RESBECTABILITY

The Jackie Robinson StrategyJennifer Laszlo Mizrahi, Presidentwww.RespectAbilityUSA.org1

Challenges

57 million Americans with disabilities are largely viewed with PITY, not for their ABILITIES

Approximately 70% of working-age Americans with disabilities dont have jobs. No improvement in the 24 years since passage of the Americans with Disabilities Act (ADA).

Indeed, the gap between % of people with and without disabilities in the workforce INCREASED!

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While women and minority groups have been able to enter the workforce, the employment gap between Americans with and without work limitations has expanded. (Civilians aged 16-64)

Trend line based on a work limitation measure of disability --- Do you have a disability or health condition that limits the kind or amount of work you can do? 3

Increase in Disability Rolls Due to Aging Baby Boomers, But $ Savings will Come with Young4

Research conducted by the Disability Compendium shows a stark contrast between the percentage of people with and without disabilities who are outside of the workforce:

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Key Facts1. The majority of Americans with disabilities who are working-age want to work. They represent a talent pool of 9 million Americans who can make companies and organizations stronger and better.

2. Hiring people with disabilities can make companies more profitable. Nationally Walgreens, EY, AMC & others have found this to be true as employees with disabilities, when aligned with their talents and interests, are more productive, loyal and have fewer work place accidents than employees without disabilities. 3. Hiring Americans with disabilities can save money for taxpayers. The U.S. spends billions each year on benefits to people who, in most cases, would rather have a hand up than a hand out. They need to be included in employment because of the talents they bring to the table. Their work and commitments to success can be a part of how the U.S. can compete successfully.

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More Than Half of Likely Voters are Connected to Someone with a DisabilityDo you, a family member, or a close friend have a disability?7

Party IdentificationDo you, a family member, or a close friend have a disability?8

No Downside for Candidates to Support Policies for Those with DisabilitiesWould you be more or less likely to vote for a Congressional candidate who is committed to making policies and programs to help those with disabilities a national priority, or would it make no difference to your vote?+419

Opportunities

503 Rules Create New Opportunities for Inclusive Federal Contractors (7% of workforce to be people with disabilities), 402 works for veterans.

WIOA passed Senate 95-3, House 416-6, President will sign it TODAY.

WIOA: EVERY STATE must produce a unified strategic plan for providing training, employment services and vocational education in a coordinated way.

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Fedspending.org11

Example: Contracts Performed in Wisconsin (FY 2011)

Top 5 Contractor Parent Companies:Oshkosh Corporation$4,720,688,212Wisconsin Physicians Service Insurance Corporation $148,403,532General Electric Company $104,174,979National Presto Industries Inc. $104,079,936Kimberly-Clark Corporation $65,551,668

http://www.fedspending.org/fpds/fpds.php?&fiscal_year=2011&stateCode=WI&sortp=u&datype=T&reptype=p&database=fpds&detail=0First African American to play in Major League Baseball in the modern era, starting in 1947.By starting him at first base, the Brooklyn Dodgers ended racial segregation in the MLB under the leadership of Branch Rickey with the full support of the team.When they hired Jackie, the Dodgers enjoyed more athletic success, sold more tickets, and gained a larger fan base.Jackies Athletic Awards:Selected for six consecutive All-Star Games (1949 1954)Won the National League Most Valuable Player Award in 1949Inducted into the Baseball Hall of Fame in 1962

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Jackie Robinson

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He is the first pro athlete in ANY sport to have his jersey universally retired (number 42) across all major league teams1213

Superstars with Disabilities

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Albert Einstein:Autism Spectrum

Thomas Jefferson: Dyslexia

Ludwig von Beethoven: DeafFrida Kahlo: Post-polio syndrome & Spina bifida

Peter Falk: Used prosthetic eyeChristopher Reeve: Quadriplegia

Franklin D. Roosevelt: Post-polio syndrome

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Superstars with Disabilities

14Derrick Coleman: DeafRichard Branson: DyslexiaLauren Potter: Down syndromeStephen Hawking: ALS

Stevie Wonder: Blind

Whoopi Goldberg: Dyslexia

Amy Purdy: Uses prosthetic legs

Marlee Matlin: Deaf

Peter Orfalea: ADD/ADHD & Dyslexia

Michael J. Fox: Parkinsons Disease

Find Your Employer Heroes

Every state needs at least 200 leadership employers. Walgreens, EY, AMC Theaters, Hospitals, Senior living among others have found they can do good and do well at the same time.

http://abcnews.go.com/WN/story?id=4272981&page=1#.UcyOVD7wKA0

http://www.nbcnews.com/video/nightly-news/19562689#19562689 1516

EY (Ernst & Young)

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Professional employment opportunitiesOne school year or 9 months10 12 young adults with a variety of intellectual and developmental disabilitiesInstructor and job coachesImmersed in host business cultureRotations through unpaid internships with continual feedbackOutcome of employment in the community17

Project SEARCH: Program Description

17The Project SEARCH Definition of a Successful Outcome:Competitive employment in an integrated settingYear-round work16 hours per week or moreMinimum wage or higher

273 programs in 44 states2500 young people per year60% healthcare, 40% broad mix of business types68% employment88% employee benefit eligible35% take employee benefits, usually at 5 yearsBenefits alone save roughly 1 million dollars over a lifetimeFamily involvement curriculum to drive familial change in attitude

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Project SEARCH: HUGE $ SAVER!

