June 11, 2021

TribePod: The Inspirational Hannah Olson

Brittany King interviews the inspirational - Hannah Olson on how the workplace can benefit from disabled workers.


Hannah Olson is the founder and CEO of Chronically Capable, a digital talent marketplace that connects chronically ill and disabled jobseekers to flexible job opportunities. Hannah’s own experience navigating her career while undergoing intensive treatment for Lyme disease sparked the idea for her company, which was founded in May 2019. Hannah is known globally for her invisible disability advocacy and was recently named Top 100 Powerful Women of 2020 by Entrepreneur Magazine. 

Retention Hacks-12






Jim Stroud (1s):
Hello, Courtney. Wow, you look different. You’re wearing afro puffs today.

Brittany King (5s):
It is not Courtney. It is I, Brittany King in my afro puff.

Jim Stroud (11s):
Our resident Hope Dealer.

Brittany King (13s):
Yes, People and Talent Manager and Hope Dealer of our tribe.

Jim Stroud (17s):
All right. We are podcasting today instead of Courtney who is busy helping multiple clients I understand.

Brittany King (25s):
Yes, yes.

Jim Stroud (28s):
Courtney stays busy. Who do we have today though? Actually, we have somebody really cool today I remember.

Brittany King (35s):
We have someone who is the standard of cool, Hannah Olson with Chronically Capable. This one is going to be so good, Jim. Oh my gosh.

Jim Stroud (46s):
I've heard of her. She’s so cool, she sweats ice cubes.

Brittany King (50s):
Super cool.

Jim Stroud (54s):
Let's see what her bio says about her. Hannah Olson is the founder and CEO of Chronically Capable, a digital talent marketplace that connects chronically ill and disabled jobseekers to flexible job opportunities, and has an own experience navigating their career while undergoing intensive treatment for lyme disease sparked the idea for her company, which was founded in May 2019. Hannah is known globally for her invisible disability advocacy and was recently named Top 100 Powerful Women of 2020 by Entrepreneur Magazine. I'm getting goosebumps.

Brittany King (1m 35s):
I bet she was number one.

Jim Stroud (1m 38s):
She is definitely number one here. Dear listener, you'll be able to hear her number one responses right after this.

TribePod (1m 59s):
You are listening to TribePod, a podcast series of interviews of interest to the HR community. It is hosted by Courtney Lane, produced by Jim Stroud, sponsored by Proactive Talent, and enjoyed by you. Today's episode begins right after this.

Female Commercial (2m 18s):
On-demand recruiting is an hourly service that we offer where our recruiters work as an extension of your business, hoping to fill your positions by finding top talent. On-demand recruiting is there to address issues in hiring when a company is experiencing a lot of growth or when they're having some seasonality changes where they may temporarily need to expand their recruiting team. You may have a new line of business or space for expanding your business and you need to bring in specialty expertise to help fill those niche roles that your internal team may not yet be ramped up on.

Male Commercial (2m 55s):
Proactive talents on-demand recruit is quite different from a lot of the other models that you're going to see in the workplace. Whereas, you're going to pay a contingency recruiting firm typically, on average, around 20%, sometimes up to 30% of the first-year salary of the person that you hired. In that same period of time, you will spend less than a quarter of that with Proactive Talent managed on-demand. For more information on Proactive Talent, visit us online at proactivetalent.com or click the link in the podcast description.

Brittany King (3m 40s):
On this episode of TribePod, you get me, Brittany King, people and talent manager for Proactive Talent. I am also the resident hope dealer here, making sure that the experiences of our tribe are amazing. I'm super excited for the guests we have on the TribePod today, a phenomenal human being who is changing the world one chronically capable person at a time. Her name is Hannah Olson. She’s the founder and CEO of Chronically Capable, a digital talent marketplace that connects chronically ill and disabled jobseekers to flexible job opportunities. Hannah’s own experience navigating her career while undergoing intensive treatment for Lyme disease sparked the idea for her company, which was founded in May 2019.

