SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities
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SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

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The Society for Human Resource Management (SHRM) has released the first in a series of 3 studies conducted in collaboration with, and commissioned by, the Cornell University ILR School Employment and ...

The Society for Human Resource Management (SHRM) has released the first in a series of 3 studies conducted in collaboration with, and commissioned by, the Cornell University ILR School Employment and Disability Institute. The first report looks at practices and policies related to recruiting and hiring individuals with disabilities based on findings from a survey of SHRM’s membership. Sixty percent of respondents worked for U.S.-based companies; the rest worked at multinational companies.

Nearly two-thirds (61%) of organizations include people with disabilities explicitly in their diversity and inclusion plans and 58% indicate training HR staff and supervisors on effectively interviewing people with disabilities. Nearly one-half (45%) of organizations found that training HR staff and supervisors on interviewing people with disabilities to be very effective in the recruitment or hiring of people with disabilities.

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SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities Presentation Transcript

  • SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute April 11, 2012SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
  • IntroductionSHRM, in collaboration with and commissioned by the Cornell University ILR School Employment and DisabilityInstitute, conducted a survey of its members about organizational practices and policies related to employingpeople with disabilities. Areas of focused in this survey research included:  Part 1: Recruitment and Hiring (Released April 11, 2012)  Part 2: Accessibility and Accommodation (Released May 17, 2012)  Part 3: Retention and Advancement (To be released soon)In addition, the survey explored metrics that organizations track for all employees and for employees withdisabilities, as well as potential barriers in the employment of and advancement of people with disabilities.The data findings included in this document focus on Part 1 of the research: Practices and Policies Related toRecruiting and Hiring Employees With Disabilities. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 2
  • Part 1:Policies and Practices Related to Recruitment and HiringSHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 3
  • Study Purpose, Partners and Funding Study purpose: to provide new knowledge about differences in HR practices in hiring, retaining and advancing individuals with disabilities and the relationship between these practices and positive employment outcomes. Partners: SHRM, in collaboration with Cornell University. Funding: U.S. Department of Education, National Institute on Disability and Rehabilitation Research grant to Cornell University, Rehabilitation Research and Training Center on Employer Practices (Grant No. H133B040013). SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 4
  • Definitions For this survey, we define a “person with a disability” as someone who has aphysical and/or mental impairment that substantially limits a major life activity. Thiscould include (but is not limited to) individuals with a physical disability, a chronichealth condition, a vision or hearing impairment, a mental health condition, or aworkplace injury or illness. We define an “effective practice or policy” as one that leads to improvedrecruitment, hiring, retention, engagement, workplace climate and/or advancementof people with disabilities. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 5
  • Key Findings What policies and practices related to the recruitment and hiring of people with disabilities are currently being implemented by organizations? Nearly two-thirds (61%) of organizations indicate including people with disabilities explicitly in their diversity and inclusion plans, 59% require subcontractors/suppliers to adhere to disability nondiscrimination requirements, 58% train HR staff and supervisors on effectively interviewing people with disabilities, and 57% have developed relationships with community organizations that promote the employment of people with disabilities. Among organizations that have implemented policies and practices related to the recruitment and hiring of people with disabilities, which policies and practices were found to be very effective? Nearly one-half (45%) of organizations found that training HR staff and supervisors on interviewing people with disabilities was very effective. Several organizations also believe that requiring subcontractors/suppliers to adhere to disability nondiscrimination requirements (38%) and having explicit organizational goals related to the recruitment or hiring of people with disabilities (34%) were very effective practices. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 6
