for high school and college students with
   disabilities.

   Just imagine what might happen if, when your company recruiters go to
   college campuses, they visit the disabled student services office to
   seek potential applicants to interview.

   Just imagine what might happen if, when your company seeks new
   employees, your human resources office automatically calls vocational
   rehabilitation and other programs that place workers with
   disabilities.

   Each of these is just a single, small step -- but imagine the results
   five or ten years from now!

   Singularly, our efforts may seem small; but combined, our
   accomplishments will impact millions of people.

   Alone, our efforts may appear insignificant -- together we will make a
   difference.

   I'm asking for more than just token support. Yes, you can hire a
   receptionist who uses a wheelchair and help make clients and customers
   with disabilities feel welcome in your place of business. And, that's
   important.

   But, I'm asking you to do more than that.

   I'm asking for your genuine commitment to seek out and select
   qualified persons with disabilities for positions at all levels of
   your company -- from top management to the mailroom.

   I am asking you today to accept the challenge of leading a major
   national movement, the Business Leadership Network.

   I know, and you know, that such movements don't gain force and power
   overnight. You don't go immediately from "a" to "z." you go from "a"
   to "b" and "b" to "c" and so on.

   Demosthenes once said, "Small opportunities are often the beginning of
   great enterprises."

   I invite you to be part of this great enterprise.

   A lot of people, each doing their part, can create a powerful force
   for change. From tiny rivulets mighty rivers form that over time
   nourish nations.

   Successful national movements have certain characteristics in common.
   *they are in the national interest.
       *they benefit large numbers of people.
       *they have strong leadership.
       *they are morally right and economically beneficial.
       *they start small and grow big.

   The Business Leadership Network has all these characteristics. And,
   what I offer you today is the opportunity to be in the forefront of
   this movement. In fact, I invite you to take the lead in this national
   movement.

   I ask you to go back and challenge your staff to create human resource
   procedures that will encourage qualified people with disabilities to
   apply to your company for work.

   I ask you to talk with your business colleagues. Tell them about your
   involvement and commitment -- and urge them to join you.

   Tell them why you think hiring people with disabilities can benefit
   their companies and our country. Let them know about the 34 to 1
   return on investment.

   Tell them about the three federal tax incentives -- the disabled
   access credit, the barrier removal tax deduction, and the work
   opportunity tax credit -- that make accommodating employees and
   customers with disabilities an even greater investment.

   Let them know that the 49 million people with disabilities in this
   country control $175 billion in discretionary spending -- money that
   will go to companies that welcome persons with disabilities.

   Let them know about a recent General Accounting Office report which
   documents that implementing the access provisions of the ADA has
   increased revenues in the hotel and hospitality industry by 12
   percent.

   Let people with disabilities know that you want them as customers and
   employees, and that you have made a commitment to provide equal
   opportunity for them to be hired and promoted.

   Talk to your advertising agencies about what you can do to attract the
   business of these 49 million Americans.

   Talk to your personnel people about what they can do to find qualified
   persons with disabilities for job openings in your company.

   Let them know about the President's Committee's Workforce Recruitment
   Program. This recruitment and referral service provides employers
   access to pre-screened and highly qualified college students and
   recent graduates with disabilities, who are looking for summer or
   permanent employment. Tell your personnel officers to call
   1-800-ADA-WORK now for information on students in our database who are
   currently seeking work.

   Talk to your public relations people about how you can let your
   communities and your markets know of your commitment to customers and
   employees with disabilities.

   Talk to your executive staff about the importance of including people
   with disabilities in your overall diversity program.

   Talk to your supervisors about the benefits, ease, and affordability
   of providing reasonable accommodations in the workplace.

   Let your human resource professionals know that the President's
   Committee's Job Accommodation Network provides free, individualized
   information on affordable worksite accommodations for all types of
   disabilities. Tell them to call JAN toll free at 1-800-ADA-WORK.

   Talk to union officials and shop stewards about their representation
   of workers with disabilities and your commitment to providing
   reasonable accommodations to such workers.

   Talk to your subcontractors about what they can do.

   Every company has an image. As Chief Executives, you know that to be
   successful in today's market, you must market your policies and
   philosophy as well as your products.

   By demonstrating fairness in your hiring policies toward people with
   disabilities, you will at the same time communicate your commitment to
   creating opportunities for all people.

   And I want to know about your successes so I can share them with other
   CEO's as I travel throughout the country and when I preside at the
   President's Committee's 50th Annual Conference in June.

   Fifty years. While we have made great strides during the last 50
   years, so much work remains.

   Recently, we have heard employers say they have difficulty finding
   qualified applicants with disabilities. In response to this, we will
   sponsor an Employment Fair during the last day of this year's
   Conference to facilitate the recruitment and hiring of people with
   disabilities. We will also conduct workshops on successful
   disability-related employment strategies utilized by BLN members and
   other employers.

   So, join us in Washington, June 4th-6th, for our 50th Annual
   Conference.

   More importantly, join together and commit yourselves to taking
   concrete steps to increase the hiring, retention and advancement of
   employees with disabilities in Colorado and throughout this great
   nation.

   In closing, I am asking each of you, when you leave today, to meet
   with your staff to develop a plan of inclusion for workers with
   disabilities in your companies.

   Thank you