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How to Overcome Hidden Bias in Hiring Persons with Disabilities

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  • Already over a Billion Strong
  • Disability39 percent of men age 65 and older and 48 percent of women reported having at least one disability in 2000.The Scripps Center also indicates: "Over one third of individuals age 60+ have at least one disability Overall over 50 % of self Identified PWD in the USA are aged 55 or older
  • As of 2000, 49.7 million people, representing 19.3% of the non- institutionalized population above the age of five, reported a disability in the United States. Making the logical assumption that disability does not recognize borders, and is a global phenomenon, the global estimate of the population of PWD is 1.1billionpeople.5Hiring people with disabilities will attract customers with disabilities and their stakeholders to your products and services They will see, through your employees, your commitment to their community. From a Gallup poll, we also know that • 87 percent of American people would prefer to give their business to companies that hire people with disabilities. The time is overdue for companies to overcome their fears and increase the employment of people with disabilities within their ranks.* *Herman Trend Alert: Hiring People with Disabilities Makes Business Sense January 23, 2008
  • Economic Status63 percent of men and 47 percent of women over age 60 are still working.2000 Stats – Dept. of Aging
  • And now let’s turn our focus to the newly revised regulations that have the federal contractor community anxious on ensuring their practices and policies will be up to the new standards in a timely manner.
  • Just last week, the revised Section 503 of the Rehabilitation Act rules were published in the Federal Register which officially started the clock running on when federal contractors and subcontractors with $10,000 or more worth of qualified contracts would need to be in compliance with the new set of regulations. The OFCCP emailed the above message to its subscribers notifying them of the effective date: March 24, 2014
  • The following are highlights of some of the most significant changes to the regulations.EEO Statement on AdvertisementsA new provision is added to be consistent with a comparable EO 11246 requirement regarding race and sex. The contractor must, in all solicitations or advertisements for employees placed by or on behalf of the contractor, state that all qualified applicants will receive consideration for employment and will not be discriminated against on the basis of disability. National utilization goal of 7% for each job group in the workforcethe new regulations include an aspirational utilization goal of 7 percent. OFCCP created this goal to give contractors a yardstick against which they can measure the success of their efforts in outreach to and recruitment of individuals with disabilities. More specifically, contractors should use the goal to measure the change in the representation of individuals with disabilities in their workforce. The utilization goal, with its focus on the entire workforce, differs from the placement goal under the Executive Order 11246 program, which focuses on those employees newly placed into positions. The goal is not a quota.The goal was based on data collected as part of the American Community Survey (ACS) with respect to the 2009 ACS disability data for the "civilian labor force" and the "civilian population,“ Data CollectionThere is a new requirement specific to data collection and analysis. As a contractor, you must document and update annually the following information:for applicants: the total number of applicants for employment, and the number of applicants who are known individuals with disabilities;for hires: the total number of job openings, the number of jobs filled, and the number of individuals with disabilities hired; and the total number of job openings, and the number of jobs that are filled. This data must be retained for three years.Data will assist contractors in measuring the effectiveness of outreach and recruitment efforts. Self-IdentifyThe new Section 503 regulations require contractors to invite applicants to self-identify at the pre-offer stage as well as continuing to request information at the post-offer stage. OFCCP is developing a form for contractors to use to invite applicants to self-identify and will post it on the OFCCP Web site when it becomes available.OFCCP will permit contractors to invite applicants to self-identify after they meet the Internet Applicant requirements, including the basic qualification screen. Contractors must invite their employees to self-identify every five years, beginning the first year that they become subject to the Section 503 voluntary self-identification requirements. In addition, at least once during the years between these invitations, contractors must remind their employees that they may voluntarily update their disability status at any time.Through the new invitation and reminder to