According to a National Survey of Consumer Attitudes towards Companies that Hire People with Disabilities, 92% of the American public view companies that hire people with disabilities more favorably than those that do not. And, 87% of the public would prefer to give their business to companies that hire people with disabilities. Studies such as this one are very valuable in making the business case to employers as to why employers should hire people with disabilities. What are some of the facts, statistics, or things you present to employers to help them understand the benefits of hiring workers with disabilities? Share your information and experiences in making a return on investment (ROI) case for hiring disabled workers here!
The primary focus of the survey was to determine how knowledgeable HR professionals are regarding various governmental incentives for hiring individuals with disabilities. In addition, the survey sought to find out how many companies actually take advantage of employer incentives and who in companies make decisions about using them. A secondary focus of the survey was to assess HR professionals’ attitudes and opinions regarding the impact of the ADA on the employment of individuals with disabilities; determine the level of effort companies expend in recruiting individuals with disabilities; and gain insight into senior managements' personal experiences with disabilities. Furthermore, the survey sought the opinions of HR professionals on how best to improve the employment of individuals with disabilities
People with disabilities can work and want to work. Given the growing body of evidence that demonstrates that workers with disabilities meet or exceed the job performance of co-workers without disabilities, the continuing high unemployment rate and low labor force participation rate of people with disabilities deprive the nation of a valuable pool of talent. Increasing the employment of people with disabilities produces significant benefits to the economy, the nation, and people with disabilities themselves.
“Diversity” may often be associated solely with individuals who represent multi-cultural minority groups. However, it is representative of individuals who exhibit a myriad of unique and differing attributes, characteristics and life experiences. Diversity is evident in aspects of race, culture, religion, age, language, gender, disabilities, sexual orientation, class and any traits which make us different from one another. Along with the nation’s growing diversity is a rise in globalization, in which communities, cultures and economies around the world have become more interconnected through the expansion of technology, communication and trade. As a result, all types of associations and the public sector must aim for the highest quality and most effective workforce to compete in a global marketplace.
Webinar: Explores serving individuals with disabilities in a demand-driven system and ways to be responsive to employers by promoting the employment of people with disabilities as an untapped labor source of qualified workers. It shares practices for making the business case for hiring people with disabilities and working with employers. Resources such as web-sites, business cases, fact sheets, employer toolkits, and other materials to use with employers when promoting the recruitment and retention of people disabilities are presented.
The National Organization on Disability (NOD) has released it's Disability Employment Tracker™ as a tool for companies to do a free and confidential online assessment that provides critical analysis of four aspects of a company’s disability employment practices, with an optional assessment of veteran employment practices. The four areas include: -- Climate & Culture -- Employment Lifecycle -- Tracking & Measurement -- Results & Opportunities The Disability Employment Tracker includes benchmarking scores relative to other companies. Most importantly, participating companies will benefit from extensive information on leading practices. To access this resource, please click on View Page Now or go to: http://www.nod.org/services/tracker.html
Employer Assistance and Resource Network (EARN) has released information on accommodation enhancements and tools that employers can utilize for their employees with disabilities. All employees need the right tools and work environment to effectively perform their jobs. Similarly, people with disabilities may need workplace adjustments, or accommodations, to maximize their productivity. Having a clear process for requesting and providing accommodations is an easy step small businesses can take to send a clear signal about their commitment to a disability-inclusive workforce. Whether they realize it or not, accommodations are something most employers provide—to employees both with and without disabilities—every day. They span the tangible, such as certain technologies or special chairs or desks, to the non-tangible, such as a flexible schedule or the opportunity to telecommute. Regardless, most accommodations are no or low cost, while yielding considerable direct and indirect benefits through increased retention and productivity. To access more information on approaches employers can utilize, please click on View Page Now.
