Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges
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Transcript of Workers With Disabilities: Meeting Your Recruitment Needs and Diversity Challenges
© 2014 CareerBuilder© 2014 CareerBuilder
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
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© 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
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© 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
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© 2014 CareerBuilder© 2014 CareerBuilder
NEW REGULATORY REQUIREMENTS
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© 2014 CareerBuilder
AFFIRMATIVE ACTION ANDNONDISCRIMINATION OBLIGATIONS OF
CONTRACTORS AND SUBCONTRACTORS REGARDING INDIVIDUALS WITH
DISABILITIES; FINAL RULE
41 CFR Part 60-741
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© 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
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© 2014 CareerBuilder
• Requires contractors to include mandated language in subcontracts to inform of obligation
• Updates definition of disability to comply with ADAAA
MAIN FEATURES
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© 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
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© 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
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© 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
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© 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
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© 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
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© 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
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© 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
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© 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
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© 2014 CareerBuilder© 2014 CareerBuilder
CORPORATE EXPERIENCES
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© 2014 CareerBuilder
A TESTAMENT TO WORK ETHIC
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© 2014 CareerBuilder© 2014 CareerBuilder
HOW THE ARC NETWORK CAN HELP
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© 2014 CareerBuilder
PROVIDING SUPPORT TO COMPANIES THAT ARE OBLIGATED TO COMPLY WITH THE 503
GUIDELINES
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© 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
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© 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
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© 2014 CareerBuilder
A HISTORY OF PROVIDING QUALITY EMPLOYEES
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© 2014 CareerBuilder
1. Targeted Outreach
• State Agencies
• Educational Institutions
• Local/ National Disability Groups
• Employment Networks
• Non-Profit Service Organizations
CORPORATE SERVICES
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© 2014 CareerBuilder
2. Locally-Based Staffing Solutions
• Recruitment
• Assessment
• Training
• Placement Services
• Follow-up Services
CORPORATE SERVICES
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© 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
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© 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
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© 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
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© 2014 CareerBuilder
www.thearc.org
Peter Berns Jonathan Lucus
[email protected] [email protected]
202.534.3701 202.534.3706
www.empoweringemployment.com
Gretchen Keefner
773.527.5589
CONTACT INFORMATION
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