Highmark Inc. – Disability Ally and Employment Champion

Welcome to Disability Matters with your host Joyce Bender. All comments, views, and opinions expressed on the show are solely those of the host, guest, and callers. Now the host of Disability Matters, here's Joyce Bender.

Hi everyone, welcome to the show to everyone in the United States and around the world. You know, I'm watching the Olympics and I'm thinking I have these countries listening to my show— China, Australia, Japan. I think we now have 17 countries with listeners. And you know, there are some with one, like Mongolia. One. I just want to say something. One makes a difference. That's how it starts, with one. So wherever you are listening to the show, thank you so much. And keep spreading the news about quality of life for people with disabilities. As a woman living with epilepsy, I always say, a seizure is a seizure, no matter where it is in the world. And with the US State Department, Richard Roberts, Gang-young Cho, Cheryl Harris, Veng Yumin, respectively from Japan, South Korea, Tunisia, and then you mean in Kazakhstan, and now Cheryl Harris is back here in the United States at the State Department working with me there. She is so awesome. So I'm bringing that up because everyone knows I partner with the U.S. State Department and so honored that they'll ask me to travel around the world to talk about employing people with disabilities, but I just want to point out without them I wouldn't be able to do that. So remember, they're doing a good thing, a very good thing. Hey, special shout out to Yoshiko Dart, my friend. Love you, Yoshiko. And a special thanks to our lead sponsor for the past 6 years, Highmark. You know my saying, right? You've heard me say it. Highmark sets the high mark. For other companies to follow. And wouldn't you know that we are so honored to have with us today the President and CEO of Highmark Health, David Holmberg. David, welcome to the show.

Thank you very much, Joyce Bender. It's an honor to be here.

Well, I love starting the year off with you. And, you know, you are a great leader. In America and really now impacting the world because not only are they hearing you, but people know what you're doing in the United States. And you are truly a champion for people with disabilities. As my listeners know, without employment, you are never ever free in the country you live in, no matter where you are. Can't get a car, can't get a house, can't live the American dream unless you have employment. And we'll We'll talk about that in more detail later, but for our listeners, let's talk a little bit about you, about your story, like where you grew up and, you know, what some, some of your key leadership roles before you came to become the president and CEO of the prestigious Highmark Health.

Well, Joyce, I appreciate you having me on. You know, from, for me, I grew up, I was born in Louisville, Kentucky, and then grew up in Columbus, Ohio. Here in the US. And, you know, and frankly, I'm very much an unconventional leader of a healthcare company. I started my career in fine jewelry, so I used to sell a lot of engagement rings and watches and things like that to people. And one of the things I found was during— while doing that was that if you can relate to people, if you can find common ground, then, you know, you can help them fulfill their needs and find what they're looking for and be successful at what you do. So I was very fortunate to be able to do that, and along the way, you know, I also led an optical company, so eyewear, where it was an incredible experience. I learned how important it is, you know, to have sight and/or to have access, you know, to different tools if you have low visibility, and, you know, ultimately ended up here at Highmark. I was very fortunate to get here and excited about the kind of work that we're doing.

With you. Whoever would think— I'll bet you didn't think when you were selling those engagement rings that you would become the CEO of this multi-billion dollar corporation.

Well, there's no question of that, Joyce Bender. I mean, I think when I was back selling jewelry, you know, it was very unique because those are moments— it's not something that you have to have, it's something that people want. And so helping, you know, folks buy engagement rings or get their wedding rings and get married was very exciting. But my mission today is a little different, and it's even more impactful in my opinion. And so having the opportunity to have an insurance company and a hospital system that is responsible and accountable for taking care of people is very humbling, and it's given me great opportunities to to be present when some amazing things have happened. And so, so I'm honored to have the opportunity.

I must tell all of our listeners that, you know, I've had— well, last week we had a movie star on. We've had senators, we've had NFL stars, we've had many disability rights leaders. But I want to tell you, you know, did you ever like hear someone speak— this has happened to me many times— a CEO at some event, they want to award and you're thinking, are they really like that? Or is this the person, if I go up to them and say, hi, my name is, and I'd like to meet you, that really it's sort of like that glaze? Okay, David Holmberg is not like that. He is truly so nice. I mean, he's so kind to everyone, and I mean everyone, because I have employees, people with disabilities, and they'll tell me I was at Highmark or I was somewhere and David Holmberg came over and asked me how I was doing. And he didn't know this, but I was petrified thinking it was David Holmberg. But that's how he is. He really is like that. And I think he probably was like this from a young person to now because, you know, just suddenly you know, become like that. And now here he is, largest health— one of the largest health insurers in the United States. And I would like you to share with our listeners more about Highmark. You know, I mean, they're going to be— many people are surprised how large Highmark has become. But David, if you could tell our listeners about Highmark, the size, the geographic location, you have all these lines of business. I know that everyone would be interested in hearing that.