employees to self-identify, contractors can capture data on employees who become disabled while employed, as well as those with existing disabilities who may feel more comfortable self-identifying once they have been employed for some time. Training Requirement: Training required for employees who implement personnel decisions from the applicant process, hiring, promotion, termination, merit increases, performance evaluations, etc. (this is not a new requirement but it is common that federal contractors are out of compliance with this requirement. The OFCCP’s proposal to include specific items to be covered such as inclusion training did not make it to the final rules but I highly recommend that diversity/inclusion as well as etiquette for interacting with individuals with disabilities be part of your training topics.A log of attendeesshould be maintained along with date, who administered training, written or electronic materials usedAffirmative Action Plan Availability: making the disability AAP available to applicants and employees is not new; but the OFCCP did add verbiage clarifying that the metrics are not included in the required AAP that must be shown to persons interested in viewing the program. The location and hours during which the program may be obtained shall be posted at each establishmentEmployees: If there are employees who work remotely then you must either provide employees with computers that can access the electronic posting or must have actual knowledge that the electronically posted notice is otherwise accessible to these employees.Must post for employees in a conspicuous location and format on their Intranet or send it to them by electronic mail Applicants: If the contractor uses an electronic application process, it must post an electronic notice to inform job applicants of their EEO rights. Electronic notices for applicants must be conspicuously stored with, or as part of, the electronic application
  • In honor of Disability Awareness Month in October, we would like to share with you some valuable tips that you can use in your own workplace to ensure there is inclusion and understanding of persons with disabilities. Oftentimes, it’s about overcoming those hidden biases that can lead to possible discrimination.
  • Definition of bias:"Intentional and unintentional, conscious and subconscious, attitudes, behaviors and actions that have a negative and differential impact on segments of the society, or favor one segment of the society." The definition identifies four distinct categories of bias...intentional, unintentional, conscious and subconscious.Webster’s Dictionary defines Bias asa: bent, tendency b: an inclination of temperament or outlook; especially: a personal and sometimes unreasoned judgment : prejudice c: an Instance of such prejudice Quote on the slide: Source: Workplace Tolerance Bias Awareness (2008 EAPTools.com)http://samhouston.army.mil/hra/asap/EAP/E094_Workplace_Tolerance_Bias_Awareness.pdf
  • Source: Gender Equality Project: Evaluation Bias and Backlash: Dimensions, Predictors and Implications for OrganisationsCentre for Ethical LeadershipNovember 2012: Melbourne Business SchoolAnna Genat, Dr. Victor Sojo, and Professor Robert Wood
  • Siource…www.diversitybestpractices.comResearchers and experts often examine different generations in the workplace, looking for clues to improve management effectiveness.
  • Freud compared the mind to an iceberg. Like an iceberg, there is only a small portion of our conscious mind that is exposed or that we are aware of. A large percentage of how we react to people or think about things (which is like the large portion of the iceberg which is below the water surface) is due to feelings and experiences that we hold in our unconscious mind. Learning whether or not we have any biases against any groups whether it be different age groups, abilities, races, gender, etc. can help us be more aware of the decisions we make in order to reduce the likelihood of treating someone unfairly due to these biases that we hold. It’s important to realize that we all have biases. This does not mean that we are racist or bad people. Because of experiences growing up and interactions with different people and exposure to social media, etc…..these things tend to influence or way of thinking.If you are curious to see whether or not you hold any biases regarding different age groups, races, genders, etc., you might want to take a look at taking a set or short surveys that will uncover how you feel unconsciously about certain groups. This web site link seen on your screen will take you to a test known as the Implicit Association Test which is a collaboration of different groups including Harvard University. It presents a method that demonstrates the conscious-unconscious divergences much more convincingly than has been possible with previous methods. Again, once you are made aware if you have a bias against a particular group or a preference towards another, this awareness will assist you in putting forth a conscious effort to treat others fairly despite your biases.
