The Society for Human Resource Management (SHRM) has released the first in a series of 3 studies conducted in collaboration with, and commissioned by, the Cornell University ILR School Employment and Disability Institute. The first report looks at practices and policies related to recruiting and hiring individuals with disabilities based on findings from a survey of SHRM’s membership. Sixty percent of respondents worked for U.S.-based companies; the rest worked at multinational companies. Nearly two-thirds (61%) of organizations include people with disabilities explicitly in their diversity and inclusion plans and 58% indicate training HR staff and supervisors on effectively interviewing people with disabilities. Nearly one-half (45%) of organizations found that training HR staff and supervisors on interviewing people with disabilities to be very effective in the recruitment or hiring of people with disabilities.

1. SHRM Survey Findings: Employing People With
Disabilities: Practices and Policies Related to
Recruiting and Hiring Employees With Disabilities
In collaboration with and commissioned by Cornell University ILR
School Employment and Disability Institute
April 11, 2012
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

2. Introduction
SHRM, in collaboration with and commissioned by the Cornell University ILR School Employment and Disability
Institute, conducted a survey of its members about organizational practices and policies related to employing
people with disabilities. Areas of focused in this survey research included:
 Part 1: Recruitment and Hiring (Released April 11, 2012)
 Part 2: Accessibility and Accommodation (Released May 17, 2012)
 Part 3: Retention and Advancement (To be released soon)
In addition, the survey explored metrics that organizations track for all employees and for employees with
disabilities, as well as potential barriers in the employment of and advancement of people with disabilities.
The data findings included in this document focus on Part 1 of the research: Practices and Policies Related to
Recruiting and Hiring Employees With Disabilities.
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
2

3. Part 1:
Policies and Practices Related
to Recruitment and Hiring
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
3

4. Study Purpose, Partners and Funding
 Study purpose: to provide new knowledge about differences in HR practices in hiring,
retaining and advancing individuals with disabilities and the relationship between
these practices and positive employment outcomes.
 Partners: SHRM, in collaboration with Cornell University.
 Funding: U.S. Department of Education, National Institute on Disability and
Rehabilitation Research grant to Cornell University, Rehabilitation Research and
Training Center on Employer Practices (Grant No. H133B040013).
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
4

5. Definitions
For this survey, we define a “person with a disability” as someone who has a
physical and/or mental impairment that substantially limits a major life activity. This
could include (but is not limited to) individuals with a physical disability, a chronic
health condition, a vision or hearing impairment, a mental health condition, or a
workplace injury or illness.
We define an “effective practice or policy” as one that leads to improved
recruitment, hiring, retention, engagement, workplace climate and/or advancement
of people with disabilities.
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
5

6. Key Findings
 What policies and practices related to the recruitment and hiring of people with disabilities are
currently being implemented by organizations? Nearly two-thirds (61%) of organizations indicate
including people with disabilities explicitly in their diversity and inclusion plans, 59% require
subcontractors/suppliers to adhere to disability nondiscrimination requirements, 58% train HR staff
and supervisors on effectively interviewing people with disabilities, and 57% have developed
relationships with community organizations that promote the employment of people with
disabilities.
 Among organizations that have implemented policies and practices related to the recruitment
and hiring of people with disabilities, which policies and practices were found to be very
effective? Nearly one-half (45%) of organizations found that training HR staff and supervisors on
interviewing people with disabilities was very effective. Several organizations also believe that
requiring subcontractors/suppliers to adhere to disability nondiscrimination requirements (38%)
and having explicit organizational goals related to the recruitment or hiring of people with
disabilities (34%) were very effective practices.
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
6

7. Key Findings (Continued)
 Are some organizations more likely to have policies and practices related to the recruitment
and hiring of people with disabilities depending on the organization’s staff size or sector?
Larger organizations are more likely to have polices and practices related to recruitment and
hiring of people with disabilities compared with smaller organizations. Publicly owned for-profit
organizations also are more likely to have some of these policies and practices in place
compared with privately owned for-profit organizations and nonprofit organizations.
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
7

