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Disability IS Diversity: Reaching Employers to Include Disability in Workplace Diversity Plans
March 10 WebinarHannah Rudstam, Ph.D.Northeast ADA Center
Employment and Disability Institute www.edi.cornell.edu
The faces of talent in the work place
The faces of talent in the work
place
The faces of talent in the work
place
The faces of talent in the work
place
The faces of talent in the work
place
The faces of talent in the work
place
The faces of talent in the work
place
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.
It’s about people, not pity.
It’s about ability, not disability.
Often, the biggest barrier is not the disability, but the attitudes of others.
See the person, not the disability
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Why this? Why now?
How have we viewed people with disabilities
in the workplace?
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The “Tiny Tim” Stage
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The “Hire the Handicapped”
Stage
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Legal Compliance
Stage
The Americans With Disabilities
Act And now… The
ADA AA
Polling question:
After 20 years of the ADA, how well do you think people with disabilities are doing in their employment and economic lives:A.Better than they were before the ADA
B.About the same as before the ADA
C.Worse than they were before the ADA
D.Don’t know
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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 Knowing—Doing Gap
Employment Rate (ER) of Working-Age Population
010
2030
4050
607080
90
Peak1989/2000
Mar-08 Mar-09
ER Disab.
ER No Disab
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.
Full-Time/Full-Year Employment of Working-Age Population
0
10
20
30
40
50
60
70
Pk 1985/2000 Yr 2007 Yr 2008
Rate Disab.
Rate No Disab
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.
Poverty rate (PR) of Working-Age Population
0
5
10
15
20
25
30
Peak low1980/2000
Yr 2007 Yr 2008
PR Disab.
PR No Disab.
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.
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Beyond Legal Compliance--Disability as a
difference, not a deficit
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Legal compliance alone does not link to competitive advantage
or success
About links…
Disability inclusiveness does!
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Disability inclusiveness enhances your
organization’s access to talent.
Link #1
Can your organization afford to ignore 20% of your available talent?
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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 #2Even in the economic downturn…
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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).
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•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
2626
And this trend will intensify
Age cohort 25 – 34 will grow by 8%Age cohort 35 – 44 will decline by
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.
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And it’s not just about “looking good.”
This links to business success
Link #3 A disability inclusive workforce sends the
right message to your customers
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
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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 Rehabilitation 22 (2005) 1-7 IOS
What a company “stands for” increasingly matters for how customers make buying decisions
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People with disabilities perform as well as other
employee.
Link # 4
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Employees with disabilities:
•Had the same job performance ratings as employees without disabilities
•Did not require more of supervisor’s 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
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It’s a key strategy to retain talent
Link # 5 Reasonable accommodation…
Its’ not just about the law
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Direct Benefits•87%--Accommodation enabled us to retain a valued employee
•74%-- Increased employee’s productivity
•55%--Increased employee’s attendance
•54%--Saved worker’s 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
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Turnover costs—the impact on the business
Search costs Up-front hiring costs
Separation costs
New employee Services
Lost productivity
Lost organizational
knowledge
Lost customers, contacts,clients,
stakeholdersLost goodwill
The Saratoga Institute estimates that it costs about 100% of annual salary to replace a lost employee.
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It’s about a return on investment
Link # 6 Reasonable accommodation–it’s not just about
the law
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A Job Accommodation Study*
•49% of reasonable accommodations cost
nothing
• 78% cost less than $500
Reasonable accommodations cost 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
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…it’s also about non-obvious disabilities
Link # 7 It’s not just about being able to
engage people with obvious disabilities…
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•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**
•About 1 in 5 adults has a diagnosable psychiatric disability in any given year*
•Depression is now the second leading cause of off-work time from the American workplace**
*Low, Keith. Prevalence of ADBH: What are the Numbers? U.S. Center for Disease Control and Prevention. Dec 27, 2007.**Maja Altarac, MD, PhD and Ekta Saroha, MA. Lifetime Prevalence of Learning Disability. PEDIATRICS Vol. 119 Supplement February 2007, pp. S77-S83.
Will your organization know how to engage people with hidden disabilities?
Polling question:
Which of the following points about the advantages of employing people with disabilities would resonate most with the employers you work with?
A.Enhancing access to talent
B.Being able to find talent in the future
C.Sending a message to customers about what you stand for
D.Workers with disabilities perform as well as others
E.Accommodation as a strategy to retain talent
F.Accommodations cost less than losing an employee
G.Being able to accommodate workers with non-obvious disabilities
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What can you do as an
employer?
Ten keys to best practices & strategies
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1.Cultivate an
atmosphere of trust.
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2.Involving mid-level mangers
and face-to-face leaders
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3.Look at your
health insurance plan
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4.Is your EAP obvious and
accessible to all?
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5.Have a look at
your hiring practices and
tools
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6.De-stigmatize
hidden & psychiatric
disabilities in your workplace
culture
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7.Know how to
walk the fine line: Performance coaching and
disability inquiry
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8.Get creative
with accommodations; keep them engaged!
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9.Do hold all employees
accountable for their conduct
and performance
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10.Consider what
actually happens to
people when they come
forward with a disability
Getting HRCI Credits for this workshopUse code:
ORG-PROGRAM-85236 The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to
be pre-approved for recertification credit.
Disability and Business Technical Assistance Center – Northeast ADA
Center
ILR - Employment and Disability InstituteCornell University201L Dolgen HallIthaca, NY 14853
800.949.4232 in NY, NJ, PR, VI