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Team 12

Shahira Ali, Cindy Huang, Steven Jiang, Raneem Tarfa, Kaa-Lok Yap

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Agenda

Introduction
What is going on in the market?

General Sales Strategy

Competitor Analysis

Competitors’ Pricing for Employment Database
Competitive Analysis for Disability Training Services

Market Sizing

people with disabilities of working age
percent of target market that could benefit from training programs
503 Regulated Government Contractors

Potential Revenue
Conclusion
Q & A

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What is going on in the market?

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	During COVID-19	Post COVID-19
Essential Business	Convenience stores, groceries, farms, hospitals, healthcare, pharmacies, banks, vision supply retailers, post offices, law enforcement, gas stations, etc.	Essential market shift to e-commerce, cashless and contactless commerce, delivery, automation/robotic, and health care
Positions	Health care workers, public health workers, pharmacy workers, workers related to COVID-19 response, etc.	Technology workers (i.e. software developers) and health care workers (i.e. respiratory therapists, general practitioners, etc.).
Shifts from during to after Covid-19	Wide scale decrease for many in-person jobs Up to 56% decrease for oil and gas operators Roughly 40% decrease in food-machine operators, bakers, bellhops, auto-insurance appraisers, and parking-lot attendants

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General Sales Strategy

Based on recent trends, Inclusively should target positions within companies that are in the e-commerce industry, but should keep targeting other companies in diverse industries as well. There is a large number of available positions for those that are disabled within the unemployed segment. With the potential of the individual assets of the disabled career-seeking candidates on Inclusively along with the specialized training, it will allow them to hold a greater comparative advantage against others with disabilities.

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Competitors’ Pricing for Employment Database

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Company	Services	Cost (annually)
	General platform for matching candidates with jobs	Based on budget
	Job platform that connects those with a disABILITY	$6,500 ($542/month)
	General platform for matching candidates with jobs	$8,388 ($699/month)
	Exclusive platform that offers customization based on disability	$9,000 ($750/month)

In terms of competitors pricing, we want to make Inclusively a premium brand compared to other job searching platforms. As indicated by the table, we are comparing Inclusively with three other competitors: Indeed, abilityJOBS, and glassdoor. The services offered by these three companies are similar in that they help connect potential candidates to employers. However, indeed and glassdoor provide minimal features to specify a candidates’ disability; hence limiting the potential candidate’s ability to find the right job for them. AbilityJobs does provide accessibility for disabled candidates to find jobs, however there are very minimal customizable features to match these candidates to jobs. Displayed on the right side of the table, you are able to see that the prices for these services range roughly about $6500 to about $8400. All these prices reflect an unlimited package where the company has the ability to post as many jobs as they need to. In terms of pricing for Inclusively, we want to set the cost higher because we want this company to be the go-to platform where disabled candidates can specify their needs and by doing so connect them to jobs that best match their needs and circumstances. By doing this, we will help increase the retention rate as well as increase the number of disabled workers in the workplace.

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Competitive Analysis for Disability Training Services

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Training Services	Average Industry Cost (annually)
Resume Building	$1,200 ($100/month)	$2,400 ($200/month)
Strengthening Interview Skills	$900 ($75/month)	$1,200 ($100/month)
Job Accommodations	$900 ($75/month)	$1,200 ($100/month)
TOTAL	$3,000 ($250/month)	$4,800 ($400/month)

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Competitive Analysis for Disability Training Services

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Company	Services	Cost (annually)
	Five-course certificate program with training sessions and live report trackings	$1,800~$3,900
	Training portal with accomodation training, customized training, resume building, etc.	$4,800

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Market Sizing: people with disabilities of working age

In the United States (320 million), 1 in 4 people (80 million) have some type of disability. The population of working age in the U.S. is 160 million people, so roughly 50% of people with disabilities fall into the working age category: 40 million.

The population of people with disabilities is evenly distributed across the country, but according to the CDC, there is a slight skewed density towards the Southern region of the U.S.

