JAN is a service of the U.S. Department of Labors Office of Disability Employment Policy. 1 Profit...
-
Upload
jordan-hernandez -
Category
Documents
-
view
213 -
download
0
Transcript of JAN is a service of the U.S. Department of Labors Office of Disability Employment Policy. 1 Profit...
JAN is a service of the U.S. Department of Labor’s Office of Disability Employment Policy.
1
Profit by Investing in Workers with Disabilities
Louis Orslene
Job Accommodation Network (JAN)October 11, 2011
Making the Case
2
5. Learn from past cases at JAN.5. Learn from past cases at JAN.
Overview Making the Case Communicating that the Doors are Open Creating an Inclusive Workplace Knowing Your Resources
In Ernst & Young's latest survey on globalization, James Turley, E&Y CEO writes:
“we found that the majority of respondents believe diversity of teams and experience improves both the financial performance and reputation of their organizations.”
James S. Turley, CEO, Ernst & Young
http://features.blogs.fortune.cnn.com/2011/01/23/ey-ceo-on-what-makes-global-leaders-successful/
Making the Case
3
What is the strategic advantage of including disability in the diversity efforts?
Aging of the U.S. workforce and accompanying rise of impairmentIncrease of qualified youth with disabilities entering the workforceBroadening of the ADA and stricter enforcement of Section 508 and Section 503 of the Rehabilitation ActRecognition that people with disabilities and their families have significant disposable incomeWorkplace Accommodations including Assistive Technologies Enhance Productivity
Making the Case
4
What is the strategic advantage of including disability in the diversity efforts?
“Some 58 million adults - 34 percent - age 18 to 65 have at least one chronic condition, and 19 million adults - 11 percent - have two or more chronic conditions…It is estimated that by the year 2020, half of the U.S. population will have at least one chronic condition and one-quarter will be living with multiple chronic conditions.”
From Center on an Aging Society, Georgetown UniversityData from the 2000 Medical Expenditure Panel Survey, from the National Health Survey.
Making the Case
5
What is the strategic advantage of including disability in the diversity efforts?
“83% of working-age people with disabilities have high school diplomas or a higher education.”
National Organization on Disability, Harris Poll (2010)
6
Making the Case
What is the strategic advantage of including disability in the diversity efforts?
Broadening of the ADA with the 2008 Amendments
An stricter enforcement of Section 501, Section 508
and Section 503 (Federal Contractors) of the
Rehabilitation Act
U.N. Convention on the Rights of Persons with
Disabilities
7
Making the Case
What is the strategic advantage of including disability in the diversity efforts?
“…87% of survey participants specifically agreed that they would prefer to give their business to companies that hire individuals with disabilities.”
A national survey of consumers attitudes towards companies that hire people with disabilities by Neil Romano and Gary Siperstein (2006)
8
Making the Case
What is the strategic advantage of including disability in the diversity efforts?
71% increase in the employee’s productivityEmployers report, 76% accommodations were either very effective or extremely effectiveMost accommodations cost than half (56%) were made at no cost
Accommodation and Compliance Series Publication - Workplace Accommodations: Low Cost, High Impact, http://askjan.org/media/lowcosthighimpact.html
Making the Case
9
Five Signs the Doors are Open
Accessible Worksite Accessible Ethos - particularly language Accessible Workplace Technologies Inclusive Policies and Practices External Partnerships with disability related
services
10
Communicating the Doors are Open
Language People First Language No One is a Victim Adults do not have special needs Disabilities have various levels of impairment
i.e. hearing, blind, autistic, etc. Mental Illness, correct? Not denigrating
descriptions Intellectual disability, correct? Not mental
retardation
11
Communicating the Doors are Open
Meet and Greet Just like you, right? Write down what you want to say Meeting and talking with a person with blindness Sit down and relax Intellectual disability Cosmetic disfigurement Service animal Speech impairment Ultimately if you are unsure about how to
communicate, ask the person
12
Communicating the Doors are Open
General Tips
Abilities First
Adaptive devices and assistive technology
Communicate directly – eye contact - with a colleague
with a disability
Gaining the attention of someone who is deaf
Communication preference
Ask the person first before providing assistance
Communicating the Doors are Open
13
Interviewing a Person with a Disability
Provide training to all the employees who might be in
contact with a person with a disability
Focus on essential functions of the job
Disability does not need to be disclosed
Voluntary disclosure – affirmative action only
How to reply to a disclosure of disability
Communicating the Doors are Open
14
Supervising a Person with a Disability
Orient the employee to the evacuation procedures
Learning to navigate the office
Respect Privacy and do not make small talk about
disability
Productivity tools - Just do it But, if a person discloses and asks for an
accommodation then begin the interactive process – communicate frequently and document
Communicating the Doors are Open
15
Websites Applicant Tracking System Online HR Systems Intranets Service Centers Products and Services Promotions – Marketing & Communications
Debra Ruh, SSB Bart (2011)
Communicating the Doors are Open
16
Tips from the Leaders
Champion in the “C” Suite Identify existing channels of communication and identify
allies in other departments for collaboration Build a diversity and inclusion strategic plan with a
diversity recruiting commitment and a diversity performance objective
Begin conducting accessibility audits – worksite, technologies, policies and practices
Develop training to dispel myths, provide the business case and provide updated or new policies and practices
17
Creating an Inclusive Workplace
Internally start by:
Developing internal expertise concerning issues of disability single point of contact
Develop or adapt accommodation policy and procedures
Conduct an anonymous voluntary survey to begin to establish a baseline and understand how you organization is effected by disability
Develop your own organizational business case and provide leaders with information to dispel the myths about disability when they arise
18
Creating an Inclusive Workplace
Internally start by:
Insuring all current training materials are accessible
Insuring all company communications are accessible
Insuring all hiring sites, meeting spaces are accessible
Insuring company events and holiday parties are accessible
19
Creating an Inclusive Workplace
As part of your internal communications, make sure everyone needs to know:
Who are you top champions Who the point person and internal expert is for
disability related questions What to do if someone discloses How are accommodations funded How will they be held accountable
20
Creating an Inclusive Workplace
Externally start by:
Visiting other companies or joining US BLN to identify a mentor Asking other companies for their benchmarksIdentifying external partners for technical assistanceIdentifying external partners to build your talent pipelineReviewing articles and books on inclusion
21
Creating an Inclusive Workplace
ODEP and its Technical Assistance Programs – Effective policies and practices to increase employment of people with disabilities JAN – No cost national technical assistance and training on worksite accommodation solutions, Title I of the ADAAA and other disability-related technical assistance EARN – No cost national resource for employers seeking to recruit, hire, and retain qualified employees with disabilitiesADA Network – No cost regional technical assistance and training on disability awareness and the ADAAA State Vocational Rehabilitation - To identify qualified applicants with disabilitiesInternship Programs - specifically for young people with disabilities i.e. Workforce Recruitment Program (WRP), Emerging Leaders, Entry Point, Career Opportunities for Students with Disabilities (COSD), etc.Disability Related Job Banks - GettingHired.com, One More Way Foundation, Ability Jobs, Disaboom, etc.
22
Knowing Your Resources
23
Contact (800)526-7234 (V) & (877)781-9403 (TTY) AskJAN.org & [email protected]
Job Accommodation Network
24
Job Accommodation Network