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© Disability Business Technical Assistance Center—Northeast 1
Current Research on Disability & Employment
Employment and Disability Institute www.edi.cornell.edu
DBTAC – Northeast ADA Center
1.800.949.4232Tony Ruiz & Hannah Rudstam
2008
© Disability Business Technical Assistance Center—Northeast 2Employment and Disability Institute www.edi.cornell.edu
About the DBTACs•One of ten regional centers located throughout the country
•Provide TA, materials dissemination and training on all Titles and aspects of the ADA
•Conduct research on disability issues, focusing on employment
•DBTAC—NE: New York, New Jersey, Puerto Rico, Virgin Islands
© Disability Business Technical Assistance Center—Northeast 3
Goals of session…
• Your thoughts: What are the burning research questions you see?
• The DBTAC Barrier-Intervention Model: An Activity
• An Overview: Current disability statistics
• Highlights from recent studies: What do we know about workplace discrimination and reaching employers?
• Lunch
• EEOC Data & Use of logic model
• Your thoughts revisited
© Disability Business Technical Assistance Center—Northeast 4
The question I would most like to see researched is…
Let’s start with your thoughts…
© Disability Business Technical Assistance Center—Northeast 5
An Ecological Framework for Addressing
Organizational Barriers to Employing People
with Disabilities
© Disability Business Technical Assistance Center—Northeast 6
Can’t Won’t
Don’t Know
The DBTAC Barrier Intervention Model
Began as a simple conceptualization…
Why don’t organizational leaders employ more people with disabilities?
© Disability Business Technical Assistance Center—Northeast 7
Individual Barriers
Collective—Organizational Climate Barriers
Can’t Barriers Won’t Barriers
Don’t know Barriers
Individual Attitudes/Beliefs
Individual Behaviors
Individual Knowledge/Information
Can’t Barriers Shared Behaviors:Policies/Practices
Won’t BarriersShared Attitude
Systems
Don’t know BarriersShared knowledge
© Disability Business Technical Assistance Center—Northeast 8
Intervention for this barrier-type:
•On-line or in-person training
•Knowledge dissemination—e.g. briefs, newsletters, articles, etc.
Intervention for this barrier-type:
•Individual coaching for leaders on changing disability-related work behaviors•Performance expectations for leaders that include diversity/disability inclusiveness
Intervention for this barrier-type:
•Give leaders real-life experience with employees with disabilities
•Exposure to success stories of other employers
Intervention for this barrier-type:
•Create resource groups or communities of practice around disability•Build disability inclusiveness updates into shared conversation spaces
Intervention for this barrier-type:
•Eliminate dis-incentives—e.g. create centralized accommodations budget •Examine work routines & job designs—eliminate rigidity, introduce flexibility
Intervention for this barrier-type:
•Craft a compelling organizational vision around disability inclusiveness & the business case•Match vision to mission
The DBTAC Barrier Intervention Model: Matching Barrier to Intervention: Examples
Individual Level
Collective Climate Level
Don’t know Barriers
Can’t Barriers
Won’t Barriers
© Disability Business Technical Assistance Center—Northeast 9
Taking the Barrier—Intervention Model for a
test run…
© Disability Business Technical Assistance Center—Northeast 10
1. Break into 3 small groups (Each Round = 5 min)• Round 1. Each small group addresses Question 1 on their sheet
• Round 2. Rotate pages. Each group adds to last group’s input
• Round 3. Rotate again. Add to last group’s input
• Round 4. Home again. Question 2--Thematize all groups’ input to Question 1
2. Each small group responds to Questions 3 & 4(10 min)
3. Report back to large group (5 min/group = 15 min)
© Disability Business Technical Assistance Center—Northeast 11
An Update:
Current Disability Statistics
© Disability Business Technical Assistance Center—Northeast 12
StatsRRTC Mission
To bridge the gap between the sources of disability data and the users of disability statistics.
StatsRRTC
DataSources
StatisticsUsers
© Disability Business Technical Assistance Center—Northeast 13
Prevalence Rate (Ages 5+)
Peoplewith
Disabilities(41,247,000)
15.0%Peoplewithout
Disabilities(233,649,000)
Does not includepeople living inInstitutions.