Brittany King (4m 30s):
Hannah is known globally for her invisible disability advocacy, and was recently named top 100 Powerful Women of 2020 by Entrepreneur Magazine. Thank you so much for being here, Hanna. We are so excited to have you.

Hannah Olson (4m 47s):
I am so excited to be here. Thank you for having me join.

Brittany King (4m 51s):
Absolutely. I'd like to kick it off by just you, giving a bit of information and we’ll talk a little bit more deeply about Chronically Capable, its mission and things of that nature, but I'd love to hear from you, Hannah, what led you to this point. Perhaps speak about what career you were in and what really brought you to the place of understanding that a new organization needed to be started.

Hannah Olson (5m 17s):
Absolutely. When I graduated from college, like most of my peers, I was very determined to secure a full-time employment. I luckily got a job in marketing down in Washington, DC. I got it the summer after graduating, but in that same summer, I also had a PICC line placed in my arm, which for those of you who aren't familiar with, a PICC line is an peripherally inserted central catheter, essentially a permanent IV. I was hooked up to this IV for about eight hours a day to IV antibiotics and giving myself this medication. I moved down to DC with the PICC line in one arm and determined as ever but I chose not to tell my boss about this decline prior to accepting the job because I didn't know that I was supposed to.

Hannah Olson (6m 5s):
I didn't know how to or when that conversation would be brought up. I chose to stay silent. Unfortunately, I didn't end up in an organization that was supportive of those living with illness. My boss at the time didn't actually allow me to do this at my desk. This was a marketing and creative company but a smaller organization. I think it didn't have the necessary knowledge of inclusion. I reached a tipping point about eight months into the job of having to constantly choose between my health and the work that I was really passionate about. I thought, “This doesn't make sense. I can't be the only one going through this.” Soon to find out, I clearly wasn't.

Hannah Olson (6m 48s):
I started to really see the depth of chronic illness and invisible disability in the United States and even on a global scale as well, but particularly here in the US knowing that 60% of the population was living with an illness. I was just mind blown. I thought that's most people. That's more than half of our population. Adding on top of that, those are living with disabilities, and 70% of these were invisible. I thought, well, most of these are things that you can’t see. These are people probably in my organizations and in companies today with job titles who are just not saying anything about this. From that experience, I just saw firsthand the disconnect between employers and job seekers, who are looking to find these inclusive organizations.

Hannah Olson (7m 34s):
That's really what sparked the idea. Today, it continues to be the core of why we do what we do at Chronically Capable.

Brittany King (7m 41s):
I love that. I think this organization, what you are doing for people in the US strikes a chord with me as someone who is Chronically Capable. We have a shared experience as it relates to having an employer who just didn't understand. If you spend any amount of time looking at me online, I'm very vocal about my cancer treatment journey, very well acquainted with a PICC line so I totally understand. I think what you're doing here is so important, not just for job seekers, but also for employers because as someone who sits in the HR function, I do think there are those of us who are a little cautious about how we handle these situations by design.

Brittany King (8m 23s):
Also, there is a lack of knowledge and understanding around the fact that just because I have this disability or this illness does not mean that I am not capable and that I am not a value add to your organization. I'd love for you to talk about just a little bit about how you partner with employers through Chronically Capable, but also how you partner with job seekers to help make the synergies between the two.

Hannah Olson (8m 52s):
Absolutely. I apologize if you hear any background noise. I've got a puppy and a kitten below me making noise.

Brittany King (8m 58s):
No problem.

Hannah Olson (8m 58s):
I apologize if there's any dinging going on. Yes, we work very closely with both job seekers and employers to really handhold through this process. I think the big piece is that there needs to be this mutual understanding in a safe space. What we really tried to do is build a platform built on trust so job seekers could feel secure that as a job seeker on this platform, we know that these are employers who care or who get it, for lack of better words. What we did was we built a platform that was this two-way understanding. Job seekers in our platform integrate directly and as they sign up for the platform, they not only share their skill sets and their work history, but also their combination needs and what they need to best perform at work.

