Goal 2: Increased Employment From 2014 to 2019, together we: Secured an executive order to increase and support state employment of people who are deaf, deafblind and hard of hearing. How did we do this? We: 1. Led negotiations on Executive Order 14-14. Employment increased from 3.8% to 8.1% as of August 2019. 2. Led negotiations on Executive Order 19-15. The increased hiring goal from 7% to 10% and the order added the requirement of an implementation plan for state IT accessibility standards. 3. Created a webpage with Minnesota Management and Budget (MMB) to host the results of the order. 4. Met quarterly with the Disability Agency Forum to monitor and advocate for the implementation of the order. 5. Led a group of state disability employment experts to develop onboarding documents for Minnesota Management and Budget (MMB) to use. By following the documents, state employers can create a more inclusive environment for state employees with disabilities. Established a centralized accommodations fund for communication access within state government and promote it as a best practice. How did we do this? We: 1. Passed legislation that establishes a centralized accommodations reimbursement fund and $200K a year to support it. All of the funds are used every year. 2. Added reporting on the fund usage and accommodations requests to the state affirmative action plan. Educated employers about employees who are deaf, deafblind and hard of hearing to improve access to employment. Addressed workplace communication issues and removed discrimination from job descriptions and the hiring process. How did we do this? We: 1. Passed legislation with policies that require employment supports for adults who are deaf, deafblind and hard of hearing and their employers in the public and private sectors. 2. Passed legislation that puts $1 million in base funding for employment supports for adults and job experiences/training for youth. The contractors are VECTOR and the Minnesota Employment Center (MEC). 3. Passed legislation that strengthens affirmative action laws and requires a workgroup to make recommendations to the legislature and state government human resources on how to recruit and retain state employees with disabilities.