Latest stories written by Darren Bates, LLC – Medium http://ift.tt/2rjg31u stories
Shared By: AskEarn.org In August 2013, the Department of Labor published new regulations for Section 503 of the Rehabilitation Act and the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA). Section 503 prohibits federal contractors and subcontractors from engaging in employment discrimination against individuals with disabilities, and requires various affirmative action practices in recruitment, hiring, promotion, and retention of protected individuals. Similarly, VEVRAA prohibits federal contractors from discriminating against protected veterans with disabilities, and requires affirmative action practices. For more information about changes and additional requirements click on Section 503 and VEVRAA regulations or visit OFCCP’s Section 503 and VEVRAA FAQs.
This fact sheet helps contractors identify valuable resources for updating their recruitment, hiring, and employment practices to comply with new regulations. Generally, contractors should aim to develop and update: (a) practices for offering voluntary disclosure invitations to current and prospective employees, (b) standards for confidentiality and maintenance of disclosure records, (c) data collection procedures aligned with the Section 503 National Utilization Goal and VEVRAA Annual Benchmarks, (d) administrative procedures for providing job vacancy information to local employment service delivery systems, (e) disclosure forms, compliance training, and procedures for providing reasonable accommodations, and (f) affirmative action strategies complying with new regulatory requirements. Section 503 Compliance and Resources The new regulations establish a nationwide 7% utilization goal for qualified individuals with disabilities. Contractors must apply the utilization goal to individual job groups, or to their entire workforce where the workforce is comprised of 100 or fewer employees. The new regulations require “appropriate outreach and positive recruitment activities,” and provide examples of effective outreach practices which may be utilized by contractors. These include community resource linkages which may be formal or informal partnerships between employers and organizations that provide employment services or candidate referral for special emphasis hiring programs. Community linkages are outcome-based relationships which facilitate employers’ abilities to diversify their workforce. Development of substantive community partnerships can be essential, and employers seeking community linkage resources can visit the OFCCP’s Linkage Directory, as well as the Employer Assistance and Resource Network's (EARN) Community Resource Linkages reference page. EARN provides an array of services aimed at helping employers recruit, retain, and advance employees with disabilities, including phone or online consultation and technical assistance, on-site employer training, and the Workforce Recruitment Program, which (in association with the Department of Labor’s Office of Disability Employment Policy), connects employers to a database of over 2,000 pre-screened, qualified college students and recent graduates with disabilities seeking summer internships or permanent employment. Federal contractors must invite applicants to self-identify as individuals with disabilities during the pre- and post-offer phases of the application process, using a form forthcoming on the OFCCP website. Helpful information about self-identification compliance, confidentiality, and more can be found at OFCCP’s Self-Identification Resources page. To address contractor concerns that pre-offer invitations to self-identify may violate the Americans with Disabilities Act’s proscription of pre-employment inquiries, OFCCP published a letter from the EEOC’s Office of Legal Counsel affirming its position that pre-offer invitations to self-identify do not violate the ADA or accompanying regulations. OFCCP will also provide sample invitations which should assuage contractors’ fears and provide a compliant model for self-identification invitations, forthcoming on the OFCCP website. The new Section 503 regulations add new affirmative action obligations and offer additional guidance for the provision of reasonable accommodations by federal contractors. OFCCP offers guidance and resources for the provision of reasonable accommodations in the workplace and “productivity tools” with information on reasonable accommodation “strategies that work,” Low Cost/High Impact and Cost-Benefit best practices, and links to national Job Accommodation Network (JAN) resources, such as the Searchable Job Accommodation Resource. JAN offers free, expert, and confidential guidance on workplace accommodations and disability employment issues, aiming to help people with disabilities enhance their employability, while assisting employers as they seek to capitalize on the value and talent that people with disabilities add to the workplace. JAN services include a consultant hotline, connection to federal, state, and local resources, and accommodation ideas by disability, occupation, product or service, and topic. The new Section 503 and VEVRAA regulations also provide additional data collection requirements for contractors, who must record several Quantitative Comparisons for the numbers of individuals with disabilities who apply for jobs and are hired by the contractor, as a means to measuring the effectiveness of outreach and recruitment efforts. Contractors are now also required to include the Equal