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.
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
“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.
ETA and VETS, DOL, are announcing the availability of a new video and information brief to promote the employment of disabled veterans through the One-Stop Career Center system. Both are available on http://disability.workforce3one.org. Share these resources with your system's stakeholders. Related resources: http://disability.workforce3one.org/view/4200927374360810672/info
Mental Health America (MHA) is continuing its tradition of celebrating "May is Mental Health Month," which began in 1949. This year’s theme, "Live Your Life Well," challenges us to promote health and wellness in homes, communities, and schools. Every day, Americans are affected by the myriad challenges, stresses, and demands on their lives. There are effective tools that are readily available and free to help persons cope better and improve their well-being. Live Your Life Well is a national public education campaign to help people better cope with stress and enhance their well-being. Stress can take a huge toll on a person's health, mood, productivity and relationships. There are tools that can help counterbalance these effects. This Web-site provides resources to build resiliency and well-being:http://www.liveyourlifewell.org/ Access the following Web site to find links to fact sheets and information on mental health: http://www.mentalhealthamerica.net/go/mentalhealthmonth Activities and Tools for the Public Workforce System http://www.dpnavigator.net/pages/mentalhealth_30.html The Disability Program Navigator (DPN) initiative has created a series of five 30-second trainings to disseminate via email to One-Stop Career Center and Partner Agency staff. The first Resource listed on the page is a Microsoft Word document which contains instructions on how any workforce professional can customize these “30 Second Trainings” to meet their needs. Employer Resources Check out the tools/resources (from the Partnership for Workplace Mental Health) to assist employers wiht menatl hekath issues in the work place. http://www.workplacementalhealth.org/employer_resources/index.aspx
Employment Transportation Options and Strategies: Opportunities for the Public Workforce System This document highlights some information on transportation initiatives and programs that can provide communities and One-Stop Career Centers with resources and suggestions to help customers address their transportation needs. The following resources from the Community Transportation Association of America (CTAA) and the Federal Transit Administration’s United We Ride (UWR) program offer transportation options and strategies for the public workforce system to help bridge the transportation gap to employment for individuals with disabilities, older adults, low-income and others with challenges to employment. There are several resources developed by CTAA targted specifically to the business community, including the recent publication, "Transportaion to Work: A Toolkit for the Business Community."
As part of ongoing technical assistance to for the Disability Program Navigator Initiative, NDI Consulting Inc. hosted a recent webinar, Employer 30-Second Training Series and Resource Guide. This webinar provided an overview of the newly developed Employer 30-Second Training Series which includes eighteen 30-Second Trainings in the following four categories: 1) Compliance Benefits 2) ADA Basics 3) Recruitment and Hiring Strategies, and 4) Employment Basics. What is a 30-Second Training 30-Second Trainings are short, easy and fun and are designed to increase knowledge of disability and employment related issues. They should only take about 30 seconds to review and include national, reputable resources for follow up information. The resources—Employer 30 Second Training Series and Resource Guide—were developed to be used by those with an employer focus and were designed to educate employers, hiring managers and supervisors about proven strategies and easy-to-use resources that can assist in retaining and accommodating existing employees who experience the onset of a disability. These tools will also provide valuable information and sources of support to employers in hiring qualified employees who experience a disability, including strategies and resources that can assist in effectively accommodating all employees in achieving their maximum potential and productivity level.
The Department of Justice issued final regulations covering Titles II and III of the ADA to incorporate the changes made by the passage of the ADA Amendments Act (ADDAA) in 2008. Title II prohibits discrimination on the basis of disbaility in state and local government services. Title III prohibits discrimination on the basis of disability by public accommodations and in commercial facilities. The Department has prepared fact sheets identifying the major changes in the rules. Title II: Final Rule amending 28 CFR Part 35: Nondiscrimination on the Basis of Disability in State and Local Government Services -- (HTML) Text of Revised Final Title II Regulation. Title III: Final Rule amending 28 CFR Part 36: Nondiscrimination on the Basis of Disability by Public Accommodations and in Commercial Facilities -- (HTML) Fact Sheets: Highlights of the Final Rule to Amend the Department of Justice’s Regulation Implementing Title II of the ADA Highlights of the Final Rule to Amend the Department of Justice’s Regulation Implementing Title III of the ADA http://www.ada.gov/regs2010/.
