PowerPoint Presentation

Educational Institutions as Model Employers of People with DisabilitiesMichael MurrayOffice of Personnel Management

Sarah von SchraderEmployment and Disability InstituteILR School, Cornell UniversityResearch conducted under the Rehabilitation Research and Training Center on Employment Policy for Persons with Disabilities at Cornell University funded by the U.S. Department of Education, National Institute on Disability and Rehabilitation Research (Grant No. H133B040013)1Presentation overviewDisability employment situationWhat is the situation in higher education? What can UCEDDs, LENDs and IDDRCs do?What Works: Leading and emerging practices related to:Goals, accountability and dataOutreach, recruitment, and hiringAccommodation and accessibilityRetention and advancement

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Continuing Employment Rate Disparities for People with Disabilities

Erickson, W. Lee, C., & von Schrader, S. (2014). 2012 Disability Status Report: United States. Ithaca, NY: Cornell University Employment and Disability Institute (EDI).

ADAAAExecutive Order 13548 OFCCP regulations for federal sub-contractors Returning veterans; aging workforceIncreased focus on improving employment outcomes

44Executive Order 135485Increasing Federal Employment of Individuals with DisabilitiesHire an additional 100,000 individuals with disabilities over 5 years

Each agency has submitted a Disability Employment Plan with the following:

A designated senior-level agency official to be accountable for enhancing employment opportunitiesPerformance targets and numerical goals for employees with disabilities Provisions for training and education on disability employment Provisions for reasonable accommodations and accessibilityProvisions for increased retention efforts and providing access to advancement opportunities for employees with disabilities

OPMs Website for the Executive Order, supporting model strategies and other related disability employment resources: www.opm.gov/disability/

Disability New Hires (1980-2012)

In the past 32 years, people with disabilities have not been hired at such a high percentage in the Federal Government.FISCAL YEARALL NEW HIRESTARGETED DISABILITY%ALL DISABILITY%ALL DISABILITY INCLUDING 30% OR MORE VETERANS%1980163,8279940.61%7,4524.55%8,0794.93%1981139,4478250.59%6,3884.58%7,2775.22%1982121,4667610.63%5,1064.20%5,9694.91%1983115,4477630.66%4,8254.18%5,6124.86%1984142,0199820.69%5,9984.22%6,9594.90%1985151,8661,0260.68%6,2854.14%7,2314.76%1986128,3729020.70%5,6084.37%6,4285.01%1987136,4919380.69%5,6534.14%6,5004.76%1988127,1309280.73%5,4864.32%6,2464.91%1989148,5839650.65%6,9694.69%7,8545.29%1990117,2228440.72%5,6844.85%6,3045.38%1991124,0991,1550.93%6,7935.47%7,5976.12%1992102,4111,1341.11%6,4096.26%7,3307.16%199370,3587571.08%5,1227.28%5,7318.15%199457,4575190.90%3,6626.37%4,2637.42%1995121,2351,5961.32%7,9456.55%8,6207.11%199653,3033160.59%3,0565.73%3,7367.01%199759,4704230.71%3,5555.98%4,2757.19%199865,3814790.73%3,9276.01%4,7547.27%199968,1295850.86%4,0655.97%5,1127.50%200080,8226310.78%4,7125.83%5,9577.37%200194,6986960.73%5,8716.20%7,4657.88%2002132,9687210.54%7,6535.76%9,4127.08%2003204,3991,0430.51%9,8594.82%13,0806.40%200488,6795300.60%5,0035.64%7,3438.28%2005100,4085440.54%5,5495.53%8,7748.74%2006102,9495690.55%5,7275.56%9,4379.17%2007112,6697320.65%6,5525.82%10,8199.60%2008152,2571,0530.69%9,0275.93%15,40710.12%2009156,3061,0710.69%9,1485.85%16,70610.69%2010151,9991,1780.78%9,7126.39%18,92612.45%2011127,4871,1220.88%10,1487.96%18,67514.65%2012102,0931,1011.08%9,7509.55%16,65316.31%66Permanent Federal Workforce