Hannah Olson (9m 45s):
We use that to actually match job seekers to rules at inclusive organizations, but jobs that are actually fit for your needs. We're not putting Hannah as a job seeker into an in-person role if I need to work remotely, and ensuring that we're getting the right matches for the right people. Because of that, we've had, so far just since October, over 400 placements made through the platform, all of which with a hundred percent retention rate, because we were putting the right people in the right role. We think that what really sets us apart. From the employment perspective, we’re a world-class marketplace similar to most of these diverse talent job boards and marketplaces. We're able to access resources, attend events, and really connect with the community but we go a step further as we're partnering with these organizations to not only tell their story, to really educate everyone within the organization.

Hannah Olson (10m 36s):
It can't be something that just leadership is aware of or HR is. It needs to be really a cross department effort and everyone in the organization needs to understand what it's like to be an ally to this community and how do we best support these people? They can not only get hired into our organization, but also included and embedded into our culture. We do a lot of education, training, and support and really making sure that we're creating partnerships with companies that are ready to roll their sleeves up and actually walk the walk, not just talk the talk.

Brittany King (11m 9s):
Awesome. This a question that I'm asking on behalf of a potential job seeker who may be listening and saying, “Okay, this sounds amazing,” but when you think about the Americans with Disabilities Act (ADA) and you think about the inherent concern that those of us who have chronic illnesses or have experienced some of the ramifications of battling a chronic illness, from a job seeker, what is it that those employers understand as it relates to the ADA, as it relates to the capabilities of said individual, and how have employers who are a part of your program really received this whole initiative that you're putting forth?

Brittany King (11m 56s):
Has this been something that you're seeing a lot of employers say, “We absolutely want to do this. We want chronically capable people in our organization,” because I imagine that there was probably a job seeker listening who's like, “Okay, but does it really work because it sounds so awesome?”

Hannah Olson (12m 12s):
It's a great question. I am working so hard to make sure that we're continuing to onboard more and more employers because as you can imagine, building a marketplace, tons of job seekers are obviously signing up on a daily basis and to find the employers that are actually, as we said, walking the walk. It is a bit different than just partnering with any company out there. We heavily vet each company that is coming on to the platform just as they're vetting us. We don't allow every single employer to work with us. We were actually pretty exclusive about that. In terms of how the employers are viewing this population, I think there's been some monumental reports, even in the last few years, about the benefits of hiring this population.

Hannah Olson (12m 54s):
One that comes to mind is a 2018 report by Accenture and Disability Inn. It's called the Disability Inclusion Advantage Reports. In this report, it talks about not only the financial benefits of hiring this population. We see an uptick in that income and profits, but also the cultural benefits. Higher retention rates, higher employee productivity. This was a really monumental report because it went beyond just the government requirements of hiring this population. That's the other piece of this. There is a federal incentive to hire from this group. Unlike other diverse populations, companies that are working with the federal government in any contract capacity are required to try and strive for 7% disability representation in their workforce.

Hannah Olson (13m 42s):
That is an important incentive because it sells companies that you can't just look past this population. You have to actually actively seek them out and make sure that your company is following the guidelines set forth by the ADA. One thing I’d like to know is that the ADA is now 30 years old. In 30 years, so much has changed, just in the workplace as a whole. We saw just this past year, the coronavirus pandemic, of just how much the workforce changed in one year. Even in just the first few months suddenly everyone went remote and companies were forced to think about accessibility for all employees and think about how do we create accessible workplaces while people are working from home.

Hannah Olson (14m 24s):
I think it actually tipped the balance towards inclusivity and forced us to really think about this. To your question about employers wanting to work with us, I think in this past year, we've seen a huge uptick. I think that a large part of that is definitely due to the pandemic but I also think that the world is moving this way. We are starting to see companies like Google, Microsoft, and Facebook hiring people that are heads of disability inclusion. They sit under global heads of talent acquisition and their job is to literally include people with disabilities into the workforce. They’re corporate level positions. To my knowledge, none of them are filled by people with illnesses and disabilities, but that's beside the point.

