Oct 18 Intro Slides


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This was a great presentation put together by Robert Curtner from the Michigan Department of Community Health. Please feel free to pass this along - lots of great reasons to consider hiring individuals with disabilities!

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  • Oct. 18 Job Fair Employer Breakfast
  • Oct. 18 Job Fair Employer Breakfast
  • Oct. 18 Job Fair Employer Breakfast hopelessness and disbelief among people with psychiatric disabilities that achieving employment is possible , resulting from the collective experience of chronic and multiple systemic barriers and relative isolation of individuals to mental health services.
  • Oct. 18 Job Fair Employer Breakfast
  • Oct. 18 Job Fair Employer Breakfast (a) highly heterogeneous and often complex application processes , and significant waiting times , for determining service eligibility, which seriously compromises accessibility; (b) narrow and illness-oriented definitions of “job readiness” based on the “appropriateness” of an individual for a particular program or funding stream, which not only screens out individuals but sets the foundation for individuals deemed as “not ready” for a particular program to be “dropped” by the system; lack of systemic accountability and ineffective referral and counter-referral mechanisms, that is, when a particular agency or program determines an individual as ineligible for their particular services there is not system in place to ensure that this individual becomes engaged in services that best suit her/his needs and is not “dropped” or “left behind” by the system;
  • Oct 18 Intro Slides

