Planting the Seed of Change: The Launch of the Lincoln Leadership Foundation (LLF)
November 20th marked a pivotal moment for the Lincoln Leadership Advisors (LLA) family with the official launch of the Lincoln Leadership Foundation (LLF). Not only did we unveil our vision, but we also brought together a critical mass of support, uniting over 100 members of the Houston ecosystem, including employers, organizations, potential cohort members, friends and family. This turnout underscored the urgent need for change in the talent market.
The event featured a formal presentation led by Chairman Carla Arimont, and Executive Director Genaro Peña, who formally detailed the Foundation’s mission and goals. Attendees were inspired by a powerful address from Senior Advisor Board member Sonya Reed, and insightful video remarks from Dr. Kimberly Harrison. Following the presentation, a wonderful cocktail hour allowed the community to meet, converse, and explore how to further the LLF’s goals. It was a beautiful moment that shined a light on the ecosystem LLF has already begun to build and hopes to further expand.
A New Branch of Purpose
The LLF is the new branch grown from the strong trunk of LLA, emerging in 2025 with a singular, vital mission: to empower and champion individuals with special abilities by connecting them to meaningful employment opportunities.
We recognize that a vast segment of our society—often overlooked—is loaded with untapped talent. These are individuals not seeking charity, but opportunity. The LLF exists to cultivate leadership where others haven’t looked, and to share the harvest with the corporate business world.
The Strategic Business Case for Inclusion
Hiring individuals with special abilities is not just about social responsibility—it’s a smart business decision backed by data:
- Financial Outperformance: Companies prioritizing inclusion see, on average, 28% higher revenue and double the net income of their peers. (Accenture, 2018)
- Talent & Performance: Teams with inclusive leaders are 17% more likely to be high-performing and 20% more likely to make high-quality decisions. (Doyle et al., 2020)
- Resilience & Commitment: Workers with disabilities often show high job satisfaction (45.3% satisfied) and feel accepted in their workplace (86.6% accepted), contributing to higher retention rates and stability. (Lindsay et al., 2018)
- Low-Cost Accommodations: According to the Job Accommodation Network (JAN), 59% of accommodations cost nothing, and the median one-time expenditure for those that do is only about $500. (Job Accommodation Network, 2025)
- The Talent Pool: The unemployment rate for people with disabilities is consistently more than double the national average, representing an untapped pool of dedicated talent ready for professional roles. (U.S. Bureau of Labor Statistics, 2024)
The Program: Leadership, Not Labels
Our comprehensive, six-month development program is designed to transform high-potential candidates into professionally ready leaders.
In January 2026, we will launch our Inaugural Cohort of 20-25 individuals. Cohort members will receive:
- Executive Coaching: Personalized development in areas like public speaking and emotional resilience.
- Core Training Modules: Focused on professional branding, self-assessment, advanced interviewing skills, and workplace etiquette.
- Purposeful Placements: Collaboration with our employer network to ensure meaningful full-time roles, including planning for necessary workplace adjustments.
Join the Movement
We invite our network to join us in redefining what talent looks like:
- For Employers: Partner with us to open the door to a new definition of talent through a corporate sponsorship or by committing to a Purposeful Placement for our next cohort.
- For Candidates & Referrals: If you or someone you know possesses a university degree/credential, has a clinically diagnosed disability status, and demonstrates a readiness for a structured professional role, we want to hear from you! Please reach out to at foundation@lincolnleaders.com for more information on the application process.
We look forward to building a more inclusive and prosperous future together.
References
Accenture. (2018). Getting to Equal: The Disability Inclusion Advantage. Retrieved from https://www.accenture.com/content/dam/accenture/final/a-com-migration/pdf/pdf-89/accenture-disability-inclusion-research-report.pdf
Doyle, A., D’Amour, M., & The Forum. (2020, July). The three A’s of inclusion: Awareness, authenticity, accountability. Harvard Business Review. Retrieved from https://www.harvardbusiness.org/wp-content/uploads/2020/07/The-Three-A-s-of-Inclusion-Awareness-Authenticity-Accountability.pdf
Job Accommodation Network. (2025, September 17). Accommodation costs and benefits. Retrieved from https://askjan.org/topics/costs.cfm
Lindsay, S., Cagliostro, E., Albarico, M., Licsandru, C., Gothard, S., & Kingston, D. (2018). A systematic review of the benefits of hiring people with disabilities. Journal of Occupational Rehabilitation, 28(4), 634–655. https://doi.org/10.1007/s10926-018-9756-z
U.S. Bureau of Labor Statistics. (2024, February 22). Persons with a disability: Labor force characteristics—2023. (News Release). Retrieved from https://www.bls.gov/news.release/pdf/disabl.pdf
