HireABILITY: Hiring Students With disABILITIES to Gain the Recruiting Edge

HireABILITY:Hiring Students With DisABILITIES to Gain the Recruiting Edge

Vanessa Patrick, M.Ed

Assistant Director for Career and Professional Development

Jim Faubel, MHS

Assistant Director/ Learning Specialist;Disability Resource Center

Today We'll Discuss:

UF/DRC Student

Population Overview

Stigmas and

Strengths of

Recruiting Students

w/ Disabilitie

s

Best Practices

Recruitment

Strategies

UF Student ProfileDisability Resource Center

Student Population Overview:

Summer 2016 • 1,741 (3.4%) of UF Students are currently utilizing

DRC services • Certificate, undergraduate, graduate and professional

students• Traditional (campus), distance education program &

distance learning students

• Higher Education Studies predict that 7%-11% of the student population has a disability

Categories of Disabilities by Primary Disability

Students with AD/HD ; 31%

Learning Disorders; 24%

Mental Health Disorders; 21%

Medical/Chronic Health Conditions; 13%

Hearing, Vision, TBI, Asperburgers; 7%

Physical/ Mobility Impairements ; 4%

Students with AD/HD Learning Disorders Mental Health DisordersMedical/Chronic Health Conditions Hearing, Vision, TBI, Asperburgers Physical/ Mobility Impairements

Stigmas & Misconceptions:• Accommodating workers with disabilities is expensive

(Less than $1,000 per employee)

• The ADA forces employees to hire unqualified individuals (must be able to perform essential job functions)

• Disabilities are always visible (don’t make assumptions & be aware of company policy)

• All people with disabilities require job accommodations (Less than 1 quarter)

• http://www.in.gov/spd/files/Myth.pdf

Employee Strengths:• Creativity• Perseverance•Determination• Ability to Overcome Obstacles•Different Perspective•Diversity in the Workplace

The Recruitment EdgeBest Practices for Creating an Inclusive Environment

• What things is your company or industry currently doing well to recruit students with disabilities?• What things could your company

implement to create a more inclusive work environment for students with disabilities?

PAIR & SHARE

NACE Best PracticesFeaturing

Employees on Website

Disability-Friendly

ApplicationsLinkedIn Groups

Disability Etiquette Training

Participating in WRP

Collaborating within the

Career Center

Posting on Customized Databases

Employee Resource Groups

Training Staff on Reasonable

Accommodations

The American Association of People With Disabilities (AAPD) & US Business Leadership Network (USBLN)

• Culture and Leadership• Enterprise-Wide Access• Employment Practices• Community Engagement • Support Services

Connect @ UFSG-Disability

Cabinet AffairsGators for All

AbilitySecond Chance for

Gators

Stronger Than Stigma

Florida Disability Access &

Awareness Foundation

Disability Resource Center

Partner w/ the CRC to host a

customized program

• Jason is one of your top recruits for your management in training program; however, he has a visual impairment & is unable to travel alone at night; your official hiring process requires an overnight interview process. How can you advocate & support this candidate?

• Caroline recently completed a computer engineering internship and was offered a full-time job at your company. However, she expressed that she has Asperger's and is apprehensive about building relationships with colleagues. How can you advocate & support this candidate?

TALK IT OUT:

Questions?Vanessa Patrick vanessap@crc.ufl.edu

Jim Faubel jimrf@dso.ufl.edu

www.crc.ufl.edu