Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

29
© 2014 CareerBuilder © 2014 CareerBuilder WORKERS WITH DISABILITIES: MEETING YOUR RECRUITMENT NEEDS AND DIVERSITY CHALLENGES

Transcript of Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

Page 1: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder© 2014 CareerBuilder

WORKERS WITH DISABILITIES:MEETING YOUR RECRUITMENT

NEEDS AND DIVERSITY CHALLENGES

Page 2: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

WELCOME AND INTRODUCTIONS

Gretchen KeefnerDirector, Strategic Accounts CareerBuilder

Peter V. BernsChief Executive OfficerThe Arc

Jonathan LucusManaging DirectorThe Arc

Greg CostaOperations ManagerLevy Restaurants

2 |

Page 3: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

CAREERBUILDER'S MISSION IS TO EMPOWER EMPLOYMENT. WE ARE

STRIVING TO ORGANIZE ALL THE WORLD'S HUMAN CAPITAL DATA AND MAKE IT

MEANINGFUL FOR SOCIETY.

CAREERBUILDER’S MISSION

3 |

Page 4: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

“Being a Federal contractor is a privilege—one that comes with the reasonable responsibility to abide by the law and provide equal opportunity to all workers. Today’s new rules make those expectations clearer and more meaningful. We are providing specific metrics to help contractors measure their progress toward achieving equal opportunity for people with disabilities.”

TOM PEREZ, SECRETARY OF LABOR

4 |

Page 5: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder© 2014 CareerBuilder

NEW REGULATORY REQUIREMENTS

5 |

Page 6: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

AFFIRMATIVE ACTION ANDNONDISCRIMINATION OBLIGATIONS OF

CONTRACTORS AND SUBCONTRACTORS REGARDING INDIVIDUALS WITH

DISABILITIES; FINAL RULE

41 CFR Part 60-741

6 |

Page 7: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

• Establishes a 7% workforce utilization goal

• Requires data collection to measure effectiveness of affirmative action

• Requires invitation to applicants and existing employees to voluntarily self-identify

MAIN FEATURES

7 |

Page 8: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

• Requires contractors to include mandated language in subcontracts to inform of obligation

• Updates definition of disability to comply with ADAAA

MAIN FEATURES

8 |

Page 9: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

• Must post notice in electronic format if use on-line application

• Must indicate EEO employer in ads

• Contract must refer to Section 503 regulation

EQUAL OPPORTUNITY CLAUSE

9 |

Page 10: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

• Required by every Government contractor with 50 or more employees and a contract of $50,000 or more

• More than a paperwork exercise

• Includes measurable objectives, quantitative analyses and internal auditing and reporting systems

AFFIRMATIVE ACTION PROGRAM

10 |

Page 11: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

Neither a quota nor a ceiling

Failure to meet goal does not constitute discrimination

Failure to meet goal requires assessment of: • Personnel policies & procedures

• Outreach and recruitment practices

• Affirmative Action Program

Identified problems addressed in corrections

THE 7% GOAL

11 |

Page 12: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

Pre-employment offer stage

• Invitation can occur when collecting demographic info

• If use internet applications, invitation can occur after applicant passes basic qualification screen

Periodic invitation to current employees

• Monitor placement, promotion, retention practices

INVITATION TO SELF-IDENTIFY

12 |

Page 13: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

• Formal arrangements should be made for referral of applicants, follow up with sources, and feedback on disposition of applicants

• Special recruitment efforts to reach students with disabilities

• Work study, internships, job shadowing programs

• Attract PWDs not currently in workforce

• Consider applicants with known disabilities for all job vacancies

OUTREACH AND POSITIVE RECRUITMENT

113 |

Page 14: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

• Number of applicants and Number of applicants with disabilities

• Number of job openings, Number of jobs filled and, Number of jobs filled by applicants with disabilities

• Total number of applicants hired

• Retained for 3 years

DATA COLLECTION

14 |

Page 15: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

• Contractor required to perform annual evaluation

• If % of PWDs in job group is less than 7%, must review personnel processes and physical and mental qualifications; effectiveness of outreach and recruitment efforts

• Develop and execute action-oriented program

ANNUAL EVALUATION

15 |

Page 16: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

Contractors may:

• Develop job training program for individuals with certain disabilities such as TBI or developmental disabilities

• Use linkage agreements to recruit program trainees

Contractor must:

• Describe the voluntary APP

• Include name of the official responsible for the program in the AAP

• Include annual report of activities in the AAP

• Not use program to segregate IWDs or limit employment opportunities of IWDS

VOLUNTARY AAP FOR IWDS

16 |

Page 17: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder© 2014 CareerBuilder

CORPORATE EXPERIENCES

17 |

Page 18: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

A TESTAMENT TO WORK ETHIC

18 |

Page 19: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder© 2014 CareerBuilder

HOW THE ARC NETWORK CAN HELP

19 |

Page 20: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

PROVIDING SUPPORT TO COMPANIES THAT ARE OBLIGATED TO COMPLY WITH THE 503

GUIDELINES

20 |

Page 21: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

Our National Scope

• Over 60 years of experience supporting individuals with I/DD

• Over 670 chapters across the United States

• 140,000 members

A WEALTH OF EXPERIENCE AND EXPERTISE

21 |

Page 22: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

THROUGH SELF-ADVOCATES, PARENTS, SIBLINGS, AND SERVICE PROFESSIONALS,

THE ARC NETWORK HAS A HIGH LEVEL UNDERSTANDING AND EXPERTISE IN

WORKFORCE INTEGRATION.

A DEEP UNDERSTANDING

22 |

Page 23: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

A HISTORY OF PROVIDING QUALITY EMPLOYEES

223 |

Page 24: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

1. Targeted Outreach

• State Agencies

• Educational Institutions

• Local/ National Disability Groups

• Employment Networks

• Non-Profit Service Organizations

CORPORATE SERVICES

24 |

Page 25: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

2. Locally-Based Staffing Solutions

• Recruitment

• Assessment

• Training

• Placement Services

• Follow-up Services

CORPORATE SERVICES

25 |

Page 26: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

3. Training and Consultation

• For Companies

• Cultural Competency/Workforce Diversity Training

• Accommodation training

• Regulation Required Evaluation and Reporting Services

• For Newly Hired Employees

• Interviewing and On-boarding Training

• Long-term Retention and Effectiveness Support

CORPORATE SERVICES

26 |

Page 27: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

TalentScout includes information relevant to on-boarding, supporting & managing people with Autism Spectrum Disorder in the following areas:

1. Job Descriptions & Announcements

2. Job Interviewing

3. Disclosure

4. Confidentiality

5. Orientation & Job Training

6. Workplace Accommodations

7. Coworker Relationships

8. Feedback & Evaluation

CORPORATE SERVICES

27 |

Page 28: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

• Final Rule:

http://www.gpo.gov/fdsys/pkg/FR-2013-09-24/pdf/2013-21228.pdf

• Frequently Asked Questions:

http://www.dol.gov/ofccp/regs/compliance/faqs/503_faq.htm

• Fact Sheet:

http://www.dol.gov/ofccp/regs/compliance/factsheets/Sec_503_508c.pdf

• Chart of Changes:

http://www.dol.gov/ofccp/regs/compliance/factsheets/Section503_Crosswalk_QA_508c.pdf

USEFUL FEDERAL LINKS

28 |

Page 29: Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

© 2014 CareerBuilder

www.thearc.org

Peter Berns Jonathan Lucus

[email protected] [email protected]

202.534.3701 202.534.3706

www.empoweringemployment.com

Gretchen Keefner

[email protected]

773.527.5589

CONTACT INFORMATION

29 |