  • Key Findings (Continued) Are some organizations more likely to have policies and practices related to the recruitment and hiring of people with disabilities depending on the organization’s staff size or sector? Larger organizations are more likely to have polices and practices related to recruitment and hiring of people with disabilities compared with smaller organizations. Publicly owned for-profit organizations also are more likely to have some of these policies and practices in place compared with privately owned for-profit organizations and nonprofit organizations. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 7
  • Policies and Practices Related to Recruitment and Hiring Our organization… Includes people with disabilities explicitly in its diversity and inclusion plan. 61% 39% (n = 567 ) Requires subcontractors/suppliers to adhere to disability nondiscrimination requirements. 59% 41% (n = 525) Trains HR staff and supervisors on effective interviewing of people with disabilities. 58% 42% (n = 580) Has relationships with community organizations that promote the 57% 43% employment of people with disabilities. (n = 568) Actively recruits people with disabilities. 47% 53% (n = 574) Yes NoNote: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 8
  • Policies and Practices Related to Recruitment and Hiring (Continued) Our organization… Has senior management that demonstrates a strong commitment to disability recruitment and hiring. 40% 60% (n =555) Takes advantage of tax incentives for hiring people with disabilities (e.g., Small Business Tax Credit, Architectural/ Transportation Tax 27% 73% Deduction or Work Opportunities Tax Credit). (n = 467) Has explicit organizational goals related to the recruitment or hiring of people with disabilities. 27% 73% (n = 540)Participates in internships or similar programs that target people with 20% 80% disabilities. (n =525) Includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management. 18% 82% (n = 547) Yes No Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 9
  • Effectiveness of Policies and Practices Very Somewhat Not Effectiveness Our organization… effective effective effective not known Trains HR staff and supervisors on effective interviewing of people with disabilities. 45% 37% 17% 1% (n = 334) Requires subcontractors/suppliers to adhere to disability nondiscrimination requirements. 38% 30% 3% 29% (n = 310) Has explicit organizational goals related to the recruitment or hiring of people with disabilities. 34% 31% 9% 25% (n = 149) Participates in internships or similar programs that target people with disabilities. 33% 37% 5% 25% (n = 111)Note: Respondents who answered that a policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review”or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 10
  • Effectiveness of Policies and Practices (Continued) Very Somewhat Not Effectiveness Our organization… effective effective effective not known Includes people with disabilities explicitly in its diversity and inclusion plan. 29% 36% 7% 27% (n =349) Has relationships with community organizations that promote the employment of people with disabilities. 28% 37% 7% 28% (n = 326) Has senior management that demonstrates a strong commitment to disability recruitment and hiring. 27% 42% 8% 23% ( n = 223)Note: Respondents who answered that a policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review”or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 11
  • Effectiveness of Policies and Practices (Continued) Very Somewhat Not Effectiveness Our organization… effective effective effective not known Actively recruits people with disabilities. 26% 37% 6% 30% (n = 273) Takes advantage of tax incentives for hiring people with disabilities (e.g., Small Business Tax Credit, Architectural/ Transportation Tax Deduction or Work 26% 34% 6% 34% Opportunities Tax Credit). (n = 128) Includes progress toward recruitment or hiring goals for people with disabilities in the performance 29% 33% 11% 28% appraisals of senior management. (n = 99)Note: Respondents who answered that a policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review”or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 12
  • Comparison by Organization SectorSHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 13
  • Definition of Sectors  Publicly owned for-profit organization is a limited liability company that offers its securities (stock/shares, bonds/loans, etc.) for sale to the general public, typically through a stock exchange or through market makers operating in over-the-counter markets. This is separate and distinct from a government-owned corporation that might be described as a publicly owned company.  Privately owned for-profit organization is a business company owned either by nongovernmental organizations or by a relatively small number of shareholders or company members. A privately owned for-profit organization does not offer or trade its company stock (shares) to the general public on the stock market exchanges, but rather the companys stock is offered, owned and traded or exchanged privately. Less ambiguous terms for a privately held company are unquoted company and unlisted company.  Nonprofit organization is neither a legal nor a technical definition, but generally refers to an organization that uses surplus revenues to achieve its goals rather than to distribute them as profit or dividends. States in the U.S. defer to the IRS designation conferred under United States Internal Revenue Code Section 501 when the IRS deems an organization eligible. A nonprofit organization may or may not have shareholders. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 14