More people with disabilities work for the Federal Government now than in the past 32 years.FISCAL YEARALL ON BOARDTARGETED DISABILITY%ALL DISABILITY%ALL DISABILITY INCLUDING 30% OR MORE VETERANS%19801,779,83414,6240.82%121,0136.80%125,0677.03%19811,772,57215,2600.86%118,2546.67%124,3647.02%19821,779,13115,7230.88%116,1496.53%123,8506.96%19831,764,96816,5570.94%114,8286.51%124,1697.04%19841,780,78917,7080.99%116,3896.54%126,7427.12%19851,809,33918,8831.04%117,3366.49%129,0017.13%19861,789,52919,3471.08%115,5876.46%127,9007.15%19871,822,00420,1511.11%116,3926.39%129,3217.10%19881,821,82420,5701.13%117,6146.46%130,7457.18%19891,845,87621,2881.15%121,6286.59%134,9307.31%19901,848,43521,6931.17%124,9326.76%138,0997.47%19911,877,32322,4931.20%129,7436.91%143,0237.62%19921,879,89423,0361.23%137,6997.32%150,8098.02%19931,823,19322,7131.25%135,1467.41%148,0438.12%19941,755,22121,9891.25%129,2277.36%142,1918.10%19951,693,17721,2451.25%124,0317.33%137,0508.09%19961,640,25820,2121.23%118,2687.21%131,6838.03%19971,585,40819,1901.21%112,9837.13%126,8318.00%19981,556,53118,5071.19%109,4797.03%123,9577.96%19991,536,15618,0511.18%107,3926.99%122,5717.98%20001,524,88317,7301.16%105,8986.94%121,7567.98%20011,536,62717,5641.14%106,1026.90%123,0888.01%20021,579,25417,4171.10%108,8286.89%127,4178.07%20031,582,63617,1871.09%110,1276.96%129,7828.20%20041,602,77316,9171.06%110,2226.88%134,0258.36%20051,611,40016,4581.02%110,2136.84%137,5788.54%20061,608,15716,0481.00%109,7776.83%140,6228.74%20071,618,15915,9100.98%111,2516.88%145,4868.99%20081,673,24916,0300.96%114,6546.85%154,5559.24%20091,757,10516,5600.94%121,7506.93%169,5309.65%20101,831,71917,4450.95%129,5467.07%187,06810.21%20111,856,58017,8450.96%137,5517.41%203,69410.97%20121,850,31118,3190.99%148,0098.00%219,97511.89%77States as Model Employers of People with Disabilities Employing people with disabilities is not about charity, but it's about what's in the business' best interest.Delaware Governor Jack Markell, Past Chair of the National Governors Association 8States as Model Employers of People with Disabilities By Kathy Krepcio and Savannah Barnett at the John J. Heldrich Center for Workforce Development, Rutgers, the State University of New Jersey- http://askearn.org/docs/StateModel.pdf 8Private SectorBroadening our workforce by employing people with disabilities is not only the right thing to do, but it also makes good business sense and has benefits that reverberate across our company and culture,Randy Lewis, Walgreens Senior Vice President for Distribution 9Walgreens, the countrys largest drug store chain with over 7,000 stores nationwide, developed a plan to recruit a diverse workforce made up of at least 20 percent workers with disabilities in two of its distribution centers. In its Windsor, Connecticut site, employing over 400 employees, over 50 percent of those employees have a disability, including individuals with seizure disorders, autism, hearing impairments, visual impairments, cerebral palsy, intellectual disabilities and mental health disabilities.9Federal ContractorsThe new regulations under Section 503 of the Rehabilitation Act will have as great an impact on the lives of Americas with disabilities as the ADA.Tony Coelho, Former House Majority Whip and primary sponsor of the Americans with Disabilities Act10On August 27, 2013, the U.S. Department of Labors Office of Federal Contract Compliance Programs announced a Final Rule that makes changes to the regulations implementing Section 503 of the Rehabilitation Act of 1973, as amended (Section 503) at 41 CFR Part 60-741. Section 503 prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities (IWDs), and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals. http://www.dol.gov/ofccp/regs/compliance/section503.htm 10Prevalence of disability among faculty and staff, and overallBased on analysis of the 2012 American Community Survey (US non-institutionalized population all ages)

Prevalence of disability among college studentsSource: Table 242: Number and percentage distribution of students enrolled in postsecondary institutions, by level, disability status, and selected student characteristics: 200304 and 200708. Digest of Education Statistics 2011. http://nces.ed.gov/pubs2012/2012001.pdfStudents with disabilities are those who reported that they had one or more of the following conditions: a specific learning disability, a visual handicap, hard of hearing, deafness, a speech disability, an orthopedic handicap, or a health impairment.

12What can you do?UCEDDs, LENDs and IDDRCs are uniquely qualified and perfectly located to fundamentally shift this trend. By engaging with their respective universities in the employment practices described in this presentation, the AUCD network can revolutionize the employment of people with disabilities at educational institutions. By unleashing the vast knowledge and influence of the AUCD network in this way, educational institutions will become models to private and public sector employers.

AUCD has the opportunity to be at the center of this transformation.

