Sheridan Walker President/CEO HirePotential, Inc. Applicants with Disabilities. Unknown Barriers & Poor Applicant Experience

Transcription

1 Sheridan Walker President/CEO HirePotential, Inc. Applicants with Disabilities Unknown Barriers & Poor Applicant Experience

2 Purpose of today s Webinar How effective is your online accommodation statement and process? The Unknown Risk NO Reward Research findings Solution TODAY -Supporting the application process for those that request an accommodation

3 Who is HirePotential, Inc. D isability Full Solutions Expert with Proven Results In Business since 1999 providing: Accommodations Assistive Technology, Call Center Support, coding/script development Web Accessibility Testing and Remediation Training- hirepotentiallearningacademy.com Staffing and Recruiting Consulting Tax Credit Administration

4 Why should you care about the barriers? OFCCP Compliance and EEOC requirements Embrace and provide inclusive environment for all Expand your talent pool Competitive edge Minimizing risk of exposure A positive applicant experience Collect incentives Tax Credits, training dollars

5 Current Focus OFCCP Online Accessibility/Accommodation statement - central Self ID Accommodations Central contact Outreach prove it, results 4 of the top 10 are related to Section 503 EEOC EEOC Statement - Define Accommodation same flow as anyone who does not need an accommodation Accommodation policy, procedure, interactive process Equal opportunity for all 2/3 s of EEOC violations are ADA related

6 EEOC Settlements on the Rise Failure to Hire Pending EEOC's lawsuit against Genesis Healthcare and 84 Cold Hill Road Operations (doing business as Holly Manor Center Nursing Home) alleges that defendants rescinded an offer to hire a deaf applicant to work in its food services department after grilling him about his ability to communicate. EEOC's lawsuit against Maxim Healthcare Services alleges that defendant rescinded an offer to hire an applicant as a sitter/companion after it learned of his HIV-positive status in a required health status certification. EEOC's lawsuit against Wal-Mart Stores East alleges that defendant refused to hire and failed to accommodate an applicant with end-stage renal disease because she needed a drug testing method other than urinalysis. EEOC's lawsuit against Georgia Power Company alleges that defendant refused to hire a class of individuals and refused to allow certain employees to return to work after receiving treatment for their conditions based on its belief that the applicants and employees were not able to work because of their actual or perceived disabilities. EEOC's lawsuit against Parker Drilling Company alleges that defendant rescinded its offer to hire a highly-experienced oil rig worker after discovering that he lost sight in his left eye as a child. EEOC's lawsuit against Popeye's Chicken franchisee Famous Chicken of Shreveport alleges that defendant refused to hire an applicant because of his HIV-positive status. EEOC's lawsuit against Kmart alleges that defendant refused to hire an applicant with kidney failure and failed to accommodate his request for a form of drug testing other than urinalysis. EEOC's lawsuit against Hoeganaes Corporation alleges that defendant rescinded an offer to hire an applicant as a maintenance mechanic because the company regarded him as disabled even after a physician said that the applicant should be able to perform the job functions. EEOC's lawsuit against Bond Bros., Inc. and McPhee Electric Ltd. alleges that defendants refused to hire a qualified applicant as a carpenter because of his dyslexia and failed to explore possible accommodations for the applicant's disability.

7 EEOC Settlements on the Rise Failure to Accommodate Resolved EEOC reached a $1,350,000 settlement with Princeton Healthcare Systems in its ADA lawsuit alleging that defendant's fixed leave policy failed to consider leave as a reasonable accommodation in violation of the ADA. EEOC reached a $95,000 settlement with Regions Financial Corp. (doing business as Regions Bank) in its ADA and ADEA lawsuit alleging that defendant failed to accommodate a branch manager who requested a demotion to a less stressful and demanding position because of her physical disability. The lawsuit further alleged that defendant fired the manager because of her age. EEOC reached a $47,500 settlement with Dolgencorp, LLC (doing business as Dollar General Store) in its ADA lawsuit alleging that defendant failed to accommodate an employee with dyslexia w ho requested that portions of required computer tests be read to him. The lawsuit further alleged that defendant demoted the employee for refusing to take the tests without accommodation. EEOC reached a $57,500 settlement with Creative Networks in its ADA lawsuit alleging that defendant failed to accommodate its deaf and

8 OFCCP New Directive - July 10, 2008 Under Section 503, Online Application System On line application system (OTS) is your primary method for accepting applications for employment the OTS needs to be accessible, you must ensure EEO. Or, when requested, providing reasonable accommodation Effective immediately all compliance evaluations will include a review of the OTS. The term on line system shall include all electronic or web based systems that are used in all personnel activities.