So Joyce Bender, you know, Highmark is a $24 billion organization that not only does health insurance, you know, has 14 hospitals and over 3,000 physicians and has a front seat in how, you know, we're transforming healthcare not only here in the United States but across the world. And actually, Highmark operates on a global basis, you know, in a number of different ways through our different businesses. And so, you know, it's got a lot of flexibility and a lot of resources to be able to tackle some big ideas. And I appreciate the kind words about me, but my theory is pretty straightforward. You know, you meet the same people on the way up as you do on the way down, so you treat everybody with respect. And, you know, when you're in a city like Pittsburgh here in Pennsylvania, You know, and you walk into a restaurant, you know, literally half the people in that restaurant, there's a 50/50 shot that they're one of our customers, either, you know, through our insurance or through our health system and our physicians and clinicians. And so I just treat everybody with respect, and I would hope that they would do the same with me. But what I found is that's a successful strategy, which, you know, frankly leads me into why I truly believe in having an inclusive workforce, because what that does is make it makes the organization better. The more diverse we are, the more we know each other, the harder it is to be critical, the better the understanding becomes, and it makes the organization better at serving its own customers.

Yes, that is so true. And you were talking— you have 14— we have 14 hospitals, 3,000 doctors. And what about the different lines of business like HMHS, you know, Highmark Inc.? What all does Highmark have? Is there different lines of business?

Well, we're in, you know, we're in the health business primarily. So we're, you know, in addition to healthcare, we also have a dental company where, you know, we take care of literally millions of people and helping them facilitate getting their care for their, you know, for their oral care. And, you know, we have a stoplight loss reinsurance company that operates all throughout the United States. And then we also have a technology platform, you know, one which is one of the largest in the US healthcare industry where we're taking care of or doing the technology, the claims processing, you know, the approvals, etc., for literally, you know, well in excess of 11, 12 million people. And so it's pretty interesting. It's an exciting organization to be a part of. And it creates a lot of different opportunities for people with different skills. It's not just about, you know, who's out front. And in fact, most of our people work behind the scenes, and they're able to create value for our customers, for employers, and for the members that we serve in a variety of different ways. And so our whole strategy is to have a lot of flexibility, to have different tools that we can use. And then to understand what's important to each individual and then custom design, you know, the services that they want and need.

And wow, it is amazing to me how large Highmark is because I am one of the older people here that, yes, I remember when it was a small building in downtown Pittsburgh called Blue Cross of Western Pennsylvania. From that to where we are now is, is just unbelievable. And Highmark has done so many great things, but like all other companies throughout the world, has been involved with the worst pandemic we've ever faced, COVID, who then became the Delta variant and Omicron, because, you know, viruses mutate. That's what they do. I wanted to ask you, what has been the impact on Highmark and AHN, and also how have your healthcare employees dealt with this crisis?

Well, it's certainly been a challenging year for everybody across the globe, and we're very proud of our team members and what they've accomplished and done. You had talked about our size. Just to give you perspective, if we were a public company, we would be larger than Starbucks. Larger than a whole bunch of organizations, and that means we've got a lot of resources, but it also means sometimes it's challenging to move quickly and adapt in a rapid way. But what the pandemic did was became very clear that speed mattered in our ability to react, and we're very proud of the fact that our team members stepped up. They were very decisive. In their decision-making, and we were able to develop some of the latest treatments and techniques and therapies and get them to market so that we were hands-on with the patients and saving lives. And so the organization has really been impacted by all of the things that have happened, but most importantly, it gave us an opportunity to, you know, to live our words. You know, our mission is very clear that, you know, we're here to serve and serve the communities that trust us. And, you know, we believe that we were the last line of defense in the regions that we're in toward protecting people from this virus and this pandemic. And so that meant pivoting the entire organization and putting them laser-focused on first with the critical care that was necessary through our hospitals and our clinicians, And then second, by getting dollars and resources to shore up not only health clinics and other healthcare providers, EMS teams, emergency crews, helping keep them afloat in a financial crisis at the same time that we were dealing with the pandemic. And so I think it's made us a better organization. You know, we've learned to be more nimble. You know, we've learned that when you're in a crisis like this, you can't panic. You know, you've got to partner with others, and so in our case, you know, we led, you know, the efforts to get as many people vaccinated as possible, particularly in Western Pennsylvania. In fact, we vaccinated— or we delivered over 420,000 shots, and we did that by working with people like Dick's Sporting Goods, Erie Insurance, the Pittsburgh Pirates baseball team, people who could help us make that happen and who were willing to volunteer. And so we put together an all-volunteer army, and, you know, and our team stepped up, but it's come at a heavy price. I mean, our folks are 2 years into this, and many of them are exhausted. They've seen a lot of really difficult things, and, you know, and we continue to, you know, to work with them not only to protect their physical health but also their mental health. And so we're cautiously optimistic that the Omicron strain is starting to run its course here in the United States, but we know that there's more work to be done here and, you know, that we've got a lot of issues on a worldwide basis that we still have to be a part of.

