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TyKiah Wright

TyKiah Wright

TyKiah Wright, Founder/CEO of WrightChoice, Inc., is a thought leader, trail blazer and advocate who is committed to diversity and developing the next generation workforce through internship placement and professional development training. TyKiah consults with companies nationally on “disability-inclusive” diversity strategies and recently released the Inaugural Edition of DiversAbility Ohio Publications – Celebrating the Leadership and Accomplishments of Professionals with Disabilities. She travels nationally educating, motivating and inspiring audiences from corporate to non-profit. TyKiah frequently speaks on college campuses. For more than ten years TyKiah has been at the helm of one of the nation’s top non-profit organizations in the area of internships for minorities and people with disabilities. Ms. Wright holds two degrees from Wright State University--a Human Resources Management and a Masters in Business Administration. She understands the needs of businesses and students alike, and has committed her organization to recruiting, developing and linking the members of tomorrow’s workforce to today’s opportunities.

The S.O.A.R.hire! 2014 Summer Internship Program Application opens April 30, 2014, deadline to apply is May 18th. Remember space is limited. Select WrightChoice as your service provider. Click here to learn more on how to apply

  • IMPORTANT INFORMATION – Please have the following information available when you apply:

    ~ EMAIL ADDRESS – this email account will be the primary way we communicate with you. If you do not have a personal email address or need help setting one up, please visit: SOCIAL SECURITY NUMBER – is required to participate in the program. If you don’t have one, please visit the Social Security Administration website at:


    ~ UNDER 18 – you will need a parent available to verify that you have their permission to complete the application. Those ages 14 and 15 will also need to contact their school district for directions on how to get a work permit. For more information on minor labor laws visit:

    ~ TIME – this application may require up to 15 minutes to complete. Please have all of your information available before proceeding. Unless you submit your application – all information entered will be lost.

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WrightChoice Puts the Future of Our Youth First


(Columbus, OH January 8, 2014) WrightChoice Inc. has launched its "Future1st and Career Access Program" designed to help income eligible youth ages 17 to 21 get back into school or on track toward a career. Open enrollment began January. 6.


Our participants may choose to get a GED, get a certification in warehouse logistics, Information Technology, customer service or enroll in college. Participants may receive cash incentives for earning a GED and certifications. Tutoring is available for those who need it. Participants who choose to get their certification then become eligible for paid employment upon successful completion.


Mark Hampton, Director of Training and Development for WrightChoice is excited about changing lives through Future1st by moving people from 'tired to hired'.  "We've got phenomenal opportunities for young people this year to totally change their lives.  Our training and development program is Top Notch," Hampton said.  "We simply get people ready to work and be successful!  We're especially excited because we have business partnerships that are waiting for our young people. We'll provide financial incentives to them while we prepare them for their new careers! 


Interested youth and young adults may complete the on-line pre-registration form at Click the "Future1st' logo to get started. If there are questions please contact the office at 614-802-2364.


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Final Rule: 

Section 503 of the Rehabilitation Act

OFCCP Final Rule to Improve Job Opportunities for Individuals with Disabilities

On August 27, 2013, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs announced a Final Rule that makes changes to the regulations implementing Section 503 of the Rehabilitation Act of 1973, as amended (Section 503) at 41 CFR Part 60-741. Section 503 prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities (IWDs), and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals. The Final Rule strengthens the affirmative action provisions of the regulations to aid contractors in their efforts to recruit and hire IWDs, and improve job opportunities for individuals with disabilities. The Final Rule also makes changes to the nondiscrimination provisions of the regulations to bring them into compliance with the ADA Amendments Act of 2008.

The Final Rule was published in the Federal Register on September 24, 2013, and becomes effective on March 24, 2014. However, current contractors with a written affirmative action program (AAP) already in place on the effective date have additional time to come into compliance with the AAP requirements. The compliance structure seeks to provide contractors the opportunity to maintain their current AAP cycle.

