Diversity CLA February 19, 2015 Webinar ©SHRM 2012 Phyllis Shurn-Hannah, SPHR, SHRM Northeast...

Diversity CLAFebruary 19, 2015 Webinar

©SHRM 2012

Phyllis Shurn-Hannah, SPHR, SHRM Northeast Region Field Services Director

©SHRM 2013

2015 Diversity Goals

• As part of the strategic planning process, develop and implement a plan designed to increase the diversity of your chapter’s membership, program offerings and engagement opportunities. This strategy could include:

> Collection and analysis of chapter demographics to identify areas of

opportunity.

> Conduct a survey or focus groups with segments of your chapter membership to determine how to best attract, engage and retain diverse members.

> Hold at least one program or workshop on the topic of diversity and inclusion.

©SHRM 2013

2015 Diversity Goals

In conjunction with your succession planning process, develop a multi-year strategy to better diversify your chapter/state council board through:

- engagement of young professionals, minorities and other identified segments

- exploration of potential partnership opportunities with external, diversity-focused community groups

- increased board education on the importance and definition of diversity

- establishment of a diversity committee to focus on diversity and inclusion issues and collaborate with the board to incorporate diversity and inclusion into the chapter/state council’s annual goals and objectives.

©SHRM 2013

2015

Diversity & Inclusion CLA

&

Workforce Readiness CLA

Combined Webinars

Office of Disability Employment PolicyU.S. Department of Labor

PRESENTERS:

Jennifer Sheehyand

Patrick Cokley

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A Catalyst for Change, Transforming the American WorkforceEXPECT * EMPLOY * EMPOWER

Diversity

“A Diverse and Inclusive Workforce is Critical for Success.” -- Forbes

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Who are They? They are Us.

• Just over 1 in 4 of today's 20 year-olds will become disabled before they retire.

• Over 37 million Americans are classified as disabled about 12%

• More than 50% of those disabled Americans are in their working years, from 18-64.

• Disability crosses every ethnic group, every culture, and every socio-economic status in the U.S.

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Lead the Way

• Take it from the Top: Leaders Promote Inclusive Culture

• Hire and Keep the Best: Personnel Processes

• Build the Pipeline: Outreach and Recruitment

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Plan for Success

• Shout it: External and Internal Communication

• Be Tech Savvy: Accessible Information and Communication Technology

• Grow Success: Accountability and Continuous Improvement

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Make it Automatic

• Plan: Include disability (and wounded warriors) in your diversity plans.

• Create more Leaders: Include students with disabilities in your internships.

• Lead by Example: Promote inclusion in your subcontracting opportunities.

You can promote inclusion as being everyone’s business!

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Highlights of Section 503 of the Rehabilitation Act

To update federal contractors’ affirmative action and nondiscrimination responsibilities and make the regulations work better for both contractors and the Office of Federal Contract Compliance Programs (OFCCP).•Utilization Goal: Establishes a 7% utilization goal which gives contractors a yardstick to set goals, measure success and analyze results.•Data Collection: Adopts a self-audit system and assess results.•Invitation to Self-Identify: Invites pre- and post-offer, as well as existing employees.

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• Incorporation of the EO Clause: Requires specific language incorporating the EO Clause in a subcontract.

• Records Access: Allows OFCCP to review documents.

• ADAAA: Implements changes of the ADA Amendments

Act (ADAAA) of 2008.

• Effective Date: March 24, 2014

• New: Voluntary Self-identification Form

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RESOURCES

Overview (and other info, including self ID form):

http://www.dol.gov/ofccp/regs/compliance/section503.htm

FAQs:

http://www.dol.gov/ofccp/regs/compliance/faqs/503_faq.htm

Webinars:

http://www.dol.gov/ofccp/regs/compliance/final_rules_webinars.htm







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Self-Identification

•Visible Leadership Commitment

•Advancement Opportunities

•Mentors with Disabilities

• Internships•Employee Resource Groups

•Leadership Success Stories

•Advertising and Marketing Inclusion

•Supervisor Training•Return to Work Policy and Examples

•Veteran Hiring

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Family & Medical Leave Act (FMLA)

• Provides eligible employees up to 12 weeks of unpaid leave/ year and requires group health benefits to be maintained as if employees continued to work instead of taking leave.

• Employees have the right to take time off for their own medical reasons or those of qualifying family members.

