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Introduction
October is National Disability Employment Awareness Month (NDEAM), marking its 80th anniversary in 2025. This year’s theme, “Celebrating Value and Talent,” highlights how workplaces thrive when everyone has the opportunity to contribute. To celebrate, the Minnesota Council on Disability (MCD) is highlighting Connect 700, a state program that expands employment access.
NDEAM reminds us why inclusion at work matters. People with disabilities bring skill, insight, and creativity to every field. To tap that potential, employers must remove barriers—from inaccessible hiring systems to a lack of workplace support.
Minnesota’s Connect 700 program offers a path to state employment for people whose disabilities make it difficult to compete in traditional hiring. Eligible individuals can work up to 700 hours in a trial period to demonstrate their qualifications.
In 2013, only 3.7 percent of Minnesota’s state employees self-identified as having a disability (State of Minnesota Workforce Report 2014 [PDF]). In response, Executive Order 14-14 (PDF) set a goal of increasing that share to 7 percent by 2018—a target that was achieved and later expanded under Executive Order 19-15 (PDF). Subsequent analysis from the notes that the rate has continued to grow, with additional progress toward a 10 percent goal (Increasing Employment Opportunities for People with Disabilities [PDF]).
This article shares one of the stories behind those numbers—how Connect 700 created a meaningful opportunity for both an employee (Mollie) and a supervisor (Joe) at the Minnesota Department of Natural Resources (DNR).
Mollie and Joe’s reflections remind us that the Connect 700 program is about more than filling a position—it’s about opening doors, creating opportunities, and building stronger, more innovative teams. Their experience highlights how inclusive hiring practices can bring out the best in both employees and supervisors. As the program continues to grow, stories like theirs demonstrate the value of keeping an open mind and embracing new ways to welcome talent.
A Connect 700 Success Story
MCD: Please share a little about yourself, your story, and your journey to the DNR?
Mollie: I am a seasoned copywriter and communications specialist with more than 15 years’ experience in the nonprofit and government sectors. “I have cerebral palsy and use a power wheelchair.” After receiving a degree in creative writing and mass communication studies from the University of Tampa, my goal was to combine a passion for storytelling and creating content with helping people connect, engage, and understand more about the world around them.
Joe: I am a husband and dad of three. Our family loves outdoor activities and the Minnesota seasons, including winter. I worked for the Minnesota Pollution Control Agency for over 20 years and a good opportunity came to change over to work for the DNR. I knew the job would be challenging, but I also knew many of the people I would be working with, and they were incredibly knowledgeable and great to work with. I made the leap!
MCD: Tell us a little about what you do and how long you’ve been in your role?
Mollie: I am the information officer for the Division of Lands and Minerals. I work with all units on both the minerals and lands sides to support public outreach and education through strategic communication efforts including media relations, social media, website content and more. I also help advance the DNR’s DEI (Diversity, Equity, and Inclusion) initiatives as a member of the DEI Action Team. I’ve been with the DNR since 2019.
Joe: I have been at the DNR for about 13 years. I am the Division Director (DD) for the Lands and Minerals Division. Lands and Minerals (LAM) is one of seven divisions within the Department of Natural Resources. The division is split into two sections—lands and minerals. These sections have different types of work but collaborate daily as we manage 12 million acres of state minerals and minerals activities such as leasing, mapping, exploration, permitting, and reclamation of minelands. We also manage acquisition, sale, condemnation, conservation easements, surveys, land exchanges and trespasses for 5.6 million acres of state lands (surface). I direct a great group of people with diverse expertise in law, science, geology, engineering, industry, and real estate. They all work with other agency staff and tribal and public partners to meet critical public needs.
MCD: How did you first hear about C700, and what were your first impressions of the program?
Mollie: After leaving my position as a communication specialist for a nonprofit, and then later at Hennepin County, I knew I wanted to find an employer where I felt more supported by leadership, where my physical disability was concerned. I heard about the Connect 700 program while visiting a workforce center. An employee there mentioned that Minnesota, specifically under the Walz-Flanagan administration, was working hard to place more people with disabilities in positions of state employment. That was intriguing to me, and I assumed that an initiative to improve our state’s workforce DEI efforts probably meant that as a state employee, I would receive the supports and accommodations I need, and that my colleagues would respect and accept me. So, after learning more about C700, it felt like the right move for me to try.
MCD: Before working with Mollie, what was your familiarity with the Connect 700 program. Had you heard much about it?
Joe: Before Mollie applied for a job in the division, I had heard the title of the Connect 700 program but knew none of the details.
MCD: Can you walk us through what your overall C700 experience was like from your perspective?
Mollie: I met with a counselor at a Minnesota Workforce Center, who had me fill out a questionnaire about my disability and myself. The questions about previous work experience and subsequent challenges in the workplace help determine if a person meets the qualifications or the criteria for acceptance into the C700 program. From there, I received a certificate that was my C700 eligibility. The certificate was also important to the job application process—along with my resume and cover letter, I sent my C700 certificate to the HR representative to signal my desire to be considered for the position under the C700 guidelines.
MCD: Once Mollie came on board, what was the C700 experience like for you as a supervisor?
Joe: I had to first understand the program and get my head around how to set up a system to get Mollie rolling in the job while evaluating her ability to do the work and giving her the support she needed to help her be successful. Once we got a system in place for checking in and sharing her weekly experiences and my expectations, things worked well. Communications were key for me to see her knowledge, skills, and abilities and for her to understand what was being asked of her in her new job.