© Disability Business Technical Assistance Center—Northeast 14
Prevalence Rate, by Disability (Ages 5+)
4.3
9.4
5.8
3.0
5.47.0
15.0
0
2
4
6
8
10
12
14
16
18
OverallDisability
Sensory Physical Mental Self-Care Go-Outside
Employ-ment
© Disability Business Technical Assistance Center—Northeast 15
Prevalence Rate, by Age/Gender (Ages 5+)
14.4
7.9 7.812.8
29.8
15.6
4.6 6.0
13.1
30.6
49.354.8
0
10
20
30
40
50
60
Ages 5+ 5-15 16-20 21-64 65-74 75+
MaleFemale
© Disability Business Technical Assistance Center—Northeast 16
Prevalence Rate, by Race (Ages 5+)
12.7
17.5
21.7
6.3
11.9
15.0
0
5
10
15
20
25
OverallDisability
White Black/AfricanAmerican
NativeAmerican
Asian Some otherrace(s)
© Disability Business Technical Assistance Center—Northeast 17
Current Definition of Disability from ACS
• Do you have any of the following conditions:
a. Blindness, deafness, or a severe vision or hearing impairment? ... “Sensory Disability”
b. A condition that substantially limits one or more basic physical activities such as walking, climbing stairs, reaching, lifting, or carrying? ... “Physical Disability”
(Continued)
© Disability Business Technical Assistance Center—Northeast 18
Definition of Disability from ACS
• Because of a physical, mental, or emotional condition lasting 6 months or more, do you have any difficulty in doing any of the following activities:
a. Learning, remembering, or concentrating? ... “Mental Disability”
b. Dressing, bathing, or getting around inside the home? ... “Self-Care Disability”
(Continued)
© Disability Business Technical Assistance Center—Northeast 19
Definition of Disability from ACS
• Because of a physical, mental, or emotional condition lasting 6 months or more, do you have any difficulty in doing any of the following activities:
a. Going outside the home alone to shop or visit a doctor's office? ... “Go-Outside-Home Disability”
b. Working at a job or business? ... “Employment Disability”
© Disability Business Technical Assistance Center—Northeast 20
Employment Gap Remains Wide
79.7
37.7
0 10 20 30 40 50 60 70 80 90 100
People without Disabilities People with Disabilities
Gap=42.0% points
© Disability Business Technical Assistance Center—Northeast 21
Employment Rate, by Disability Type
47.5
31.728.8
17.1 17.4 17.7
37.7
0
10
20
30
40
50
60
OverallDisability
Sensory Physical Mental Self-Care Go-Outside
Employ-ment
© Disability Business Technical Assistance Center—Northeast 22
Employment Rate, by Selected “States”
26.530.0 30.0
38.1
52.6
24.7
50.649.8
0
10
20
30
40
50
60
PuertoRico
WestVirginia
Kentucky Missi-ssippi
UnitedStates
Alaska Utah NorthDakota
© Disability Business Technical Assistance Center—Northeast 23
© Disability Business Technical Assistance Center—Northeast 24
About employment…
21.7% Percent of working age people with disabilities employed full-time/full-year
56.6% Percent of working age people without disabilities employed full-time/full-year
By the numbers*…
About income…
$36,000 Median annual household income
of working age people with disabilities
$65,400 Median annual household income
of working age people without disabilities
*Source: Rehabilitation Research and Training Center on Disability Demographics and Statistics. (2007). 2006 Disability Status Report. Ithaca, NY: Cornell University.
© Disability Business Technical Assistance Center—Northeast 25
77
78
79
80
81
82
83
84
85
86
87
1981 1983 1985 1987 1989 1991 1993 1995 1997 1999 2001 2003
Year
Pe
rce
nt
(%)
Disability Statistics Update: U.S. Labor Market Activity Rate/Non-Disability
Houtenville, Andrew J. 2005. "Disability Statistics in the United States." Ithaca, NY: Cornell University Rehabilitation Research and Training Center on Disability Demographics and Statistics (StatsRRTC), www.disabilitystatistics.org. Posted April 4, 2005. Accessed July 14, 2005.
The percentage of men and women, aged 18-64 without a work limitation in the United States who worked more than 52 hours in the prior calendar year from 1981 - 2004
© Disability Business Technical Assistance Center—Northeast 26
26
28
30
32
34
36
38
40
1981 1983 1985 1987 1989 1991 1993 1995 1997 1999 2001 2003
Year
Pe
rce
nt(
%)
Houtenville, Andrew J. 2005. "Disability Statistics in the United States." Ithaca, NY: Cornell University Rehabilitation Research and Training Center on Disability Demographics and Statistics (StatsRRTC), www.disabilitystatistics.org. Posted April 4, 2005. Accessed July 14, 2005.