Yes, it is, it is truly something none of us anticipated, but I know Highmark has done a lot for the marginalized and those left out and reached out to the communities of all minority groups to make sure they were included, which includes people with disabilities. And David, I'm so thankful that you have stood by that because if not, you know, people would have been left out. So thank you.

Well, Joyce Bender, I was going to say 17% of the vaccinations that we've done have gone to, you know, people in underserved communities, people, you know, minority patients, people with disabilities, and we're very proud of the fact that when, you know, when we launched the mass vaccination events, not only did they run smoothly, but they were designed to have a rapid flow for those with disabilities because we understood, you know, there were people with autism who were very uncomfortable in the crowds. There were people who had physical disabilities that had a hard time, you know, walking, and, you know, we created special ramps and runways to be able to make sure that they were taken care of on an equal basis along with everybody else.

Yes, and that's what I love about Highmark right there. And with that, we have a caller on the line. Mark Boxer, are you there?

I'm here, Joyce. Hello, Joyce. Hello, David.

Hi, Mark. Hello, Mark. And before Mark get started. I— Mark is a wonderful person. He is presently EVP and Chief Operating Officer of the University of Hartford, but before that he was the group president of a large division of Cigna, uh, and worked for— here's how long I've known him. I've known him since he worked at Wellpoint before they went back to being called Anthem. And before he comments to you, David, see all those places he's been? No matter where he went, he would call me and say, Joyce, I want to hire people with disabilities, which makes him just a true champion. So, Mark, thank you for calling. What did you want to say?

Yeah, so again, thank you very much, Joyce. You're very kind. You are hero. You are making a difference in so many people's lives every single day. The show, you know, is amazing. It spotlights the important work taking place in advancing employment of those with disabilities, and it shows us what can be done, you know, one job at a time, one person at a time. So it is my absolute pleasure to call in today. I knew when I saw your guest today that I just had to dial in. And to that point, you know, I personally wanted to take a moment and thank David for everything he does and for the tremendous leadership that he represents and what Highmark as a firm is doing every single day, every single day making a difference in people's lives. So congratulations, David, on this very well-deserved recognition you're receiving on behalf of all the important work that you do. As Joyce Bender, I've spent my entire career in healthcare and it's clear David is recognized as unique in his ability to build bridges, with clinicians and with delivery systems to drive change into the system and champion people's lives for the better, whether that be with organizations like AHIP or the Blue Cross and Blue Shield Association or with Highmark itself, or most importantly, with Bender Consulting. David, I have followed your career and you have been the champion for transforming our healthcare in this country for the better. You really have. And you've been an inspiration. Administration around the work you're leading beyond the innovation and transformation of healthcare, beyond the leadership you've shown during this COVID crisis, it's been unmatched and it's been noticed and appreciated. You are personally changing how healthcare is delivered in this country because at the end of the day, you remind us healthcare is all about people. And it's clear you do the right thing for your customers, you do the right thing for your employees, and you are building a unique and a new and innovative model of healthcare for this country, and people are watching. And I would say lastly and most importantly, even in light of the COVID challenges, you continue to be, I would say, the North Star around the employment of those with disabilities. You put in place a 30/30 program that I listened to and watched carefully, and it showed the difference that one leader can make. And we know we advance employment, we also bring healthcare benefits into the mix for those that really truly need that access to care. You've continued to demonstrate that employment brings with it freedom, real choice and real freedom for people who have, I think, traditionally been marginalized in the employment space. But I think it's important also for everyone to know that in the Highmark values, if you go and you read the Highmark values, the first item, Joyce, the very first item is that people matter. And that's what David is all about. It's about making sure that we're respecting individual differences while all the time focusing on the power of the collective whole. And that is what Highmark is about, and that is what people admire about David and the leadership at Highmark and the organization that Highmark is. So what can I say? A deep admiration for what you have done. I have complete gratitude for the impact that it's had, and I thank you for making a real difference in the disability community. You know, Joyce Bender, our friend Tony Coelho reminds us every single day it starts and ends with meaningful employment. That's what it is about. And David, you've shown what a champion can accomplish. So Joyce, I come back to something that we all think about. As we know, the entire Kennedy family has been the epitome of champions of those with disabilities in every single way, whether it's with Best Buddies or the Special Olympics or with the innovative employment programs that they've helped advance as well. And I come back to a quote from a leader that we admire. John Kennedy said, "One person can make a difference and everyone should try." And David, you not only tried, you did it, you accomplished it. We thank you, we congratulate you, we appreciate you. It's an honor to be able to call in and recognize what I think is the best that the healthcare industry brings to this nation. So again, thank you, David. It's my honor to call in today.

