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.

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

  • 1. Disability IS Diversity:Reaching Employers to Include Disability in Workplace Diversity Plans March 10 Webinar Hannah Rudstam, Ph.D. Northeast ADA CenterEmployment and Disability Institute www.edi.cornell.edu

2. The faces of talent in the work place 3. The faces of talent in the work place 4. The faces of talent in the work place 5. The faces of talent in the work place 6. The faces of talent in the work place 7. The faces of talent in the work place 8. The faces of talent in the work place 9. The faces of talent in the work place 10. The face of disability is our face.People with disabilities are in all walks of life, in all professions, and in all ages. Its about people, not pity. Its about ability, not disability. Often, the biggest barrier is not the disability, but the attitudes of others. See the person, not the disability 11. Why this?Why now? How have we viewed people with disabilitiesin the workplace? 12. The Tiny Tim Stage 13. The Hire the Handicapped Stage 14. Legal Compliance Stage The Americans With Disabilities ActAnd now The ADA AA 15. Polling question:

  • After 20 years of the ADA, how well do you think people with disabilities are doing in their employment and economic lives:
  • Better than they were before the ADA
  • About the same as before the ADA
  • Worse than they were before the ADA
  • Dont know

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 KnowingDoing Gap 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. 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. 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. Beyond Legal Compliance-- Disability as a difference, not a deficit 21. Legal compliance alone does not link to competitive advantage or success About links Disability inclusiveness does! 22. Disability inclusiveness enhances your organizations access to talent. Link #1 Can your organization afford to ignore 20% of your available talent? 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. In the near future Upcoming workforce trends*

    • Workforce exits through retirement:One-third of the U.S. workforce over next five years
    • 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
    • Job changing
    • It will be very difficult to find talent in several sectors
  • *Sources:
  • Dychtawald, K., Erickson, T. & Morison, R. (2006)Workforce Crisis:How to Beat the Coming Shortage of Skills and Talent.(Boston:Harvard Business School Press.
  • Herman, R. & Olivo, T. & Gioia, J. (2000)Impending Crisis:Too Many Jobs; Too Few People(NY, NY:Harper).

25.

    • Enhanced ability to diagnose disabilities earlier
    • Better treatments mean more people can work with disabilities
    • Improved assistive technology means more types of disability can be effectively accommodated in the workplace
    • Our population is aging

In the near future A greater portion of our workforce will be working with a disability 26. And this trend will intensify Age cohort 25 34 will grow by 8% Age cohort 35 44 willdeclineby 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. And its not just about looking good.This links to business success Link #3 A disability inclusive workforce sends the right message to your customers 28.

  • Cone Cause Survey, 2007
    • 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)
    • Brands that can engage customers emotionally command prices significantly higher than the competitors
    • 72% of employees want their employers to do more to support a cause (up from 52% in 2004)

What a company stands for increasingly matters for how customers make buying decisions 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 Rehabilitation22 (2005) 1-7 IOS What a company stands for increasingly matters for how customers make buying decisions 30. People with disabilities perform as well as other employee. Link # 4 31.

  • Employees with disabilities:
    • Had the same job performance ratings as employees without disabilities
    • Did not requiremore of supervisors time
    • Were no more likely to be absent, late or have off-work time than any other employee
    • Did not have more workplace accidents
    • Were less likely to leave the job
  • * 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

A study of 314 workplaces 32. Its a key strategy to retain talent Link # 5 Reasonable accommodation Its not just about the law 33.

  • Direct Benefits
  • 87%--Accommodation enabled us to retain a valued employee
  • 74%-- Increased employees productivity
  • 55%--Increased employees attendance
  • 54%--Saved workers comp costs
  • Indirect Benefits
  • 69% Improved interactions with co-workers
  • 61% Increased overall company morale
  • 57%--Improved interactions with customers
  • 42%--Improved workplace safety
  • 41%--Increased overall company attendance

*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. Turnover coststhe 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. Its about a return on investment Link # 6 Reasonable accommodation its not just about the law 36.

  • A Job Accommodation Study*
    • 49% of reasonable accommodations cost nothing
    • 78% cost less than $500

Reasonable accommodationscost 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. its also aboutnon-obviousdisabilities Link # 7 Its not just about being able to engage people with obvious disabilities 38.

    • 3 5% of your current and potential talent will have ADD/ADHD*
    • Nearly 10% of your current and potential talent will have a learning disability**