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Disability IS Diversity:  Reaching Employers to Include Disability in Workplace Diversity Plans March 10 Webinar Hannah Ru...
The faces of talent in the work place
The faces of talent in the work place
The faces of talent in the work place
The faces of talent in the work place
The faces of talent in the work place
The faces of talent in the work place
The faces of talent in the work place
The faces of talent in the work place
The face of disability is our face.  People with disabilities are in all walks of life, in all professions, and in all age...
Why this?  Why now? How have we viewed people with disabilities  in the workplace?
The “Tiny Tim” Stage
The “Hire the Handicapped” Stage
Legal Compliance Stage The Americans With Disabilities Act  And now… The ADA AA
Polling question: <ul><li>After 20 years of the ADA, how well do you think people with disabilities are doing in their emp...
If we… Then employers will… Give employers more information about disability laws & policies, Be more likely to hire, reta...
Employment Rate (ER) of Working-Age Population Source:  Bjelland, M., Burkhauser, R., Von Schrader, S., Houtenville, A. (2...
Full-Time/Full-Year Employment of Working-Age Population Source:  Bjelland, M., Burkhauser, R., Von Schrader, S., Houtenvi...
Poverty rate (PR) of Working-Age Population Source:  Bjelland, M., Burkhauser, R., Von Schrader, S., Houtenville, A. (2010...
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%...
Disability inclusive workplace practices will be a key strategy for preparing for the workforce of the near future, when t...
In the near future… Upcoming workforce trends* <ul><ul><li>Workforce exits through retirement:  One-third of the U.S. work...
<ul><ul><li>Enhanced ability to diagnose disabilities earlier </li></ul></ul><ul><ul><li>Better treatments mean more peopl...
And this trend will intensify Age cohort 25 – 34 will grow by 8% Age cohort 35 – 44 will  decline  by 10% Age cohort 45 – ...
  And it’s not just about “looking good.”  This links to business success Link #3 A disability inclusive workforce sends t...
<ul><li>Cone Cause Survey, 2007 </li></ul><ul><ul><li>87% respondents will switch from one product to another (price and q...
93%  of customers surveyed said they would PREFER to patronize a business that has people with disabilities in their workf...
People with disabilities perform as well as other employee.   Link # 4
<ul><li>Employees with disabilities: </li></ul><ul><ul><li>Had the same job performance ratings as employees without disab...
It’s a key strategy to retain talent Link # 5 Reasonable accommodation… Its’ not just about the law
<ul><li>Direct Benefits </li></ul><ul><li>87%--Accommodation enabled us to retain a valued employee </li></ul><ul><li>74%-...
Turnover costs—the impact on the business Search costs Up-front hiring costs Separation costs New employee Services Lost p...
It’s about a return on investment Link # 6 Reasonable accommodation– it’s not just about the law
<ul><li>A Job Accommodation Study* </li></ul><ul><ul><li>49% of reasonable accommodations cost nothing </li></ul></ul><ul>...
… it’s also about  non-obvious  disabilities Link # 7 It’s not just about being able to engage people with obvious disabil...
<ul><ul><li>3 – 5% of your current and potential talent will have ADD/ADHD* </li></ul></ul><ul><ul><li>Nearly 10% of your ...
Polling question: <ul><li>Which of the following points about the advantages of employing people with disabilities would r...
What can you do as an employer? Ten keys to best practices & strategies
1. Cultivate an atmosphere of trust.
2. Involving mid-level mangers and face-to-face leaders
3. Look at your health insurance plan
4. Is your EAP  obvious and accessible to all?
5. Have a look at your hiring practices and tools
6. De-stigmatize hidden & psychiatric disabilities in your workplace culture
7. Know how to walk the fine line:  Performance coaching and disability inquiry
8. Get creative with accommodations; keep them engaged!
9. Do hold all employees accountable for their conduct and performance
10. Consider what actually happens to people when they come forward with a disability
Getting HRCI Credits for this workshop <ul><li>Use code: </li></ul><ul><li>ORG-PROGRAM-85236   </li></ul>The use of this s...