Well, thank you. I sincerely appreciate everything you said. I only wish my mom was still here to be able to hear that because she would chuckle and say, "Yeah, but he still didn't pick up his clothes when he was a kid." So there you go.

But I have no doubt she would be immensely proud.

Yeah, I mean, you know, one of the things I was taught and I believe very strongly is that you have to lead by example. And, you know, and that to your point, all it takes is one person, you know, going out of their way, maybe doing something different than everybody else did to have an impact. And, you know, the 30 for 30 program you talked about, you know, to mark the 30th anniversary of the Americans with Disabilities Act was really pretty simple. Joyce Bender and I had breakfast. And I said to her, we've got to do more. And she said, yes, you need to do more. And so what we agreed was that in the middle of the pandemic, we would hire at least 30 more people with disabilities. And, you know, and it's— the good news is we did it. The better news is that every single position, these were hand-ups, not handouts. So, you know, these were opportunities for people who wanted them and were willing and able. And, you know, and they've been phenomenally successful. And it continues our tradition of partnering with, you know, with Bender and her team on, you know, on bringing people in the workforce. There are things that you got to do. I mean, it's hard. I mean, you know, there are some situations where you've got to educate our, you know, our own people, you know, within the organization that we're— as we bring people on. And there are tools that we have to sometimes take advantage of. You know, it works. We've been super successful with it. And again, our goal is to not say we're better than somebody else. Our goal is to say, hey, let us show you a way you can get this done in your organization if you believe. And oh, by the way, it'll be great for your customers. It'll be great for your team members. Our employees and team members really get a lot out of having a diverse workforce. When it comes to folks with disabilities, they've embraced them wholeheartedly. And so, you know, it's just normal. And, you know, and that's what we're trying to achieve is, you know, to give people purpose, give them economic opportunities so that they can, you know, live on their own or stand on their own. And that, you know, that also to get the advantage of their skills in helping us run our business.

And Mark, if I may say, I can't think of anyone that could add as much to the University of Hartford as you. And that even as recently as just today, I'm sending him an email saying, yes, I'd be happy to talk to this other organization where it— one of the people that reported to him is now the top person in technology there. David, I'm telling you, he has never stopped no matter where he was. Mark, I will never forget that.

Well, thank you, Joyce Bender. We still have more work to do.

All right, Mark, thank you for calling in. What a great person he is. That was really nice. That was very nice.

That was very kind. That was very kind of him.

Yeah, that was. That was very nice. Everything you said is true. I know, I tell Highmark, I'll tell all of them, David or Deb Rice or Larry Klyman or Karen Hampt, no matter who it is, Cindy Hundorfeen, I'll say, you know what, you are setting like the national example. And sometimes I'm thinking, do they really think like this is— that I may be exaggerating this? Well, I'm not, and I'm glad that you get to see that, David, although I know you know. I would not ever exaggerate that. I can't, because you know what he left out, everyone? Yeah, they did the Highmark 30/30, but then the 31/31, and this year the 32/32. So, and I'm not meaning that's all they will hire. I mean, they, you know, I'm not meaning that. I'm meaning They said it, tied it to the Americans with Disabilities Act, and it has not stopped. So don't think this was just this one-time thing they did. Oh, look at us, we're, we're honoring the ADA. No, it has continued, which is why David will be receiving the CEO Corporate Champion Award by the American Association of People with Disabilities. This is a very prestigious award and it is so deserving. Because as I've said before, and many of my friends who are leaders in the disability community say, yeah, they're getting this award. Here's the question: do they really hire people? Because like, that's where the rubber meets the road. And yes, Highmark hires people with disabilities. And I have to ask you, David, I wish all companies were like this, but they're not. So in your case, why are you so dedicated? Uh, you have partnered with Bender Well, Highmark was behind starting Bender. They supported me from the beginning. They were my partner from the beginning 26 years ago. But why are you so dedicated to this? Because I know you talk about it all the time to your leadership. Like, why are you so dedicated to the inclusion of people with disabilities? As I said, I wish everyone was, but they're not. So why is that so unique with Hy-Mark?