  • Return on InvestmentBusinesses that employ people with disabilities turn social issues into business opportunities. These opportunities translate into lower costs, higher revenues and increased profits. Capitalize on the ROI of employing people with disabilities.INCREASE REVENUESAccess new markets.Improve productivity through innovative and effective ways of doing business.REDUCE COSTSReduce hiring and training costs.Increase retention.Reduce costs associated with conflict and litigation.ENHANCE SHAREHOLDER VALUECapitalize on opportunities to meet business goals.MarketingCustomers with disabilities and their families, friends and associates represent a trillion dollar market segment. They, like other market segments, purchase products and services from companies that best meet their needs. A large number of Americans also say they prefer to patronize businesses that hire people with disabilities. Another of the benefits of employing people with disabilities is increasing your opportunity to gain a lasting customer base.CAPITALIZE ON NEW MARKET OPPORTUNITIESMirror the market to attract a wider customer base. Increase your market share.DEVELOP NEW PRODUCTS AND SERVICESRespond to marketplace needs. Lead your market.Increase profitability. InnovationInnovation is key to your business’ success. Employees with disabilities bring unique experiences and understanding that transform a workplace and enhance products and services. As part of your team, employees with disabilities help build your business and can lead your company into the future.WORKPLACE INNOVATIONCreate more efficient and effective business processes.Develop and implement management strategies to attract and retain qualified talent.Use technology in new ways to increase productivity.PRODUCT AND SERVICE INNOVATIONStimulate new product and service development through disability-inclusive diverse teams. Customize products and services to increase profitability.DEFINE THE FUTUREFoster the development of next-generation products and services. (Source: U.S. Department of Labor, Office ofDisability Employment Policy)
  • Source: Gender Equality Project: Evaluation Bias and Backlash: Dimensions, Predictors and Implications for OrganisationsCentre for Ethical LeadershipNovember 2012: Melbourne Business SchoolAnna Genat, Dr. Victor Sojo, and Professor Robert WoodAnd Eliminating bias drives Freshfields’ diversity push
  • Celebrate October-disability awareness monthJuly – anniversary of ADADecember 3 – International day of disability

Transcript

  • 1. Disabilities Awareness Month│1© 2013 PeoplefluentSeptember 30, 2013 How to Overcome Hidden Bias in Hiring Persons With Disabilities James Clinkscale Diversity and Inclusion Manager and ADA Coordinator Opportunities for Ohioans with Disabilities Julia Méndez, CDP, CAAP, PHR, CELS Principal Business Consultant Peoplefluent
  • 2. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│2 Submit Questions Anytime Type question here
  • 3. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│3 Agenda • Current Market • Americans With Disabilities Act • Revised Section 503 of Rehabilitation Act • How to Include Persons With Disabilities
  • 4. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│4 Emerging Market
  • 5. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│5 Emerging Market – Cont.
  • 6. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│6 Changing Demographics
  • 7. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│7 Emerging Market – Cont.
  • 8. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│8 Paper
  • 9. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│9 Change is Here
  • 10. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│10 Confused No More
  • 11. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│11 Americans with Disabilities Act (ADA) ADA of 1990 • Prohibits discrimination against qualified individuals with a disability • Requires employers to make reasonable accommodations for disabled individuals where no undue hardship to the employer results
  • 12. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│12 Americans with Disabilities Act • First piece of Federal legislation that offered people with disabilities protection in private and public employment and public accommodations • Comprised of five Titles • Title I – Employment • Title II – Public Services • Title III - Public Accommodations • Title IV – Telecommunications • Title V - Miscellaneous
  • 13. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│13 Most Litigation: Is Employee Disabled? Under the ADA, an employee is “disabled” if he or she: 1. Has and impairment that substantially limits a major life activity; 2. Has a record of such and impairment; or 3. Is regarded as having such an impairment
  • 14. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│14 Definitions: Reasonable Accommodation • Modifications of the Physical Environment • Job Restructuring • Modified Work Schedules • Reassignment to a Vacant Position • Acquisition or Modification of Equipment • Modifications of Examinations • Modifications of Training Materials or Policies • Provision of Readers or Interpreters
  • 15. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│15 Slaying Dragons
  • 16. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│16 Application and Testing?
  • 17. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│17 Policies and Practices Adequate?