Opportunity Clause language into any subcontract, alerting subcontractors to their responsibilities. A number of additional resources aim to help employers comply with and benefit from this federal law. For example, employers who hire people with disabilities usually qualify for tax incentives to help cover accommodation and accessibility costs for both employees and customers with disabilities. General information on federal tax subsidies and other forms of funding connected to employing individuals with disabilities can be found at OFFCP’s website. For helpful tips on federal contractor compliance, visit the AskEarn Reference Desk. For information and resources on small business practices for hiring and recruiting people with disabilities, visit the Small Business Administration’s human resources technical assistance page. For useful advice regarding development of inclusive workplace environments and personnel processes, successful reasonable accommodations strategies, diverse talent pipelines, and more, employers may consult the Office of Disability Employment Policy’s (ODEP) “Business Strategies That Work” document, available here. ODEP also offers a Return-to-Work Toolkit, which helps employers understand the return-to-work process for employees with disabilities, and provides resources to assist in getting employees back on the job quickly and smoothly. Effective return-to-work approaches help employees work while recuperating, simultaneously protecting the employee’s employment status while maintaining an organization’s output and preventing turnover.
Source Page: http://bit.ly/L27Aa4 Page last updated on Thursday, January 16, 2014 Darren Bates, EAPD President | CEONearly three years ago, in September 2010, the Department of Justice (DOJ) announced that it would be issuing proposed regulations governing the accessibility of websites of public accommodations and state and local governments. The announcement came in the form of an Advanced Notice of Proposed Rulemaking which sought comments from the public about what should be in the rule, including technical standards for what constitutes an accessible website. As was reported here, the DOJ had previously announced that it would issue the proposed rule for state/local governments this month, and the proposed rule for public accommodations this December. The DOJ has now pushed back these dates by 3-4 months to November 2013 and March 2014, respectively. The delay will likely cause some businesses to adopt a wait and see attitude on the theory that there are no rules on the subject, as the Wall Street Journal discussed. That decision would be a risky one because EQUALITY will no longer wait. EQUAL ACCESS for people with disabilities to websites of public accommodations and state and local governments will not wait. Businesses need to take a proactive approach to accessibility and universal access for all. Start now to build accessibility into your current website, any new web pages and mobile applications. Experts in the field now agree, businesses that want to remain competitive and relevant in the shifting market place, must implement accessibility into their global infrastructure --that includes their virtual global sites and services on the web. Get your website teams familiar with accessibility and universal access now so that your business can seize on opportunities, stay ahead of the competition and build a better bottom line. Additional Resources:Community Resource Linkages that Support Hiring People w/Disabilities & Increase Business Bottom-Line
How Can Business Keep a Competitive Edge? Creating an Inclusive Work Environment Top 10 Ways to Market to People with Disabilities & Boost Your ROI - Employment Alliance for People with Disabilities Building a Culture of Access and Inclusion in the Modern Workplace™ Shared by: EAPD & EARN Community resource linkages can be formal or informal partnerships between an employer and any organization that provides employment services or referral of candidates for special emphasis hiring programs. Forming agreements with national, regional, and local organizations to support hiring efforts can be beneficial to all employers regardless of size, employment sector, or scope of work. Community linkages are outcome-based relationships which directly facilitate an employer’s ability to diversify its workforce. This is distinct from other types of private/non-profit relationships such as cause-related marketing. Community linkages are especially relevant when recruiting people with disabilities and veterans. For federal contractors, the Office of Federal Contract Compliance Programs (OFCCP) is expected to increasingly mandate such linkages, making the development of substantive community partnerships essential. Forming Community Linkages Employers with affirmative action obligations and those who wish to increase hiring efforts related to veterans and people with disabilities should evaluate organizations for partnership potential. When considering a potential linkage, employers should assess whether the organization:
Outreach to organizations that provide referral, placement, and training services should occur at the local level where recruitment occurs, and should include community-based nonprofit organizations as well as local offices of the workforce development, vocational rehabilitation, and veteran’s administration services. Meeting with representatives of local organizations and developing personal relationships would yield better and more targeted referrals. Furthermore, when possible and appropriate, volunteering to assist in assessing candidates by offering practice interviews and resume reviews would provide an effective appraisal regarding the organization’s ability to refer the best matched talent thereby increasing return on investment. This can often be done in partnership with other employers, (for example through a local Chamber of Commerce), especially among small employers who may have time considerations). Additional linkage agreements can be formed with organizations that have a national reach. Agreements may be entered into via a formalized Memorandum of Understanding (MOU), or a less formalized partnership agreement. In either case, partnerships and outreach efforts should be clearly defined and documented by the employer, and consider a sign off by all partners. Workforce Partners State and Local Workforce Agencies are considered a mandated partner for federal contractors. State workforce development systems include entities such as American Job Centers, and Employment Networks designated by the Social Security Administration’s Ticket-to-Work program. State vocational rehabilitation agencies can be accessed from a single point – The National Employment Team (NET), which is sponsored by the Council of State Administrators of Vocational Rehabilitation(CSAVR). The NETis a national collaboration among 80 Vocational Rehabilitation agencies operating in all of the states and U.S. territories. The NET partners with businesses, leveraging the vast network of communication and dissemination channels available to them, to connect employers and qualified jobseekers. The NET offers a variety of business services, and can facilitate connections with other workforce development agencies and partner organizations at the national and local levels. Disabled Veterans Outreach Program Specialist (DVOPS), Local Veterans Employment Representatives (LVERs), and Disability Resource Coordinators can all be reached through workforce development agencies. They can help connect employers directly to qualified candidates with disabilities and veterans, as well as to other local workforce partners and resources. Community-Based Nonprofits There are many community-based and national nonprofit organizations that provide employment services as part of their overall mission to increase community inclusion of people with disabilities. Almost every community in the country has an agency, most of whom contract with state vocational rehabilitation agencies to provide job placement and support services. In each state, there are also several Independent Living Centers. Centers for Independent Living (CIL/ILC) are community-based nonprofit agencies that are governed by and operated by individuals with disabilities. Some CILS offer employment services for employers seeking people with disabilities. They serve a diverse client base with various levels of ability, capable of filling professional, skilled, and unskilled jobs. Regarding federal contracts compliance, it is important to note that production contracts with sheltered workshops within vocational rehabilitation agencies do not count as community partnerships for the purposes of hiring and retaining employees with disabilities, unless for-profit partner can demonstrate that it also directly hires a number of individuals who were referred from the agency, and that the production contract was only one piece of an overall collaboration. Pay is also a consideration, as employees in sheltered settings often work at piece-rate for subminimum wages. Educational Institutions and Organizations Most corporations already actively recruit on college campuses and may already have established relationships with career services offices. However, on many campuses, student disability services offices, and veterans’ services offices do not work in tandem with the career services departments. Establishing relationships with campus representatives who specifically serve potential candidates for employment in these groups is an excellent way to find qualified candidates. There are also programs established specifically to connect employers with students with disabilities, including the Workforce Recruitment Program (WRP) which is comprised of highly qualified college students and recent graduates, pre-screened by federal recruiters. Linkages and Compliance Current affirmative action regulations pertaining to federal contractors include a mandate to conduct outreach activities to increase the employment of targeted groups, such as protected veterans and people with disabilities. Job postings from federal contactors must be disseminated through state workforce or local employment service delivery systems. Regulations related to Section 503 of the Rehabilitation Act and the Vietnam Era Veterans’ Readjustment Assistance Act suggest several different outreach strategies, including partnerships with community-based organizations and educational institutions. Proposed new regulations would make formalized linkage agreements mandatory, as well as record-keeping and evaluation processes for determining the effectiveness of such partnerships. Although the exact details and date of implementation for regulatory changes are still unknown, the OFCCP and the Equal Employment Opportunity Commission (EEOC) have both established the elimination of barriers to recruitment and hiring of protected veterans and people with disabilities as enforcement priorities. Organizations that proactively develop data collection and evaluation