This webinar is hosted by the Employer Assistance and Resource Network (EARN) and will be held on Tuesday, December 8, 2015, 2:00 – 3:30 PM Eastern Time. While smart employers know they should ensure their workplace is inclusive of the skills and talents of all people, including people with disabilities, not all businesses—particularly small ones—may know where to start. This webinar will address the steps they can take based on strategies gleaned from the Office of Disability Employment Policy’s five-year Add Us In grant program, through which eight consortia around the country piloted models for increasing the capacity of small businesses to employ people with disabilities. Participants will hear from small businesses about their experiences as well as business membership associations that have taken steps to educate their members about the value disability diversity adds to their workplaces and communities. A new online resource developed to help small businesses and business associations take action around the issue will also be demonstrated. To register for this webinar, please click on View Page Now or go to: http://www.askearn.org/m-events.cfm?show=day&CURRENTDATE=12%2008%202015
The Employer Assistance and Resource Network (EARN) has issued Disability Etiquette in honor of National Disability Awareness Month. The norms for being courteous and respectful to people with disabilities, including co-workers, are generally the same as those for being courteous and respectful to all people. National Disability Employment Awareness Month is an opportune time to ensure employees, especially those who may be new to an organization, understand this. To help in doing so, the Employer Assistance and Resource Network offers a primer, including tips for communicating with people with different types of disabilities. To access this resource, please click on View Page Now or go to: http://askearn.org/refdesk/Inclusive_Workplaces/Etiquette
This webinar is hosted by the Employer Assistance and Resource Network and will be held on Tuesday, October 27, 2015 from 2:00 – 3:00 PM Eastern Time. In this webinar, participants will learn about a wide range of "stay at work" and "return to work" strategies employers can use to help valued employees stay at work or return to work following the onset of illness or disability. These strategies can reduce workers' compensation costs and health-related absences while increasing productivity and retaining essential human capital. To register for this webinar, please click on View Page Now or go to: http://askearn.org/m-events.cfm?show=day&CURRENTDATE=10%2027%202015
The U.S. Department of Labor's (DOL) Office of Federal Contract Compliance Programs (OFCCP) created a new “Requesting a Reasonable Accommodation” pocket card. The pocket card helps applicants, employees and other interested parties understand the process for requesting a reasonable accommodation. The card uses simple language and answers these four common questions about seeking a reasonable accommodation: -- What is a reasonable accommodation? -- How do I request a reasonable accommodation? -- What do I need to tell my employer? -- What happens after the request is made? The pocket card is a part of OFCCP’s continuing outreach and education efforts to stakeholders regarding their rights under Section 503 of the Rehabilitation Act. More information and technical assistance tools on Section 503 is available on OFCCP’s Web site at (www.dol.gov/ofccp). To access the Pocket Card, please click on View Page Now.
The Department of Labor's (DOL) Office of Federal Contract Compliance Programs (OFCCP), has released this video encouraging individuals with disabilities to voluntarily self-identify. The video explains why companies doing business with the federal government ask job applicants and employees to voluntarily self-identify if they have a disability, and the important role that self-identifying plays in ensuring equal employment opportunity for people with disabilities. OFCCP, as part of its ongoing efforts to support greater self-identification by individuals with disabilities, created this video to explain why voluntary self-identification is a good thing. Contractors may wish to download and post this video on their Intranet or company Web sites to share with their employees and job applicants who may be reluctant to self-identify, or who may not understand why they are being asked to self-identify. Disability organizations and community groups may also wish to share the video with their members to encourage them to voluntarily self-identify when invited to do so by an employer that is a federal contractor. To view this video, please click on View Page Now or go to: http://www.dol.gov/ofccp/SelfIdVideo.html
The Department of Labor's Employment and Training Administration (ETA) has replaced the CareerOneStop's Employer Locater with the new Business Finder. The Business Finder includes enhanced features and streamlined design. Aligned with CareerOneStop’s overall redesign, improvements include a single search box to enter your preferred search criteria, an easy-to-read results page, and improved filters to help you narrow your results. Job seekers can learn about businesses, government agencies, and non-profit organizations that may be hiring in their local area. They can locate nearly 12 million employers by business name, industry, occupation, or location. For each business, they will find basic information including addresses and phone numbers for contacting them about potential job openings. Other uses for the Business Finder include: -- Targeting a job search. Job seekers or counselors can get a list of organizations likely to employ people in your occupation or industry, and contact them to inquire about job openings. -- Job interview research. Job seekers can find basic information about businesses, and research their competitors or suppliers to be ready for interview questions. -- Industry research. Businesses, economic developers, students, or job seekers can identify businesses in any industry by city, state, or regional area. To access the CareerOneStop's Business Finder, please click on View Page Now or go to: http://www.careeronestop.org/toolkit/jobs/business-finder.aspx
