Successfully reported this slideshow.

Shrm cornell part_3_final

3,915 views

Published on

Published in: Education, Career
  • Be the first to comment

  • Be the first to like this

Shrm cornell part_3_final

  1. 1. SHRM Survey Findings: Employing People With Disabilities : Practices and Policies Related to Retention and Advancement In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute May 31, 2012SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
  2. 2. IntroductionSHRM, in collaboration with and commissioned by the Cornell University ILR School Employment and DisabilityInstitute, conducted a survey of its members about organizational practices and policies related to employingpeople with disabilities. Areas focused on 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 (Released May 31, 2012)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 3 of the research: Practices and Policies Related toRetention and Advancement. SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 2
  3. 3. Part 3: Policies and Practices Related to Retention and AdvancementSHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 3
  4. 4. Study Purpose, Partners and Funding Study Purpose: provide new knowledge about differences in HR practices in 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 Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 4
  5. 5. 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 Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 5
  6. 6. Key Findings What policies and practices related to retention and advancement for people with disabilities are currently being implemented by organizations? More than three out of four (81%) organizations have a return-to-work or disability management program for employees who are ill/injured or become disabled. Over one-half (59%) of organizations encourage flexible work arrangements for all employees (e.g., flextime, part-time, telecommuting). Approximately four out of 10 organizations (42%) invite employees to confidentially disclose whether they have a disability (e.g., staff surveys). Among organizations that have implemented policies and practices related to retention and advancement of employees with disabilities, which policies and practices were found to be very effective? Over one-half (54%) of organizations indicate that disability-focused employee networks (e.g., employee resource groups or affinity groups) were a very effective practice related to the retention and advancement of employees with disabilities. Nearly one-half (49%) of organizations say that having a return-to-work or disability management program for employees who are ill/injured or become disabled is very effective. Encouraging flexible work arrangements for all employees (e.g., flextime, part-time, telecommuting) was also found to be a very effective practice according to nearly one-half (47%) of organizations. SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 6
  7. 7. Key Findings (Continued) Are some organizations more likely to have policies and practices related to retention and advancement 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 retention and advancement of people with disabilities compared with smaller organizations. Publicly owned for-profit organizations and nonprofit organizations are also more likely to have some of these policies and practices in place compared with privately owned for-profit organizations. Which metrics do organizations specifically track for employees with disabilities? Approximately one-third of organizations indicate tracking metrics related to employees with disabilities. These metrics include data on accommodations (32%), the number of job applicants with disabilities that were hired by organizations (29%) and the number of job applicants with disabilities that applied for a position at the organization (23%). SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 7
  8. 8. Policies and Practices Related to Retention and Advancement Our organization… Has a return-to-work or disability management program for employees who are ill/injured or become disabled (n = 595) 81% 19% Encourages flexible work arrangements for all employees 59% 41% (e.g., flextime, part-time, telecommuting) (n = 599)Employees are invited to confidentially disclose whether they 42% 58% have a disability (e.g., staff surveys) (n = 580) Has a structured mentoring program to support employees 18% 82% with disabilities (n = 578) 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 Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 8
  9. 9. Policies and Practices Related to Retention and Advancement (Continued) Our organization… Offers special career planning and development tools for employees with disabilities (n = 572) 17% 83% Has a disability-focused employee network (e.g., an employee resource group or affinity group) (n = 581) 14% 86% Has explicit organizational goals related to retention and advancement of employees with disabilities (n = 543) 13% 87% Includes progress toward retention and advancement goals 91% 9%for employees with disabilities in the performance appraisals of senior management (n = 542) 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 Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 9
  10. 10. Effectiveness of Policies and Practices Very Somewhat Not EffectivenessOur organization… Effective Effective Effective Not KnownHas a disability-focused employee network (e.g., an 54% 20% 3% 23%employee resource group or affinity group) (n = 79)Has a return to work or disability managementprogram for employees who are ill/injured or 49% 36% 1% 14%become disabled (n = 479)Encourages flexible work arrangements for allemployees (e.g., flextime, part-time, telecommuting) 47% 37% 3% 13%(n = 356)Has a structured mentoring program to support 47% 31% 3% 19%employees with disabilities (n = 103)Note: Respondents who answered that a policy or practice related to retention and advancement was “not in place,” “in development / under review” or “don’tknow” were excluded from this analysis. SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 10
  11. 11. Effectiveness of Policies and Practices (Continued) Very Somewhat Not EffectivenessOur organization… Effective Effective Effective Not KnownOffers special career planning and development 46% 31% 3% 20%tools for employees with disabilities (n = 96)Has explicit organizational goals related to retentionand advancement of employees with disabilities 40% 30% 1% 29%(n = 73)Includes progress toward retention andadvancement goals for employees with disabilities in 39% 24% 0% 37%the performance appraisals of senior management(n = 49)Employees are invited to confidentially disclosewhether they have a disability (e.g., staff surveys) 36% 37% 2% 25%(n = 242)Note: Respondents who answered that a policy or practice related to retention and advancement was “not in place,” “in development / under review” or “don’tknow” were excluded from this analysis. SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 11
  12. 12. Comparison by Organization SectorSHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 12