  • Comparison by Organization Sector Our organization… actively recruits people with disabilities. Organization sector Differences based on organization sector Publicly owned for- privately owned for- Publicly owned for-profits (58%) Privately owned for-profits (41%) > profits profitshas relationships with community organizations that promote the employment of people with disabilities. Organization sector Differences based on organization sector Publicly owned for privately owned for- Publicly owned for-profits (64%) Privately owned for-profits (52%) > profits profitsincludes progress toward recruitment or hiring goals for people with disabilities in the performance appraisalsof senior management. Organization sector Differences based on organization sector Publicly owned for- privately owned for- Publicly owned for-profits (24%) Privately owned for-profits (14%) > profits profitsNote: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.Only statistically significant differences are shown. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 15
  • Comparison by Organization Sector (Continued) Our organization… takes advantage of tax incentives for hiring people with disabilities. Organization sector Differences based on organization sector Privately owned for-profits (21%) Publicly owned for- privately owned for- Publicly owned for-profits (42%) > Nonprofits (23%) profits profits, nonprofits requires subcontractors/suppliers to adhere to disability nondiscrimination requirements. Organization sector Differences based on organization sector Privately owned for-profits (48%) Publicly owned for- privately owned for- Publicly owned for-profits (80%) > Nonprofits (55%) profits profits, nonprofits includes people with disabilities explicitly in its diversity and inclusion plan. Organization sector Differences based on organization sector Privately owned for-profits (54%) Publicly owned for- privately owned for- Publicly owned for-profits (77%) > Nonprofits (60%) profits profits, nonprofitsNote: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.Only statistically significant differences are shown. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 16
  • Comparison by Organization Sector (Continued) Our organization… has explicit organizational goals related to the recruitment or hiring of people with disabilities. Organization sector Differences based on organization sector Publicly owned for-profits (40%) Publicly owned for- privately owned for- Privately owned for-profits (19%) > Nonprofits (34%) profits, nonprofits profits has senior management that demonstrates a strong commitment to disability recruitment and hiring. Organization sector Differences based on organization sector Publicly owned for-profits (49%) Publicly owned for- privately owned for- Privately owned for-profits (32%) > Nonprofits (48%) profits, nonprofits profitsNote: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.Only statistically significant differences are shown. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 17
  • Comparison by Organization Staff SizeSHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 18
  • Comparison by Organization Staff Size Our organization… actively recruits people with disabilities. Smaller organizations Larger organizations Differences based on organization staff size 1 to 99 employees (37%) 2,500 to 24,999 employees (64%) Larger organizations > smaller organizations 100 to 499 employees (39%) 25,000 or more employees (78%) has relationships with community organizations that promote the employment of people with disabilities. Smaller organizations Larger organizations Differences based on organization staff size 1 to 99 employees (48%) 2,500 to 24,999 employees (75%) Larger organizations > smaller organizations 100 to 499 employees (50%) includes people with disabilities explicitly in its diversity and inclusion plan. Smaller organizations Larger organizations Differences based on organization staff size 500 to 2,499 employees (66%) 1 to 99 employees (47%) 2,500 to 24,999 employees (72%) Larger organizations > smaller organizations 25,000 or more employees (85%)Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.Only statistically significant differences are shown. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 19
  • Comparison by Organization Staff Size (Continued) Our organization… has explicit organizational goals related to the recruitment or hiring of people with disabilities. Smaller organizations Larger organizations Differences based on organization staff size 1 to 99 employees (18%) 25,000 or more employees (52%) Larger organizations > smaller organizations 100 to 499 employees (24%) includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management. Smaller organizations Larger organizations Differences based on organization staff size 100 to 499 employees (12%) 25,000 or more employees (39%) Larger organizations > smaller organizations participates in internships or similar programs that target people with disabilities. Smaller organizations Larger organizations Differences based on organization staff size 2,500 to 24,999 employees (28%) 100 to 499 employees (13%) 25,000 or more employees (35%) Larger organizations > smaller organizationsNote: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.Only statistically significant differences are shown. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 20