methods related to new and existing community linkages will be well prepared in advance of increased regulatory activity. OFCCP Update: July 31, 2013 OFCCP SUBMITS 503 REGULATIONS TODAY The U.S. Department of Labor, Office of Federal Contract Compliance Programs (OFCCP) The OFCCP has submitted the 503 regulations to the Office of Management and Budget (OMB) today in final form. OMB has at least 60 days to review the regulations. This does not mean the regulations are final and in place ---- OMB can now either approve or reject in entirety. Stay tuned to this blog for more information. Abstract: This rulemaking would amend 41 CFR part 60-741, the nondiscrimination and affirmative action provisions of section 503. This rulemaking would strengthen the affirmative action requirements for Federal contractors and subcontractors. The rule would amend the regulations to require that Federal contractors and subcontractors increase conduct more substantive analyses of recruitment and placement actions taken under section 503. The rule would also increase the contractor's data collection obligations, make revisions to recordkeeping requirements, and establish a utilization goal to assist in measuring the effectiveness of the contractor's affirmative action efforts. In addition, the rule will incorporate changes to the nondiscrimination provisions necessitated by the passage of the ADA Amendments Act of 2008. OFCCP maintains a linkage directory. This referral directory is developed and maintained to facilitate the connection between public and nonprofit organizations providing employment and placement services, and federal contractors looking for qualified candidates. It includes organizations serving veterans and individuals with disabilities, along with the organization’s contact information and website links, and is useful for all employers, with and without federal contracts. Additional Resources: Federal Contractor Requirements This resource from the Office of Disability Employment Policy provides links to updated information and guidance on existing and proposed regulations for federal contractors. Affirmative Action and Nondiscrimination Obligations of Contractors and Subcontractors Regarding Individuals with Disabilities (Part 60-741) This section of U.S. Title 41: Public Contracts and Property Management, outlines the requirements of affirmative action programs for federal contractors and subcontractors. Affirmative Action Obligations of Contractors and Subcontractors for Disabled Veterans and Veterans of the Vietnam Era (Part 60-250) This section of U.S. Title 41: Public Contracts and Property Management outlines the requirements for federal contractors and subcontractors related to veterans. Source Article: Employer Assistance and Resource Network (EARN) 'It Just Takes Me A Little Longer:' Video About Scott, Man With Cerebral Palsy, Goes Viral (VIDEO)5/25/2013
This 6-minute video will completely change the way you look at the people with disabilities.
It stars a 29-year-old man named Scott, who was diagnosed with cerebral palsy as a child. He can't talk, has difficulty walking and has limited mobility in his arms, according to a Thursday Reddit post by user ciscomd. Despite this, he's unstoppable at the gym. "People out there [who] have disability please dont be sorry for yourself," Scott says in the video through a speech assistance device. You'll see him bench press, lift weights, and even run on a treadmill. The video, titled, "It just take me a little longer," has been viewed on YouTube more than 250,000 times -- and Reddit users have left over 1,000 comments about Scott's story. The post drew enough attention that ciscomd set up an "Ask Me Anything" post with Scott the next day. In Friday's AMA, Scott shared the he may have a job offer as a result of the documentary, and he dreams of working with abused animals one day. "This guy is a classic example of why people need to start seeing people with disabilities as people, rather than just seeing the disability," wrote user fetal-juice. Last month, a 20-year-old with spinal muscular atrophy also inspired us with his unfailing positivity. His degenerative disease makes his future uncertain, but that doesn't keep him from smiling. Guest Governor Blog: Delaware Governor Markell Video TranscriptOur greatest asset in Delaware and across the country is our people and in a highly competitive global economy, we need to take advantage of everybody's abilities. Recognizing this reality, I chose the employment of people with disabilities as my special initiative as Chair of the National Governors Association. This week, we have been in Seattle to learn from innovative practices happening in Washington State where they're implementing Employment First grants. Health and Social Services Secretary Rita Landgraf joined me to see what we might use as models for Delaware. We've visited Microsoft headquarters to see how they've integrated employing Americans with disabilities into their hiring practices. And we've learned how famed physicist Stephen Hawking is working with computing leader Intel on technology that helps people with disabilities connect to the world. This effort is not about charity. It's about the strengths of the disabilities community. No one has recognized that better than Thorkil Sonne, the founder of a Danish company called Specialisterne that has recently expanded to Delaware. His company helps put autistic adults to work, recognizing that they can not only hold down jobs, but in some fields that require