9 Accommodation: Statements- Example: Home and Career page Our company makes reasonable accommodations for individuals with disabilities who are otherwise qualified to perform a job unless such accommodations would impose an undue business hardship. Please let us know if you need an accommodation to participate in the application process. We can be reached at or at accessibilitynow@xyz.com or fax at Alternative application methods are available for individuals who are unable to use or access our online application system. For assistance, please contact Corporate Diversity & Work Life at or accommodations@xyz.com.

10 Question When do most people apply to jobs? Morning During the day In the evening

11 Recruiting: Section 503 and/or EEOC Accessibility vs. Accommodation Automated Process Streamline Automated Applicant Process Streamline Flow Accessibility Accommodation WEBSITE: Home page to ATS Statement Include Fax, , Phone, TTY Train Staff Done resume submit real time, reporting complete Assist Applicant Start to finish Input reporting Manual Process Labor Intensive Systemic issues?? Available 24/7?

12 FINDINGS METRICS: 100 Companies Surveyed Accommodation Statement on website Career page and home page Contact information Phone, , fax Communication response voice, , automation, Knowledge/training Applicant experience Submitting resume

13 Accommodation Statement Found Results On Home Page Not Found Anywhere 11% On Career Page 57% 32% 31% of these were deeply buried in the career site

14 Contact Information 17% Phone 7% Both 19%

15 Called the phone # s listed *Trained Answered 26% Voice Mail 18% Real Time 8% 2% (only to take a message no Disability Etiquette) *9 of these were general phone # s to the main corporate office, HR or customer service

16 Examples of the live phone conversations The only way for you to apply for a job is through our web site. We have no way of sending you a list of current openings. Is there someone there that can fill out the online CV form for you? Real Time What is an accommodation? You are the first person that has called this # with this issue (blind). I do not know how I can help you since our career site only accepts online applications. Can I take down your name/# and have an HR specialist call you back? no one called back 7 of the 8, asked for a phone # to have someone call us back next week only one company called back

17 Submittal Asked about background/e xperience Offered to send me a list of current openings 0% resume submit Asked where we lived or what location would work best * Asked how I normally apply for jobs with other companies

18 Solve this Issue!

19 Applicant Accommodation Call Center Service What We Provide 24/7 or after hours accommodation service line for applicants who need an accommodation to apply online Trained on Disability Etiquette - call center professionals Monthly Reporting Contact information # of calls Referral Source - (Job Boards, internet search, campus, agency, etc.) # of submittals # of jobs applied Length of call # of Completion of voluntary Self ID form Accommodation needed (if disclosed)

20 Benefits 24/7 coverage Track recruiting efforts Real time submittal of applicants Minimize risk and liability Over the top customer service Successful completion of application Deliver compliance reporting including Self ID form Provide full access to job seekers who require an accommodation Reduced cost A full report of activity to assist in measurement and evaluate outcome results A excellent positive candidate experience

21 Methodology Define the requirements Design the narrative and flowchart Develop a custom approach for consistent quality, successful, pleasant experience for all Deploy ensuring all objectives have been met Evaluate process to ensure client satisfaction

22 Case Study 3 month pilot Nov., Dec., Jan employees - USA Government contractor First 3 months PHONE ONLY Number of calls: 167 Submittals: 17 Ave. call time: 40 mins Disability Recruiting Sources: 0 Other Recruiting Sources: 6 Self- ID: 1

23 Try a Pilot 24/7 coverage Report summary Time Frame: 3 month Pilot Cost: $597 per month REVIEW Results Call-to-action.

24 Thank You! Sheridan Walker We help navigate the complexities of disability