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Project SEARCH: Serial Funding

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Lessons Learned from Project SEARCH

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The Wisconsin Board for People with Developmental Disabilities has created a PROMISE grant, which includes work experiences and apprenticeships.Lets Get to Work results have shown that a combination of strategies aimed at youth, family, community/employer expectations, and service systems get the full return on investment.If only 10% of youth enrolled in PROMISE are off SSI cash benefits as a result of the project, the entire $32.5 million grant pays for itself!21

PROMISE Grant

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Poll: Greatest Barriers to Finding Job with Competitive Wages (chart shows answers from 720 PwDs seeking employment)

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National Disability Coalition

23Established by Social Security.Gives stakeholders the opportunity to share their ideas and experiences directly with policy makers.Online forum three times per year starts Sept. 24, 2014.

http://www.socialsecurity.gov/ndc/index.htm

Impactful Change for PwDs to Find Work

24F/F/P/V Friends, Family, Professionals and VolunteersWhat do you think would make the most impact in helping people with disabilities to find a job?PwD CombinedF/F/P/V CombinedChange in attitudes so that employers see the positive value of hiring people with disabilities.40%38%More training for employers on successfully recruiting, hiring, and accommodating employees with disabilities.37%34%A change in disability benefits so that recipients could work without risking losing them altogether.41%30%Better school-based training and transition services to prepare people with disabilities for work.20%29%More internship and early work opportunities for young people with disabilities.20%26%More and better programs that assist people with disabilities with finding work.23%25%More government incentives and laws for companies to hire people with disabilities.21%19%

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What one word or phrase sums up the biggest obstacle to people with disabilities finding and succeeding in a job?(answer included, but not limited to)

National Governors AssociationJobs for People with Disabilities

Governor Jack Markell of DelawarePast Chair, National Governors Association

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Key NGA Recommendations

27Make disability employment part of the state workforce development strategy.Find and support businesses in their efforts to employ people with disabilities.Be a model employer by increasing the number of people with disabilities working in state government.Prepare youth with disabilities for careers that use their full potential, providing employers with a pipeline of skilled workers.Make the best use of limited resources to advance employment opportunities for people with disabilities.

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Theory of Change Needs to Work!

28A + B + C + D + E + F + G + H = SUCCESSVoc. Rehab. ALONE is not the answer.You cant push hiring PwDs and expect it to work without changing public perception. People wont buy what they dont think is best. Need to create DEMAND for talents, companies with inclusive cultures, and individuals with skills that match needs. Dont be selling a bag phone Focus on Better Bottom Line.

WIOA: EVERY STATE must produce a unified strategic plan for providing training, employment services and vocational education in a coordinated way! Plus, Governors bring together silos of government: Workforce developmentTax and other incentivesHealthcareTransportationEducationVoc. Rehab.State can be a model inclusive employerCan encourage state contractors to be inclusive

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A: Governors at the Helm

29Need to show the ABILITY of people with disabilitiesEvery State Needs Heroes: Model employers others can followMedia Lens through which employers see the issue. Celebrity endorsements and public service adsGovernors public events with media/op-edsConferences with Chamber/Biz Councils etc.USBLN and RespectAbility can partner!30

B: From Stigma to Better Bottom Line

30Figure 1. Scatter plot and cluster analysis of competence and warmth ratings for 20 groups.From Universal dimensions of social cognition: Warmth and competence by Susan T. Fiske, Amy J.C. Cuddy, and Peter Glick31

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People with Disabilities Seen as Warm, But Not Competent

Employers need great first experiences with hiring PwDs! Remember, negative info processed more quickly and deeply than positiveMaslows hierarchy it needs to be for profits/survival, not charityTrain HR directors and managersCentralized supportsOngoing helpline32C: Great 1st Impression w/Employers Vital!

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USBLN, The National Employment Team (CSAVR), and Best Buddies.Set up for success with the right potential employees.RespectAbility offers you focus groups and polling of employers to get their input and buy-in!33

C: Great 1st Impression w/Employers Vital! (cont.)

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Employers/HR Pros Need Training!