  • 18. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│18 Interactive Process
  • 19. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│19 Maslow Had it Right
  • 20. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│20 Clinkscale Hierarchy of Business Needs EVALUATION AND RESULTS • Organizational Market Growth- Result Oriented-Fulfillment POLICY AND PRACTICE • REPUTATION and STATUS – Internal and External Perspective STRATEGIC PLANNING • SEAT AT THE TABLE- Shaping vs. being shaped BUY-IN • Support = Safety, Protection, Security ATTITUDES • Basic Need - Bringing Home the Bacon
  • 21. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│21 Winning
  • 22. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│22 REVISED SECTION 503 OF REHABILITATION ACT
  • 23. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│23
  • 24. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│24 Revised Section 503 of the Rehabilitation Act • EEO Statement on Advertisements • National utilization goal of 7% for each job group in the workforce • Data Collection • Invitation to Self-Identify • Training Requirement • Affirmative Action Plan Availability • Electronic Posting
  • 25. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│25 INCLUSION OF PERSONS WITH DISABILITIES
  • 26. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│26 What is Bias? Bias is a subjective preference toward a particular viewpoint or belief that prevents an individual from maintaining objectivity.
  • 27. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│27 Compared to conscious prejudice and discrimination, unconscious bias is More Subtle More Pervasive More Difficult to change What is Bias?
  • 28. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│28 Which Decisions do Biases Impact? • Recruiting efforts • Hiring decisions • How we conduct the initial orientation interview • Whether or not we mentor certain employees • Job assignments • Training opportunities • Listening to people’s ideas and suggestions • Promotional decisions • Giving performance reviews • Conducting marketing campaigns • Choose board members • Treatment of customers
  • 29. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│29 Unconscious Bias Implicit Bias Test https://implicit.harvard.edu/implicit/
  • 30. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│30 Combat Bias; Promote Inclusiveness • Reflect. Spend time reflecting on the biases that you might have. • Confront. Consider why you might be holding onto a bias. Is it because of fear—a preventative measure based on a bad experience? • Engage. Prove bias wrong through personal experience and engagement.
  • 31. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│31 Demonstrating Inclusion in the Marketplace 1. Incorporating people with disabilities into the business’ marketing strategy 2. Testing proposed marketing tactics among people with disabilities 3. Implementing promotional tactics specifically targeted to people with disabilities 4. Ensuring that communication channels for advertising and promotion reach people with disabilities 5. Incorporating people with disabilities in advertising and other promotional activities
  • 32. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│32 Demonstrating Inclusion in the Marketplace 6. Recognizing that the disability market is a diverse one in and of itself and that one size does not fit all 7. Defining how and why the disability market needs the business’ products and services 8. Including people with disabilities in product development 9. Devising simple modifications to make existing products and services accessible to people with disabilities
  • 33. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│33 Business Case for Hiring Qualified Person with a Disability • Return on Investment • Increase revenues • Reduce costs • Enhance shareholder value • Capitalize on new market opportunities • Develop new products and services • Workplace innovation (Source: U.S. Department of Labor, ODEP) Customers with disabilities and their families, friends and associates represent a trillion dollar market segment.
  • 34. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│34 Ways to Minimize Effects of Unconscious Bias • Raising awareness • Mentoring • Targeted culture change • Coaching and skills development
  • 35. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│35 National Disability Employment Awareness Month • ODEP provides a list of ideas and resources that can be used to: • Train supervisors. • Educate employees. • Review policies. • Start a mentoring program. Other celebrations: • Celebration July – anniversary of ADA • December 3 – International Day of Persons with Disabilities
  • 36. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│36 Q&A
  • 37. © 2013 Peoplefluent © 2012 Peoplefluent Disabilities Awareness Month│37 Thank You! James Clinkscale Diversity and Inclusion Manager Opportunities for Ohioans with Disabilities Phone: 614.438.1429 james.clinkscale@rsc.ohio.gov Julia Méndez, CDP, CAAP, PHR, CELS Principal Business Consultant Peoplefluent Phone: 614.438.1429 Julia.mendez@peoplefluent.com • Upcoming webcasts: www.peoplefluent.com/events • Stay up to date with anything HR with our Social Pages: