This document discusses disability compliance for businesses and the benefits of hiring people with disabilities. It summarizes the key points of the Disability Friendly Business Certification program, which recognizes companies for their efforts to include and meet the needs of employees and customers with disabilities. The certification can help companies assure they are disability-friendly, meet OFCCP requirements, and attract customers within the large disability community.

1. Danger and Opportunity:
The Business Advantage of
OFCCP and EEOC Disability
Compliance

2. Agenda
Introduction
The ROI of Hiring People with
Disabilities
OFCCP Section 503
Directive 281
Accessibility
Recommendations
Disability Friendly Business
Certification Program

3. Presenter:
Leslie Wilson
President/CEO
Wilson Resources, Inc.

4. People with disabilities are
America’s largest minority group.
There are an estimated 36 million
Americans with a disability. For
businesses/employers that equals
untapped employees and customers.
Source: U.S. Census Bureau, American Community Survey 2008

5. There are 19.8 million
Americans with disabilities
between the ages of 18-64 –
working age. Their
unemployment rate is 79%.
Source: U.S. Census Bureau, American Community Survey 2008

6. Where would the world be
without the contributions of
people with disabilities?
Stephen Hawking James Earl Jones Sir Winston Churchill Annie Sullivan Pythagoras

7. The World is Changing
 The number of people with disabilities is on the rise
due to many factors, including an aging population
 Technological advances
 The United States, along with many other
countries, has been taking major steps to ensure
the rights of people with disabilities.
 Accessibility is becoming a greater priority
worldwide as evidenced by the UN Convention on
the Rights of People with Disabilities.

8. Florida’s Local BLNs

9. Business Leadership
Networks
The purpose of the BLNs is to create awareness of the
skills and abilities of workers with disabilities through
the organization of an employer-to employer network.
The 2007, 2008 and 2009 surveys of 351 Florida BLN
employers found that the number one impediment to
the employment of people with disabilities, at all
corporate levels, was: “Attitudes”
The 2008 and 2009Florida BLN
surveys highlighted
“hiring managers” &“front-line staff”
as most concerned about hiring
workers with disabilities.

10. The Return On Investment of Hiring
People with Disabilities
 People with disabilities DO NOT cost
more to employ than people without
disabilities.
 Research has shown: There is no
significant difference between the
productivity of people with disabilities
and people without disabilities,
particularly in knowledge-related
business.
 On the average, people with disabilities
DO NOT miss more work than people
without disabilities.

11. The Return On Investment of Hiring
People with Disabilities
• A national survey of 803 consumers randomly
selected from across the U.S., found that 92% felt
more favorable toward companies that hire
people with disabilities and 87% said they would
prefer to give their business to such companies.
•Nearly half (44%) of Walgreen’s Anderson, South
Carolina distribution center’s 430 workers are
disabled. Walgreens has found that the
distribution center in Anderson is no less
productive than its other centers. In fact,
Anderson is more productive. The training
and technologies that help workers with
disabilities do their jobs help all employees
do their jobs better.

12. The Return On Investment of Hiring
People with Disabilities
• Over the course of nine months,
Walgreens saved $17,000 in Workers
Compensation due to fewer incidents
caused by its employees with disabilities.
Incidents that occurred were less costly,
there was less property damage and the
workers with disabilities returned to
work in less time.

13. EEOC FY 2009 Charge Data
People with disabilities are least likely to
file discrimination charges when
compared to four other minority groups.
Charges based on:
Race: 36.0%
Sex: 30.0%
Age: 24.4%
Disability: 23.0%

14. Section 503 of the Rehabilitation Act
 Section 503 of the Rehabilitation Act of 1973 prohibits
discrimination and requires employers with federal
contracts or subcontracts that exceed $10,000 to take
affirmative action to hire, retain, and promote
qualified individuals with disabilities.
 This law is enforced by the Employment Standards
Administration's Office of Federal Contract
Compliance Programs (OFCCP) within the U.S.
Department of Labor.