Highlights of the Final Rule:

  • Utilization goal: The Final Rule establishes a nationwide 7% utilization goal for qualified IWDs. Contractors will apply the goal to each of their job groups, or to their entire workforce if the contractor has 100 or fewer employees. Contractors must conduct an annual utilization analysis and assessment of problem areas, and establish specific action-oriented programs to address any identified problems.
  • Data collection: The Final Rule requires that contractors document and update annually several quantitative comparisons for the number of IWDs who apply for jobs and the number of IWDs they hire. Having this data will assist contractors in measuring the effectiveness of their outreach and recruitment efforts. The data must be maintained for three years to be used to spot trends.
  • Invitation to Self-Identify: The Final Rule requires that contractors invite applicants to self-identify as IWDs at both the pre-offer and post-offer phases of the application process, using language prescribed by OFCCP. The Final Rule also requires that contractors invite their employees to self-identify as IWDs every five years, using the prescribed language. This language will be posted on the OFCCP website (coming soon).
  • Incorporation of the EO Clause: The Final Rule requires that specific language be used when incorporating the equal opportunity clause into a subcontract by reference. The mandated language, though brief, will alert subcontractors to their responsibilities as Federal contractors.
  • Records Access: The Final Rule clarifies that contractors must allow OFCCP to review documents related to a compliance check or focused review, either on-site or off-site, at OFCCP’s option. In addition, the Final Rule requires contractors, upon request, to inform OFCCP of all formats in which it maintains its records and provide them to OFCCP in whichever of those formats OFCCP requests.
  • ADAAA: The Final Rule implements changes necessitated by the passage of the ADA Amendments Act (ADAAA) of 2008 by revising the definition of "disability" and certain nondiscrimination provisions of the implementing regulations.


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DETROIT -- Recent college graduates are seeing better job prospects as they enter the labor market, although it's less encouraging for those who hold MBAs and other advanced degrees, according to an annual national survey of employers conducted by Michigan State University.


This year's Recruiting Trends report, being released Wednesday, shows an almost 10% increase in the number of employers planning to hire college graduates with a bachelor's degree. It also found a 2% increase in hiring plans for all areas, said Phil Gardner, the director of MSU's Collegiate Employment Research Institute.

"This is the fourth year in a row we've seen an overall expansion of labor market," he said. "We're inching our way back to where we were in 2007. We're beginning to get some momentum."

The report surveyed thousands of employers across the U.S. to ask about their hiring plans for the coming year.

The Central Midwest — which includes Michigan, Ohio, Illinois and Indiana — shows 1% growth in bachelor's degree hires, but falls to a 2% decrease overall. The Mountain West leads the nation, with a 1% increase overall and a 5% growth in bachelor's degrees.

Dragging down the overall number is a lack of hiring plans for those with MBAs and other advanced degrees, which is related to softness in the financial services market, Gardner said.

"The market for new MBAs has been hit hard," the report said. "Since January, finance institutions have been shedding jobs by the thousands and curtailing hiring targets for new graduates. The total contraction in the market for new MBAs will approach 25%."

The report found strong demand for accounting, marketing, computer science, engineering, human resources and public relations.

MSU senior Shannon Gillespie, 21, already has a job lined up at Target's headquarters in Minneapolis when she graduates in May.

The apparel and textile design major, who had an internship at the headquarters last summer, will be in charge of coordinating some inventory to stores when she starts her full-time job in August.

Her secret to success? "Network, network, network," she said. "You have to put yourself out there and talk to people."

The report calls the increase in hiring steady but said it could be better and notes that financial services — which led recovery in the college labor market for the last two years — deeply retrenched this year. Without that sector in the calculations, the market for new bachelor's degrees would see double-digit gains, according to the report.

"The bachelor's labor market continues to improve — that's the good news throughout the regions," the report said. "The rate of growth, however, remains modest. We need hiring to gain traction and pull forward strongly. At present, none of the regions appear poised to lead the way."

Gardner also sounded a note of caution, saying it appears some of the jobs might dry up as the year goes on.

"Students have to be engaged in the market early," he said.

That's what Gillespie did.

"I think it's the first time in four years I've been able to relax and enjoy being here at school," she said.

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For years employers have been working to better understand how to hire, train and employ young workers known as Generation Y.


But just when they thought they may be making some headway in understanding how best to develop and harness these young employees, along comes Generation Z. Its members are expected to turn the workplace upside down.

STORY: Gen Z worries about paying for college
COLUMN: High-maintenance Gen Z heads to work

Born in the decade from 1990 to 1999, statistics show this generation is already nearly 7% of the American workforce, 11 million people. By 2019, 30 million of them are expected to be employed.

Bruce Tulgan, founder of Rainmaker Thinking, has been studying young people for two decades, and says the Great Recession somewhat muted the effects of Generation Y because the economic doldrums kept many of them from getting jobs and replacing baby boomers.

But as the economy improves and baby boomers decide to retire, Generation Z will lead to profound changes in the workplace, he says. (Tulgan contends that the oft-cited "millenial" generation is really two generations, Generation Y and Generation Z.)