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You will need more than 200 employers/work sites that have at least 200 employees each. They will have an HR person and can expand to hire numerous employees over time. Those employers should have diverse jobs (e.g., hospitals, senior living communities, big hotels) and be stable or expanding. Must have market-driven needs for talent.USBLN and The National Employment Team (CSAVR) are great partners.Federal contractors can play a role as well.35

D: You Need >200 Big Employers

35Project SEARCH (outstanding metrics/savings for young PwDs)Voc. Rehab. (especially for acquired disabilities)Supported internships/apprenticeships (note WIOA offers reimbursements now!)Create large scale faith-based groups and other mentoring programsCommunity colleges/schools (note SSA grant open now)36

E: Training for Talent is Key

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F: Employment-First VisionLine up programs from pre-birth to transition to work to be Employment First: Prenatal counseling resources when a parent finds out they are having a child with Down syndrome etc. to let them know there is a job pathInfants and toddler programs: Inspirational resources on career options for people with disabilities Supports for community service work so that teens with disabilities can volunteer to help in the community they need to see and be seen for having the ability to contribute (Summers of Service) School IEPs that lead to independence and jobsEarly work opportunities, including supported summer internships for teens with disabilities.

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G: Triage for Early WinsInitial creaming will create best practices and positive buzz which will give future broader opportunities! Start with focus on YOUNG, RECENT DISABILITIES, and the SUPER motivated to work! Focus on 14-25 year olds. i.e., Braid and blend funding to have final year in school for non-diploma bound students to do Project SEARCH type program. Delay focus on long-term unemployed and sheltered workshops.38

G: Triage for Early Wins (cont.)Initial creaming will create best practices and positive buzz which will give future broader opportunities! Start with focus on YOUNG, RECENT DISABILITIES, and the SUPER motivated to work! Immediate Voc. Rehab. and other services for recently-employed literate adults with newly acquired disabilities. Support highly motivated PwDs who REALLY want to workConsider the equation 14k X # of working age PwDs in your state per year in benefits (plus healthcare) or the alternative of converting even a portion of them from benefit recipients into taxpayers. Savings of at least 300K pp.

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H: Disability Groups are Ready to Help

Non-profits committed to jobs for PwDs will stand at your side and help!

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RespectAbilityUSA Focus Groups

Stanley Greenberg, PhDServed as polling advisor to presidents and prime ministers, CEOs, and dozens of tough campaigns in the US and around the world, including President Bill Clinton and Vice President Al Gore, British Prime Minister Tony Blair.

Whit Ayres, PhDKey Republican pollster and strategist, does NPR poll with Greenberg. President of the American Association of Political Consultants.

Meagan BurenDeeply experienced with focus groups and polls on jobs for people with disabilities.

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People with a Disability & FamiliesEmployersProvidersSupport SystemFutureEmploymentLimited Belief & Aspirations Cant Not Ready Passive Perceived Safety of Segregation Benefit Risk Reliance on System Unprepared for Transition To: Full Belief & Desire Yes I Can Yes You Can Active Dignity of Risk & Integration Benefit Management Utilize System to Bolster Natural Supports Prepared for Transition

Fragmented, Agency Centric To: Silos Not my mission Focus on Persons Deficits Measured on Process Lack of Coordination Funding Gaps Policy DeterrentsCoordinated, Person Centric Integrated Common Goals Focus on Persons Abilities Measured on Outcomes Coordinated Sufficient & Flexible Funding Policy EnablersBenevolent Agnostics To: Sympathetic Hiring Lack of Knowledge Randomly Solicited Tolerant of Job Coaches Cost / Risk Focus Active Recruiters Asset Based Hiring Knowledgeable Relationship Based Matching Respect for Job Coaches Cost / Benefit Focus

Current EmploymentService Definition Driven Focus on Persons Deficits Legacy Services Readiness Model Little Collaboration No Standard Training No Certification Outsider to Employers Process Compliance Driven Low Pay / Esteem To: Holistic Outcome Driven Focus on Persons Abilities Best Practice Services Trained / Certified Part of Employer Team Rewarded for Outcomes Improved Pay / StatureArea Mental HealthVocational RehabilitationDept of Social ServicesSocial SecurityWorkforce Development Housing AuthorityDPICommunity CollegesUniversitiesCommunity AgenciesEmployment FirstVisionWhat Must Change?Goal: IncreaseEmployment forPeople withDisabilities4243

Theory of Change

43A + B + C + D + E + F + G + H = SUCCESSA: Governors at the HelmB. From Stigma to Better Bottom LineC: Great 1st Impression Vital!D: You Need >200 Big EmployersE: Training for Talent is KeyF: Employment-First VisionG: Triage for Early WinsH: Disability Groups are Ready to Help

http://nga.org/cms/sites/NGA/home/governors/staff-directories--contact-infor/col2-content/governors-office-addresses-and-w.htmlhttp://www.usa.gov/Contact/Governors.shtml44

Contact YOUR Governor 44

Let Us Know if We Can HelpWe have many resources for policy makers and employers on our website and are ready to help! RespectAbilityUSA4340 East-West Hwy, Suite 350Bethesda, MD 20814

www.RespectAbilityUSA.orgCell: (202) 365 0787Jennifer Laszlo MizrahiPresidentJenniferM@RespectAbilityUSA.org

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