Louis Orslene Job Accommodation Network (JAN) May 3 rd and 4 th, 2011 EEOC Executive Leadership Conference

Workplace Diversity – Including Disability as a

Strategic Business AdvantageLouis Orslene

Job Accommodation Network (JAN)May 3rd and 4th, 2011

EEOC Executive Leadership Conference

Disability as a Strategic Business Advantage

Overview◦ About JAN◦ Debunking the Myths◦ Business Case ◦ Effective Communication ◦ The Interactive Process◦ Creating an Inclusive Workplace◦ Effective Practices

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Established in 1983 as a national, free service Specialize in job accommodations and the

employment provisions of the ADA Assist with the interactive process Give targeted technical assistance Provide comprehensive resources Maintain confidentiality Communicate via telephone, chat, text, TTY,

relay, email, and social networks Offer live and archived training Work as a partner in making model employers

About JAN

◦ Employers◦ Individuals◦ Service Providers◦ Others

About JAN

◦ 36,500 contacts per year - 10,000 electronic contacts

◦ 3,200,000 million Webpage requests per year

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About JAN

Debunking the Myths

Accommodations are too expensive -

◦ More than half (56%) were made at no cost◦ Of those employers who experienced a one-

time cost to make an accommodation, the typical cost of accommodating an employee was $600

Low Cost, High Impact (2010) JAN Study

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Debunking the Myths

Accommodations aren’t effective –

◦ Employers were asked to rank the effectiveness of accommodating a worker on a scale of 1 to 5, with 5 being extremely effective

◦ Of those responding, 76% reported accommodations were either very effective or extremely effective

Low Cost, High Impact (2010) JAN Study

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Debunking the Myths

People with disabilities do not have the talent and skills needed in business

People with disabilities have been among the greatest leaders and contributors to business, science, the arts, and society.

People with disabilities have a higher than average absentee rate

A recent DePaul study of 314 employees across several industries indicates participants with disabilities had fewer scheduled absences than those without disabilities, and that all participants had nearly identical job performance ratings.

People with disabilities leave jobs more frequently than workers without disabilities

Hire Potential, a hiring and staffing agency found that their placements stayed on the job an average of 50% longer than those without disabilities and Marriott employees hired through their Pathways to Independence Program experienced a 6% turnover rate versus the 52% turnover rate of their overall workforce.

Fortune Magazine reported that after Carolina Fine Snacks, a small business in Greensboro, NC, started hiring people with disabilities, employee turnover dropped from 80% every six months to less than 5%; productivity rose from 70% to 95%; absenteeism dropped from 20% to less than 5%; and tardiness dropped from 30% of staff to zero.

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Debunking the Myths

Business Case for Hiring, Retaining, and Promoting People with Disabilities

What is the strategic advantage of including disability in the diversity efforts?

1. Aging of the U.S. workforce and accompanying rise of impairment

2. Increase of qualified youth with disabilities entering the workforce

3. Broadening of the ADA and stricter enforcement of Section 508 and Section 503 of the Rehabilitation Act

4. Recognition that people with disabilities and their families have significant disposable income

5. Availability of assistive technology has enhanced productivity

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Business Case


In Ernst & Young's latest survey on globalization, James Turley, E&Y CEO writes:

“we found that the majority of respondents believe diversity of teams and experience improves both the financial performance and reputation of their organizations.”

James S. Turley, CEO, Ernst & Younghttp://features.blogs.fortune.cnn.com/2011/01/23/ey-ceo-on-what-makes-global-leaders-successful/

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Business Case


“Some 58 million adults - 34 percent - age 18 to 65 have at least one chronic condition, and 19 million adults - 11 percent - have two or more chronic conditions…It is estimated that by the year 2020, half of the U.S. population will have at least one chronic condition and one-quarter will be living with multiple chronic conditions.”

From Center on an Aging Society, Georgetown UniversityData from the 2000 Medical Expenditure Panel Survey, from the National Health Survey.

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Business Case


“83% of working-age people with disabilities have high school diplomas or a higher education.”

National Organization on Disability, Harris Poll (2010)

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Business Case


“…87% of survey participants specifically agreed that they would prefer to give their business to companies that hire individuals with disabilities.”