Mental Illness Awareness Week is October 3-9. National Depression Screening Day is October 7. World Mental Health Day is October 19 Nearly 1 in 10 Americans has clinical depression and 3% have major depression, according to a 2006-2008 survey of 235,000 adults from 45 states, the U.S. Virgin Islands, Puerto Rico and Washington, D.C. The survey, conducted by the Centers for Disease Control and Prevention (CDC), showed an increase from a similar study conducted in 2001-2002, which reported 6.6% of the population as depressed. Researchers looked for commonalities among the people who reported symptoms of depression and identified a few factors that may have a relationship to the mood disorder. Primary among them was unemployment, which remains steady at 9.7%; about 6% of those with jobs reported symptoms of depression, compared with 21% of unemployed people surveyed. The Job Accommodation Network (JAN) has produced a Brief on Accommodations for Employees with Mental Health Impairments." Read more: http://healthland.time.com/2010/10/01/study-9-of-americans-are%C2%A0depressed/#ixzz11hVnddpw
The theme for the 2010 National Disability Employment Awareness Month, Talent has no boundaries: Workforce diversity includes people with disabilities, emphasizes the rich diversity and talent that workers with disabilities bring to the workplace. During the month of October, Workforce3 One’s Disability and Employment Community of Practice will be showcasing resources to help increase the awareness of workforce professionals and the business community of the benefits and resources available to employers hiring and accommodating qualified job applicants and employees with disabilities. These resources include an Employer 30-Second Training Series and Resource Guide, and a Promising Practice on valuable support strategies that have been implemented both within and outside of public workforce investment systems. These resources will also be highlighted during the month of November through a Workforce3 One Webinar and Podcast. One-Stop Career Center staff can feel overloaded with training and information while serving a diverse and demanding population of job seekers and employers With high unemployment in many regions across the country, there is a sense of urgency in the public workforce investment system to meet the immediate needs of its customers. In addition to helping job seekers secure employment and satisfying the demands of employers, One-Stop Career Center staff participate in frequent training and are introduced to lots of resources. While there is an appreciation for training and resources that are both required and useful, staff can feel overloaded with information, especially in areas in which they are inexperienced or uncertain. Therefore, “30-Second Trainings” and supplemental Resource Guides to increase the public workforce investment system’s knowledge on disability and employment issues were developed.
In July, 2010, Ernst & Young developed a Handbook, " Getting Support, Supporting Others: A handbook for working with non-visible disabilities." This hanbook is targeted to persons with disabilities, HR staff, and supervisors/co-workers. The handbook's purpose is to provide a basic level of understanding among employees in the hopes of fostering an environment "where everybody is limited only by talents, skills, and energy." The handbook defines "non-visible disability" and explores the pros and cons of disclosure, and addresses questions that employees with disabilities and their managers might have about how much information to share, how to handle questions about accommodations from co-workers, and how to deal with resentment or backlash from collegaues who perceive an accommodation as special teatment. "One of the most difficult decisions an individual with a non-obvious disability has to make is whether to inform people or not." Increasingly, the One-Stop Career Center system is seeing customers who have non-visible/non-diagnosed/non-identified disabilities.
The U.S. Department of Labor announced the availability of a new online toolkit to guide employers through the process of hiring veterans. The free toolkit is designed to assist and educate employers who have made the decision to include veterans and wounded warriors in their recruitment and hiring initiatives. Developed as part of the department's "America's Heroes at Work" initiative, the Veterans Hiring Toolkit features a straightforward six-step process pinpointing helpful tools for a business to design a veterans hiring initiative. These steps include creating an educated and welcoming environment for veteran employees; actively recruiting veterans, wounded warriors and military spouses; learning how to accommodate qualified veterans and wounded warriors in the workplace; and promoting an inclusive workplace to help retain veteran employees. The toolkit also helps employers navigate the plethora of resources for hiring veterans available to them. The final section of the toolkit features a quick reference list of online resources to help users find and welcome talented and skilled veterans into their companies. Examples include links to veterans employment service organizations, places to receive consultations on workplace accommodations and answers to common employer questions about hiring veterans and wounded warriors. Whether users are looking to create a veterans hiring program from scratch or retool existing efforts, the toolkit can help them design and implement a customized initiative. To access the toolkit, visit http://www.AmericasHeroesAtWork.gov/forEmployers/HiringTo
The US Business Leadership Network (BLN) has just issued a "Guide to Business-Branded Internships." The US BLN is the national disability organization that serves as the collective voice of over 60 BLN affiliates across North America, representing 5,000 employers. The USBLN: recognizes and supports best practices in the employment and advancement of people with disabilities; the preparedenss for work of youth and students with disabilities; and contracting with vendors with disabilities through the development and certification of disability-owned businesses The USBLN affiliates are business organizations headed by a lead employer who exemplifies best practices and shares experiences with other members-employers-within the state or region. These activities include career fairs, disability mentoring and internship, programs, and training programs, including disability business etiquette, accommodation, and other disability issues significant to employers. The USBLN belives the inclusion of students with disabilities is essential to assist business in preparing a talented and diversified American workforce to take on tomorrow's challenges. The USBLN created the TOWER Initiative to be proactive in providing students with disabilities,as well as businesses, the tools on work and employment readiness necessary to meet the demands of employers. Through the TOWER Initiative, the USBLN created this Toolkit to help employers include students with disabilities in new or existing internship programs. For more information about the USBLN visit: www.usbln.org.
JAN has recently released two new Fact Sheetsb on The Interactive Process for the Reasonable Acccommodations Process. According to the Equal Employment Opportunity Commission (EEOC), the interactive process is not necessarily required under the Americans with Disabilities Act (ADA), but from a legal standpoint, going through the process is a way for employers to show that they are making a good faith effort to comply with the ADA. And from a practical standpoint, it is a way to streamline the accommodation process and help insure that effective accommodations are provided. JAN Releases Fact Sheets on The Interactive Process: The Federal Sector. The Rehabilitation Act of 1973 requires the Federal sector to provide effective, reasonable accommodations for employees with disabilities. To help determine effective accommodations, the Equal Employment Opportunity Commission (EEOC), recommends that agencies use an "interactive process," which simply means that employers and employees with disabilities who request accommodations work together. An effective interactive process is essential to Federal agencies in complying with Executive Order 13548.
On March 15, 2010, the Department of Justice (DOJ)released a new publication, “ADA Update: A Primer for Small Business.” This publication is designed to assist small businesses understand the new and updated accessibility requirements. In addition, DOJ is announcing the release of a new publication explaining when the various provisions of its amended regulations will take effect. Both documents are available tomorrow on DOJ's ADA website, www.ada.gov.
The US Business Leadership Network and the U.S. Chamber of Commerce recently issued a publication, "Leading Practices on Disbaility Inclusion." Successful businesses recognize that incorporating disability in all diversity and inclusion practices positively impacts their companies’ bottom line. Corporate CEOs understand that it is cost-effective to recruit and retain the best talent regardless of disability. Chief technology officers know that technologies that are usable by all employees lead to greater productivity. Senior purchasing managers recognize the economic benefits of broadening their supplier bases to include diverse categories, such as disability owned businesses, and savvy marketing directors eagerly embrace opportunities to increase their companies’ share of new markets. While businesses sometimes encounter serious challenges as they seek to implement inclusion strategies, many employers have overcome these hurdles with robust and creative practices. Through the Leading Practices on Disability Inclusion initiative, the US Business Leadership Network (USBLN?) and the U.S. Chamber of Commerce invited business leaders to share their successful disability inclusion strategies. This publication highlights successful strategies that can be used by businesses of all sizes to create a more inclusive workplace, marketplace, and supply chain. Real-life examples, such as these, are important to help businesses realize the wide range of opportunities available and the potential for replicating success. The companies and leaders featured in this publication provide valuable insights on the successes they have realized through the inclusion of people with disabilities in all aspects of their corporate enterprises as well as in their marketing. In addition to these effective strategies, an assessment is included as a tool to initiate or enhance your company’s disability-friendly corporate practices.
The Institute of Community Inclusion just issued, "Job Seekers with Disabilities at One-Stop Career Centers: An Examination of Registration for Wagner-Peyser (W-P)Funded Employment Services, 2002 to 2009,"Data Note No. 32. The percentage of W-P Employment Service participants identifying as having a disability showed a steady increase from 2002, when it stood at 2.3%, to a high of 3.1% in 2005, and in 2009 was slightly below this at 2.7%. The overall demand for Wagner-Peyser services has grown significantly over this time period, due primarily to the increasingly high unemployment rate. However, the volume of customers with disabilities has increased at a much higher rate than the overall increase in customer volume. Overall customer volume grew by 50% from 2002 to 2009, while the volume of customers with disabilities over the same time period grew by 80%, from approximately 340,000 to 614,000. On a state-to-state basis, there is extensive variability in terms of the percentage of individuals identifying as having a disability. For example,in 2009, North Carolina had the highest percentage at 15.0%, followed by Wisconsin at 7.3%. On the other end, Mississippi, Montana, and Ohio were each at less than 1%. Looking at trends over time, most states have maintained a fairly consistent percentage of individuals identifying as having a disability, whether that percentage is above or below the national average. Among the consistent high performers have been Delaware, Maryland, Massachusetts, and Wisconsin, and in more recent years Idaho, all generally consistently above 5%. A few states have shown increases in the percentage of individuals with disabilities served over time. The most noteworthy is North Carolina, which increased from 3.5% in 2002 to 15.0% in 2009 (the top percentage in the country). Other states showing significant and steady increases over the same period include Colorado and Michigan.
NTAR issued a Brief entitled, "Integrating Job Opportunities for People with Disabilities into State and Regional Economic and Workforce Development Strategies," Across the nation, state and regional economic and workforce development officials have begun to work together more systematically and strategically in an effort to better address the economic needs of a geographical area, including creating jobs for local residents. A new perspective has emerged that recognizes the need for a skilled and ready “talent pipeline” to support local economic growth. This Brief offers some background on recent trends in economic and workforce development strategies, and highlights two regions that have been piloting initiatives to include opportunities for people with disabilities in their regional activities.
On April 17, 2012, DOL/ETA issued TEN No. 38-11, "Benefits of Collaborating Between State/Local Workforce Investment Boards and the Manufacturing Extension Partnership (MEP) Program)." The purpose of this TEN is to encourgage the workforce system to collaborate with the U.S. Department of Commerce's MEP Program to provide assistance and support to small and medium-sized manufacturing firms with the ultimate goal of supporting economic growth while preserving and creating jobs.
The National Federation of the Blind (NFB) has been an innovator in the area of Assistive Technology (AT) for many years. NFB recognizes the critical role AT plays in providing independence and economic well-being to individuals who are blind or have low vision. They have identified products and technology that have proven to be most beneficial for their members and make this available on the website. They also provide assessment and advice on what AT might be most effective for the individual. Their grass-roots programs further test and identify AT equipment and software as a peer-to-peer process of sharing what's new and innovative. To learn more about how NFB may assist individuals who are blind or have low vision, please visit their webiste at: https://www.nfb.org
This document includes examples of appropriate and inappropriate phrases to describe persons with disabilities, as well as tips for interacting with people with disabilities.
Being inclusive of people with disabilities—in recruitment, retention, promotion, and in providing an accessible environment—gives businesses a competitive edge.
The Job Accommodation Network (JAN) is a free consulting service designed to increase the employability of people with disabilities by:
This two-part series provides both an overview and an in-depth exploration of the Job Accommodation Network. Part I covers basic information on the services and resources that JAN provides. Part II shares situations and solutions using real life examples of training and employment related accommodations provided to students, job seekers, and employees with disabilities
The Disability and Business Technical Assistance Center (DBTAC) National Network of 10 regional ADA Centers provides the most complete and experienced services for up-to-date information, referrals, resources, and training on the Americans with Disabilities Act (ADA) to businesses, employers, government entities, and individuals with disabilities. Technical assistance specialists provide information and answer questions on employment, architectural access, effective communication and other issues.
This two-part series provides:
There are several tax incentives available to employers that hire individuals with disabilities. However, it is unclear just how aware employers are of these incentives and whether the incentives actually affect decision-making. What level of knowledge do human resource professionals have of tax incentives for hiring individuals with disabilities? How much are these incentives used by companies? Who in companies make decisions about whether to use these incentives?
This report provides an analysis of the results from an Employer Incentives for Hiring Individuals With Disabilities Survey conducted in 2002. It provides insight into the causes and solutions to the underutilization of talented individuals with disabilities.
This guide is a comprehensive analysis of hiring employees with disabilities that includes information about how to:
This Report was funded through the Disability Program Navigator (DPN) initiative, Employment and Training Administration, U.S. Department of Labor, to tie into the work of the CT-NY WIRED initiative. The Report is the result of a comprehensive assessment of the disability services available in the CT-NY Talent for Growth region, consisting of Southwestern Connecticut and Westchester and Putnam Counties in New York, and federal initiatives developed to address some of the challenges identified. Research results relating to individuals with disabilities, including detailed demographic analyses, description of the educational pipeline, needs analysis results, survey results, and employer best practices for the CT-NY Talent for Growth region are included in the Appendices of the Report. The WorkPlace, Inc., a private, not-for-profit organization, serves as the Workforce Investment Board for southwestern Connecticut and manages the project grant.
On May 4, 2010, the DOL unveiled a new tool to help America's employers ensure their employment policies and practices do not discriminate against qualified individuals with disabilities. The online Disability Nondiscrimination Law Advisor, available at http://www.dol.gov/elaws/odep.htm, helps employers quickly and simply determine which federal disability nondiscrimination laws apply to their business or organization and their responsibilities under them. It asks users to answer a few relevant questions in order to take into account relevant variables, such as nature of organization, size of staff and whether the business or organization receives federal financial assistance. Based on the responses provided, the advisor then generates a customized list of federal disability nondiscrimination laws that likely apply, along with easy-to-understand information about employers' responsibilities under them. The advisor also can help employees, job applicants and people applying for or participating in Federally-funded programs learn more about their rights under these laws. In addition, it includes a Guide on Employing People with Disabilities that outlines resources available to help employers comply with disability nondiscrimination laws. The Disability Non-discrimination Law Advisor is one of a series of Employment Laws Assistance for Workers and Small Businesses, or "elaws," Advisors developed by the Labor Department's Office of the Assistant Secretary for Policy, working with other department agencies, to help employers and employees understand federal employment laws. To access this set of advisors, visit the elaws website at http://www.dol.gov/elaws/.