Hannah Olson (15m 7s):
I think it's important that the world is moving this way. Companies inevitably are going to have to keep up. That's why at Chronically Capable, we're trying to make inclusion accessible so that companies of all sizes can still be inclusive. You don't have to be Google or Microsoft in order to have an inclusive workplace. That's what we're really trying to work with a range of companies from a range of industries that are all committed to hiring from this population. To your last question, I know this is a mouthful but your last question was regarding how can job seekers feel secure on this platform that they're going to be supported? One of the things that we're undergoing right now is we're going through HIPAA compliance to make sure that we're fully compliant right now.

Hannah Olson (15m 50s):
We do not share any health information with employers on the platform. It's simply a way to connect with employers that care. No information about your health status is shared. We actually don't even see that. It's all locked away from us as even the owners of this job platform. Knowing that these companies are paying us to try to find and connect with you, these are companies that are committed to this and really want to work with you and want to hire you. We have employers that are like, “We want more applicants. We got 15 applicants for this job. Give us more.” These are really the cream of the crop employers that are really looking to higher this population. If you're a job-seeker out there, I'd encourage you to come onto this platform, start applying.

Hannah Olson (16m 34s):
These employers are ready and they want you. I think that's something that we need to do a better job of communicating sometimes.

Brittany King (16m 42s):
I'm going to take a step back for a second because you shared so much good information. One of the things you called out was these organizations across the nation, understanding their need for a head of disability and inclusion. I think that's what you said, Hannah. We have just launched our retained services function. We hired Greg Fontus, who was the head of DNI at Postmates. He's come over to lead our DNI initiative and to make sure that across the board, not only at Proactive Talent do we have a workforce that is inclusive, that holistically understands what this means, but also when we are serving our clients, that that's something that's really built into the core of what they understanding and what they adopt.

Brittany King (17m 29s):
It's not just driven by numbers or perhaps the percent of the people that you have in this specific group of people. I would love to hear you share, because that's a new term to me, head of disability and inclusion. I love for you to share a bit what you think are the differences between that specific function as it relates to the broader umbrella of DNI. That is something that is built into what we assume should be a part of everyone's DNI strategy but I wanted to just get your feedback on that.

Hannah Olson (18m 7s):
That's a great question. I think that that's such a new position. To be clear, these titles have only been being filled for the last year. These are our new positions that are existing at these organizations. I think that the differences are that these folks are typically solely focused on the disability inclusion aspect and it is connecting a few departments. Their connecting talent acquisition, diversity inclusion, and accessibility department. These are typically in larger enterprise organizations that there are tons of applicants coming into each day. These roles are typically large enterprises that they're getting accessibility requests, accommodation needs requested in this process.

Hannah Olson (18m 52s):
Their role is really to sit as a bridge. I think it's a really interesting position. I don't think it's something that most companies will be able to afford in the near future but I think there's a lot of crossover and a lot of synergy between that role and then DNI and talent acquisition. The thing is, we're talking about 60% of our population. We're talking about more than half of people. Companies need to be thinking about this. They need to be thinking about how we make our job applications more accessible, more inclusive, and how we really ask people and create a safe space for people to disclose to us. What's so alarming to me is that 60% of the population, as I said, lives with a chronic condition.

Hannah Olson (19m 36s):
Forty percent lives with two or more. Only 3.2% of people with an illness or disability disclosed this to their employer so there is a huge gap. I think that the point of those roles was really to bridge that gap but I think that that's something that technology can do. That's something we're definitely trying to do through Chronically Capable’s innovations.

Brittany King (19m 57s):
I suspected that you would answer that way and it's really important. I think when we think about TribePod being those individuals who are leaders at our organization, TA experts, HR leaders, really understanding that as our world grows, as our country grows, as our organizations grow, our perspective and view on the way that we do work also has to grow in order for us to be the best that we can. My next question to you would be this, Hannah. If you had to give some kind of identifying factors of a company that is doing disability and inclusion well, what does that look like in today's ever-evolving, ever-changing world?