8. Policies and Practices Related to Recruitment
and Hiring
Our organization…
Includes people with disabilities explicitly in its diversity and
inclusion plan. 61% 39%
(n = 567 )
Requires subcontractors/suppliers to adhere to disability
nondiscrimination requirements.
59% 41%
(n = 525)
Trains HR staff and supervisors on effective interviewing of people
with disabilities. 58% 42%
(n = 580)
Has relationships with community organizations that promote the 57% 43%
employment of people with disabilities.
(n = 568)
Actively recruits people with disabilities. 47% 53%
(n = 574)
Yes No
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
8

9. Policies and Practices Related to Recruitment
and Hiring (Continued)
Our organization…
Has senior management that demonstrates a strong commitment to
disability recruitment and hiring. 40% 60%
(n =555)
Takes advantage of tax incentives for hiring people with disabilities
(e.g., Small Business Tax Credit, Architectural/ Transportation Tax 27% 73%
Deduction or Work Opportunities Tax Credit).
(n = 467)
Has explicit organizational goals related to the recruitment or hiring
of people with disabilities. 27% 73%
(n = 540)
Participates in internships or similar programs that target people with 20% 80%
disabilities.
(n =525)
Includes progress toward recruitment or hiring goals for people with
disabilities in the performance appraisals of senior management. 18% 82%
(n = 547)
Yes No
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
9

10. Effectiveness of Policies and Practices
Very Somewhat Not Effectiveness
Our organization… effective effective effective not known
Trains HR staff and supervisors on effective
interviewing of people with disabilities. 45% 37% 17% 1%
(n = 334)
Requires subcontractors/suppliers to adhere to
disability nondiscrimination requirements. 38% 30% 3% 29%
(n = 310)
Has explicit organizational goals related to the
recruitment or hiring of people with disabilities. 34% 31% 9% 25%
(n = 149)
Participates in internships or similar programs that
target people with disabilities. 33% 37% 5% 25%
(n = 111)
Note: Respondents who answered that a policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review”
or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
10

11. Effectiveness of Policies and Practices
(Continued)
Very Somewhat Not Effectiveness
Our organization… effective effective effective not known
Includes people with disabilities explicitly in its
diversity and inclusion plan. 29% 36% 7% 27%
(n =349)
Has relationships with community organizations that
promote the employment of people with disabilities. 28% 37% 7% 28%
(n = 326)
Has senior management that demonstrates a strong
commitment to disability recruitment and hiring. 27% 42% 8% 23%
( n = 223)
Note: Respondents who answered that a policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review”
or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
11

12. Effectiveness of Policies and Practices
(Continued)
Very Somewhat Not Effectiveness
Our organization… effective effective effective not known
Actively recruits people with disabilities.
26% 37% 6% 30%
(n = 273)
Takes advantage of tax incentives for hiring people
with disabilities (e.g., Small Business Tax Credit,
Architectural/ Transportation Tax Deduction or Work 26% 34% 6% 34%
Opportunities Tax Credit).
(n = 128)
Includes progress toward recruitment or hiring goals
for people with disabilities in the performance
29% 33% 11% 28%
appraisals of senior management.
(n = 99)
Note: Respondents who answered that a policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review”
or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
12

13. Comparison by
Organization Sector
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
13

14. Definition of Sectors
 Publicly owned for-profit organization is a limited liability company that offers its
securities (stock/shares, bonds/loans, etc.) for sale to the general public, typically through
a stock exchange or through market makers operating in over-the-counter markets. This is
separate and distinct from a government-owned corporation that might be described as a
publicly owned company.
 Privately owned for-profit organization is a business company owned either by
nongovernmental organizations or by a relatively small number of shareholders or
company members. A privately owned for-profit organization does not offer or trade its
company stock (shares) to the general public on the stock market exchanges, but rather
the company's stock is offered, owned and traded or exchanged privately. Less ambiguous
terms for a privately held company are unquoted company and unlisted company.
 Nonprofit organization is neither a legal nor a technical definition, but generally refers to
an organization that uses surplus revenues to achieve its goals rather than to distribute
them as profit or dividends. States in the U.S. defer to the IRS designation conferred
under United States Internal Revenue Code Section 501 when the IRS deems an
organization eligible. A nonprofit organization may or may not have shareholders.
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
14