Well, I think there's a couple of things, Joyce Bender. I mean, first of all, you know, as you know, you know, the challenges in hiring people in the workforce today are extraordinary. And every time you watch the news in the evenings, they're talking about, you know, the people shortages and the need for, you know, for folks in different roles. We figured out, you know, that when you're competing intensely for talent, you know, that having a diverse workforce and having folks with disabilities in our workforce really, you know, adds value. You know, it gives us access to talent and, you know, and these folks are incredibly loyal. They do great work and they appreciate the opportunity that they've been given. And so, you know, we found that it's part of our DNA. We do a lot of business with both federal governments and state governments, you know, Medicare Advantage, Medicaid businesses. And more and more they're asking as part of, you know, the bid processes, you know, what is your position and can you prove you know, that you are more than just talk when it comes to people with disability. And so that's another reason why we do it. And, you know, again, our customers are expecting a much more diverse workforce than what they have in the past. And so what we believe is that it's the right thing to do, Joyce Bender. And, you know, and that comes from just how we all feel here. I mean, 25 years ago, you know, the folks who were leading this organization made a purposeful decision to to employ people with disabilities and to be flexible and try to figure it out. And I'm just building on the tradition that was already here. You know, and what that does is gives us access to highly talented people who are highly motivated and, you know, and who can help us serve our customers. And then the what's in it for, you know, for everybody else is it's making the rest of our people better.— when you see people with disabilities in the cafeteria in our buildings and you see them in the hallways and everybody is working together and it's not unique, it's normal, that's when you know you've succeeded. And what that does is makes all of our people better.

Yes, one thing that you talked about that I wanted to mention is there is this great labor shortage, this untapped labor shortage. And there's also the problem with retention. And yet, Highmark, again, with them, it's always about business, not pity. Business. Mick Malek is one of the presidents at Highmark over their whole technology solutions area and the for-profit area. And he said, Joyce Bender, keep sending me people. I'll hire as many people as you have because we need good people. Now, notice he did not say just send them. We need good people. And that is because the people with disabilities have had the greatest retention of any group. Any group, period. They— the other day we had an opening, uh, and it was from someone with quadriplegia that we placed, uh, like probably 15 years ago. So, you know, I don't know why other people don't see that, but I just want to tell you, Highmark is hiring people as project managers, uh, healthcare positions, procurement, all areas. But we just need more people like that that realize, wow, this is a good decision that I'm making. And with that, we have two callers on the line. First, Tony Cuéllar, are you on the line?

Yes, I am, Joyce Bender. And David, it's nice to be on the call with you.

Thank you. Same here, Tony. Nice to hear from you.

Well, and I would say that one of the things I picked up from this bit of the conversation I got on about 5 minutes ago is that in your voice and statements you've made, there is no stigma. The thing that I talk about all the time is stigma, that people immediately think because I may have seizures or somebody is in a chair, that they immediately assume that I can't do something, as opposed to saying, let's find out what you can do. And your attitude is the right attitude, and Joyce Bender and I have talked about, hi, Martin, which you folks have done over the years. But you've created the opportunity for thousands of us to be hired by your example, and not only in doing it with IMART, but by your example to other companies of what you've done. And that's why I'm excited that you're getting this award from AAPD, because IMART and you totally deserve this. And so I'm excited. About that. And I think your personal goals, but the way you personally approach this issue is so positive because you think about the job and making sure that somebody with a disability has the opportunity to get the job, as opposed to saying, well, I need to hire somebody who has X, and let's see if we can fit them in someplace. You do it the other way around, which is I think what our community needs, and there are not a lot of people who think that way. So I love you for it, and I appreciate it.

Well, thank you, Tony. I mean, when I think about it, it's exactly the way you described, and what's clear is we had to learn how to do this the right way. Bender Consulting was instrumental in helping us understand how to onboard people and make sure that they're successful. And at the same time, we had to have champions like Mick Malick and others in our organization that Joyce described. And what we found is there's a simple DNA that comes together and makes it a win for everybody involved. But you have to go into it with the idea of building for success and for sustainability. And that's what, you know, we're most proud of is that we're 25 years into this and we have people who have been here since the beginning.