    1. 1. Lansing Job Fair Employers Breakfast October 18, 2011 WELCOME
    2. 2. THANKS EMPLOYERS <ul><li>Advent House Ministries at Capital Area Michigan Works! </li></ul><ul><li>Comfort Keepers of Lansing </li></ul><ul><li>Dart Container Corporation </li></ul><ul><li>Eaton County Medical Care Facility </li></ul><ul><li>L&S Associates, Inc </li></ul><ul><li>Lowes </li></ul><ul><li>Meijer </li></ul><ul><li>NuWave Technology Partners </li></ul><ul><li>Outshiners </li></ul><ul><li>Radon Air </li></ul><ul><li>State of Michigan – Civil Service Commission </li></ul><ul><li>USDA Rural Development </li></ul><ul><li>Verizon Wireless </li></ul><ul><li>Volunteers of America </li></ul>
    3. 3. Agenda <ul><li>Guest Speaker – Success Story </li></ul><ul><li>Project Search DVD </li></ul><ul><li>Understanding Barriers to Employment for People with Disabilities </li></ul>
    4. 4. Key Systemic Barriers <ul><li>1 . Employment has not been a priority: </li></ul><ul><li>As a whole, our programs have not operated with the belief that employment is essential for people with disabilities, and that all people can work </li></ul>
    5. 5. Key Systemic barriers <ul><li>People with disabilities are disconnected from businesses and jobs available: </li></ul><ul><ul><li>Many business owners don’t know about the benefits of hiring people with disabilities </li></ul></ul><ul><ul><li>Providers and job seekers don’t have effective ways to respond to businesses in “business-time” </li></ul></ul>
    6. 6. <ul><li>3. People with disabilities are afraid to go back to work, lose benefits, and not be able to support themselves: </li></ul><ul><ul><li>Providers and job seekers don’t know about work incentives, e.g., Medicaid Buy-In </li></ul></ul><ul><ul><li>Providers and job seekers don’t know how to access economic supports, e.g., Earned Income Tax Credit (EITC) </li></ul></ul>Key Systemic barriers
    7. 7. Key Systemic Barriers <ul><li>4. Services are fragmented and not well coordinated: </li></ul><ul><ul><li>Application requirements are at times repetitive </li></ul></ul><ul><ul><li>It takes too long to access some services </li></ul></ul><ul><ul><li>Services do not integrate care to address co-occurring MH, addictions, DD, voc, and “wraparound” support needs </li></ul></ul><ul><ul><li>Referral systems across agencies/providers are at times ineffective, individuals are sometimes “dropped” by the system </li></ul></ul>
    8. 8. Key Systemic Barriers <ul><li>5. Resources available are not used efficiently: </li></ul><ul><ul><li>Some federal funding sources are underutilized: e.g., Ticket-to-Work </li></ul></ul><ul><ul><li>Providers have to meet too many paperwork requirements </li></ul></ul>
    9. 9. Basic Statistics <ul><li>There are 54M people in this country (1 in 5 Americans) with disabilities; </li></ul><ul><li>35% are working age (18-65 years old) </li></ul><ul><li>Estimates are that 22%-33% are employed </li></ul><ul><li>28% have some college education </li></ul><ul><li>12.8 % have a Bachelor’s degree, and of those with a Bachelor’s, 55% are unemployed </li></ul>
    10. 10. Demonstrated benefits of hiring people with disabilities include: <ul><li>Increased productivity </li></ul><ul><li>Reduced absenteeism & turnover </li></ul><ul><li>Cost savings on recruitment and training </li></ul><ul><li>Enhanced workplace creativity </li></ul><ul><li>Also, “accommodations” may well benefit the existing (already aging) workforce and </li></ul><ul><li>Accommodations tie in with the concept of “universal design”, which is part of the marketing strategy already being promoted by many companies. </li></ul>
    11. 11. Look at the bottom line <ul><li>People with disabilities, as a whole, have a disposable income greater than teenagers and they represent a large market segment. </li></ul><ul><li>People with disabilities exert a powerful influence on market share. </li></ul><ul><li>The market potential for the disabled population and their influence on the periphery of people around them, or what is referred to as the disability community, estimated to be $1T. </li></ul>
    12. 12. Attitudinal Findings <ul><li>Nearly all the employers (97%) who had hired someone with a disability in the past indicated they would hire an individual with a disability again in the future. </li></ul><ul><li>92% of the participants were “more favorable” or “much more favorable” toward companies that hire people with disabilities. </li></ul><ul><li>An extremely important finding was the absence of any regional differences in the participants’ favorability ratings of companies that hire people with disabilities. </li></ul>
    13. 13. No Complaints <ul><li>Almost all of those surveyed agreed that they would prefer to give their business to companies that hire people with disabilities. </li></ul><ul><li>As a coworker, respondents rated the job performance of people with disabilities as high. </li></ul><ul><li>As a customer, they are very satisfied by the services they have received from people with disabilities. </li></ul>
    14. 14. myths about disability employment <ul><li>Nick Gutwein, President of The Braun Corporation , the world's largest manufacturer of wheelchair accessible vans, ramps, and wheelchair lifts, shared three myths that many employers believe. </li></ul><ul><li>&quot;Myth 1: Costs for accommodating an employee with a physical disability outweigh the benefits. In truth, according to the President's Committee's Job Accommodation Network, most workers with disabilities require no special accommodations and for those that do, 15% cost nothing. Slightly more than half of needed modifications cost $500 or less. </li></ul><ul><li>&quot;Myth 2: People with disabilities will mean higher worker-compensation rates for my company, as well as a higher use of sick time. In truth, a study by DuPont found that absentee rates are nearly the same between employees with and without disabilities. Disabilities are not included in formulas for worker's compensation. </li></ul><ul><li>&quot;Myth 3: People with disabilities won't be able to handle tough challenges or issues that arise in the workplace. In actuality, people with disabilities are experienced in dealing with significant challenges. Consequently, they've developed more acute problem-solving skills and are creative at finding ways to perform tasks that other employees take for granted.&quot; </li></ul>
    15. 15. Review of the Literature Summary <ul><li>While many research articles show that employers are sympathetic to people with disabilities, most people with disabilities are unemployed. </li></ul><ul><li>Employers are more likely to be positive about the generalities about the Americans with Disability Act, but not about the specifics of hiring people with disabilities. </li></ul><ul><li>Employers who had previous positive experience with people with disabilities were more likely to hire people with disabilities. </li></ul><ul><li>A survey of employers found that designing accommodations and assisting with ADA compliance were areas with which they were not satisfied. </li></ul><ul><li>Employers wanted Vocational Rehabilitation to keep more in touch with them. </li></ul><ul><li>Employers were concerned about ADA employment provisions and issues related to civil rights. </li></ul><ul><li>Survey and Focus Groups of Employers: Medicaid Infrastructure Grant, Christine Rinck, Ph.D., Staci Stickney, M.P.A., UMKC Institute for Human Development, December 2003 </li></ul>
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