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Disability IS Diversity: Reaching Employers to Include Disability in Workplace Diversity Plans March 10 Webinar Hannah Rudstam, Ph.D. Northeast ADA Center Employment and Disability Institute www.edi.cornell.edu
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
Why this? Why now? How have we viewed people with disabilities in the workplace?
After 20 years of the ADA, how well do you think people with disabilities are doing in their employment and economic lives:
Better than they were before the ADA
About the same as before the ADA
Worse than they were before the ADA
If we… Then employers will… Give employers more information about disability laws & policies, Be more likely to hire, retain, accommodate and promote people with disabilities. A tacit, automatic assumption behind much of our programming efforts to reach employers The Knowing—Doing Gap
Employment Rate (ER) of Working-Age Population Source: Bjelland, M., Burkhauser, R., Von Schrader, S., Houtenville, A. (2010). Progress Report on the Economic Well-Being of Working Age People with Disabilities. Rehabilitation Research and Training Center on Employment Policy for Persons with Disabilities, Employment & Disability Institute, Cornell University. In March, 2009, working age people with disabilities were 22% as likely to be employed as people without disabilities.
Full-Time/Full-Year Employment of Working-Age Population Source: Bjelland, M., Burkhauser, R., Von Schrader, S., Houtenville, A. (2010). Progress Report on the Economic Well-Being of Working Age People with Disabilities. Rehabilitation Research and Training Center on Employment Policy for Persons with Disabilities, Employment & Disability Institute, Cornell University. In 2008, working-age people with disabilities were 12% as likely to be employed full-time/full-year as people without disabilities.
Poverty rate (PR) of Working-Age Population Source: Bjelland, M., Burkhauser, R., Von Schrader, S., Houtenville, A. (2010). Progress Report on the Economic Well-Being of Working Age People with Disabilities. Rehabilitation Research and Training Center on Employment Policy for Persons with Disabilities, Employment & Disability Institute, Cornell University. In 2008, working-age people with disabilities were 3.01 times more likely to be living in poverty when compared to people without disabilites.
Beyond Legal Compliance-- Disability as a difference, not a deficit
Legal compliance alone does not link to competitive advantage or success About links… Disability inclusiveness does!
Disability inclusiveness enhances your organization’s access to talent. Link #1 Can your organization afford to ignore 20% of your available talent?
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. Link #2 Even in the economic downturn…
In the near future… Upcoming workforce trends*
Workforce exits through retirement: One-third of the U.S. workforce over next five years
Employment Policy Foundation: Projected shortage of 10 million workers by 2015 and 35 million by 2030; the National Association of Colleges and Employers places it at 8.9 million by 2011
It will be very difficult to find talent in several sectors
Dychtawald, K., Erickson, T. & Morison, R. (2006) Workforce Crisis: How to Beat the Coming Shortage of Skills and Talent. (Boston: Harvard Business School Press.
Herman, R. & Olivo, T. & Gioia, J. (2000) Impending Crisis: Too Many Jobs; Too Few People (NY, NY: Harper).
Better treatments mean more people can work with disabilities
Improved assistive technology means more types of disability can be effectively accommodated in the workplace
Our population is aging
In the near future… A greater portion of our workforce will be working with a disability
And this trend will intensify Age cohort 25 – 34 will grow by 8% Age cohort 35 – 44 will decline by 10% Age cohort 45 – 54 will grow by 21% Age cohort 55 – 64 will grow by 52% Source: US Bureau of Labor Statistics. Projected labor force growth by age cohort 2000 – 2010.
And it’s not just about “looking good.” This links to business success Link #3 A disability inclusive workforce sends the right message to your customers
87% respondents will switch from one product to another (price and quality being equal) if the other product is associated with a good cause (an increase from 66% in 1993)
Brands that can engage customers emotionally command prices significantly higher than the competitors
72% of employees want their employers to do more to support a cause (up from 52% in 2004)
What a company “stands for” increasingly matters for how customers make buying decisions
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 What a company “stands for” increasingly matters for how customers make buying decisions
People with disabilities perform as well as other employee. Link # 4
Had the same job performance ratings as employees without disabilities
Did not require more of supervisor’s time
Were no more likely to be absent, late or have off-work time than any other employee
Did not have more workplace accidents
Were less likely to leave the job
* DePaul University and Disability Works. Exploring the Bottom Line: A Study of the Costs and Benefits of Workers with Disabilities. Released January 28, 2007. Accessed March 31, 2008 at http://www.disabilityworks.org/downloads/disabilityworksDePaulStudyComprehensiveResults.doc
A study of 314 workplaces
It’s a key strategy to retain talent Link # 5 Reasonable accommodation… Its’ not just about the law
87%--Accommodation enabled us to retain a valued employee
74%-- Increased employee’s productivity
55%--Increased employee’s attendance
54%--Saved worker’s comp costs
69% Improved interactions with co-workers
61% Increased overall company morale
57%--Improved interactions with customers
42%--Improved workplace safety
41%--Increased overall company attendance
*Source: Job Accommodation Network (2007) Workplace Accommodations: Low Cost, High Impact . U. S. Department of Labor. Accessed May 3, 2008 at www.jan.wvu.edu/media/LowCostHighImpact.pdf A study from the Job Accommodation Network
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.
It’s about a return on investment Link # 6 Reasonable accommodation– it’s not just about the law
Reasonable accommodations cost less than employers expect *McNaughton, Tamie and Beth Loy. Workplace Accommodations: A Small Investment for a Large Return. A paper presented at the Job Accommodation Webcast June 12, 23007. Accessed March 31, 2008 at http://www.jan.wvu.edu/Teleconf/Events/2007/6-12-07_Handouts/WorkplaceAccomm.ppt#295,17, Workplace Accommodation: A Small Investment Yields Large Returns
… it’s also about non-obvious disabilities Link # 7 It’s not just about being able to engage people with obvious disabilities…
3 – 5% of your current and potential talent will have ADD/ADHD*
Nearly 10% of your current and potential talent will have a learning disability**
About 1 in 5 adults has a diagnosable psychiatric disability in any given year*
Depression is now the second leading cause of off-work time from the American workplace**
*Low, Keith. Prevalence of ADBH: What are the Numbers? U.S. Center for Disease Control and Prevention. Dec 27, 2007. **Maja Altarac, MD, PhD and Ekta Saroha, MA. Lifetime Prevalence of Learning Disability. PEDIATRICS Vol. 119 Supplement February 2007, pp. S77-S83. Will your organization know how to engage people with hidden disabilities?
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