  • Comparison by Organization Staff Size (Continued) Our organization… has senior management that demonstrates a strong commitment to disability recruitment and hiring. Smaller organizations Larger organizations Differences based on organization staff size 1 to 99 employees (33%) 25,000 or more employees (63%) Larger organizations > smaller organizations 100 to 499 employees (33%) takes advantage of tax incentives for hiring people with disabilities. Smaller organizations Larger organizations Differences based on organization staff size 500 to 2,499 employees (36%) 1 to 99 employees (16%) 2,500 to 24,999 employees (43%) Larger organizations > smaller organizations 100 to 499 employees (15%) 25,000 or more employees (61%) requires subcontractors/suppliers to adhere to disability nondiscrimination requirements. Smaller organizations Larger organizations Differences based on organization staff size 500 to 2,499 employees (68%) 1 to 99 employees (46%) 2,500 to 24,999 employees (69%) Larger organizations > smaller organizations 25,000 or more employees (82%)Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.Only statistically significant differences are shown. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 21
  • Demographics: Organization Industry Percentage ofIndustry RespondentsManufacturing 26%Finance and insurance 12%Professional, scientific and technical services 12%Retail trade 12%Wholesale trade 9%Transportation and warehousing 8%Accommodation and food services 7%Entertainment and recreation 5%Information 5%Utilities 5%Construction 4%Educational services 4%Note: n = 637. Total does not equal 100% due to multiple response options . SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 22
  • Demographics: Organization Industry(Continued) Percentage ofIndustry RespondentsHealth care and social assistance 4%Religious, grantmaking, civic, professional and similar organizations 4%Repair and maintenance 4%Real estate and rental and leasing 3%Administrative and support and waste management and 2%remediation servicesManagement of companies and enterprises 2%Public administration 2%Agriculture, forestry, fishing and hunting 1%Mining 1%Personal and laundry services 1%Other 8%Note: n = 637. Total does not equal 100% due to multiple response options . SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 23
  • Demographics: Respondents by OrganizationSectorPrivately owned for-profit organization 56%Publicly owned for-profit organization 28% Nonprofit organization 14% Other 3% Note: n = 611. Percentages do not equal 100% due to rounding. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 24
  • Demographics: Respondents by OrganizationStaff Size 1 to 99 employees 23% 100 to 499 employees 28% 500 to 2,499 24% employees 2,500 to 24,999 18% employees 25,000 or more 7% n = 627 employees SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 25
  • Demographics: Other Does your organization have U.S.-based Is your organization a single-unit organization or a operations (business units) only or does it multi-unit organization? operate multinationally? Multi-unit organization: An organization that U.S.-based operations only 60% has more than one location 80% Multinational operations 40% Single-unit organization: An organization in n = 617 which the location and the organization are 20% one in the same n = 635 For multi-unit organizations, are HR policies andWhat is the HR department/function practices determined by the multi-unit corporateresponded for throughout this survey? headquarters, by each work location or both?Corporate (companywide) 57% Multi-unit headquarters determines HR 51% policies and practicesFacility/location 26% A combination of both the work location and the multi-unit headquarters 46%Business unit/division 17% determine HR policies and practicesn = 519 Each work location determines HR policies 3% and practices n = 516 SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 26
  • Further Information Available  SHRM® Disability Employment Resource Page www.shrm.org/disabilityemployment  HR Tips www.hrtips.org  Employer Assistance and Resource Network (EARN) www.askEARN.org  Job Accommodation Network (JAN) http://askjan.org  National ADA Network www.adata.org  Cornell Employment and Disability Institute publications online http://digitalcommons.ilr.cornell.edu  Employment and Disability Institute at Cornell University www.ilr.cornell.edu/edi  U.S. Disability Status Report www.disabilitystatistics.org SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 27
  • Survey Methodology  Response rate = 23%  Sample consisted of 662 HR professional respondents from a randomly selected sample of SHRM’s membership.  A series of e-mail reminders along with a call campaign were used to encourage survey participation.  Margin of error is +/-3%.  Survey fielded October 19-December 15, 2011• For more survey/poll findings, visit www.shrm.org/surveys• For more information about SHRM’s Customized Research Services, visit www.shrm.org/customizedresearch• Follow us on Twitter: http://twitter.com/SHRM_Research SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 28