Brittany King (20m 45s):
What are some of those key indicators where not only a job seeker can understand that this person is committed, but also in an organization can potentially self-check and say, “Not only are we talking about disability inclusion, but we're executing and we are doing it well?”

Hannah Olson (20m 60s):
Yes, I think that that is a tough question because it's such an ongoing and learning process right now. I think there are companies that we can point to as examples of leaders. Obviously, they're going to be the companies with million dollar budgets. A good example of this is Microsoft. I know I brought up Microsoft a few times, but Microsoft has a specific careers page for people with disabilities. On their career's page, they explicitly lay out how to ask for accommodations and what that process looks like. They provide job seeker resources, support to talk about Microsoft’s various ERG or Employee Resource Groups, and really have created this branded page where job seekers can land and feel secure that this is an organization that's going to accept me.

Hannah Olson (21m 45s):
I think further than that, as an employee at an organization, seeing that your company has this type of platform and is talking about disability inclusion, that makes you more comfortable to disclose. I think one of the things we can look past, obviously, employee resource groups are great. When we see an organization having one specific to disabilities, I have rarely, if ever, seen an ERG focused on chronic illnesses but I'd love to see that pop-up one day. Most importantly is when we have companies with leadership having leadership disclosed. There's been some really interesting reports lately about this and with the lack of representation amongst leadership.

Hannah Olson (22m 26s):
I'm a woman and as a woman, I look up to female leaders who have talked about their experience of being a female leader. That's something that makes me more comfortable talking about being a female but as a chronically ill and disabled woman, I don't ever see people talking about what it's like to be in a leadership role with an illness and disability. That is something that organizations, if we can get people, encourage people to disclose, it'll make people more comfortable, both current employees and prospective employees comfortable to disclose, and knowing that this is an organization that I can not only get a job, but be promoted. I think another important thing to look at is an organization’s benefit.

Hannah Olson (23m 7s):
Are they inclusive? What do paid time-off policies look like and sick leave policies? Is the company thinking beyond just what we look like on the outside but actually when we have these people and try to retain them? Is beer and top gym membership the most attractive benefits for someone with a chronic illness? Probably not. It's important to really think beyond just hiring and attracting this talent, but how do we actually retain them and embed them into our culture. That looks to me like programming benefits and representation.

Brittany King (23m 38s):
I think you've given some really good indicators of what employers can do to make sure that they are at the forefront of leading our nation, our world in really embracing those who are different, those who may be disabled or chronically ill but who add value. I know I keep saying that, but I think it's important to understand that. I would ask, Hannah, if you had a message to share with employers. If you could just take just a bit of time to share with employers about the chronically capable population, both from the perspective of being a female founder but also being someone who's dealt with this and your own life, what would it be the one thing that you really think they need to get or understand about this population?

Hannah Olson (24m 31s):
I hate to answer this so quickly, but I think the gut reaction is that hiring people with chronic illnesses and disabilities is an opportunity for businesses. It's not a chore. This is something that I've said before. That’s something that I think continues to ring true. It needs to be talked about. We don't see or hear people talking about being in leadership or even managerial positions living with chronic illnesses and disabilities. I'm unfortunately taking that risk right now. It just marks my career. Now, everyone on the internet can find out that I have an illness or disability. I know it will continue to follow me, but I'm okay to take that risk because I think my story matters and it will make more people feel comfortable sharing theirs.

Hannah Olson (25m 16s):
For businesses, it’s important to understand that this population is capable and that, as I mentioned, there is a core cultural and economic benefit to hiring from this population. Further than that, hiring people with illnesses and disabilities, it's good for people. In turn, that's good for companies. The more that we create inclusive and accessible work, places, policies, practices, the more we are helping all employees to thrive. This isn't just something that affects the disability community. When we create an accessible workplace, now it’s accessible for all of our employees, even those who may not be comfortable to disclose. Seeing this as a business opportunity and not a chore is really important in our mind frame that employers need to do to adopt.