tedious tasks, they are extremely well-qualified. I'm looking forward to joining Thorkil next week in the First State for a special announcement about ensuring that we give everyone in our state the chance to contribute to our workforce. He uses the analogy of a dandelion, saying: "Everybody has the power to decide. Do we see a weed, or do we see an herb?" Our ability to see an herb will keep Delaware and our country moving forward. Author: Darren BatesEAPD President | CEO The 2010 Census found that 1 in 5 people have a disability in the United States —that translates into more than 220 billion dollars in discretionary, consumer spending power! Does your business want a slice of this demographic? Any smart business would. —And as with any customer segment, the best way to tap into a demographic market is to ensure it's represented in your workforce and supply chain. It makes smart business sense to include people with disabilities in the workforce. How Can Your Company Tap Into this Multibillion Dollar Market? Marketing to people with disabilities has never been more important and could give your Company a much needed boost. Here's some basic marketing tips to help your company tap into this multibillion dollar market and remain competitive and relevant! 1) Go to the Source When developing or redeveloping your initial marketing strategy, be sure to include people with disabilities (PWD) on your marketing team. The best way to market to any demographic is to first understand your market, then implement a plan. And who would know best what people with disabilities want and need? That’s right, people with disabilities will be able to tell you what is important to their niche. If you don’t include people with disabilities on your marketing team you can be sure of one thing, that you will miss this market all together. 2) Support the Community Make sure your company or business shows local community support for people with disabilities and accessibility. Go to city council and city and county planning commission meetings and make sure they are looking at accessibility when starting new projects. People with disabilities in the USA take 32+ million trips and spend more than $13.6 billion annually on travel ($4.2 billion on hotels, $3.3 billion on airfare, $2.7 billion on food and beverage and $3.4 billion on retail, transportation, and other activities). But that won't visit your city or spend their money at your place of business if your community is non-accessible. ...you can create a positive image and reputation for your business that says - you support people with disabilities, older Americans and veteransBy finding out what community projects are happening, such as a new community center or a new playground at a local school, and lending your support to make sure they are accessible, you are playing a direct part in a more accessible community for your residents with disabilities. And by supporting these efforts in your own town, you can create a positive image and reputation for your business that says you care about the people with disabilities in your community. 3. Affiliate with an Organization that Promotes Inclusion
Affiliate your company with a disability organization like the Employment Alliance for People with Disabilities. Be sure that your employees get involved too. Whether through an annual job fair or a yearly donation, your help will encourage the organization you are supporting to give your company recognition through their Web site and other channels to bring more exposure to your brand. 4. Know Your Community and Market Three words: Know your customer. Know your customer. Know your customer! The basic building blocks of advertising and marketing make it essential to know who you are marketing to --it's simple really, people that buy your products want to see others who look like them working in your store. Customers will shop and dine where they feel comfortable. As with any customer segment, the best way to tap into a demographic market is to ensure it's represented in your workforce and supply chain. It makes smart business sense to include people with disabilities in the workforce. 5. Think Employment Customers will shop and dine where they feel comfortable. As with any customer segment, the best way to tap into a demographic market is to ensure it's represented in your workforce and supply chain. It makes smart business sense to include people with disabilities in the workforce. Be aggressive in your recruiting efforts and be sure to include a variety of disabilities in your workforce. And remember that it has been proven that people with disabilities are more likely to patronize a business that would employ them. Here's a great resource on how to build and build an inclusive workplace. Creating an Inclusive Work Environment 6. Create a Channel for Communication Create advisory committee, employee resource group (consisting of people with and without disabilities) and make it one of their goals to evaluate company-wide accessibility. This gives people with disabilities a say in what happens and an opportunity for all employees with and without out disabilities to learn a connect. 7. Advertise Your Support Make sure your brand in diverse and inclusive by integrate people with disabilities as models, actors, and spokespersons in your advertising campaigns. Stats tell us that 1 in 5 people in the US has a disability, but 1 in 3 people know someone with a disability. By placing a person using a wheelchair or man and his service dog in your advertising materials, you are speaking very loudly to the disability community. This doesn’t cost extra money. Simply cast actors with cross disabilities. What you will be saying is: people of all abilities are welcomed at your business. 