MCD: What moments during the process stood out for you—whether challenges, surprises, or victories?
Mollie: My time in the C700 program, specifically the on-the-job trial, was shorter than normal. That’s because at the time I was in the program, C700 candidates did not receive holiday pay during their on-the-job trial. It’s changed now, but at the time, it was the holiday season, and I didn’t understand why my timecard was different. I’m thankful to LAM DD Joe Henderson. He went to bat for me, talking with HR and MMB to remove me from the program so that I could receive holiday pay. That meant I was officially, officially a DNR employee on regular probation status. It also meant that Joe saw my strengths and abilities as a great fit and addition to the LAM fam!
Joe: Surprises—How fast Mollie dug in and worked to understand her new job. She is a hard worker, and it was obvious she wanted to be successful at this job.
Challenges—Carving out the time to talk with her and her mentors to make sure we were supporting her, and she was working on priority work that would let us gauge if she had the skills and abilities to do the job long term.
Positives—It was obvious within weeks that Mollie had the skills and abilities to do the job. There is a steep learning curve, and she is still learning (so am I), but her mentors and I agreed well before the end of the allotted 700 hours that she was a good fit.
MCD: What was the hardest part (if any), and how did you get through it?
Mollie: The 700 in C700 refers to the 700 hours of an on-the-job trial period, to make sure that the individual is a good fit for the job’s duties and expectations. Part of the on-the-job trial included weekly meetings with my supervisor and two colleagues, who happened to be on my interview panel. This was one element missing from my MnSCU (Minnesota State Colleges and Universities) employment—I didn’t expect it, and frankly, the first time I was called for an end-of-week meeting, I thought I was in trouble!
Thankfully, I was not in trouble, and these meetings were a requirement of the program. The purpose of the meetings is for the C700 candidate to ask questions or raise any concerns about their job so far, and for supervisor and colleagues to provide feedback on areas for growth or to highlight areas of strength and things that are going well. Honestly, people with disabilities, unfortunately, can be scrutinized or judged, especially when trying to enter the workforce, so this part of the process can be slightly triggering. I reframed it in my mind as a unique opportunity to open the lines of communication between staff and supervisor. It’s a positive to be able to express where you need more support or to hear constructive feedback on your work. This process is set up to position people for success, and I think all of us on this call can agree that’s a good thing.
MCD: What would you say to leaders who might be hesitant or unsure about the program—how might you encourage them?
Joe: I tell them the story of Mollie. A true story of a positive experience is powerful. Mollie has opened up about her C700 hiring and folks see her now as a knowledgeable, skilled, hard worker and true performer and folks know that she came to the DNR through the program. In addition to her willingness to be a positive example, I share my positive experience, and I hope that it plants a positive image for those who wonder about the program.
MCD: For other hiring supervisors or managers, what advice or tips would you share to help them navigate the program successfully?
Joe: You must put some time into discussion with the candidate to understand their abilities and fit for the job. Plan to help them be successful and see if they thrive or not. I think a positive attitude on our side goes a long way to a win-win opportunity.
MCD: What’s one message you’d like people—especially policymakers—to take away from your story?
Mollie: People with disabilities (PWD) want to work. Many PWD are living below the poverty line because they can’t find supportive employers who want to work with them. PWD are some of the hardest working individuals, if given the right opportunity. C700 makes sure everyone has fair and equal employment opportunities.
NDEAM Activities
Looking to mark NDEAM close to home? These Minnesota events and activities offer chances to connect with community, share ideas, and support inclusive employment.
From Data to Dignity: Advancing Employment for People with IDD
Date: Thursday, October 30, 2025
Time: 1:00 p.m.
Join The Arc Minnesota for this webinar showcasing the latest data from National Core Indicators-Intellectual and Developmental Disabilities In Person Survey on employment among people with intellectual and developmental disabilities. Presenters will share information about the network of services and supports states have used to foster meaningful employment in the community, and what NCI data shows about how those services might be best enhanced.
The session will examine not only how many people with IDD are working in the community, but also will spotlight what we know about wages, hours, and weekly activities.
Register for From Data to Dignity [resource no longer available]
Working with Ability
Join the City of Bloomington for “Working with Ability,” an educational event celebrating National Disability Employment Awareness Month! Learn how employers can recognize and support the talents of individuals with disabilities in the workplace, explore the history of disability employment, and hear inspiring stories from both employers and employees.
MCD will be there with our signature swag, resources, and materials—stop by our table and say hello!
- Date: Friday, October 31, 2025
- Time: 11:00 a.m. – 1:00 p.m.
- Location: Bloomington Civic Plaza, 1800 W Old Shakopee Rd, Bloomington, MN 55431
- Cost: Free and open to the public
Event Schedule:
- 11:00–11:45 a.m. (Atrium): Lunch & Community Partner Open House
- 11:45 a.m.–1:00 p.m. (Council Chambers): Speakers and Q&A featuring experts from Lifeworks Services, Reach for Resources, and more
NDEAM: Hidden Disabilities Awareness Week
As part of National Disability Employment Awareness Month and Hidden Disabilities Awareness Week, MCD staffers Joel Runnels and Linda Gremillion share their personal experiences with hidden, non-apparent, and invisible disabilities. We invite you to share your own story in ways that feel safe and comfortable, and we hope that doing so helps you feel seen, supported, and part of a community that understands.
Note: Some of these stories include experiences of surviving trauma.
Invisible Landscapes: Navigating Life with Hidden Disabilities