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Cornell part 2 accessibility accommodation_final Cornell part 2 accessibility accommodation_final Presentation Transcript

  • SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Accessibility and Accommodation In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute May 17, 2012SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
  • IntroductionSHRM, in collaboration with and commissioned by the Cornell University ILR School Employment and DisabilityInstitute, conducted a survey with its members about organizational practices and policies related to employingpeople with disabilities. Areas focused upon 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 as well as for employees withdisabilities, and potential barriers in the employment of and advancement of people with disabilities.The data findings included in this document focus on Part 2 of the research: Practices and Policies Related toAccessibility and Accommodation for Employees with Disabilities. SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 2
  • Part 2: Policies and Practices Related to Accessibility and AccommodationSHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 3
  • Study Purpose, Partners and Funding Study Purpose: to provide new knowledge about differences in HR practices related to 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 Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 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 Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 5
  • Key Findings What policies and practices related to accessibility and accommodation for people with disabilities are currently being implemented by organizations? Three out of four (75%) organizations designate an office or person to address accommodation questions. Organizations also allow employees to exceed the maximum duration of medical leave as an accommodation (73%) and require training for supervisors on legal requirements of disability non-discrimination and accommodation (73%). Majority of organizations have established grievance procedures to address reasonable accommodation issues (68%) and evaluate pre-employment occupational screenings to ensure they are unbiased (65%). Among organizations that have implemented policies and practices related to accessibility and accommodation for employees with disabilities, which policies and practices were found to be very effective? More than one-half of organizations (56%) indicate that having a centralized accommodation fund (i.e., companywide fund to provide accommodations for people with disabilities) was a very effective practice. In addition, a designated office or person to address accommodation questions (54%) and a formal (i.e., written, documented) decision-making process for the case-by-case provision of accommodations (54%) were found to be very effective practices related to the accommodation of employees with disabilities. SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 6
  • Key Findings (Continued) Are some organizations more likely to have policies and practices related to accessibility and accommodation for people with disabilities depending on the organization’s staff size or sector? Larger organizations are more likely to have polices and practices related to accessibility and accommodation 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 Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 7
  • Policies and Practices Related to Accessibility and Accommodation Our organization… Has a designated office or person to address accommodation questions (n = 613) 75% 25% Allows an employee to exceed the maximum duration of 73% 27% medical leave as an accommodation (n = 557) Requires training for supervisors on legal requirements of 73% 27% disability non-discrimination and accommodation (n = 585)Has an established grievance procedure to address reasonable accommodation issues (n = 582) 68% 32% Evaluates pre-employment occupational screenings to ensure 65% 35% they are unbiased (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 Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 8
  • Policies and Practices Related to Accessibility and Accommodation (Continued) Our organization… Provides advance notice to job applicants that reasonable accommodations are provided during the job application 63% 37% process (n = 552) Has a formal (i.e., written, documented) decision-making process for the case-by-case provision of 47% 53% accommodations (n = 558) Regularly reviews the accessibility of our online application system to people with visual, hearing, finger dexterity and 30% 70% cognitive impairments (n = 481) Has a centralized accommodations fund (i.e., companywide 20% 80%fund to provide accommodations for people with disabilities) (n = 505) 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 Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 9
  • Effectiveness of Policies and PracticesOur organization… Very Somewhat Not Effectiveness Effective Effective Effective Not KnownHas a centralized accommodations fund (i.e.,companywide fund to provide accommodations for 56% 27% 2% 15%people with disabilities) (n = 99)Has a designated office or person to address 54% 28% 2% 17%accommodation questions (n = 461)Has a formal (i.e., written, documented) decision-making process for the case-by-case provision of 54% 24% 1% 21%accommodations (n = 262)Evaluates pre-employment occupational screenings 50% 31% 1% 17%to ensure they are unbiased (n = 353)Note: Respondents who answered that a policy and practice related to accessibility and accommodation was “not in place,” “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 Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 10
  • Effectiveness of Policies and Practices (Continued) Our organization… Very Somewhat Not Effectiveness Effective Effective Effective Not Known Requires training for supervisors on legal requirements of disability non-discrimination and accommodation 46% 38% 1% 15% (n = 426) Allows an employee to exceed the maximum duration of 45% 35% 1% 19% medical leave as an accommodation (n = 406) Has an established grievance procedure to address 45% 31% 0% 24% reasonable accommodation issues (n = 398) Regularly reviews the accessibility of our online application system to people with visual, hearing, finger 40% 30% 2% 28% dexterity and cognitive impairments (n = 144) Provides advance notice to job applicants that reasonable accommodations are provided during the 39% 35% 1% 25% job application process (n = 349)Note: Respondents who answered that a policy and practice related to accessibility and accommodation was “not in place,” “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 Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 11
  • Comparison by Organization SectorSHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 12
  • 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, which 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. This organization does not offer or trade its 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 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 United States defer to the IRS designation conferred under U.S. Internal Revenue Code Section 501(c), 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 Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 13