<ul><li>Disability and Business Technical Assistance Center – Northeast ADA Center </li></ul><ul><li>ILR - Employment and ...
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Disability IS Diversity: Reaching Employers to Include Disability in Workplace Diversity Plans in

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Presented by the Northeast DBTAC as part of our Peer Learning and Leadership Network activities.

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Disability IS Diversity: Reaching Employers to Include Disability in Workplace Diversity Plans in

  1. 1. 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
  2. 2. The faces of talent in the work place
  3. 3. The faces of talent in the work place
  4. 4. The faces of talent in the work place
  5. 5. The faces of talent in the work place
  6. 6. The faces of talent in the work place
  7. 7. The faces of talent in the work place
  8. 8. The faces of talent in the work place
  9. 9. The faces of talent in the work place
  10. 10. 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
  11. 11. Why this? Why now? How have we viewed people with disabilities in the workplace?
  12. 12. The “Tiny Tim” Stage
  13. 13. The “Hire the Handicapped” Stage
  14. 14. Legal Compliance Stage The Americans With Disabilities Act And now… The ADA AA
  15. 15. Polling question: <ul><li>After 20 years of the ADA, how well do you think people with disabilities are doing in their employment and economic lives: </li></ul><ul><li>Better than they were before the ADA </li></ul><ul><li>About the same as before the ADA </li></ul><ul><li>Worse than they were before the ADA </li></ul><ul><li>Don’t know </li></ul>
  16. 16. 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
  17. 17. 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.
  18. 18. 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.
  19. 19. 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.
  20. 20. Beyond Legal Compliance-- Disability as a difference, not a deficit
  21. 21. Legal compliance alone does not link to competitive advantage or success About links… Disability inclusiveness does!
  22. 22. Disability inclusiveness enhances your organization’s access to talent. Link #1 Can your organization afford to ignore 20% of your available talent?
  23. 23. 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…
  24. 24. In the near future… Upcoming workforce trends* <ul><ul><li>Workforce exits through retirement: One-third of the U.S. workforce over next five years </li></ul></ul><ul><ul><li>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 </li></ul></ul><ul><ul><li>Job changing </li></ul></ul><ul><ul><li>It will be very difficult to find talent in several sectors </li></ul></ul><ul><li>*Sources: </li></ul><ul><li>Dychtawald, K., Erickson, T. & Morison, R. (2006) Workforce Crisis: How to Beat the Coming Shortage of Skills and Talent. (Boston: Harvard Business School Press. </li></ul><ul><li>Herman, R. & Olivo, T. & Gioia, J. (2000) Impending Crisis: Too Many Jobs; Too Few People (NY, NY: Harper). </li></ul>
  25. 25. <ul><ul><li>Enhanced ability to diagnose disabilities earlier </li></ul></ul><ul><ul><li>Better treatments mean more people can work with disabilities </li></ul></ul><ul><ul><li>Improved assistive technology means more types of disability can be effectively accommodated in the workplace </li></ul></ul><ul><ul><li>Our population is aging </li></ul></ul>In the near future… A greater portion of our workforce will be working with a disability
  26. 26. 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.