Yeah, that's exciting. And for our community, we appreciate that because, as Joyce Bender points out, there are not a lot of companies that do that. More and more are starting to come that way because they're realizing in this situation with a tight labor market that you have people in our community who not only have the qualities to do a job but become very loyal because it is their— most cases, their first job. And they're very loyal, and they're there on time, go through hell to get there on time, and so forth., but they stay around and become very productive. So, it's starting to happen in a very positive way, and I just appreciate all that you've done to make it happen.

Thank you, Tony. I appreciate it as well. You've led the way.

Yes, you have. The Americans with Disabilities Act, you have definitely led the way. I always tell him, David, I've known Tony since 1996, and I always tell him, Uh, he's my mentor and I'm his tour mentor. So that's true.

Thank you.

Thank you, Tony, for calling in.

No problem, Joyce. Thank you, David.

Appreciate it.

Thank you.

Well, we have another caller on the line. Susan, are you on the line?

I am. Hello, Joyce and David, how are you?

Good, Susan, thank you very much for asking.

This is Susan Deagleman. Susan is with AT&T, but she is the chair of the board of the American Association of People with Disabilities, and we're so lucky to have Susan.

Thank you, Joyce. That is really kind. Um, I just want to congratulate you, David, on accepting the Corporate Leadership Award on behalf of Highmark. Um, it's, uh, It's an honor, you know, for us to give it to you is an honor. And just to be able to learn more about Highmark's work in this area of employment and be able to kind of spread that word. I think it's also really important that Highmark is in an industry that is very important to the community. Healthcare is very important to the community and to be able to understand and maybe perhaps work in the industry for our community is, I think, a good matchup. I think that's a really good opportunity. Yeah, I think what Highmark has been doing for 25 years, as I heard you just say, which is an incredible track record of employing people with disabilities and considering how to include people with disabilities in your corporate culture and in your workforce. There are so many companies, you know, we've had our journey here at AT&T. There's so many larger corporations that are still sort of trying to figure this out. They'd like to have more people with disabilities in the workforce and in the corporate culture, not quite sure where to start or how to onboard and some of the more important things. And so in addition to having, you know, vendor consulting and some other resources like that, AAPD is also a co-founder of the DEI, the Disability Equality Index. And so that's a way that companies can come to disability in, or APD and say, hey, here's some things I'm doing. Can you tell me how I'm doing? But, you know, I think, you know, to say this is a corporate leadership award, I mean, I almost feel like it's an understatement, right? Highmark has been doing this and under your leadership has been employing people with disabilities for many years. And it's just a great, it's a great example. It's a bit of a case study. And I think it's just a great leadership, you know, leadership that you've offered to our community. So thank you very much and congratulations. I'm glad we have the opportunity to honor you and your work.

Well, thank you, Susan. I mean, again, I want to make it clear, this is team ball. We're very fortunate that as an organization, our entire organization has embraced this initiative and, you know, and it's become a way of life for the team. You know, one of the most humbling— we get as much out of this as maybe the folks who join us. You know, one of the things that was incredibly humbling for me was I was at an event here in the community and a young man walked up to me and introduced himself and he said he was going to college and, you know, and he just wanted to take a moment and thank me. And I looked at him and I said, "Why?" And he pointed across the room and he said, "The gentleman in the wheelchair is my dad." And I recognized him as somebody who worked for Highmark and had come through the Bender program And, you know, and I looked back at the young man and he said, "Because of the fact that my father had an opportunity at Highmark and had a job that he could be successful in and take care of our family, I am now going to college." And he said, "I just want you to understand the difference it made." He smiled, shook my hand, and walked off. And that was incredibly humbling and it's a reflection of the entire organization. In what we believe in and what we stand for.

Yeah, that is a touching story, right? I mean, that makes it worth continuing to figure out new ways to employ more people. And as you said, it is a— it takes a village, right? It's a company-wide effort to understand inclusion and specifically this aspect of inclusion and accessibility. And that sometimes it's something as simple as a screen reader or texting on a cell phone to be able to communicate with someone that's deaf. There's some very basic technologies that really do provide accessibility to the workforce for many people with disabilities. But having that, as I said earlier, we had our journey here at AT&T really figuring out how to work with employees with disabilities. There are employees probably in the workforce that haven't identified yet that we'd like to know, like, hey, How can we help you do your job better? But the corporate culture has to get there. And I think Highmark is a great example of putting in the time, putting in the effort, having the conversations. You know, it's a lot of work. It's a lot of work. So again, just really pleased to be able to honor Highmark's work in this regard.

