Corporate Leadership Circle (CLC) Webinar Workplace Accommodations and Disability Employment Wednesday, October 21, pm ET

Transcription

1 Corporate Leadership Circle (CLC) Webinar Workplace Accommodations and Disability Employment Wednesday, October 21, pm ET Featuring:

2 Speakers Dr. Kenneth Matos Senior Director of Research Families and Work Institute Lou Orslene, MPIA, MSW, CPDM Co-Director Job Accommodation Network (JAN) Anne Weisberg Senior Vice President, Strategy Families and Work Institute Moderator Deb Dagit President Deb Dagit Diversity LLC Board member, Families and Work Institute Workplace Accommodations and Disability Employment Corporate Leadership Circle (CLC) Webinar

3 Agenda Introduction Why hiring, retaining and advancing people with disabilities is an important business issue Deb Dagit, Deb Dagit Diversity LLC Research Overview From FWI s 2014 National Study of Employers: Including the Talents of Employees with Disabilities Dr. Kenneth Matos, Families and Work Institute Strategies and Tips for Employers How to create an inclusive culture, and navigate the interactive accommodations process Lou Orslene, Job Accommodation Network Workplace Accommodations and Disability Employment Corporate Leadership Circle (CLC) Webinar

4 Deb Dagit President, Deb Dagit Diversity LLC Board member, Families and Work Institute Professional highlights include: Speaking Pre-eminent thought leader in the field of diversity and inclusion Currently works with companies, nonprofits and government organizations to provide consulting services, tools and support for diversity practitioners Served as Chief Diversity Officer at Merck for 11 years Played a key role in the passage of the American with Disabilities Act Workplace Accommodations and Disability Employment Corporate Leadership Circle (CLC) Webinar

5 Findings from FWI s 2014 National Study of Employers: More employers indicate that they allow all or most employees access to task flexibility, when discussing employees with disabilities in specific (61%) than when discussing employees in general (53%) Building inclusive policies may be harder in businesses with little policy infrastructure. Employers seem willing but unprepared. When asked if they include employees with disabilities in formal staffing plans: 39% yes / 9% no 50% don t have a formal staffing plan Workplace Accommodations and Disability Employment Corporate Leadership Circle (CLC) Webinar

6 Workplace Accommodations and Disability Employment Lou Orslene, Co-Director with the Job Accommodation Network (JAN) JAN is a service of the U.S. Department of Labor s Office of Disability Employment Policy. 6

7 Creating Workplace Inclusion The three C s: Increase comfort, confidence, and competence Understand the business case for hiring and retaining people with disabilities Develop skills that help to more effectively communicate at work with people with disabilities Develop actionable policy and procedures Develop good practices for hiring, onboarding, and retaining people with disabilities 7

8 Readiness for Inclusion Five Signs the Doors are Open 1. Accessible buildings, technology, etc. 2. Inclusive ethos - particularly language 3. Inclusive public relations and marketing 4. Leverage national and local resources to communicate inclusion 5. Inclusive policies and practices 8

9 Inclusive Policy and Practices Elements of an actionable policy: 1. Step-by-step process 2. Clearly delineated roles 3. Timelines for processes 4. Touchpoints for communication 5. Process for resolving disputes 9

10 Inclusive Policy and Practices The basis for inclusive employment is the reasonable accommodation (RA) policy and process The foundation for reasonable accommodation is a robust interactive process (IP) A request for an accommodation or recognition of an obvious barrier to someone with a known disability triggers RA and IP A request for accommodation includes two essential elements a medical condition and a related challenge at work 10

11 Recognizing a Request What is a reasonable accommodation request? An applicant or employee asks for something that is needed at work because of a medical condition there is a nexus between impairment, limitation, and work. What is NOT a request for accommodation: Voluntary selfidentification Disclosure absent work-related barrier or request Workplace adjustments available to employees without disabilities 11

12 What is the Interactive Process? A collaborative effort to identify effective accommodation solutions it s that simple. Initiated at any time during the employee life cycle Facilitates communication and inclusion Demonstrates good faith Leads to compliance and inclusion 12

13 JAN s Interactive Process 13

14 Interactive Process Pitfalls Failure to recognize an accommodation request and engage Failure to exhibit empathy and actively listen Failure to respond in a timely manner and follow through Failure to document Failure to work collaboratively with the employee Making excuses for why an accommodation can t be provided Failure to communicate to essential personnel Failure to follow up 14

15 Types of Accommodation Modifying schedule or allowing leave time Making workplace or work station accessible Modifying methods testing, communication, or training Modifying or creating policies Purchasing or modifying equipment or products Purchasing a service reader or interpreter Restructuring job Reassignment Other accommodations Telework Adjusting supervisory method Using a service animal 15

16 Inclusive Recruiting and Hiring 16

17 Inclusive Recruiting and Hiring Include people with disabilities in diversity recruitment goals Create partnerships with disability-related advocacy organizations Contact career centers at colleges and universities Post job announcements in disability-related publications, websites, and job fairs Establish summer internship and mentoring programs targeted at youth with disabilities 17

18 Inclusive Recruiting and Hiring Add diversity metrics to hiring managers performance review Train hiring managers Have a solid actionable RA process Have an internal disability point Insure the accessibility of your applicant tracking system i.e. career portal Insure the accessibility of your preemployment testing 18

19 Inclusive Recruiting and Hiring Inform Applicants Alternate way to submit application Describe the hiring process Inform applicants ahead of time about employment testing Inform applicants about how to request accommodation Follow up on requests without delay If you require reasonable accommodation in completing this application, interviewing, completing any preemployment testing, or otherwise participating in the employee selection process, please direct inquiries to 19

20 Inclusive Recruiting and Hiring Tips for ATS/Career Portal Conduct accessibility review Have your EEO statement no more than three clicks from portal entry Use text descriptions for visual material Caption audio and visual materials Consistent design throughout the website Minimize reliance on color Allow for keyboard navigation Insure documents linked from site are accessible 20

21 Inclusive Recruiting and Hiring Tips for Pre-Hire Testing Prominently feature the accommodation request procedure Choose pre-employment testing vendor wisely to insure the accessibility of its product Charge your vendor with modifying its tests or testing process If your vendor cannot provide the necessary accommodation, then have a process in place Ultimately, consider waiving a test if that rare occasion occurs 21

22 Inclusive On-boarding Inform new hires of the reasonable accommodation process Inform new hires of the safety evacuation procedures Provide employment materials in an accessible format, as needed (i.e., large print, audio, Braille) Address computer and communication technology access issues Address accessible parking and building access issues (i.e., keyless entry, security issues, restrooms, break rooms, etc.) 22

23 Use JAN and Other Resources Expert consultation Over 250 JANauthored Publications JAN s A-Z (Disability, Topic, Limitation) Legal libraries that include regulations and EEOC guidance documents JAN Quarterly ENewsletter JAN Training Modules and FREE Webcast Series Easy access: AskJAN.org or (TTY) Chat, JAN on Demand, Skype, Text, Social Media 23

24 To submit a question: Question & Answer 1) your question to question@askjan.org OR 2) Type your question into the question & answer pod located at the bottom of your screen, and then click on the arrow to submit to the question queue Workplace Accommodations and Disability Employment Corporate Leadership Circle (CLC) Webinar

25 Thank you! Workplace Accommodations and Disability Employment Corporate Leadership Circle (CLC) Webinar