15. Sample of OFCCP Section 503 Requirements
 Maintain an Affirmative Action Program in accordance with 41
C.F.R. PART 60–741 - Availability of Affirmative Action Program and
Nondiscrimination Obligations Regarding People with Disabilities;
 Invite applicants to inform the contractor that they are a person with
a disability as defined by the ADA, in accordance with 41 CFR 60-
741.42 - Invitation to self-identify.
Individual with a disability is defined as any person who:
(i) Has a physical or mental impairment which substantially
limits one or more of such person's major life activities;
(ii) Has a record of such an impairment; or
(iii) Is regarded as having such an impairment; and
 Undertake appropriate outreach, in accordance with 41 CFR 60-
741.44 (f) – External dissemination of policy, outreach and positive
recruitment.

16. OFCCP Section 503 Requirements
Findings for the Northeast OFCCP Region: Four
out of Five of the Section 503 Conciliation
Agreements Contained Violations for FY10,
Including:
 Failure to maintain an Affirmative Action Program Regarding People
with Disabilities;
 Failure to invite applicants to inform the contractor that they are a
person with a disability; and
 Failure to undertake appropriate outreach. Most often there was “no”
outreach.

17. OFCCP The New Review: Taking
EEO Compliance to the Next Level
At the August 2010 National Industry Liaison Group Conference
in Las Vegas, OFCCP’s Sandra Zeigler announced that OFCCP is:
Stepping up enforcement in its compliance reviews in areas
they had not focused on before.
Hiring a lot of new staff.
 Increasing emphasis on Section 503 and veterans with an
uptick in 503 reviews and more onsite reviews to check for
503 compliance.

18. OFCCP The New Review: Taking
EEO Compliance to the Next Level
At the August 2010 National Industry Liaison Group Conference
in Las Vegas, OFCCP’s Sandra Zeigler announced that OFCCP is:
Investigating outreach efforts to the community of
individuals with disabilities – requires actually making an
effort to contact the community resources. OFCCP will call
them to check.
Looking at Section 503 measurable results: How many
people with disabilities were referred to you, did you
recruit, hire and retain so you know the program is
working. “Do not let it be a paperwork exercise.”

19. OFCCP The New Review: Taking
EEO Compliance to the Next Level
At the August 2010 National Industry Liaison Group Conference in Las
Vegas, OFCCP’s Sandra Zeigler announced that OFCCP is:
Looking at your efforts to assure the individual is given the opportunity
to self-identify as an individual with a disability and what efforts, if any,
were made to increase the likelihood the applicant would complete the
invitation to self-identify. Recommendations to make people more
comfortable:
• Create an internal marketing piece that shows the company is
proactive in recruiting people with disabilities
• Talk openly with all candidates about the company’s efforts to
recruit people with disabilities

20. OFCCP The New Review: Taking
EEO Compliance to the Next Level
At the August 2010 National Industry Liaison Group
Conference in Las Vegas, OFCCP’s Sandra Zeigler
announced that OFCCP is:
Looking at your application process to assure it is
accessible. This includes web-based applications.
 Reviewing your process for requesting an
accommodation and your accommodations policy.

21. The Big Picture
 One in four computer users has low
vision or is blind.
 One in four computer users has a
dexterity difficulty or impairment.
 One in five computer users is deaf
or hard of hearing.
 Regardless of disability, EVERY
computer user benefits from greater
usability.

22. Directive 281
 In response to changing technologies, many contractors
have moved towards using an online application system
as their primary, if not exclusive, method for accepting
applications for employment.
 While some of these systems may be accessible to
individuals with disabilities, others may be completely
inaccessible or only partially accessible due to
technological limitations.
 Federal contractors and subcontractors must ensure that
qualified individuals with disabilities and veterans with
disabilities have an equal opportunity for employment.

23. Directive 281
 All compliance evaluations shall include a review
of the contractor's online application systems to
ensure that the contractor is providing equal
opportunity to qualified individuals with
disabilities and veterans with disabilities.
 The review should include whether the
contractor is providing a reasonable
accommodation, when requested, unless such
accommodation would cause an undue hardship.
 In this directive, the term "online system" shall
include, but not be limited to, all electronic or
web-based systems that the contractor uses in all
of its personnel activities.