15. Comparison by Organization Sector
Our organization…
actively recruits people with disabilities.
Organization sector Differences based on organization sector
Publicly owned for- privately owned for-
Publicly owned for-profits (58%) Privately owned for-profits (41%) >
profits profits
has relationships with community organizations that promote the employment of people with disabilities.
Organization sector Differences based on organization sector
Publicly owned for privately owned for-
Publicly owned for-profits (64%) Privately owned for-profits (52%) >
profits profits
includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals
of senior management.
Organization sector Differences based on organization sector
Publicly owned for- privately owned for-
Publicly owned for-profits (24%) Privately owned for-profits (14%) >
profits profits
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
Only statistically significant differences are shown.
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
15

16. Comparison by Organization Sector
(Continued)
Our organization…
takes advantage of tax incentives for hiring people with disabilities.
Organization sector Differences based on organization sector
Privately owned for-profits (21%) Publicly owned for- privately owned for-
Publicly owned for-profits (42%) >
Nonprofits (23%) profits profits, nonprofits
requires subcontractors/suppliers to adhere to disability nondiscrimination requirements.
Organization sector Differences based on organization sector
Privately owned for-profits (48%) Publicly owned for- privately owned for-
Publicly owned for-profits (80%) >
Nonprofits (55%) profits profits, nonprofits
includes people with disabilities explicitly in its diversity and inclusion plan.
Organization sector Differences based on organization sector
Privately owned for-profits (54%) Publicly owned for- privately owned for-
Publicly owned for-profits (77%) >
Nonprofits (60%) profits profits, nonprofits
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
Only statistically significant differences are shown.
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
16

17. Comparison by Organization Sector
(Continued)
Our organization…
has explicit organizational goals related to the recruitment or hiring of people with disabilities.
Organization sector Differences based on organization sector
Publicly owned for-profits (40%) Publicly owned for- privately owned for-
Privately owned for-profits (19%) >
Nonprofits (34%) profits, nonprofits profits
has senior management that demonstrates a strong commitment to disability recruitment and hiring.
Organization sector Differences based on organization sector
Publicly owned for-profits (49%) Publicly owned for- privately owned for-
Privately owned for-profits (32%) >
Nonprofits (48%) profits, nonprofits profits
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
Only statistically significant differences are shown.
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
17

18. Comparison by
Organization Staff Size
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
18

19. Comparison by Organization Staff Size
Our organization…
actively recruits people with disabilities.
Smaller organizations Larger organizations Differences based on organization staff size
1 to 99 employees (37%) 2,500 to 24,999 employees (64%)
Larger organizations > smaller organizations
100 to 499 employees (39%) 25,000 or more employees (78%)
has relationships with community organizations that promote the employment of people with disabilities.
Smaller organizations Larger organizations Differences based on organization staff size
1 to 99 employees (48%)
2,500 to 24,999 employees (75%) Larger organizations > smaller organizations
100 to 499 employees (50%)
includes people with disabilities explicitly in its diversity and inclusion plan.
Smaller organizations Larger organizations Differences based on organization staff size
500 to 2,499 employees (66%)
1 to 99 employees (47%) 2,500 to 24,999 employees (72%) Larger organizations > smaller organizations
25,000 or more employees (85%)
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
Only statistically significant differences are shown.
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
19

20. Comparison by Organization Staff Size
(Continued)
Our organization…
has explicit organizational goals related to the recruitment or hiring of people with disabilities.
Smaller organizations Larger organizations Differences based on organization staff size
1 to 99 employees (18%)
25,000 or more employees (52%) Larger organizations > smaller organizations
100 to 499 employees (24%)
includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals
of senior management.
Smaller organizations Larger organizations Differences based on organization staff size
100 to 499 employees (12%) 25,000 or more employees (39%) Larger organizations > smaller organizations
participates in internships or similar programs that target people with disabilities.
Smaller organizations Larger organizations Differences based on organization staff size
2,500 to 24,999 employees (28%)
100 to 499 employees (13%) 25,000 or more employees (35%) Larger organizations > smaller organizations
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
Only statistically significant differences are shown.
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
20