"Generation Z grew up with great uncertainty. They grew up in times of war, and it's much different than Generation Y that grew up with peace and prosperity," he says. "They've come out with radically different prospects of what they need to do in their work lives."

Based on in-depth interviews with young people, Tulgan has put together research that shows Generation Z, whose oldest members are just graduating from college, "grew up way too fast and never grew up at all."

Because they're able to connect with any information at any time via smartphones and other devices, Generation Z never lacks for a constant stream of data. Generations before them might not have been exposed to this information until adulthood or had it filtered from other sources.

But Generation Z's interpersonal skills often are lacking, and they may not have basic manners that were ingrained in other generations at a young age, he says.

"They have tremendous energy and enthusiasm, but there's a big gap in the old-fashioned basics like personal responsibility and work habits," Tulgan says.

Employers need to understand what they will be facing with Generation Z so managers can tap their intelligence and provide the support these young workers going to need as an entire generation.

"It's a mistake for employers to say they'll just find one of the good ones," he says. "You can't hire your way out of the issues you'll be facing. They're good workers but high maintenance."

Just what will employers need to do to bring along this next generation of workers? Tulgan suggests the following:

• Focus on high-intensity relationships. Members of this generation react best to small, highly defined work groups with a strong peer leader.

They need a well-defined chain of command and a leader that has a teaching style.

• Invest in teaching behavior. This generation is going to need ongoing guidance in customer service, interpersonal relationships, personal work habits and appropriate conduct.

"Employers need to remember they have every right to require certain conduct and behavior from them," Tulgan says. "They're very willing to understand, but you have to teach them."

• Keep work structured. The best way to get Generation Z workers assimilated in the workplace is to provide structured and defined roles.

"They're very accustomed to boundaries and protections," he says.

• Show them the prize. This generation has grown up with individual education plans, awards for everything they do and lots of do-overs.

That means to drive performance and maintain an ongoing relationship with them, employers will have to negotiate performance standards and rewards clearly and specifically on a continual basis.

• Create dream jobs. This generation will have highly valuable rising stars attracted to employers who can offer them jobs with elements that excite them while also making sense for the organization.

"What I tell people is that nowadays, 12 is the new 19 and 30 is the new 20," he says. "That's the best way of explaining what is happening."

Anita Bruzzese is author of 45 Things You Do That Drive Your Boss Crazy ... and How to Avoid Twitter: @AnitaBruzzese.

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It is an awesome thing to see your vision play out in the lives of young people!smiley Mr. Stephen Parish shares his story...


Just a year ago, I was a finance major at Kent State University on pace to graduate a semester earlier than initially anticipated.   At that point, the keyword for me was “internship”.  So, at the start of my junior year, I landed an internship with a non-profit, small business development firm, but that experience showed me what I did not want to do. My academic advisor, Katrina Palmer, recommended WrightChoice, Inc. (WC) a program that she was a part 7 years ago.  With the assistance of WC, I landed my first corporate internship at Battelle.  Without their assistance, I would’ve been just another number. 


My experience at Battelle last summer was extremely different from my previous internship.  My projects more hands on, I had more responsibility and it was cool being treated as a regular full-time employee. Being pleased with my performance, my manager told me that if a position was available once I graduated, I would be at the top of her list.  Just to know that I was good enough for a corporate career was a confidence booster.  As my final semester quickly came to an end, I received the news that all graduates wait for – Battelle offered me a job!


Currently, I work as an Associate Pricing Analyst at Battelle.  Getting this job straight out of college not only boosted my confidence but helped me to realize that we don’t get to where we are on our own, we need people to help us along the way – Thank you Ms. Katrina and my WrightChoice family.

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The unemployment rate among Americans with disabilities increased significantly in January, the U.S. Department of Labor said Friday.

Statistics indicate that the jobless rate jumped to 13.7 percent last month for people with disabilities, a steep rise over the 11.7 percent unemployment rate reported for the final month of 2012.

Multiple factors appear to have contributed to the growth in individuals with disabilities without jobs in January. Not only were there more without jobs, but the number of people seeking work also grew, according to Labor Department data.

Despite the glum picture for Americans with disabilities, the employment situation was little changed for the general population. Statistics show that the economy added 157,000 jobs in January but the unemployment rate was relatively stable at 7.9 percent.

The Labor Department began tracking employment among people with disabilities in October 2008. There is not yet enough data compiled to establish seasonal trends among this population, so statistics for this group are not seasonally adjusted.

Data on people with disabilities covers those over the age of 16 who do not live in institutions. The first employment report specific to this population was made available in February 2009. Now, reports are released monthly.

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