Well, thank you very much. I mean, I will say whether it's AT&T or Highmark, it is replicatable. I mean, this is doable in other organizations around the world. It doesn't— this isn't something that in my mind is impossible to achieve. In fact, if we can, you know, we can share the tools that we use or the things that we do, just like what you were referring to, we're more than glad to do that because, you know, that is part of the mission as far as we're concerned is to lead by example and show people that there's a way to get this done and that it's successful for everybody involved.

That is great. Super. So I look forward to seeing you. We have our gala April 28th, our virtual program. So I'm sure I'll see you virtually somehow, and hopefully see you in person later this year, you know, just again to check in and hand you this award, and then really get an opportunity for you to maybe, as you said, it is replicatable. It can be done, and we have a whole, you know, roundtable group of corporations that we work with that are interested in finding out, you know, how is Highmark and other companies successful in this way. So I think there's a good opportunity to be able to talk more about some of that.

Thank you.

Thank you.

Thanks, Susan. Thank you for calling.

All right. Talk to you later.

Bye. Okay, and that will be great. Uh, David is going to be recognized at the AAPD gala virtually, but then he is going to go to D.C. and receive this award, uh, in person, and it will be at that leadership roundtable. So that is a great thing because, uh, these are big corporations asking questions and Now they have a CEO they can ask those questions to. And I want to, before we go any further, I do want to mention one thing. Highmark generously contributed to the Mary Brocker Mental Health Initiative, to the Bender Leadership Academy shortly after Mary passed away, which was devastating to all of us at Bender and to all of her friends and the disability community and friends internationally that she made when she traveled with me. And I just want to say that Highmark and AHN so quickly wanted to support that initiative. And I mean immediately, which I will not ever forget that. I mean, I will never forget that. And David, thank you. You have built a great leadership team. I remember years ago when you told me once that you believe in leaders, not managers. And I just want you to know almost every person called me to offer their support. And then, as I said, you generously contributed to the Bender Leadership Academy. But so that everyone can understand this better, what did you mean when you said you believe in leaders, not managers? And is it not amazing? The leaders at this company are absolutely amazing. So, David, what's your comment about that?

Leaders are looking ahead. They're, you know, they're trying to figure out where we're going. And thinking 3 moves ahead about similar to playing chess. I mean, you want to think 3 moves ahead, not just what's in front of you and not what somebody has told you to do, but what you see and feel. And leaders are people who collaborate. They work with others. They understand that not everybody is going to be like them, that they need partners when they're working on solutions for big things. And, you know, I'm a believer that if you surround yourself with leaders, people who understand the mission, who understand, you know, that they're expected to think and still achieve the mission, that you're going to be far better off. And, you know, whenever I'm with one person and we're working on an issue, I figure I got a 50/50 shot that they've got a better idea than mine. So my whole approach is to encourage them to put ideas on the table and to take risks that are calculated so that, you know, we achieve what we need to achieve, but we do it in the right ways. And we inspire people and we develop people who are thinking ahead.

Well, you've done a great job with that. And I want to thank you again for supporting the Mary Brocker Mental Health Initiative. That means so much, so thank you.

Well, there's been a lot of loss in the last 2 years, Joyce, and when it's unexpected like with Mary and, you know, with many of the people that have— that are gone in the last few years, you know, it breaks your heart, and especially when, you know, an individual like Mary who was contributing so much, you know, but we all have to move forward. And, you know, our objective was to honor and show respect and at the same time do good. And so by investing in the mental health initiative, doing the other things that you're doing, you know, with the money that was raised, that's moving forward. That's making the world a better place and that's truly honoring her memory.

Yes, that is right, because if we don't move forward, we can't help. Those students with disabilities that need help. But as I always say, what a great partner. Well, you know, I have to tell you before we end the show today that Highmark— now, Highmark could be— well, I am working on a book, but Highmark seems to have the best stories. First, we have the employee Jamie with difficulty speaking. Significantly disabled, uses a power wheelchair, and what happens? The wheelchair stops working on his way to work at Highmark, where he's a technology professional. What's he do? He calls the Pittsburgh police to get an ambulance and goes back to work on a stretcher because he didn't want to miss work. Now I have an employee CJ, who works in technology at Highmark remotely, that gets hit by— who has cerebral palsy, uses a wheelchair. He gets hit by a car. Thank God he was okay. Wheelchair damaged and, you know, went to the hospital, has broken ribs and other bruises. And what does he do? He calls us and says, "Thank God I only missed one day." at Highmark. David, you have the best stories at Highmark.

