1. Welcome! Discovering Untapped Talent: Strategies for Disability Inclusiveness May 7, 2009 Hannah Rudstam, Ph.D. Disability & business Technical Assistance Center, Cornell University Sherrill Curtiss, Work Force Readiness Director, Garden State Council-SHRM Pamela Scarpa, Diversity Director, Garden State Council--SHRM Joe Zesski, Resources for Independent Living, Burlington, NJ Supported by a grant from the Kessler Foundation Employment and Disability Institute www.edi.cornell.edu
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3. The face of disability is our face. People with disabilities are in all walks of life, in all professions, and in all ages. It’s about people, not pity. It’s about ability, not disability. Often, the biggest barrier is not the disability, but the attitudes of others. See the person, not the disability
4. Many people participated in making this event possible… Henry H. Kessler Foundation Garden State Council of the Society for Human Resource Management New Jersey Independent Living Centers New Jersey Business Leadership Network
5. Goals for today… Introduction: Why this? Why now? A look at business and disability trends Module 1: Individual Level--Interactions & expectations in the workplace Scenarios around hiring and reasonable accommodation Module 2: Organizational Level—Business strategies for disability inclusiveness Module 3: Outside the Organization—Building partnerships & collaborations
6. Why this? Why now? How have we viewed people with disabilities in the workplace?
11. The journey beyond legal compliance “ Are There Wheelchairs in Heaven?” Ben Maittlin, NPR Morning Edition, Dec. 7, 2005 http://www.npr.org/templates/story/story.php?storyId=5042181
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13. Legal compliance alone does not link to competitive advantage or success About links… Disability inclusiveness does!
14. Link #1 Disability inclusiveness enhances your organization’s access to talent. Can your organization afford to ignore 20% of your available talent?
15. Link #2 Disability inclusive workplace practices will be a key strategy for preparing for the workforce of the near future, when talent will become harder to find. (Even with the current economic downturn.)
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18. Source: U.S. Census Bureau Report on Americans with Disabilities: 1994-95, P70-61 (August 1997) Based on Survey of Income and Program Participation, Oct. 1994-Jan. 1995 Disability As a Function of Age
25. Link # 3 A disability inclusive workforce sends the right message to your customers. And it’s not just about “looking good.” This links to business/organizational success!
26. Consider this study*: A University of Massachusetts & Harris Poll study found that 93% of customers surveyed said they would PREFER to patronize a business that has people with disabilities in their workforce. *Gary N. Sipersteina, Neil Romanob, and Amanda Mohlera, and Robin Parker. A national survey of consumer attitudes towards companies that hire people with disabilities . Journal of Vocational Rehabilitation 22 (2005) 1-7 IOS
27. Link # 4 People with disabilities perform as well as any other employee.
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29. Link # 5 Reasonable accommodation– it’s not just about the law. It’s about a key strategy to retain your talent.
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31. Turnover costs—the impact on the business Search costs Up-front hiring costs Separation costs New employee Services Lost productivity Lost organizational knowledge Lost customers, contacts,clients,stakeholders Lost goodwill The Saratoga Institute estimates that it costs about 100% of annual salary to replace a lost employee.
32. Link # 6 Reasonable accommodation– it’s not just about the law. It’s an excellent return on investment.
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34. Link # 7 It’s not just about being able to engage people with obvious disabilities, it’s also about non-obvious disabilities.
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38. Breakout Activity #1: Person with a disability: “ Jamie” or “Jodie” The Employer: “HR Director” or “Hiring manager” Observer Observer Observer
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