A national survey of consumers attitudes towards companies that hire

people with disabilities by Neil Romano and Gary Siperstein (2006)

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Business Case


Employer Reported Benefits of Accommodation

88% - retaining a valued employee72% - increase in the employee’s productivity59% - elimination of costs of training a new employee52% - increase in the employee’s attendance43% - increase in diversity of the company39% - saving in worker’s compensation/other insurance costs11% - promotion of an employee with a disability

Low Cost, High Impact (2010) Resulting from the JAN Study of Employer Customers

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Business Case

Why is disability a federal sector issue?

Executive Order 13448 – Increasing Federal Employment of Individuals with Disabilities

LEAD Initiative – Expedited Process for Hiring with Schedule A

Broadening of the ADA with the 2008 Amendments An stricter enforcement of Section 501, Section

508 and Section 503 (Federal Contractors) of the Rehabilitation Act

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Business Case

Effective Communication – A Common Sense Approach

Language Tips

People First Language No One is a Victim Adults do not have special needs Disabilities have various levels of impairment

i.e. hearing, blind, autistic, etc. Mental Illness, correct? Not denigrating

descriptions such as “nuts”, “crazy”, etc. Intellectual disability, correct? Not mental

retardation

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Effective Communication

Meet and Greet Tips

Just like you, right? Write down what you want to say Meeting and talking with a person with

blindness Sit down and relax Intellectual disability Cosmetic disfigurement Service animal Speech impairment Ultimately if you are unsure about how to

communicate, ask the person20


General Tips at Work

Abilities First

Adaptive devices and assistive technology

Communicate directly – eye contact - with a

colleague with a disability

Gaining the attention of someone who is deaf

Communication preference

Ask the person first before providing assistance

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Supervising a Person with a Disability

Orient them to the evacuation procedures

Learning to navigate the office

Respect Privacy and do not make small talk

about disability

Productivity tools - Just do it But, if a person discloses and asks for an

accommodation then begin the interactive process – communicate frequently and document

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Interviewing a Person with a Disability

Provide training to all the employees who

might be in contact with a person with a

disability

Focus on essential functions of the job

Disability does not need to be disclosed

Voluntary disclosure – affirmative action only

How to reply to a disclosure of disability

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The Interactive Process

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JAN’s Interactive Process

Step 1: Recognizing an Accommodation Request

TIPS Err on the side of caution Act quickly Assign responsibility Conduct training

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Step 2: Gathering Information

TIPS Find out the limitation and problem Get information from the employee when

possible Remember rules for medical inquiries

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Step 3: Exploring Accommodation Options

TIPS Keep an open mind Invite the employee to suggest

accommodations Ask the employee’s medical

provider for ideas Use JAN when needed

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Step 4: Choosing an Accommodation

TIPS Consider the employee’s preference Consider a trial period

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Step 5: Implementing the Accommodation

TIPS Make sure all necessary steps

are taken to implement the accommodation

Communicate with essential personnel about the accommodation

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Step 6: Monitoring the Accommodation

TIPS Check on effectiveness Maintain the accommodation Encourage ongoing

communication

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Creating an Inclusive Workplace

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Recruitment – Is your company disability friendly? Disability Outreach, company marketing, website, position descriptions, recruitment process, policies.

Selection – Recruiters, Hiring Manager, how to interview PwD, appropriate questions, accommodations.

Performance – Do you focus on performance vs. the disability, do managers have a performance standard for supporting disability employment? Coach, Mentor, Engage and Retain

Succession – Do individuals with disabilities know what positions they may aspire to, is internal upward mobility practiced for all?

Development – Are training programs, educational opportunities and internal learning programs accessible, are people with disabilities invited & encouraged to attend?

Transition – Are policies and practices for layoff, severance, retirement, etc. written and practiced consistently regardless of disability?

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Graphic credited to yhrct.com

• Websites• Online HR Systems• Intranets• Service Centers• Products and Services• Promotions – Marketing & Communications• Procurement

Debra Ruh, TecAccess (2011)

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General Tips

Visit organizations with operational accessibility programs and benchmark their processes.

Enforce small, easy to make compliant issues first. Build employee/management expectations that accessibility is not difficult nor expensive.