  13. 13. 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 company 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 a technical definition, but it 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 U.S. defer to the IRS designation conferred under United States 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 Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 13
  14. 14. Comparison by Organization Sector Our organization… has a return-to-work or disability management program for employees who are ill/injured or become disabled Organization sector Differences based on organization sector Privately owned for-profits (78%) Publicly owned for- privately owned for- Publicly owned for-profits (89%) > Nonprofits (69%) profits profits, nonprofits employees are invited to confidentially disclose whether they have a disability (e.g., staff surveys) Organization sector Differences based on organization sector Privately owned for-profits (38%) Publicly owned for- privately owned for- Publicly owned for-profits (52%) > Nonprofits (35%) profits profits, nonprofitsNote: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.Only statistically significant differences are shown. SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 14
  15. 15. Comparison by Organization Sector (Continued) Our organization… has a structured mentoring program to support employees with disabilities Organization sector Differences based on organization sector Publicly owned for-profits (23%) Publicly owned for- privately owned for- Privately owned for-profits (14%) > Nonprofits (29%) profits, nonprofits profits offers special career planning and development tools for employees with disabilities Organization sector Differences based on organization sector Publicly owned for-profits (21%) Publicly owned for- privately owned for- Privately owned for-profits (11%) > Nonprofits (31%) profits, nonprofits profits has disability-focused employee network (e.g., an employee resource group or affinity group) Organization sector Differences based on organization sector Publicly owned for-profits (19%) Publicly owned for- privately owned for- Privately owned for-profits (10%) > Nonprofits (21%) profits, nonprofits profitsNote: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.Only statistically significant differences are shown. SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 15
  16. 16. Comparison by Organization Sector (Continued) Our organization… has explicit organizational goals related to retention and advancement of employees with disabilities Organization sector Differences based on organization sector Publicly owned for-profits (21%) Publicly owned for- privately owned for- Privately owned for-profits (8%) > Nonprofits (21%) profits, nonprofits profits includes progress toward retention and advancement goals for employees with disabilities in the performance appraisals of senior management Organization sector Differences based on organization sector Publicly owned for-profits (13%) Publicly owned for- privately owned for- Privately owned for-profits (5%) > Nonprofits (18%) profits, nonprofits profitsNote: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.Only statistically significant differences are shown. SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 16
  17. 17. Comparison by Organization Staff SizeSHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 17
  18. 18. Comparison by Organization Staff Size Our organization… has a return-to-work or disability management program for employees who are ill/injured or become disabled Smaller organizations Larger organizations Differences based on organization staff size 1 to 99 employees (72%) 2,500 to 24,999 employees (92%) Larger organizations > smaller organizations 100 to 499 employees (79%) has a disability-focused employee network (e.g., employee resource group or affinity group) Smaller organizations Larger organizations Differences based on organization staff size 1 to 99 employees (8%) 25,000 or more employees (32%) Larger organizations > smaller organizations 100 to 499 employees (11%) employees are invited to confidentially disclose whether they have a disability (e.g., staff surveys) Smaller organizations Larger organizations Differences based on organization staff size 1 to 99 employees (33%) 25,000 or more employees (69%) Larger organizations > smaller organizations 100 to 499 employees (35%)Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.Only statistically significant differences are shown. SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 18
  19. 19. Barriers for Employment and Advancement of People with DisabilitiesSHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 19
  20. 20. Barriers Organizations Experience in Employing and Advancing People with Disabilities Supervisor knowledge of which 23% accommodations to make Cost of accommodations 18% Attitudes/stereotypes 16% Productivity and performance of people 12% with disabilities Attendance of people with disabilities 9% Additional cost of supervision 9% Other 5% (n = 656)Note: Total does not equal 100% due to multiple responses SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 20
  21. 21. Employee MetricsSHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 21
  22. 22. Metrics Organizations Track for Employees with Disabilities Data on accommodations (e.g., types and/or 32% costs) Grievances from employees with disabilities 16% Turnover rate for employees with disabilities 11% Involvement of employees with disabilities in 7% employee resource groups/affinity groups Engagement survey results for employees with disabilities 6% Other 2% (n = 659)Note: Total does not equal 100% due to multiple responses SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 22
  23. 23. Metrics Organizations Track for Disability vs. Other Protected Groups 29% Number of hires 64% 23% Number of job applicants 59% 18% Retention and advancement 45% 13% Compensation equity 40% (n = 659) By disability status By gender or racial/ethnic backgroundNote: Total does not equal 100% due to multiple responses SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 23
  24. 24. 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 Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 24
  25. 25. 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 Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 25
  26. 26. Demographics: Respondents by OrganizationSectorPrivately owned for-profit organization 56%Publicly owned for-profit organization 28% Nonprofit organization 14% Other 3% Note: n = 611. Total does not equal 100% due to rounding. SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 26
  27. 27. 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 Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 27
  28. 28. 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 = 635What is the HR department/function for For multi-unit organizations, are HR policies andwhich you responded throughout this practices determined by the multi-unit corporatesurvey? 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 Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 28
  29. 29. 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.org SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 29
  30. 30. Survey Methodology:  Response rate = 23%  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 Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 30

×