Well, we're very fortunate that we've got some of the best people in the country, and Jamie and CJ certainly have exhibited that. You know, I have the privilege of knowing Jamie, and you know, don't tell anyone, but we both really like the Dallas Cowboys. We just don't tell anybody I don't tell anybody that, you know, but, you know, I do know him, and, you know, he's dedicated and has done a terrific job for us, and the same for CJ. I mean, the folks that he works for are just so proud of him, but it's humbling when you think about, you know, that kind of a commitment. That just tells you how important their jobs are and purpose is to them, and as you think about the last 2 years where we've had to pivot. You know, the majority of people have worked from home or worked remotely, and certainly our clinicians have not had that opportunity, but there are many people who have. And, you know, neither Jamie or CJ have missed a beat. They've done a terrific job and been able to adapt to a virtual environment. And in some cases, you know, the new world of how people work, you know, folks with disabilities can, you know, can have an advantage in that world because some of the transportation things like you described are less of an issue. But the flip side of it is we want smart people who can do quality work and who care. And when you have people like these guys who show up and feel that way, I mean, it's extraordinary. And we're glad CJ was okay. And we're glad Jamie got here, and we're glad the Pittsburgh emergency services people decided to help him out and get him here. But, you know, that's rewarding, you know, trying to help people who are helping themselves. And that's what this is all about.

Yes. And, you know, I tell people, David, often people forget just how incredibly lucky and blessed they are to have a job because there are millions of people that do not. And this is an example. I tell people, no, people with disabilities are not superheroes. People with disabilities were left out. And if you're left out and always left out, and you know, when you say to someone, what's your name? You know, Joyce Bender. Next question, what do you do? And when you don't have a what do you do answer, It, you know, takes away your pride and your dignity. So when you give someone a chance, they're going to hold on to that. And that's exactly what happened with CJ and Jamie and all the others that we have placed that are now working at Highmark. But I think it makes a statement about why you should hire people with disabilities. Would you agree with that?

Totally. My father used to say activity is life and stagnation is death. And, you know, when people have purpose, when they have roles like what Jamie and CJ have, they go home at the end of the day and they have the same problems as everybody else. I mean, they're tired and they're exhausted and maybe they, you know, maybe their spouse and they disagree on what's going to be for dinner. You know, that's just like everybody else. And that's good. That's a good thing because, you know, they've got an opportunity. They're being productive. They have self-worth. They feel good about what they're doing. And it's no different than anybody else. I mean, you know, you got to— they've got to have a role that they lean into and they want to be a part of. And, you know, our best people are the ones who wake up in the morning and say, gee, I really look forward to going to work. And not every day. I mean, nobody does that every day. But when they lean in like that, that's how you have an impact on others. And what I think Jamie and CJ both understand is they're in the business of helping people live their best lives. You know, they're in a business here at Highmark where they help people that are sick get the care they need, and they help families make their healthcare affordable so that that when they do need something that it's there for them. They have the insurance they need and they have the services that they need. And so that's pretty powerful and I think both of them understand that and that's why it's such a positive thing.

Yes. So David, before we end the show, I wanted to ask you, wow, I mean you are such a wonderful person and so passionate and such a leader that serves. The question is, who is your role model, or is your role model?

Oh my gosh. I mean, I've been fortunate that I've had several role models or mentors along the way, you know, who have taught me. I would say, you know, I mean, my father-in-law has taught me how to be a professional and also, you know, have high standards. And high integrity. And, you know, there are a number of people who I've worked with who have given me an opportunity or given me a stern conversation when I needed it. And, you know, and they've made me better. And so that's what I try to do is to give back. So I can't say there's one specific person. I think there's been different people at different points in my career who have handed me off to the next person and, you know, helped me become a better leader. And hopefully a better human.

Well, they did a good job. They did. And, uh, on behalf of the whole disability community listening to the show, thank you, uh, for never letting us down. Thank you for holding that torch. I really mean it when I say that. And we end every show with a quote from a someone that has made a difference in history. That quote today is, "People with disabilities need a hand up, not a handout," said David Holmberg. This is Joyce Bender, America's Voice, where disability matters, at voiceamerica.com. Tell everyone about this show with David. You can hear it on demand. And remember, choose joy.

Voice America would like to thank you for tuning in. Please join us next Tuesday at 11 AM Pacific time and 2 PM Eastern time for another installment of Disability Matters right here on the Voice America Variety Channel. We are the leader in live Live Internet Talk Radio. VoiceAmerica.com.