Hannah Olson (25m 58s):
This is in a population that we need to fill. This is not a charity case by supporting these people. This is a really big opportunity for your business to be, to have an edge up on your competitors. Yes, I think that that's the message I like for all employers to hear.

Brittany King (26m 15s):
Wonderful. Here at Proactive Talent, I will join leadership team meetings with a heating pad on my neck. I will come in and say, “Hey, I'm not feeling well, whatever. Just dealing with the fallout of chemotherapy and everything that I've gone through.” I just want to highlight that although people like you and I, Hannah, have been vocal about our shared experience. I do want to highlight that you mentioned that we are just scratching the surface on this being something that people really understand and feel comfortable with. I just want to say, I applaud your leadership and your tenacity in pushing forth this mission.

Brittany King (27m 0s):
I know you have a job fair coming up. For those who are chronically capable who are looking for work, we know that the COVID climate has impacted all of our lives, just across the board. Perhaps, those who are already disabled more than others. I always tell people, “Man, I was already wearing a mask before it was cute going through chemotherapy. I was already in that space. Talk to us a little bit about what's happening with your job fair and perhaps even before that. What's next on the horizon for a Chronically Capable?

Hannah Olson (27m 35s):
We're a year in here, just a bit over a year. We've had so much success in these first 14 to 15 months of building a community that lives and breathes chronically capable and that most importantly, to us, that these folks are getting hired and retained. Our hope is really to keep growing that, apply to a higher ratio, and keep people with a hundred percent retention rate. To me, the most important thing here is that we get folks hired. In terms of the programs and activities we have coming up, we just finished our initial cohort of our pilot mentorship program, which we launched with another organization based out of Hong Kong.

Hannah Olson (28m 15s):
It was amazing. We had 25 to 26 mentees matched with industry mentors. With that, we had almost quadrupled the amount of applicants applying. Hopefully, we're going to be launching another cohort in the next couple of weeks here getting those mentorship programs. That was a four-week industry mentorship program, which we are super excited about because again, we are getting leaders who may identify with an illness or disability matched with job seekers and creating this open understanding and support where people felt more comfortable to disclose and ask for help. As you mentioned, we're hosting our first job fair on June 9th.

Hannah Olson (28m 55s):
We are so excited about this because this is the first ever job fair for chronically ill professionals. There have been specifically spoken to the disability community but for this one, we welcome all. Our hopes are to really bring visibility to the chronic illness and invisible disability community. We've got three participating organizations, which are Hers Corporation, LiveOps, and Keep Trucking. We are so excited that the hiring managers will be meeting with our community for about three hours. There are going to be three one-hour sessions. We're hoping to do this more and more. We had such a positive response from both the employer community and the job seeker community, and people want more of these.

Hannah Olson (29m 37s):
If you're an employer looking to meet with our community and get access to this community, this is a great entry point for you to get to know us. We'll be hosting more and more job fairs in the coming months. I'd encourage you to reach out. As a job seeker, if you're looking for a job, these employers are paying us to come to this job fair. They have specific roles set aside that they are promoting to our community. This is an opportunity to get to meet face-to-face virtually with the hiring managers at some pretty amazing organizations. This is an opportunity for you to step up and apply, to feel comfortable with this. This is a space that was created for you. That's all I've got on the job fair front. Come check us out.

Hannah Olson (30m 18s):
We've got a lot of exciting initiatives that come. I think, each month, it's something new. This month, we’ve got pride month. Next month, we've got ADA anniversary. I think it's 31 years now. October is National Disability Employment Awareness month. We'll be continuing to have new initiatives pop up each month as the days go on.

Brittany King (30m 39s):
If there is an employer or business leader listening and their thinking, “Hannah, you are onto something here,” tell us the best way for those leaders to get in touch with you and perhaps what kind of potential partners you're looking for. I'm super excited to see what synergies we will have at Proactive Talent. Just launching our DNI retained function and things of that nature, but what's the best way for an employer to connect with you. Then the second piece, just one more time, is what kind of partnerships are you looking forward to, outside of the employers looking for job seekers?

