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.
US Department of Health and Human Services (HHS), Office of Planning, Research and Evaluation, conducted this review to provides practitioners, policymakers, researchers, and the public with a transparent, systematic assessment of the quality of research evidence supporting approaches to improve the employment-related outcomes of low-income individuals. To access this HHS study, please click on View Page Now or go to: http://employmentstrategies.acf.hhs.gov/
This webinar is sponsored by Employer Assistance and Resource Network (EARN) and will be held on Thursday, February 18, from 3:00-4:30 PM ET. In recent years, corporate America has undergone significant shifts in how it talks about disability and employment, with leading companies now actively incorporating it into their workforce diversity and inclusion goals. In 2014, updates to Section 503 of the Rehabilitation Act added further impetus to these shifts by strengthening federal contractors' responsibilities to take affirmative action to recruit and retain qualified people with disabilities. One major component of these updates is the requirement that federal contractors invite applicants and employees to voluntarily self-identify as people with disabilities. This webinar will address strategies for achieving disability inclusion goals by encouraging employees to understand the value of self-identifying. It is targeted at federal contractors and other companies interested in fostering a disability-inclusive work culture. To register for this webinar, 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
Institute for Community Inclusion (ICI), University of Massachusetts, Boston, has issued their annual 2014 StateData report as part of the Access to Integrated Employment project at the ICI. Funded by the Administration on Intellectual and Developmental Disabilities , the project has described employment and day services and outcomes for individuals with intellectual and developmental disabilities (IDD) for over 25 years. The report draws from multiple data sets to provide longitudinal national- and state-level statistics that address the status of employment and economic self-sufficiency for individuals with IDD across the United States. You can find other resources on this topic at statedata.info To access this report, please click on View Page Now or go to:. http://www.statedata.info/sites/statedata.info/files/files/statedatabook_2015_F.pdf
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 U.S. Department of Justice has issued technical assistance on the obligation of testing entities, both private and public, to ensure that the test scores of individuals with disabilities accurately reflect the individual's aptitude, achievement, or the skill that the exam purports to measure, rather than his or her disability. The document discusses who is entitled to testing accommodations, what types of testing accommodations must be provided, and what documentation may be required of the person requesting testing accommodations. The document also discusses prohibited flagging policies and how test scores for test-takers receiving disability-related accommodations should be reported. For a copy of the Guidance Document, please click on View Page Now or go to: http://www.ada.gov/regs2014/testing_accommodations.html or to To find out more about the ADA, visit www.ada.gov or call the Justice Department's toll-free ADA Information Line at 1-800-514-0301 or 1-800-514-0383 (TDD).
Held each October, National Disability Employment Awareness Month (NDEAM) is a time to celebrate the many and varied contributions of America's workers with disabilities. The theme for this year — which marks 70 years since the first observance — is "My Disability is One Part of Who I Am." A "Who I Am" Toolkit and other resources are available online that features a range of integrated materials to help you or your organization support the message of the “Who I Am” PSA. The discussion guide can be used to facilitate staff training and education efforts around the issues of disability employment and workforce diversity. The posters can be used to create workplace diversity displays or freshen up bulletin boards, waiting areas and break rooms. A Spanish-language poster is also available, as is a Spanish-language version of the PSA. To access the Toolkit and other resources for NDEAM Month, please click on View Page Now or go to: http://www.dol.gov/odep/topics/ndeam/
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
The Employer Assistance and Resource Network (EARN) conducted this webinar in celebration of 25th anniversary of the Americans with Disabilities Act (ADA) and released the archive in early August 2015. This webinar showed how companies, recognized as top employers for people with disabilities, actively align disability inclusion with corporate goals to strengthen their brand, both internally and externally. To access this webinar archive, please click on View Page Now or go to: http://www.askearn.org/m-archive.cfm#2015-07-09_webinar