Disability Statistics Update: U.S. Labor Market Activity Rate/Disability
The percentage of men and women, aged 18-64 with a work limitation in the United States who worked more than 52 hours in the prior calendar year from 1981 - 2004
© Disability Business Technical Assistance Center—Northeast 27
47,300
49,300
51,300
53,300
55,300
57,300
59,300
1981 1983 1985 1987 1989 1991 1993 1995 1997 1999 2001 2003
Year
2002
Dol
lars
Disability Statistics Update: U.S. Income/Non-Disability
The median household income among men and women without a work limitation in the United States from 1981 – 2004, adjusted for inflation to 2002 dollars
Houtenville, Andrew J. 2005. "Disability Statistics in the United States." Ithaca, NY: Cornell University Rehabilitation Research and Training Center on Disability Demographics and Statistics (StatsRRTC), www.disabilitystatistics.org. Posted April 4, 2005. Accessed July 14, 2005.
© Disability Business Technical Assistance Center—Northeast 28
24000
24500
25000
25500
26000
26500
27000
27500
28000
28500
29000
1981 1983 1985 1987 1989 1991 1993 1995 1997 1999 2001 2003
Year
2002
Do
llar
s
Houtenville, Andrew J. 2005. "Disability Statistics in the United States." Ithaca, NY: Cornell University Rehabilitation Research and Training Center on Disability Demographics and Statistics (StatsRRTC), www.disabilitystatistics.org. Posted April 4, 2005. Accessed July 14, 2005.
Disability Statistics Update: U.S. Income/Disability
The median household income among men and women with a work limitation in the United States from 1981 – 2004, adjusted for inflation to 2002 dollars
© Disability Business Technical Assistance Center—Northeast 29
Highlights from recent studies:
What do we know about workplace
discrimination and reaching employers?
© Disability Business Technical Assistance Center—Northeast 30
Highlights from recent studies:
– Performance comparisons – New JAN Study: Employers’ views– Customer-preference study– Diversity & disability – Creating organization-wide
interventions: Wahlgreens, Medtronics & Cincinnatti Children’s Hospital
– Job Retention
© Disability Business Technical Assistance Center—Northeast 31
About Job Retention
Research & Challenges
© Disability Business Technical Assistance Center—Northeast 32
Tony . 30 min.
Update:
EEOC Data Use of logic model
© Disability Business Technical Assistance Center—Northeast 33
Presentation Overview
• Why an interest in EEOC and FEPA claims?• Trends over time in EEOC and FEPA ADA-related charges• Comparison to trends in other employment discrimination
legislation• State-specific differences in the proportion of disability
employment discrimination filings between EEOC and FEPA • Top five ADA issues and bases in EEOC and FEPA filings• Why state specific differences may be of importance• Implications for DBTAC information dissemination, technical
assistance, and training
© Disability Business Technical Assistance Center—Northeast 34
FEPA offices’ proportion of charges
filed have increased over the
ten years to almost half of
all ADA-related charges
© Disability Business Technical Assistance Center—Northeast 35
ADA-Related Charges—EEOC or FEPA
0
4000
8000
12000
16000
20000
1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003
EEOC
FEPA
Note: Charges in which the ADA is cited (other statutes may have been cited as well).
© Disability Business Technical Assistance Center—Northeast 36
ADA-Related Charges—Percentage FEPA
41.2
43.7
45.446.3
45.4 45.646.6 46.6
50.049.1
44.0
40
45
50
55
60
1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003
Note: Charges in which the ADA is cited (other statutes may have been cited as well).