8. Advertise in Disability Media Reach out to customers with disabilities through any number of disability publications and on social media. 9. Advertise in Mainstream Reach out to customers with disabilities through mainstream advertising. One in five people in the US lives with a disability. And their “Entourage” is ever bigger. The Entourage is made up of friends, family members, spouses, caregivers, and even acquaintances. These individuals support disability issues and are sensitive to the needs of this community. Every time a member of the Entourage sees an opportunity for the person they know with a disability, they tell them about it. It’s that simple! 10. Think Diversity and Inclusion If you want to tap into this multibillion dollar market of people with disabilities and their allies, remain competitive and keep your business approach relevant. Then always be sure your product ideas and marketing efforts reflect the needs of the disability community. --And become an advocate for positie change in our community, workplaces, government and in your own back yard. Author: Texas Workforce Investment CouncilThe Texas Workforce Investment Council would like to acknowledge and thank the Department of Assistive and Rehabilitative Services (DARS) and the Governor’s Committee on People with Disabilities (GCPD) for their input into this report. Report Dated: April 2013 Individuals with disabilities experience numerous challenges associated with participation in the labor force. The unemployment rate for individuals with disabilities is higher than for individuals without disabilities. Additionally, individuals with disabilities are more likely to work part time and, on average, earn less than individuals without disabilities at every level of educational attainment. Individuals with disabilities enhance workforce diversity and can offer employers unique skill sets and perspectives. People with disabilities must think creatively about how to solve problems and accomplish daily tasks. This resourcefulness can translate into innovative thinking, new ideas, and alternative approaches to dealing with business challenges (U.S. Department of Labor Office of Disability Employment Policy, 2009). Because people with these attributes have the potential to strengthen the Texas labor market, individuals with disabilities are a valuable resource for Texas employers and the Texas economy. The Texas workforce system must support employment opportunities for people with disabilities in the public and private sectors and ensure that employers have access to every available skilled worker to maintain economic growth. Download Complete Brief: HERE Author: Tammy BinfordTammy Binford writes and edits news alerts and newsletter articles on labor and employment law topics for BLR web and print publications. In addition, she writes for HR Hero Line and Diversity Insight, two of the ezines and blogs found on HRHero.com.
A new study from business and research organization The Conference Board says that more than 10 percent of the U.S. population currently has some form of disability. Other research from the U.S. Census Bureau shows that disproportionate numbers of people with disabilities are either unemployed or working in jobs that pay low wages. Employment statistics for people with disabilities have the potential to grow even bleaker in the near future as employers cope with an aging population and an influx of veterans returning from Iraq and Afghanistan with service-related disabilities. It’s clear that employers need to be ready to not just accommodate workers with disabilities but also capitalize on the strengths those employees can bring to the workplace. Talent Solution The situation presents employers with more than just challenges. The Conference Board’s report, Leveling the Playing Field: Attracting, Engaging, and Advancing People with Disabilities, also outlines opportunities. For example, the report says workers with disabilities “can be part of the talent solution—both as a source of talent and a spur to make organizations better places to work.” As employers take advantage of technology and design improvements, all employees—not just those with disabilities—can benefit, according to the report, which was released in February after a year of research. “People with disabilities may even be a bellwether of changes in the workplace for all employees,” the report says. A case study shows that “employers who foster the employment of people with disabilities often see benefits for all employees and the organization as a whole.” Also, employers need to be motivated to advance people with disabilities because employees can find themselves disabled at any time. “Aggressive outreach to people with disabilities, as well as working to retain employees who incur disabilities after they are hired or later in life, can significantly expand the talent pool and create new business opportunities,” the report states. The researchers found that most employees with disabilities are unidentified, and they became disabled after being hired. “These employees are often reluctant to disclose a disability in an ‘official’ manner because they are concerned about the repercussions of disclosing, see no benefit from doing so, and have learned to self-accommodate,” the report says.