24. Accessibility
 Web accessibility means that people with disabilities can use the
Web.
 More specifically, Web accessibility means that people with
disabilities can perceive, understand, navigate, and interact with
the Web, and that they can contribute to the Web.
 Web accessibility encompasses all disabilities that affect access
to the Web, including visual, auditory, physical, speech,
cognitive, and neurological disabilities.
 Currently most Web sites and Web software have accessibility
barriers that make it difficult or impossible for many people with
disabilities to use the Web.

25. Job Accommodation Network (JAN)
JAN is the leading source of free, expert, and
confidential guidance on workplace
accommodations and disability employment
issues. JAN works toward practical solutions that
benefit both employer and employee.
(800)526-7234 (Voice) (877)781-9403 (TTY)
http://askjan.org/

26. TecAccess
TecAccess specializes in making Information and
Communication Technologies (ICT) accessible to the
world´s largest and fastest growing demographic –
people with disabilities.
(804) 749-8646
Email: Debra Ruh: druh@tecassess.net

27. OFCCP Advanced Notice of
Proposed Rulemaking Impacting
Section 503 of the
Rehabilitation Act of 1973
On July 23, 2010 OFCCP announced its Notice of
Proposed Rulemaking and asked for comments
on the following topics:
 What employment practices have been effective in recruiting, hiring,
advancing and retaining qualified individuals with disabilities.
What data are available that could be used to establish hiring goals and
conduct utilization analyses of individuals with disabilities.
 How linkage agreements between federal contractors and organizations
that focus on the employment of qualified individuals with disabilities can be
strengthened to increase effectiveness.

28. OFCCP Advanced Notice of Proposed
Rulemaking Impacting Section 503 of
the Rehabilitation Act of 1973
The U.S. Department of Labor's Office of Federal Contract Compliance Programs is
seeking input from the public on ways to strengthen its regulations requiring federal
contractors to take affirmative action to employ and advance
in employment qualified individuals with disabilities.
In an Advance Notice of Proposed Rulemaking (ANPRM)
published in the Federal Register July 23, 2010 the agency
invites the public to help revise the regulations implementing
Section 503 of the Rehabilitation Act of 1973.
Comments must be received by OFCCP within 60 days of the
ANPRM's publication. To read the ANPRM or submit a
comment, go to the Federal eRulemaking Portal at
www.regulations.gov. The deadline for receiving comments
is --Sept. 21, 2010.
http://www.regulations.gov/search/Regs/home.html#documentD
etail?R=0900006480b1fd5a

29. Recommendations to Help You Meet OFCCP
Affirmative Action Rules Related to
People with Disabilities
1. 1. Be Proactive – Become Disability Friendly.
2. 2. Update your company’s Diversity Plan to include people
with disabilities as part of your diverse workforce, and
announce the company’s efforts so that employees with
disabilities feel comfortable revealing their disabilities.
3. 3. Ensure your company has an annually revised Affirmative
Action Plan that meets OFCCP rules related to people with
disabilities. Ask for input.
4. 4. Train mid-level managers, supervisors and front-line staff
to successfully work with people with disabilities by allaying
concerns and dispelling myths.
5. 5. Organize an ERG for People with Disabilities, or if your
company has limited ERGs, be sure to include people with
disabilities.

30. Recommendations to Help You Meet OFCCP
Affirmative Action Rules Related to
People with Disabilities…continued
5. 6. Create a centralized budget for accommodations so that
unit budgets are not affected.
6. 7. Maintain an Accommodations’ Log.
7. 8. Join your local Business Leadership Network (BLN) or serve
on an employment service provider’s Employer Advisory
Committee or Board of Directors.
9. Create relationships with organizations assisting people
with disabilities to become employed, e.g., Vocational
Rehabilitation, service providers, school transition programs
10. Participate in Disability Mentoring Day or other mentoring
programs, and more formal Internship Programs.
11. Become a Ticket to Work Employer Partner:
www.cessi.net/ttw/employer/partners.html

31. 2010 Top10
Companies for Disability
No. 1: IBM
No. 2: Ernst & Young
No. 3: Procter and Gamble
No. 4: Aetna
No. 5: KPMG
No. 6: Cisco Systems
No. 7: SC Johnson
No. 8: Eli Lilly & Co.
No. 9: Merck & Co.
No. 10: Sodexo