The Mid-Atlantic ADA Center debuted At Your Service, a 20-minute film about customer service, as part of the Hospitality and Disability Initiative of the ADA National Network. The film addresses best practices and features national disability leaders offering insights, tips, and recommendations on how to provide exemplary customer service to individuals with disabilities. The film was produced in partnership with Storyline Motion Pictures. Click on View Page Now or go to: http://www.adahospitality.org/at-your-service
The US Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) has released a new interactive tool to help federal contractors assess their compliance with the affirmative action program (AAP) requirements of Section 503 of the Rehabilitation Act. The Checklist for Compliance with Section 503 of the Rehabilitation Act of 1973 was developed by OFCCP in coordination with the US Department of Labor Office of Disability Employment Policy. While contractors are not required to use it (and using it doesn't ensure compliance), doing so may prove beneficial in enhancing awareness of AAP obligations and flagging potential problem areas in need of correction. To access this interactive tool on Section 503, please click on View Page Now or go to: http://www.dol.gov/ofccp/regs/compliance/ChecklistforCompliancewithSection503_JRF_QA_508c.pdf
This webinar is sponsored by the Northeast ADA Center and will be held on September 9, 2015, from 1:00 – 2:00 PM Eastern Time. The webinar will address how businesses and agencies can ensure they are accessible to the rapidly expanding market that is people with disabilities, including people with acquired, age-related disabilities. It will serve as the first of two webinars on the topic, the second of which will address specific common scenarios. Participation is free but registration is required. To register for this webinar, please click on View Page Now or go to: http://www.edi.cornell.edu/register/index.cfm?event=5069
A new report titled "Registered Apprenticeship Programs: Improving the Pipeline for People with Disabilities" provides the findings of a recent study conducted for the Office of Disability Employment Policy (ODEP) discussing strategies and recommendations for including people with disabilities in apprenticeship programs. A Training and Employment Notice (TEN), "Expanding Registered Apprenticeships and Pre-Apprenticeships to Create a Pathway to Good Middle Class Jobs for Youth and Adults with Disabilities," was issued by the Employment and Training Administration and ODEP to distribute the report. To access the full report, please click on View Page Now or go to: http://www.dol.gov/odep/pdf/ApprenticeshipReport.pdf
The Job Accommodation Network (JAN) E-news (August 2015) celebrates the 25th anniversary of the signing of the ADA by encouraging businesses to educate the workforce about the ADA and disability employment issues. Informing employees, beyond simply posting an equal opportunity poster, can benefit businesses by creating a more knowledgeable and inclusive workforce, reducing the likelihood of discrimination through awareness, and improving productivity by recognizing value in providing reasonable accommodations. The E-news includes many ways to educate the workforce about the ADA and reasonable accommodation. To access this this month's JAN E-news, please click on View Page Now or go to: http://askjan.org/enews/2015/Enews-V13-I3.htm#5
The American Association of People with Disabilities (AAPD) and US Business Leadership Network (USBLN) have officially announced the results of the first annual Disability Equality Index (DEI) survey. The 2014 DEI was completed by 80 Fortune 1000-size companies in early 2015, who were notified of their results in late April. Nineteen of these companies received 100 out of 100 on the survey, which recognizes a broad range of workplace, supply chain and marketplace activities. A total of 43 companies scored an 80 or above. Points are awarded in four major categories: Culture & Leadership, Enterprise-Wide Access, Employment Practices, and Community Engagement & Support Services. Companies receive points in any given category by demonstrating that they embrace a significant portion of the numerous best practices outlined in each section. To access the list of companies and their DEI, please click on View Page Now or go to: https://www.disabilityequalityindex.org/top_companies.aspx
National Employer Policy, Research and Technical Assistance Center for Employers on the Employment of People with Disabilities (EARN) has issued a Fact Sheet to help employers capitalize on the value and talent that people with disabilities offer America’s workplaces. The Federal Government offers a number of tax credits for employers. Overall, these incentives are intended to serve two purposes: 1) to encourage the hiring of individuals with disabilities, and 2) to support modifications and accommodations designed to enhance the accessibility of the workplace and productivity of workers with disabilities. This new Employer TA Center fact sheet provides an overview of these incentives and links to further information. To access the Fact Sheet, please click on View Page Now or go to: http://askearn.org/docs/AskEarn_TaxIncentives_factsheet.pdf