  27. 27. 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
  28. 28. <ul><li>Cone Cause Survey, 2007 </li></ul><ul><ul><li>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) </li></ul></ul><ul><ul><li>Brands that can engage customers emotionally command prices significantly higher than the competitors </li></ul></ul><ul><ul><li>72% of employees want their employers to do more to support a cause (up from 52% in 2004) </li></ul></ul>What a company “stands for” increasingly matters for how customers make buying decisions
  29. 29. 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
  30. 30. People with disabilities perform as well as other employee. Link # 4
  31. 31. <ul><li>Employees with disabilities: </li></ul><ul><ul><li>Had the same job performance ratings as employees without disabilities </li></ul></ul><ul><ul><li>Did not require more of supervisor’s time </li></ul></ul><ul><ul><li>Were no more likely to be absent, late or have off-work time than any other employee </li></ul></ul><ul><ul><li>Did not have more workplace accidents </li></ul></ul><ul><ul><li>Were less likely to leave the job </li></ul></ul><ul><li>* 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 </li></ul>A study of 314 workplaces
  32. 32. It’s a key strategy to retain talent Link # 5 Reasonable accommodation… Its’ not just about the law
  33. 33. <ul><li>Direct Benefits </li></ul><ul><li>87%--Accommodation enabled us to retain a valued employee </li></ul><ul><li>74%-- Increased employee’s productivity </li></ul><ul><li>55%--Increased employee’s attendance </li></ul><ul><li>54%--Saved worker’s comp costs </li></ul><ul><li>Indirect Benefits </li></ul><ul><li>69% Improved interactions with co-workers </li></ul><ul><li>61% Increased overall company morale </li></ul><ul><li>57%--Improved interactions with customers </li></ul><ul><li>42%--Improved workplace safety </li></ul><ul><li>41%--Increased overall company attendance </li></ul>*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
  34. 34. 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.
  35. 35. It’s about a return on investment Link # 6 Reasonable accommodation– it’s not just about the law
  36. 36. <ul><li>A Job Accommodation Study* </li></ul><ul><ul><li>49% of reasonable accommodations cost nothing </li></ul></ul><ul><ul><li>78% cost less than $500 </li></ul></ul>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
  37. 37. … it’s also about non-obvious disabilities Link # 7 It’s not just about being able to engage people with obvious disabilities…
  38. 38. <ul><ul><li>3 – 5% of your current and potential talent will have ADD/ADHD* </li></ul></ul><ul><ul><li>Nearly 10% of your current and potential talent will have a learning disability** </li></ul></ul><ul><ul><li>About 1 in 5 adults has a diagnosable psychiatric disability in any given year* </li></ul></ul><ul><ul><li>Depression is now the second leading cause of off-work time from the American workplace** </li></ul></ul>*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?
  39. 39. Polling question: <ul><li>Which of the following points about the advantages of employing people with disabilities would resonate most with the employers you work with? </li></ul><ul><li>Enhancing access to talent </li></ul><ul><li>Being able to find talent in the future </li></ul><ul><li>Sending a message to customers about what you stand for </li></ul><ul><li>Workers with disabilities perform as well as others </li></ul><ul><li>Accommodation as a strategy to retain talent </li></ul><ul><li>Accommodations cost less than losing an employee </li></ul><ul><li>Being able to accommodate workers with non-obvious disabilities </li></ul>
  40. 40. What can you do as an employer? Ten keys to best practices & strategies
  41. 41. 1. Cultivate an atmosphere of trust.
  42. 42. 2. Involving mid-level mangers and face-to-face leaders
  43. 43. 3. Look at your health insurance plan
  44. 44. 4. Is your EAP obvious and accessible to all?
  45. 45. 5. Have a look at your hiring practices and tools
  46. 46. 6. De-stigmatize hidden & psychiatric disabilities in your workplace culture
  47. 47. 7. Know how to walk the fine line: Performance coaching and disability inquiry
  48. 48. 8. Get creative with accommodations; keep them engaged!
  49. 49. 9. Do hold all employees accountable for their conduct and performance
  50. 50. 10. Consider what actually happens to people when they come forward with a disability
  51. 51. Getting HRCI Credits for this workshop <ul><li>Use code: </li></ul><ul><li>ORG-PROGRAM-85236 </li></ul>The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.
  52. 52. <ul><li>Disability and Business Technical Assistance Center – Northeast ADA Center </li></ul><ul><li>ILR - Employment and Disability Institute Cornell University 201L Dolgen Hall Ithaca, NY  14853 800.949.4232 in NY, NJ, PR, VI www.dbtacnortheast.org </li></ul><ul><li>[email_address] </li></ul>

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