Globally, 15% of people have a disability which equates to 1 billion people.

Developing countries around the world are where more people with disabilities can be located due to many factors including lack of access to healthcare, resources, and basic needs.

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Market Sizing: percent of target market that could benefit from training programs

Only 35% of people with disabilities in the United States are employed, and the unemployment rate for people with disabilities as of 2019 was 19.3% (about 8 million).
Some training programs that aim to provide training and resources that encompass the broad categories of physical and mental disabilities include:

Vocational Rehabilitation
The U.S. Department of Labor's Employment and Training Administration (ETA)
AbilityOne
Disability Employment Initiative

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Market Sizing: 503 Regulated Government Contractors

According to the U.S Department of Labor, any contractor with a covered federal contract in excess of $10,000 is required to take affirmative action in employing qualified individuals with disabilities in compliance with section 503 of the Rehabilitation Act of 1973.
As of 2017, there were approximately 4.1 million government contractors, with some of the largest being Lockheed Martin, Boeing, Raytheon, General Dynamics, Northrop Grumman. With an average contract estimating at around $100,000, approximately 99% of contractors are under those regulated by section 503.

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In 2018, the Office of Federal Contract Compliance Programs set the employment utilization goal of individuals with disabilities at 7% , whereas half of contracts struggle to meet that goal (2 million).
In addition to identifying impediments to equal employment in the workplace, the contractor must also create action-oriented programs to correct them.
Contractors must annually document and update data related to the number of applicants and hires, such as those with disabilities. Every five years, they must also allow their employees to voluntarily self-identify as individuals with disabilities.

https://www.dol.gov/agencies/ofccp/section-503/law

https://www.littler.com/files/press/pdf/Goldstein-Practical-Guide-Complance-OFCCP-New-Regulations-Affirmative-Action-Veterans.pdf

What is the market size in terms of employers who have government contracts and are regulated under the Section 503 mandate?

https://www.federalregister.gov/documents/2019/10/02/2019-20796/federal-acquisition-regulation-increased-micro-purchase-and-simplified-acquisition-thresholds

“ Any contract in excess of $10,000 entered into by any Federal department or agency for the procurement of personal property and nonpersonal services (including construction) for the United States shall contain a provision requiring that the party contracting with the United States shall take affirmative action to employ and advance in employment qualified individuals with disabilities. The provision of this section shall apply to any subcontact in excess of $10,000 entered into by a prime contractor in carrying out any contract for the procurement of personal property and nonpersonal services (including construction) for the United States.”

https://www.dol.gov/agencies/ofccp/faqs/section-503

Where does an average employer sit on the scale of obtaining the 7% target under the mandate?

How many companies meeting this, how often being audited

“When the percentage of individuals with disabilities in one or more job groups (or EEO-1 categories, or workforce as a whole, as appropriate, for small contractors) is less than the utilization goal, the contractor must take steps to determine whether and where impediments to equal employment exist. This includes assessing existing personnel processes, the effectiveness of its outreach and recruitment efforts, the results of its affirmative action program audit, and any other areas that might affect the success of the affirmative action program. After conducting this assessment, the contractor must develop and execute action-oriented programs to correct any identified problem areas.”

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Potential Annual Revenue

Database Services: Average Cost of Service x Potential Market x Realistic Market Outreach = [$9,000 x 2 million x 1%] = $180,000,000
Training Programs: Average Cost of Program x Potential Market x Realistic Market Outreach = [$4,800 x 2 million x 1%] = $96,000,000
Total Potential Annual Revenue: $276,000,000

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Conclusion

Considering the vast market for people with disabilities of working age and employers that should be seeking and hiring from this population, Inclusively shows a promising annual revenue of about 0.3 billion dollars.

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Realistic Chance of Successful Market Outreach (%)
	1	2	3	4	5
Potential Annual Revenue ($)	276,000,000	552,000,000	828,000,000	1,104,000,000	1,380,000,000

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Q & A

Any questions?

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