• Employees are entitled to be restored to their same or an equivalent job when the FMLA leave ends.

• Also applies to FMLA leave taken intermittently, such as doctor’s appointments or medical procedures related to a serious health condition.

• DOL’s Wage and Hour Division's FMLA Web page www.dol.gov/whd/fmla

http://www.dol.gov/whd/fmla

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Keeping What Works

Return-to-WorkAre there ways I can help support employees with an illness

or disability to maintain their jobs and productivity?

• Flexible workplace strategies, assistive technology, and early support have allowed employees to maintain or return to work after a disabling condition or injury. ODEP has a Return-to-Work resource:

www.dol.gov/odep/return-to-work/

http://www.dol.gov/odep/return-to-work/

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Keeping What Works

Workplace Flexibility• Workplace flexibility policies can help your

employees manage their responsibilities while accommodating their illness or disability, and remain productive on the job. ODEP's Workplace Flexibility toolkit: http://www.dol.gov/odep/workplaceflexibility/

• Providing workplace flexibility around job tasks is called “customized employment.” www.dol.gov/odep/topics/CustomizedEmployment.htm

http://www.dol.gov/odep/workplaceflexibility/

http://www.dol.gov/odep/topics/CustomizedEmployment.htm

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“Whether you think you can or whether you think you can't, you're right.” -- Henry Ford

RESOURCES

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Workforce Recruitment Program

Workforce Recruitment Program (WRP) - a recruitment and referral program for college students with disabilities that connects federal and private-sector employers nationwide with highly motivated college students and recent graduates with disabilities who are eager to prove their abilities in the workplace through summer or permanent jobs. www.wrp.jobs

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DOL elaws Advisorhttp://www.dol.gov/elaws

Disability Nondiscrimination Law Advisor http://www.dol.gov/elaws/odep.htm

The following federal disability nondiscrimination laws are addressed by this Advisor: • Title I of the Americans with Disabilities Act of 1990 (ADA) • Title II, Subtitle A, of the Americans with Disabilities Act of 1990 (ADA) • Section 188 of the Workforce Investment Act of 1998 • Section 504 of the Rehabilitation Act of 1973, as amended (only as it

pertains to federal financial assistance) • Section 503 of the Rehabilitation Act of 1973, as amended • The Vietnam Era Veterans' Readjustment Assistance Act of 1974, as

amended

http://www.dol.gov/elaws/odep.htm

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Business Strategies that Work

Employers can review company policies to ensure they convey a commitment to workplace culture inclusive of people with disabilities. For assistance in doing so, read Business Strategies that Work: A Framework for Disability Inclusion (see in particular the first section, "Lead the Way: Inclusive Business Culture").

www.dol.gov/odep/pdf/BusinessStrategiesThatWork.pdf

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Campaign for Disability Employment and National Disability Employment

Awareness MonthCDE - Award-winning public/private collaborative nationwide media campaign

NDEAM – Month-long focus in October to plan activities that recognize and celebrate the contributions of America’s workers with disabilities.

www.whatcanyoudocampaign.org

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31 Days of NDEAM — What you CAN do!

Day #30 — Share what you did!

Did your organization do anything particular to celebrate NDEAM? If so, we'd like to hear from you. Go to the Campaign for Disability Employment website and post

your event.

NDEAM

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Job Accommodation Network (JAN)

Employers, service providers and individuals can receive free, confidential and expert one-on-one guidance on workplace accommodations and disability employment issues — during NDEAM and year round — from the Job Accommodation Network (JAN).

Visit AskJAN.org or call (800) 526-7234 or (877) 781-9403 (TTY)

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More EO Training Resources

Educate employeesReinforce a commitment to an inclusive workplace through disability training or informal educational events such as brown-bag lunch discussions. Several ready-to-use resources can assist in facilitating such activities, such as disability etiquette materials and the "I Can" and “Because” public service announcements and accompanying workplace discussion guides.

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WWW.DOL.GOV/ODEP

(866) ODEP-DOL TTY (877) 889-5627

Jennifer [email protected] [email protected](202) 693-7880

mailto:[email protected]


©SHRM 2013

Phyllis Shurn-Hannah, SHRM-SCPNE Field Services [email protected] 703/535-6293

www.shrm.org


http://www.shrm.org/

Diversity CLA February 19, 2015 Webinar ©SHRM 2012 Phyllis Shurn-Hannah, SPHR, SHRM Northeast...

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