Create a Road Map and Plan of Action

Offer training for several years. It is the second year that everyone starts to believe you are serious about accessibility

Debra Ruh, TecAccess (2011)

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J.P Morgan Chase uses a top down approach…

Champion in the “C” Suite Everyone from the Board to the CEO to senior

division heads needs to lend their collective weight

Needs and direction of the new initiative should come from the top

Institutionalized channels of communication should be used to inform everyone company wide

Joan McGovern, Vice President at Corporate Diversity, JP Morgan Chase


Highmark Blue Cross Blue Shield uses a strategic approach to disability…

Establish a diversity recruiting commitment Develop a diversity performance objective Build a diversity and inclusion strategic plan Train, train, train Set a centralized accommodations budget

Tammie McNaughton, Getting Hired.com formerly Director of Corporate Diversity & Work Life at Highmark Blue Cross Blue Shield


Start by:

Indentifying internal champions Developing an internal and external

communication or outreach plan for the company

Developing a baseline and goals Identifying external partners to assist Developing a company-wide training program Testing the accessibility of your systems


Start by:

Developing internal expertise concerning issues of disability

Updating your accommodation policy and procedures

Identify current employees with disabilities who are open about their disability and willing to for instance help start an employee resource group

Provide champions with information to dispel the myths about disability when they arise


As part of your internal communications - what everyone needs to know:

Who are you top champions Who the point person and internal expert is for

disability related questions What to do if someone discloses How are accommodations funded How will they be held accountable


JAN - Disability awareness and effective communication training; Readily available accommodation process information for applicants and hiring staff

CAP (Computer Electronic Accommodations Programs) – After partnering with CAP, you can then tap their resources to provide assistive technology and training to a new hire with a disability.

Your state vocational rehabilitation to identify qualified applicants with disabilities

Internship programs specifically for young people with disabilities i.e. Workforce Recruitment Program (WRP), Emerging Leaders, Entry Point, Career Opportunities for Students with Disabilities (COSD), etc.

Disability related job banks such as GettingHired.com, One More Way Foundation, Ability Jobs, Disaboom, etc.

Effective Practices for Recruiting and On boarding

Have a process in place to follow up with applicants or candidates who disclose

Accessible and usable on-line application system

Accessible collateral hiring materials Accessible tests required of the applicant or

candidate Voluntary, confidential self-identification form Accessible training materials for new

employees

Effective Practices for Recruiting and On boarding

Again partnering with JAN, CAP, your state VR agency or other local organizations

Have an accommodation team with a single point of contact for accommodation requests

Have a centralized accommodation fund Have a confidential and objective process in place for

determining accommodations Practice universal accessibility by insuring:

◦ software or hardware accommodation operates with your database systems and intranet

◦ company training materials are accessible◦ company multimedia is accessible◦ company communications are accessible◦ Physical site is accessible

Effective Practices for Retaining and Advancement

Select Resources:

Recruiting - GettingHired.com http://www.gettinghired.com/ One More Way http://onemoreway.org/ Workforce Recruitment Program (WRP)

http://www.dol.gov/odep/programs/workforc.htm EARN http://www.askearn.org/ Emerging Leaders Program http://www.emerging-leaders.com/ Career Opportunities for Students w/Disabilities (COSD) http://www.cosdonline.org/

Computer/Electronic Accommodations Program CAP www.tricare.mil/cap

Hardware/Software/Website Accessibility Issues- TecAccess http://www.tecaccess.net/index.shtml SSB BART Group Inc. https://www.ssbbartgroup.com/index.php WebAim http://webaim.org/

Leaders in Inclusive Workplaces - US Business Leadership Network http://www.usbln.org/

Guidance, Publications, & Research - SHRM Disability Resources

http://www.shrm.org/hrdisciplines/Diversity/Articles/Pages/disability_072110.aspx ADA National Network (DBTAC) http://www.adata.org/Static/Government.aspx Diversity Inc.(Disability page)

http://www.diversityinc.com/department/255/Disability/

Job Accommodation Network (JAN)

Contact ◦ (800)526-7234 (V) & (877)781-9403 (TTY)◦ AskJAN.org & [email protected]



Documents

Louis Orslene Job Accommodation Network (JAN) May 3 rd and 4 th, 2011 EEOC Executive Leadership Conference