  • Comparison by Organization Sector Our organization…regularly reviews the accessibility of its online application system to people with visual, hearing, finger dexterityand cognitive impairments Organization sector Differences based on organization sector Publicly owned for- privately owned for- Publicly owned for-profits (44%) Privately owned for-profits (24%) > profits profitsevaluates pre-employment occupational screenings to ensure they are unbiased Organization sector Differences based on organization sector Publicly owned for- privately owned for- Publicly owned for-profits (78%) Privately owned for-profits (58%) > profits profitsNote: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences areshown. SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 14
  • Comparison by Organization Sector (Continued) Our organization… has an established grievance procedure to address reasonable accommodation issues Organization sector Differences based on organization sector Publicly owned for- privately owned for- Publicly owned for-profits (78%) Privately owned for-profits (61%) > profits profits allows an employee to exceed the maximum duration of medical leave as an accommodation Organization sector Differences based on organization sector Publicly owned for- privately owned for- Publicly owned for-profits (81%) Privately owned for-profits (69%) > profits profitsNote: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences areshown. SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 15
  • Comparison by Organization Sector (Continued) Our organization… has a formal (i.e., written, documented) decision-making process for the case-by-case provision of accommodations Organization sector Differences based on organization sector Privately owned for-profits (38%) Publicly owned for- privately owned for- Publicly owned for-profits (65%) > Nonprofits (41%) profits profits, nonprofits requires training for supervisors on legal requirements of disability non-discrimination and accommodation Organization sector Differences based on organization sector Privately owned for-profits (67%) Publicly owned for- privately owned for- Publicly owned for-profits (86%) > Nonprofits (68%) profits profits, nonprofits has a centralized accommodations fund (i.e., companywide fund to provide accommodations for people with disabilities) Organization sector Differences based on organization sector Publicly owned for-profits (33%) Publicly owned for- privately owned for- Privately owned for-profits (11%) > Nonprofits (28%) profits , nonprofits profitsNote: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences areshown. SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 16
  • Comparison by Organization Staff SizeSHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 17
  • Comparison by Organization Staff Size Our organization… regularly reviews the accessibility of its online application system to people with visual, hearing, finger dexterity and cognitive impairments Smaller organizations Larger organizations Differences based on organization staff size 1 to 99 employees (19%) 2,500 to 24,999 employees (52%) 100 to 499 employees (21%) Larger organizations > smaller organizations 25,000 or more employees (73%) 500 to 2,499 employees (29%) provides advance notice to job applicants that reasonable accommodations are provided during the job application process Smaller organizations Larger organizations Differences based on organization staff size 2,500 to 24,999 employees (74%) 1 to 99 employees (52%) Larger organizations > smaller organizations 25,000 or more employees (80%) evaluates pre-employment occupational screenings to ensure they are unbiased Smaller organizations Larger organizations Differences based on organization staff size 1 to 99 employees (55%) 2,500 to 24,999 employees (80%) Larger organizations > smaller organizations 100 to 499 employees (53%) 25,000 or more employees (88%)Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences areshown. SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 18
  • Comparison by Organization Staff Size (Continued) Our organization… has a centralized accommodations fund (i.e., companywide fund to provide accommodations for people with disabilities) Smaller organizations Larger organizations Differences based on organization staff size 1 to 99 employees (9%) 100 to 499 employees (17%) 25,000 or more employees (59%) Larger organizations > smaller organizations 500 to 2,499 employees (19%) 2,500 to 24,999 employees (24%)Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences areshown. SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 19
  • Comparison by Organization Staff Size (Continued) Our organization… has a formal (i.e., written, documented) decision-making process for the case-by-case provision of accommodations Smaller organizations Larger organizations Differences based on organization staff size 1 to 99 employees (38%) 2,499 to 24,999 employees (62%) Larger organizations > smaller organizations 100 to 499 employees (35%) 25,000 or more employees (74%) requires training for supervisors on legal requirements of disability non-discrimination and accommodation Smaller organizations Larger organizations Differences based on organization staff size 1 to 99 employees (62%) 2,500 to 24,999 (83%) Larger organizations > smaller organizationsNote: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences areshown. SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 20
  • 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 Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 21
  • 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 Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 22
  • 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 Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 23
  • Demographics: Respondents by OrganizationStaff Size 1 to 99 employees 23% 100 to 499 employees 28% 500 to 2,499 employees 24% 2,500 to 24,999 employees 18% 25,000 or more employees 7%n = 627 SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 24
  • Demographics: Other Does your organization have U.S.-based Is your organization a single-unit or a multi-unit operations (business units) only or does it organization? operate multinationally? Multi-unit organization: An organization 80% U.S.-based operations only 60% that has more than one location Single-unit organization: An organization in Multinational operations 40% which the location and the organization are 20% n = 617 one and 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? Multi-unit headquarters determines HRCorporate (companywide) 57% 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 3% policies and practices n = 516 SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 25
  • 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.orgSHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 26
  • 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 Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 27