13Employer Practices and Policies SurveyWhat disability inclusive policies/practices are in place? Do they work?Survey developed in 2011Online & telephone survey Data collected fall, 2011Response rate: 23% (n=690) 14Erickson, W. von Schrader, S. Bruyre, S & Sara VanLooy, S. (2013)The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf

14Collaborating PartnerOver 250,000 members in over 140 countriesOne in five U.S. HR professionals are members

Cornell/SHRM 2011 Employer Survey

15Barriers to Employment or Advancement % of employers who perceived each as barrier16Erickson, W. von Schrader, S. Bruyre, S & Sara VanLooy, S. (2013)The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf 16Barriers to employment or advancement1998 and 201117Erickson, W. von Schrader, S. Bruyre, S & Sara VanLooy, S. (2013) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf 171---Goals, Accountability & DataSet goals & be accountable for successSupport self-identification of disability Evaluate data

1818Goals & AccountabilityIf you dont know where you are going, you will end up some place else. ---Yogi Berra19

19Message from the Top MattersHaving a disability-related policy in place doesnt ensure awareness and subsequent use; (e.g. hiring targets, accommodation policy, available training, etc.).Managers perceptions of the effectiveness of these resources are associated (positively) with employees perceptions of the organizations disability climate.Visual top management commitment continues to be seen as a key factor in reducing barriers.20Nishii & Bruyre , 2014.Will employees with disabilities disclose or self-identify?Percent of federal employees self-identifying in 20122121The disability disclosure decision: Percent who rated each inhibiting factor as very important in a disclosure decision (N=599)von Schrader, S., Malzer, V., & Bruyre, S. (2013). Perspectives on disability disclosure: The importance of employer practices and workplace climate. Employee Responsibilities and Rights Journal. Advance online publication. doi: 10.1007/s10672-013-9227-922The disability disclosure decision: Percent who rated each facilitating factor as very important in a disclosure decision (N=598)von Schrader, S., Malzer, V., & Bruyre, S. (2013). Perspectives on disability disclosure: The importance of employer practices and workplace climate. Employee Responsibilities and Rights Journal. Advance online publication. doi: 10.1007/s10672-013-9227-923MetricsWhat are organizations measuring?24

Cornell/SHRM 2011 Employer Survey24% Organizations tracking disability metrics25Erickson, W. von Schrader, S. Bruyre, S & Sara VanLooy, S. (2013) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf 25Metrics Tracked by Organizations26Erickson, W. von Schrader, S. Bruyre, S & Sara VanLooy, S. (2013) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf 26Separation Trends for 2009, 2010, 2011, 2012 (Percentages Calculated by Disability Status)No DisabilityTargetedAll Disability ResignationAfter NoticeNeutral 0.3%Neutral 0.4%Neutral 0.3%OtherNeutral 26%Neutral 21%Neutral 20%Sub TotalNeutral 26%Neutral 20%Neutral 20.3%DeathOtherNeutral 2%Neutral 4.5Neutral 4.5%Sub TotalNeutral 2%Neutral 4.5Neutral 4.5%Termination RFI/FundsOtherIncrease 0.4Neutral 0.3Neutral 0.2%Sub TotalIncrease 0.4Neutral 0.3Neutral 0.2%New PlacementOtherNeutral 19%Increase 11%Increase 15%Sub TotalNeutral 19%Increase 11%Increase 15%RemovalConductNeutral 1.5%Decrease 2.5%Decrease 1.9%Conduct and PerformanceNeutral 0.3%Decrease 0.4%Decrease 0.4%MovedIncrease 0.3%Neutral 0.1%Increase 0.3%OtherDecrease 3%Decrease 5.1%Decrease 4.3%PerformanceDecrease 0.4%Decrease 1%Decrease 0.7%Sub TotalDecrease 6.5%Decrease 10%Decrease 7.9%OtherOtherIncrease 2%Increase 0.8Neutral 0.8%Sub TotalIncrease 2%Increase 0.8Neutral 0.8%RetirementOtherIncrease 44%Neutral 49%Increase 50%Sub TotalIncrease 44%Neutral 49%Increase 50%Evaluate Data27Outreach, Recruitment and HiringDesignate a task force or advisory bodyEnsure websites and other materials are welcoming, accessible, and easy to navigateCreate opportunities for career exploration and work experience (Workforce Recruitment Program-WRP, Project SEARCH and Disability Mentoring Day)Formalize partnerships with organizations that work with people with disabilities2828% Organizations with recruitment and hiring policies and practices29Erickson, W. von Schrader, S. Bruyre, S & Sara VanLooy, S. (2013)The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf 29Hiring 30Erickson, W. von Schrader, S. Bruyre, S & Sara VanLooy, S. Disability-Inclusive Employer Practices and Hiring of Individuals with Disabilities. Rehabilitation Research, Policy, and Education (manuscript in preparation)30So, do policies & practices matter?