21. Comparison by Organization Staff Size
(Continued)
Our organization…
has senior management that demonstrates a strong commitment to disability recruitment and hiring.
Smaller organizations Larger organizations Differences based on organization staff size
1 to 99 employees (33%)
25,000 or more employees (63%) Larger organizations > smaller organizations
100 to 499 employees (33%)
takes advantage of tax incentives for hiring people with disabilities.
Smaller organizations Larger organizations Differences based on organization staff size
500 to 2,499 employees (36%)
1 to 99 employees (16%)
2,500 to 24,999 employees (43%) Larger organizations > smaller organizations
100 to 499 employees (15%)
25,000 or more employees (61%)
requires subcontractors/suppliers to adhere to disability nondiscrimination requirements.
Smaller organizations Larger organizations Differences based on organization staff size
500 to 2,499 employees (68%)
1 to 99 employees (46%) 2,500 to 24,999 employees (69%) Larger organizations > smaller organizations
25,000 or more employees (82%)
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
Only statistically significant differences are shown.
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
21

22. Demographics: Organization Industry
Percentage of
Industry
Respondents
Manufacturing 26%
Finance and insurance 12%
Professional, scientific and technical services 12%
Retail trade 12%
Wholesale trade 9%
Transportation and warehousing 8%
Accommodation and food services 7%
Entertainment and recreation 5%
Information 5%
Utilities 5%
Construction 4%
Educational services 4%
Note: n = 637. Total does not equal 100% due to multiple response options .
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
22

23. Demographics: Organization Industry
(Continued)
Percentage of
Industry
Respondents
Health care and social assistance 4%
Religious, grantmaking, civic, professional and similar organizations 4%
Repair and maintenance 4%
Real estate and rental and leasing 3%
Administrative and support and waste management and
2%
remediation services
Management of companies and enterprises 2%
Public administration 2%
Agriculture, forestry, fishing and hunting 1%
Mining 1%
Personal and laundry services 1%
Other 8%
Note: n = 637. Total does not equal 100% due to multiple response options .
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
23

24. Demographics: Respondents by Organization
Sector
Privately owned for-profit organization 56%
Publicly owned for-profit organization 28%
Nonprofit organization 14%
Other 3%
Note: n = 611. Percentages do not equal 100% due to rounding.
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
24

25. Demographics: Respondents by Organization
Staff Size
1 to 99 employees 23%
100 to 499 employees 28%
500 to 2,499
24%
employees
2,500 to 24,999
18%
employees
25,000 or more 7%
n = 627
employees
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
25

26. Demographics: Other
Does your organization have U.S.-based Is your organization a single-unit organization or a
operations (business units) only or does it multi-unit organization?
operate multinationally? Multi-unit organization: An organization that
U.S.-based operations only 60% has more than one location 80%
Multinational operations 40% Single-unit organization: An organization in
n = 617 which the location and the organization are 20%
one in the same
n = 635
For multi-unit organizations, are HR policies and
What is the HR department/function
practices determined by the multi-unit corporate
responded for throughout this survey?
headquarters, by each work location or both?
Corporate (companywide) 57% Multi-unit headquarters determines HR
51%
policies and practices
Facility/location 26% A combination of both the work location
and the multi-unit headquarters 46%
Business unit/division 17%
determine HR policies and practices
n = 519 Each work location determines HR policies
3%
and practices
n = 516
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
26

27. Further Information Available
 SHRM® Disability Employment Resource Page
www.shrm.org/disabilityemployment
 HR Tips
www.hrtips.org
 Employer Assistance and Resource Network (EARN)
www.askEARN.org
 Job Accommodation Network (JAN)
http://askjan.org
 National ADA Network
www.adata.org
 Cornell Employment and Disability Institute publications online
http://digitalcommons.ilr.cornell.edu
 Employment and Disability Institute at Cornell University
www.ilr.cornell.edu/edi
 U.S. Disability Status Report
www.disabilitystatistics.org
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
27

28. Survey Methodology
 Response rate = 23%
 Sample consisted of 662 HR professional respondents from a randomly selected sample of
SHRM’s membership.
 A series of e-mail reminders along with a call campaign were used to encourage survey
participation.
 Margin of error is +/-3%.
 Survey fielded October 19-December 15, 2011
• For more survey/poll findings, visit www.shrm.org/surveys
• For more information about SHRM’s Customized Research Services, visit www.shrm.org/customizedresearch
• Follow us on Twitter: http://twitter.com/SHRM_Research
SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
28