Directemployers Disability Project Webinar 1.25.12 Final
1. Disability Recruitment and Hiring
January 25, 2012
Julie Cook- DirectEmployers
James Emmett- CLIICC Centers
2. • Against individuals with disabilities in employment
with federal contractors and subcontractors
• Standards for contractors to increase the
employment of individuals with disabilities in the
workforce
• Into the regulations necessitated by 2008 ADA
Amendment
• That exists in current 503 regulations to clearly
identify mandatory activities and to specify the
timeframe
3. • 7% Hiring Goal
• Personnel Practices
• Self-Identify
• Annual Survey
• Written Accommodation Process
• Linkage Agreements
4.
5. • National partners to energize disability
community
• Coordination of on the ground
resources
• Educate businesses to attract and retain
TOP talent
• Train and arm the disability
community to meet business needs
6. Companies are focused on increasing diversity, but
not necessarily on hiring people with disabilities as
part of these diversity initiatives.
8. Business Needs
Business Focus:
–Business First Approach
Business Trust:
–Responsive & Dedicated
Primary Partner:
–Increased Efficiency
Feedback Loops:
–Improved Execution
9. • Complexity of service delivery
systems
• Subject matter experts
• Nationwide hiring and inclusion
• Coordination of resources
• Strategic Planning
• Training
10. One person
one job! (no
pipeline)
Incomplete Disability Low
expectations
data Community of
collection
Partners candidates
Not able or
willing to
manage the
relationship
11.
12. Businesses want
to work with a
preferred vendor
Businesses do Businesses need a
not know how to partner to help
find the pipeline manage the
of candidates business/disability
with disabilities relationship
There is a Businesses need
difference single a partner to
Point of Contact evaluate
and a partner progress and
for the business. best practices.
13. • Create a useful and non-duplicative system to
get job openings out to all 80 state VR
agencies and community providers
• Strategies:
– Identify Primary and Secondary contacts
– Complete resource mapping
– Build post-secondary partnerships
• Outcome:
– Increased availability of vetted jobs
– Automated compliance system for DE members
– Increased access to disability partners
14. • Job seekers apply directly with company
• Employers reach a greater number of
candidates with low to no cost
• Increases efficiencies- HR and Community
Orgs.
• Employers meet affirmative action objectives
and achieve hiring goals
• Individuals with disabilities who are seeking
employment have improved access
15. • Company Lead Inclusion & Internal Capacity
Creation (CLIICC Center)
• Provide disability & diversity focused consulting
services to companies who are members of
DirectEmployers Association in partnership with
local disability partners
• Two levels of service from CLIICC Centers:
– Diversity/Disability compliance consulting (Tier2)
– Disability outreach project consulting (Tier 3)
16. Strategies:
– DOL compliance training
– Customized training
– Train disability community to be
responsive to business & compliance
needs
Outcomes:
– Leveraging of resources
– Long term hiring pipeline
– Compliance & beyond
17. • Job/Essential Functions Analysis
• Job Requirement Review
• Personnel Practice Audit
• Ongoing Employment Practices
Review/Support
• Reasonable Accommodation Training
• Communicating Job Openings to the
Disability Community
18. Aggressive, long-term company-wide disability hiring
initiatives across multiple states
Strategies:
– Technical Assistance
– Internal Strategies to directly tap into the
disability community as a powerful labor
– Education
• Outcomes:
―Successful, long-term hiring relationships
―Inclusive work environments
―Built in compliance
19. Internal Strategies
Strategic Planning
– Needs Assessment
– Review of Current Strategies
Business & Community Marketing
– TBTL Affinity Groups
Community Partner Collaboration
Training and Education
20. • Reduced Recruiting Costs
• Reduced Training Costs
• Reduced Turnover
• Tax Credits
• Other Incentives
• Increased Diversity
• New Customer Niche Group
• Increased Brand Loyalty
• Improved Community Relations
• OFCCP Compliance
• Risk Reduction/ADA Compliance Support
21. Business Opportunities
• Direct Access
• Ongoing and Customized Support
• Support from disability experts
• Inside Information
• Right fit = Increased Opportunities
• Increased Inclusion
• Improved federal indicators
• Pipeline of partners and careers
• Coordination of Resources
22. Next Steps
• Contact us
• Company needs assessment
• Create disability outreach strategy
• Develop incentives/resource plan
• Identify local, state, & national partners to meet
your needs
• Build your consortium & pipeline
• Develop natural support/inclusion process
• Coordination of Resources
• Ongoing evaluation & improvement
Just 3 in 10 companies report having a disability specific policy or program and less than 1 in 10 report having both a disability policy and program.
1. Recruiting across disability types and understanding the full gamut of talent that is available in the disability community. 2. Inconsistent experiences with disability organizations and partners. 3. Partners that have the knowledge and expertise to address their issues. 4. Higher costs that may be associated with hiring and retaining individuals with disabilities (accommodations, etc.) 5. Fear of unknown when working with people with disabilities
1.) Complexity of VR and Employment Service providers – every state is different 2.) Wide variety of disabilities there is no one size fits all answer and the SMEs are needed to bring in best practices. 3.) Top down hiring initiatives include cross state resource facilitation 4.) No one agency is able to meet all of a businesses needs—Post-secondary, traditional VR, Community partners, etc are all needed. 5.) Provide both a roadmap and the education that staff needs to be successful when working with an employee with a disability.
Beg, Place, Pray
Introduction to the three tiers
Pipeline and Partnership
Same benefits as the NLX brings now to employers…benefits of nlx--- different segment companies are not hitting
Training and education throughout the disability community should include these functions. Relate this to the Lincoln Financial story in Indiana. Customized solutions for business that may include these functions…don’t forget no Fear
Leveraging resources to improve outcomes on both the business and the consumer side. Builds long term capacity- Walgreens in Indiana….being extended across the country. Bringing a consistent model to businesses and disability community that is customizable by location and need, but consistent in delivery and knowledge. to help companies create systems to more efficiently recruit, screen, hire, train, support, promote employees with disabilities
Top down initiatives that come together on the ground. What do those internal strategies look like…strategic planning, marketing internally and externally (college disbility groups, corporate affinity groups, build brand recognition in the disability community), an active partner to coordinate community agencies and partners, training and education for staff on natural supports, accommodations that often lead to improvements in universal design, etc.