Myths The research tries to dispel what it calls myths that hold back people with disabilities. One such myth is that “the only reason to hire people with disabilities is to do the right thing.” Instead, the researchers claim “people with disabilities are a solid business investment.” The report’s executive summary explains that people with disabilities were examined through “seven lenses: talent pool, costs, benefits, revenue and market share, work group performance, financial incentives, and mandates.” People with disabilities were found to be at least equal to their peers without disabilities in six of the seven categories. “The exception is the cost lens, through which people with disabilities appear to be costlier employees than people without disabilities (for example, due to higher health costs) but only marginally so,” the summary states. Another myth is that employees with disabilities can’t meet performance expectations. The report looked at four concerns: employees with disabilities have more accidents, require more supervision, are absent more, and hurt business. The research found those concerns “relatively unfounded.” “Employers should consider the efforts people with disabilities have made to arrive qualified for the job at the company’s door, especially if the disability is severe,” the summary says. “To overcome personal limitations and externally imposed barriers, such candidates likely possess extraordinary levels of persistence, resilience, and ingenuity.” The report also says it’s a myth that accommodations required under the Americans with Disabilities Act are expensive. The report cites research showing that 49.4 percent of accommodations implemented or being implemented in 2004 and 2005 had “zero direct cost.” The research shows that the “median cost of an accommodation in the first year was $600, but when those that had zero cost were factored in, the median cost of a first-year accommodation was $25.” Steps to Take The research includes a list of steps for employers wanting to attract and keep employees with disabilities. Some of those steps are:
Author: GiGi SimsbrookStrategic Business Development (SBD) For many businesses, diversity is a smart choice. But experts in the field now agree, businesses that want to remain competitive and relevant in the shifting market place, must implement diversity and inclusion strategies throughout their organization —from training, to customer service, to internal teams, and people in the field. Generations X and Y are more inclusive than their predecessors. In order to keep a competitive edge and remain relevant, companies are seeking to actively engage in community partnerships and collaborations —and support organizations that focus on diversity and inclusion and empowerment and advancement of social minority groups. The ability for a business to remain competitive is dependent upon its ability to embrace and engage with the changing workplace. "Business must understand and solicit emerging-market customers, as well as allies to these groups,” says Darren Bates, Global Diversity and Inclusion Consultant and President and CEO of Employment Alliance for People with Disabilities (EAPD), a non partisan, non profit in Texas that helps employers expand diversity and recruiting efforts by outreaching, hiring, and retaining individuals with disabilities, older workers, and veterans with disabilities. "Embracing diverse and inclusive workplaces is increasingly important in light of demographic shifts as millions of baby boomers enter retirement and other minority groups are making up an increasingly large share of the workforce," says Sandi Morita, Former Chief Administrator for Kaiser Permanente in Southern California. In fact, Ms. Morita says, "More older Americans want to work than ever before. There is no question that economic stresses have delayed retirement and driven older people to keep working." But there are other forces at work, and they're part of a sustained change that's been going on for more than 20 years. The demographics of our country and global reach are changing rapidly. According to the American Community Survey (ACS), approximately 56.7 million people — 19 percent of the population —reported having a disability in the U.S. in 2010. Another changing demographic is the Lesbian, Gay, Bisexual, and Transgender (LGBT) population. The LGBT community has been estimated by many sources to be about 10 percent of the total population, but its reach, through relatives and friends and others who are supportive, is considerably greater. The demographic shift creating a new customer base and workforce is not the only reason to implement diversity initiatives within a company’s business strategy. Increased globalization, improved financial results, and employee retention are all part of a growing business case for diversity and