© Disability Business Technical Assistance Center—Northeast 37
These trends are not occurring in other employment discrimination-related
claims filings
© Disability Business Technical Assistance Center—Northeast 38
State-specific differences in where ADA
claims are filed are significant
© Disability Business Technical Assistance Center—Northeast 39
ADA-Related Charges—Percentage FEPA
© Disability Business Technical Assistance Center—Northeast 40
ADA-Related Charges—Percentage FEPA
Name %FEPA Name %FEPA Name %FEPA Name %FEPA
Maine 96.3 Delaware 73.9 New Jersey 49.5 Texas 22.4
Nebraska 96.3 Kansas 72.9 Missouri 44.5 New Mexico 20.1
Mass. 94.4 Wisconsin 67.4 Illinois 43.5 Arizona 17.6
Iowa 94.3 South Dakota 65.4 Michigan 42.7 Oklahoma 16.5
Montana 94.2 West Virginia 62.5 Maryland 42.2 Tennessee 15.1
Rhode Island 93.7 South Carolina 62.3 Colorado 39.8 Virginia 14.7
Utah 92.9 Ohio 61.8 North Dakota 37.5 Georgia 11.1
Connecticut 92.4 New Hampshire 58.6 Minnesota 35.5 North Carolina 6.0
Idaho 89.0 New York 56.9 Kentucky 33.5 Arkansas 1.1
Wyoming 85.6 Pennsylvania 55.7 District of Col. 29.7 Mississippi 0.9
Oregon 85.5 Washington 55.3 Florida 29.4 Louisiana 0.6
Alaska 83.5 Hawaii 55.0 Indiana 27.9 Alabama 0.5
Nevada 79.1 California 52.7
Vermont 78.9
Note: Charges in which the ADA is cited (other statutes may have been cited as well).
© Disability Business Technical Assistance Center—Northeast 41
Top five ADA-related
issues and bases
across EEOC and FEPA-filed charges
© Disability Business Technical Assistance Center—Northeast 42
ADA-Related Charges (1993-2003)Top 5 Issues
IssueTotal
ChargesEEOC
ChargesFEPA
ChargesPercent EEOC
1 Discharge 179,073 95,732 83,341 53.5
2 Reasonable Accom. 79,986 53,960 26,026 67.5
3 Terms/Conditions 62,056 24,764 37,292 39.9
4 Harassment 37,494 22,645 14,849 60.5
5 Hiring 28,075 15,425 12,650 54.9
Note: Charges in which the ADA is cited. Charges can have more than one issue.
© Disability Business Technical Assistance Center—Northeast 43
ADA-Related Charges (1995-2003)Top 7 Bases
BasisTotal
ChargesEEOC
ChargesFEPA
ChargesPercent EEOC
1 Other Disability 73,741 31,818 41,923 43.1
2 Structural Back Impairment 36,342 19,163 17,179 52.7
3 Regarded As Disabled 27,279 18,575 8,704 68.1
4 Nonparalytic Orthopedic Impairment 24,152 14,928 9,224 61.8
5 Depression 18,264 11,660 6,604 63.8
6 Other Psychiatric Disorders 10,562 4,197 6,365 39.7
Note: Charges in which the ADA is cited. Charges can have more than one basis.
© Disability Business Technical Assistance Center—Northeast 44
Implications for DBTACs
• Knowledge of state-specific disability nondiscrimination legislation
• Knowledge of the respective state employment discrimination claims offices
• Knowledge of how higher court rulings may impact where greater protections occur
• Implications for technical assistance, information dissemination, and training
© Disability Business Technical Assistance Center—Northeast 45
For Further Information
• EEOC web site - http://www.eeoc.gov/stats/enforcement.html
• Cornell University Employment and Disability Institute (EDI) – www.edi.cornell.edu
• Cornell University Law School - http://www.lawschool.cornell.edu/
© Disability Business Technical Assistance Center—Northeast 46
Using logic models
A D V A N C I N G T H E W O R L D O F W O R K www.edi.cornell.edu
© Disability Business Technical Assistance Center—Northeast 47
A logic model is…
• a simplified picture of a program, initiative, or intervention
• showing logical relationships among the resources invested-->activities-->benefits/changes
• indicating what to expect next
• spelling out the program’s theory of change
• a way to make things explicit
© Disability Business Technical Assistance Center—Northeast 48
Why be explicit ?
• If you don’t specify the goal you cannot reach it.
• If you don’t know where you want to go, there is no way of knowing when you arrived.
• If you don’t remember how you did it in the first place, there is no way to do it again.
© Disability Business Technical Assistance Center—Northeast 49
OutcomesINPUTS ACTIVITIES
Simple logic model:
What is done What resultsWhat is invested
Shows the logical relationships between:
1) The inputs, or resources that go into a program…
2) the activities the program undertakes and…
3) the outcomes, changes or benefits that result.
© Disability Business Technical Assistance Center—Northeast 50
The question I would most like to see researched is…
And, in summary…
© Disability Business Technical Assistance Center—Northeast 51
Disability and Business Technical Assistance Center - Northeast
ILR - Employment and Disability InstituteCornell University
201L ILR ExtensionIthaca, NY 14850
800-949-4232 in NY, NJ, PR, VI