Yes, I Can't Hear. So What? -- DisruptHR Toronto 3.0 (December 1, 2016)
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This document discusses the experiences of an individual who is hard of hearing and has a severe stutter, but was able to persevere through courage, adversity, hard work, and other positive attributes. It then provides statistics showing that hiring individuals with disabilities leads to higher retention rates, equal or better performance, employees working harder, and average or better attendance. The document argues that not hiring individuals with disabilities ignores a clear business case and perpetuates myths about accommodation costs, instead advocating that businesses should hire more individuals like the author as it is smart business.
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Yes, I Can't Hear. So What? -- DisruptHR Toronto 3.0 (December 1, 2016)
- 1. YES, I CAN’T HEAR. SO WHAT?
- 2. I… • HAVE BRUTAL HEARING • HAVE A SEVERE STUTTER • WEAR 2 HEARING AIDS
- 3. IT WAS HARD GROWING UP
- 4. I PERSEVERED… COURAGE ADVERSITY HARD WORK DEDICATION CREATIVITY PROBLEM SOLVING FAILURE FOCUS DRIVE TENACITY
- 6. of employers have difficulty filling jobs globally 1 38% 1 Source: Manpower 2015 Talent Shortage Survey too few workers with post-secondary degrees by 2020 2 40 MILLION 2 Source: McKinsey & Company – The World at Work: Jobs, pay and skills for 3.5 billion people
- 7. are engaged at work globally 13% Source: Gallup 142-country study on the State of the Global Workforce 2012
- 9. 1 BILLION Source: The World Bank – http://www.worldbank.org/en/topic/disability/overview
- 10. $8 TRILLION Source: Rich Donovan, Founder & CEO of the Return on Disability Group (www.rod-group.com)
- 11. 17.5% 65% Source: Bureau of Labor Statistics – Persons with a Disability: Labor Force Characteristics Summary 2015 HAVE DISABILITY EMPLOYMENT RATE NO DISABILITY
- 12. WE ROYALLY ROCK → 72% HIGHER RETENTION 1 → 90% SAME OR BETTER PERFORMANCE 2 → 46% WORK HARDER 3 → 86% AVERAGE OR BETTER IN ATTENDANCE 4 1, 2, 4 Source: “The road to inclusion: Integrating people with disabilities into the workplace”, White paper, Deloitte, 2010 3 Source: “Key reasons why you should include people who have a disability in your business”, Ontario Disability Employment Network
- 13. WARREN
- 14. ISN’T THE BUSINESS CASE CRYSTAL CLEAR?
- 15. YEAH BUT… HUMANS REALLY DO SUCK AT ACCURATELY ASSESSING TALENT
- 16. THE MYTH… ACCOMMODATION IS VERY EXPENSIVE
- 17. REMIND ME… WHAT’S THE COST OF EMPLOYEE TURNOVER AGAIN? Source: Center for America Progress Study, Nov 2012 16%-213%
- 18. SO WHAT ARE YOU GOING TO DO ABOUT IT?
- 19. HIRE MORE WARRENS… IT’S SMART BUSINESS!!
- 20. THANK-YOU
Editor's Notes
- I fell many times but I kept getting back up, and continued on.
- I want to paint the simple picture here…. And we all know what this is as we’ve been talking about it for the past decade Let’s change gears here…. We have a global talent problem. Need to find stats to support the fact htat companies are having a hard time finding top talent ATTRACTION PROBLEM
- Guess what you’re not going to solve the problem by doing what everyone else is doing…. Are you? Similar to job searching --- most people just apply to job postings as their only job search tactic Offer employees ping pong tables, free lunches and a host of other things, and they think it impacts employee engagement The career site experience really does stink, doesn’t work on mobile and you’re non-existent on social media platforms
- 1 billion or 15% of the world’s population who have a disability 2 million adults or 11% of the Canadian adult population have a disability
- 1 billion people and their family and friends equals 2.3 billion, which equates to $8 trillion in annual disposable income This is expected to increase as the global population ages
- This slide will talk about underemployment and unemployment in people with disabilities
- The slide will talk about the characteristics of employees who have a disability – lower absenteeism, higher productivity, higher loyalty, reliability, hard working,
- You need to tap into this highly educated, talented, engaged and hard working global talent pool
- This slide will transition to killing the myths and “yeah buts” When you recruit, are you making decisions based on the right reasons? If you’re doing so based on skills then this shouldn’t be a problem for you…. But you and I know that we are judgmental beings, and first impressions, physical optics DO play a role Need a statistic on hiring bias based on physical features
- In North America it costs less than $500 per employee for workplace accommodation