inclusion. "You need diversity and inclusion to remain competitive; and diversity and inclusion are not the same," says Bates. Listen up HR professionals, does the sign on your office door still say, 'Personnel Department?' —Do you think workplace diversity is only focused on race and gender? If so, you and the company you work for have a big problem! Diversity has evolved to include a much wider range of attributes, including people with disabilities, older workers and the LGBT community. Inclusion goes beyond diversity, beyond employing individuals with diverse backgrounds. Inclusion is about creating a workplace environment where every employee is valued. An inclusive workplace culture is an environment of mutual respect, equity, and recognition of the value of differences each employee brings regardless of backgrounds or disability, age, race and so on. Embracing and fostering an inclusive corporate culture will improve a corporation's financial results. "Businesses that build a culture of access and inclusion and engage in diverse hiring practices by outreaching, hiring, promoting, and retaining people with disabilities, older workers and our returning wounded warriors have a distinct strategic advantage over their competitors," Bates says. According to the Employer Assistance & Resource Network, some of the most significant advantages include:
Companies like Starbucks, Walgreens, and Lowe's will tell you that promoting and fostering diverse and inclusive hiring practices expands your consumer base and increases your profits. James Harris, Director of Supplier Diversity for H-E-B, a San Antonio-based grocer, says H-E-B has focused on workplace diversity and inclusion and its pool of suppliers for more than nine years. "From a supplier diversity standpoint, minority suppliers better understand the needs of H-E-B consumers," Harris says. “They are connected with their needs and it makes us more reflective of the communities we serve." It's simple really, people that buy your products want to see others who look like them working in your store. Employees will work at companies where they feel welcomed and valued. Customers will shop and dine where they feel comfortable. Putting that into practice, the 2010 Census found that 1 in 5 people have a disability in the United States have a disability —that translates into more than 220 billion dollars in discretionary, consumer spending power. Does your business want a slice of this demographic? Any smart business would. —And as Bates and Harris have already said, with any customer segment, the best way to tap into a demographic market is to ensure it is represented in your workforce and supply chain. "I travel frequently across the country and what I see is that most companies need help to expand their workforce and create an inclusive corporate culture," says Bates. "That's why I founded the Employment Alliance for People with Disabilities." Innovative companies that want to remain relevant are actively seeking partnership and collaboration with organizations such as the Employment Alliance for People with Disabilities and workforce collaboratives such as the new LEAD Center that focus on diversity and inclusion, and the social and economic advancement of minority groups, such as people with disabilities, older workers and returning veterans with disabilities. "A partnership with EAPD means dedication to building a culture of access and inclusion and advancing best practices in the employment, advancement and independence of people with cross-disabilities," says Marshall Burns, EAPD Board Member. "It also means joining a network of energized people making change in our communities, our workplaces, our government and, our culture." Diversity and inclusion —synergize a corporation and make it resonate— so that a it not only looks like the community it serves, but the business operation, as a whole, becomes dynamically linked with the lives, wants and needs of its customers. And that's a recipe for success. The EAPD is a resource for employers seeking to diversify and expand their workforce and increase their market return by recruiting, hiring, promoting, and retaining qualified employees with disabilities, older workers and returning veterans with disabilities. For information on how you can Partner with the EAPD: Click Here Click on the link below to learn about new resources on how to create an inclusion workplace environment. Creating an Inclusive Work Environment Marketing to people with disabilities has never been more important and could give your Company a much needed boost. Here's some basic marketing tips to help your company tap into this multibillion dollar market and remain competitive and relevant! Top 10 Ways to Market to People with Disabilities and Boost Your ROI |
Blog Archives
May 2017
Blog Categories
All
Subscribe to EAPD RSS Feed |