Hannah Olson (31m 14s):
Every and all. We are constantly looking for benefits' partnerships and different opportunities. We're announcing a partnership with an organisation soon. That's in the tech bootcamp space. We just signed a contract for our partnership with an organization called Abler360. We are going to be doing accessibility on it. Always looking for new partnerships and ways that we can enhance organizations and make them the most inclusive possible to both job seekers and employers facing partnerships. We’re always looking to make those. In terms of getting in contact with us, I think the best way would be to fill-out our inquiry form on our website.

Hannah Olson (31m 56s):
Our website is www.capable.work. I hope you'll join us there. Our emails should be on the website as well. There's a form where you can submit some more information that we can share with our sales team as well. We hope you'll join us. Our community of job seekers is growing organically by hundreds of people every single day. We've now got over 45,000 job seekers on this platform looking for work. If you are an employer, I encourage you to come and reach out to us and start getting your roles in front of our amazingly capable community.

Brittany King (32m 34s):
Where can our listeners find you guys on social media?

Hannah Olson (32m 38s):
Yes, @chronicallycapable is our handle so come join us. We've got a booming Instagram community. Twitter is @chroniccapable, so we were missing the chronically. Facebook is Chronically Capable. LinkedIn as well. Come join us on social media. One of the things that I should have mentioned before is Club Capable. It’s our community platform for job seekers where you can network, connect, meet with others who are sharing similar experiences to you. It's completely free for job seekers or employees alike so come join us. You create a profile on our website, you'll be able to access Club Capable. That's a really wonderful opportunity. For those of you who are familiar with Facebook groups and slack, it's a bit of a mix of the two.

Hannah Olson (33m 22s):
It's a really wonderful, safe space to find and connect with other people living with illnesses and disabilities. We encourage you to come to join us there as well.

Brittany King (33m 30s):
Thank you so much, Hannah. It has been an absolute pleasure. I don't know, our listeners have just thoroughly enjoyed what you have shared today. I just want to say thank you for coming on. I wish you continued success.

Hannah Olson (33m 45s):
Thank you so much for having me. I hope you'll have a wonderful rest of your day.

Brittany King (33m 49s):
Awesome. Thanks, Hannah.

Jim Stroud (33m 53s):
Wow, I thought that it would be inspirational and it was so inspirational.

Brittany King (34m 2s):
It was inspirational squared. Hannah just effortlessly talks about these issues. She is just really on the forefront of changing the landscape of how we do work for those with disabilities. That was so good, Jim.

Jim Stroud (34m 17s):
Yes, she was very knowledgeable. I keep saying the word inspired. Either she's just inspiring me that much or I need a new Thesaurus. I’m thinking of no words to describe it.

Brittany King (34m 29s):
You know why though? You know what I liked about Hannah? I think some people just focus on inspiration, but I think she marries the inspiration and transformation pieces because after listening to her, if you are still the same, if you still have the same belief as a CEO or HR leader, a TA leader, and you are not inspired to take action, I don't think you were listening really, Jim.

Jim Stroud (34m 59s):
True. You know what? I think I'm seeing another added opportunity here. I'm thinking I could put her picture on a t-shirt with the caption “Inspiration.” I'm curious to find out what our listeners think. Do you think that'd be a great T-shirt? I’ll do Hannah Olson on a T-shirt with the caption “inspiration”. Let us know. You can reach us by emailing us at a tripod as tribepod@proactivetalent.com. If you wanted to order in advance, a thousand dollars a T-shirt.

Brittany King (35m 35s):
I’ll buy mine first.

Jim Stroud (35m 37s):
You let me know that, too. Well, that's all we got. The clock is ticking. Any additional comments from you, Miss Brittany?

Brittany King (35m 47s):
I'm trying to think what my favorite part was, but to be honest, all of the parts were my favorite part.

Jim Stroud (35m 52s):
It’s out there.

Brittany King (35m 54s):
Getting a laugh for your T-shirt but check her out as well so you can be a partner in changing the world for good.

Jim Stroud (36m 2s):
Cool. I'm going to warm up my silk screen right now.


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