Starkloff Disability Institute

“NO REVIEW IS CONDUCTED”

“The organization's governing documents, conflict of interest policy, and financial statements are available to the public upon request. Form 990 part vi sect. B line 15(a)and (b) salaries are reviewed annually by the board of directors.”

“To create a world that welcomes all people with disabilities by empowering them, by influencing the non-disabled, by serving as liaison between the two groups, and by working towrd a goal of economic independence through employment.”

“Now serves an expanded audience with a wider range of instruction. Traditional 8-12-week class for college graduates: the participation of many partners allows us to offer one of the best job-preparation classes available anywhere. Hr professionals from major corporations teach students about applications, resumes, and interviews. Other experts talk about issues specific to disability. Summer boot camp: sdi now offers this five-day, thirty-hour, boot camp, where participants learned critical job-search skills, gained confidence, and networked with recruiters. Boot-campers also learned "if, when, and how" to disclose a disability. Professional connectors: a component of the academy, this program links professionals from the region with job seekers with disabilities to share industry knowledge, job-seeking advice, and help expanding their network. Since the inception of our employment program, 140 job candidates have received services in our classes or through individual career coaching. Eighty percent of our graduates go on to find and keep jobs. Starkloff disability consultants: in 2014, a team of students from the taylor community consulting program at washington university's olin school of business worked with us to optimize our services to corporations and increase opportunities to raise revenue. The team recommended rebranding corporate training as consulting services, designed to accelerate corporate success by creating an inclusive culture. They advised that we develop an array of tools for businesses and implement a pricing strategy and a marketing plan. In response, we created starkloff disability consultants, which is prepared to provide a disability awareness e-learning module, a three-hour interactive workshop, a management coaching seminar, and a program on issue resolution. We also offer simulated experiences and demonstrate adaptive technology. These training options respond to a need in the marketplace as corporations seek to diversify their workforces by adding people with disabilities and find that they don't know how. Because all of our trainers are disabled, we are able to increase the comfort-level of program participants by providing direct experience with people with disabilities. Starkloff disability consultants is expected to generate revenue to support not-for-profit services, including those available to job candidates through the starkloff career academy. Because corporate education is so critical to our success, we continue to complement the contractual work of starkloff disability consultants with community workshops, like our annual workability summit, offered this year in partnership with the human resources management association of greater st. Louis, the national technical institute for the deaf, and filament. In 2016, 60 hr professionals from 30 businesses or organizations learned about disability in the workplace and best practices for employers. Our director of community outreach is also a fixture at job fairs and corporate diversity events to make it clear that people with disabilities represent a significant labor pool. Sdi is working with nine of the region's largest employers, opening up the employment market and enlisting partners for our educational programs. These include centene corporation, enterprise holdings, enterprise bank & trust, nestl purina, and wells fargo advisors. Sdi has educated over 550 human resource professionals through workshops, tours, and seminars. The disability studies initiative: the disability studies program, designed at sdi, has been a part of the rehabilitation services curriculum at maryville university for ten years. The courses, taught by a member of the sdi staff who has a significant disability, are now available as electives for students in any field. Those who enroll are exposed to sdi's view of disability as a fact to be recognized and not a problem to be solved. Over the years, several hundred students-our foot soldiers-have entered employment set”

“Bank fees 9 1 2 charitable contribution 94 7 24 colloquia, conferences, event 8,756 609 2,177 contract administrative 11,659 811 2,898 dues and subscriptions 4,455 310 1,108 entertainment 2,399 167 596 equipment 2,729 190 679 equipment repair & maintenanc 947 66 235 fees-paypal:sdi pay pal fees 1,321 92 329 insurance - other 2,281 159 567 interpreter fees 15,196 1,058 3,778 miscellaneous expenses 496 34 123 occupancy rent 54,343 3,782 13,510 office supplies 3,728 259 927 operational leadership 60,192 4,189 14,964 parking 5,724 398 1,423 payroll processing 1,658 115 412 postage 3,530 246 878 printing 11,051 769 2,747 professional fees 65,182 4,537 16,205 taxes - payroll 18,153 1,264 4,513 telephone 1,739 121 432 travel-local 5,417 377 1,347 travel-non local 2,617 182 651 website 715 50 178 workers compensation insura 1,494 104 371 total 285,885 19,897 71,074”