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DirectEmployers Association National Disability and Employment Initiative
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January 25, 2012Julie Cook- DirectEmployers
James Emmett- CLIICC Centers
Disability Recruitment and Hiring
Fed
era
l C
on
tracto
r C
om
plian
ce Purpose of 503 Amendment
• 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
Fed
era
l C
on
tracto
r C
om
plian
ce Proposed Requirements
• 7% Hiring Goal• Personnel Practices• Self-Identify• Annual Survey• Written Accommodation
Process• Linkage Agreements
Bu
ild
ing
a N
ati
on
al S
trate
gy National Partners
James Emmett Consulting
Bu
ild
ing
a N
ati
on
al S
trate
gy National to Local
• 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
Div
ers
ity a
nd
Dis
ab
ilit
yWorkplace Diversity & People with Disabilities
Companies are focused on increasing diversity, but not necessarily on hiring people with disabilities as part of these diversity initiatives.
Doin
g B
usin
ess w
ith
Bu
sin
ess Common Barriers
Heterogeneous populationFinding disability partnersExpertise and knowledgeIncreased costsFear of Unknown
Str
ate
gie
s f
or
Su
ccess
Business Needs
Business Focus: –Business First Approach
Business Trust: –Responsive & Dedicated
Primary Partner: –Increased Efficiency
Feedback Loops: –Improved Execution
Syst
ems
and
Infr
astr
uctu
reDisability Community
• Complexity of service delivery systems• Subject matter experts• Nationwide hiring and
inclusion • Coordination of resources• Strategic Planning• Training
Syste
ms a
nd
In
frastr
uctu
re Doing Business the Old Way
Disability Community
Partners
One person one job! (no
pipeline)
Low expectations
of candidates
Not able or willing to
manage the relationship
Incomplete data
collection
Syste
ms a
nd
In
frastr
uctu
reA New Model
Businesses want to work with a
preferred vendor
Businesses need a partner to help
manage the business/disability
relationship
Businesses need a partner to
evaluate progress and
best practices.
There is a difference single Point of Contact
and a partner for the business.
Businesses do not know how to find the pipeline
of candidates with disabilities
Tie
r O
ne
Technology and Job Delivery
• 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
Tie
r O
ne
Benefits of the NLX
•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
CLII
CC
Cen
ter
What are the CLIICC Centers?
• 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)
Tie
r T
wo
Education and TrainingStrategies:
–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
Tie
r Tw
oDisability Expertise
• 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
Tie
r Th
ree
Company Wide InitiativesAggressive, long-term company-wide disability hiring initiatives across multiple statesStrategies:– 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
Tie
r Th
ree
Internal Strategies
Strategic Planning– Needs Assessment – Review of Current Strategies
Business & Community Marketing– TBTL Affinity Groups
Community Partner Collaboration
Training and Education
Wh
at’
s in
it
for
bu
sin
ess?
The Business Case in Tier 3
• 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
Op
port
un
itie
sBusiness 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
Wh
ere
Do W
e G
o F
rom
Here
? 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
Con
tact
Info
rmati
on
Contact Us
• Julie Cook jcook@directemployers.org
317-874-9015
• James Emmettjames@apse.org574-808-9779
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