32. 2010 Top10
Companies for Disability
 All have at least one resource group for employees with disabilities
versus 76% of the DiversityInc Top 50; Organizations with ERGs have
fewer EEOC charges, according to Cornell University’s EARN Program
 All offer dependent-care benefits (including childcare and eldercare)
versus 94% of the DiversityInc Top 50
 All feature images and/or video of people with disabilities on their
corporate websites, compared with 80% of the DiversityInc Top 50
 Eighty percent offer alternative career tracks for parents or others with long-term
family-care issues; 62% of the DiversityInc Top 50 do so
 Eighty percent have mandatory diversity training for all employees versus 64% of
the DiversityInc Top 50

33. BLN Three-Part Initiative Based
on Annual Survey Results:
 Educate BLN Employer Members
 Educate Other Employers in the
Community
 Encourage Employment, and Organize
Internships and Mentoring Opportunities

34. Disability Friendly Business
Certification
Is Your Company
Disability
Friendly?
Bringing Disability to the
Forefront of Diversity
www.NationalCTC.com
Supported By:

35. Companies that Participated in
Developing the Certification
Program:
 Blue Cross and Blue Shield of
Florida
Federal Reserve Bank of Atlanta
(Jacksonville Branch)
 Holland and Knight Law Firm
 Great Florida Bank
 Baptist Health South Florida
 Merrill Lynch
 Citigroup
 Home Depot
 SunTrust Bank
 Bromberg & Associates

36. Disability Friendly
Business Certification
Developed by Business for Business
A Cooperative Project of the Miami-Dade and First Coast
Business Leadership Networks (BLNs) and the National
Certification and Training Center,
A Division of Wilson Resources, Inc. (WRI)
The purpose of the Disability Friendly Business
Certification Program is to recognize businesses for
their outstanding efforts to include and meet the needs
of employees and customers with disabilities.

37. Disability Friendly
Business Certification
Benefits to Employers
Bringing Disability to the Forefront of Diversity
www.NationalCTC.com
 Assure your company is “disability friendly”
 Assist federal contractors to meet Affirmative Action
requirements of the U.S. Department of Labor’s Office of
Federal Contract Compliance Programs (OFCCP) for the
recruitment of qualified workers with disabilities
 Promote your company as “disability-friendly” and attract the
attention of the largest minority group in the country
 Internally and externally promote your company’s
commitment to diversity, and a positive work environment

38. Disability Friendly
Business Certification
Benefits to Employers
Bringing Disability to the Forefront of Diversity
www.NationalCTC.com
Certified Businesses Receive:
 A framed certificate and the Disability Friendly Business logo to be posted on
the business’ website, emails, stationery and other corporate printed materials
 Disability Friendly Business window stickers
 Posting of the names of all the Certified Disability Friendly Businesses on the
National Certification and Training Center website: www.NationalCTC.com

39. Disability Friendly
Business Certification
“In the process of completing the Disability
Friendly Certification Program Application,
and taking a very close look at the required
dimensions, we saw that there were a
number of areas where we could really
improve…We also increased our education
efforts and conducted more training on
disability etiquette for our workforce.”
Margaret Downey
CSX, International
Transportation Company

40. Disability Friendly
Business Certification
Example of a CSX Email Example of a Federal
Signature Reserve Bank of Atlanta
Email Signature
Staffing Specialist – Military
Recruiting & Diversity FRB Atlanta, Jacksonville Branch
500 Water Street
5th Floor, J400
Jacksonville, FL 32202

41. “I want to challenge every employer here to
hire a person with disabilities this year -- and
another one next year, and the year after
that. This effort isn’t charity or good
corporate citizenship – it’s just smart
business.”
-- Former Florida Governor Jeb Bush

42. Contact Information
Leslie Wilson
President/CEO
Wilson Resources, Inc.
1747 Amberwynd Circle West
Palmetto, FL 34221
Phone: 941/729-9673
Email: lesliew@wilres.com
Websites:
www.wilres.com
www.NationalCTC.com