31Cornell/SHRM 2011 Employer Survey31Yes!After adjusting for organizational characteristics: Each practice significantly increased likelihood of hiring

Internships for PWDs : 4.5 timesStrong senior management commitment: 3.8 times Explicit PWD organizational goals : 3.3 times32Erickson, W. von Schrader, S. Bruyre, S & Sara VanLooy, S. Disability-Inclusive Employer Practices and Hiring of Individuals with Disabilities. Rehabilitation Research, Policy, and Education (manuscript in preparation)32Effects of selected practices on hiring of people with disabilitiesOrganizations with: Increased likelihood of hiring:Internships for PWDs 4.5 times Strong senior management commitment3.8 timesUsed tax incentives for hiring PWD3.8 timesExplicit PWD organizational goals 3.3 timesActively recruiting PWD3.2 timesIncluding PWD in diversity & inclusion plan2.8 timesRelationships with community orgs 2.7 times3333Accommodation and AccessibilityEducate employees about reasonable accommodations.Centralized Accommodation FundingSupport reasonable accommodations policies and procedures Ensure information technology systems are fully accessible

343435Erickson, W. von Schrader, S. Bruyre, S & Sara VanLooy, S. (2013) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf 3Accessibility and AccommodationPercentage of organizations which implemented each practice or policy35Retention & AdvancementUtilize return to work as the first option for workers who acquire disabilitiesConduct exit interviews and stay interviewsSupport career development trainings and plansHire and promote people with disabilities at all levelsCreate and support Employee Resource GroupsTrain managers on disability etiquette and best practicesDevelop emergency management plans that specifically address the needs of employees with disabilities.Utilize communities of practice on employment of people with disabilities.

363637Erickson, W. von Schrader, S. Bruyre, S & Sara VanLooy, S. (2013) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf Retention and AdvancementPercentage of organizations which implemented each practice or policy37ReferencesErickson, W. von Schrader, S. Bruyre, S & Sara VanLooy, S. (2013)The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf

Erickson, W. von Schrader, S. Bruyre, S & Sara VanLooy, S. Disability-Inclusive Employer Practices and Hiring of Individuals with Disabilities. Rehabilitation Research, Policy, and Education (manuscript in preparation) 38Cornell/SHRM 2011 Employer Survey38Additional Resources A Better Bottom Line: Employing People with Disabilities http://www.nga.org/files/live/sites/NGA/files/pdf/2013/NGA_2013BetterBottomLineWeb.pdfOPM Disability Employment http://www.opm.gov/policy-data-oversight/disability-employment/getting-a-job/ Summary of Promising and Emerging Practices for Enhancing the Employment of Individuals with Disabilities Included in Plans Submitted by Federal Agencies under Executive Order 13548 http://www.dol.gov/odep/pdf/2012EO13548.pdfDepartment of Labors Office of Disability Employment Policy http://www.dol.gov/odep/topics/FederalEmployment.htm3939Resources (cont.)Equal Employment Opportunity Commissions ABCs of Schedule A http://www.eeoc.gov/eeoc/initiatives/lead/abcs_of_schedule_a.cfm Improving the Participation Rate of People with Targeted Disabilities in the Federal Work Force- http://www.eeoc.gov/federal/reports/pwtd.htmlThe Employment Environment: Employer Perspectives, Policies and Practices Regarding the Employment of Persons with Disabilities by Cornell University Employment and Disability Institute- http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1328&context=edicollectStates as Model Employers of People with Disabilities By Kathy Krepcio and Savannah Barnett at the John J. Heldrich Center for Workforce Development, Rutgers, the State University of New Jersey- http://askearn.org/docs/StateModel.pdf

4040Cornell Related ResourcesEmployer Practices RRTC Projecthttp://www.employerpracticesrrtc.org/ Mendeley: Library of Employer Practices literaturehttp://www.mendeley.com/groups/2079353/Catalogue of Disability & Compensation Variables in 11 National Datasetshttp://www.disabilitystatistics.org/eprrtc/codebook.cfmU.S. EEOC Disability Charge tabulations Online Toolhttp://www.disabilitystatistics.org/eeoc/Cornell Online Repository of Related Publications http://digitalcommons.ilr.cornell.edu/edicollect/

41Additional Cornell ResourcesNortheast ADA Center Making Work Happen Online toolkits: http://www.makingworkhappen.org/National ADA Network Centers www.adata.orgHR Tips www.hrtips.orgEmployment and Disability Institute (EDI) www.ilr.cornell.edu/edi

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