Disability Employment: A Map for Success

Transcription

1 Disability Employment: A Map for Success GSHRM & Greenville CAN Lunch & Learn Series October 24, 2017 Greenville Technical College Center for Manufacturing Innovation Greenville, SC Laura S. Bogardus, PhD, SHRM-SCP Dale Thompson, Thrive Upstate

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3 Disability Employment Hiring & Inclusion Initiative 1. Destination & Purpose 2. Crew 3. Route & Resources 4. Communicate 5. Go! 6. Reflect, Regroup

4 1. Destination & Purpose Where are we going? Why does it matter? How will our business benefit? How will we know we ve arrived?

5 Where are we going? Reputation Partnerships Outreach Welcoming Accessible

6 Why does it matter? 56 million people with disabilities in the US 1 30% of US families have at least 1 member with a disability 2 10% of US families have at least 1 child with a disability 2 $220 Billion annual discretional spending power of people with disabilities 3 20% of workers will experience a disability lasting 1 or more years 4 1 US Census Bureau; 2 US Census Data 3 Diversity, Inc.; 4 Journal of Vocational Rehabilitation, Society of Actuaries

7 How will our business benefit? Untapped Labor Pool Increased Productivity, Workplace Safety Reduced Turnover Reduced Recruiting Costs Customer Outreach Tax Credits & Incentives Business Results Disability Employment and Inclusion: Your Guide to Success Defining Your Initiative, p. 9

8 How will we know we ve arrived? # Applicants / Hires / Employees with Disabilities? Productivity #, $ Workplace Safety Turnover rate, $ Retention rate, $ Engagement, $ Recruiting $ Customer Feedback Tax Credits, Incentive $ Other Business Results Disability Employment and Inclusion: Your Guide to Success Defining Your Initiative, p. 9

9 ID Your Purpose, Define Your Initiative What do you want to achieve? Increase applicant pool & hires? Reduce turnover? Increase diversity? Meet federal contracting requirements? Enhance employee, customer, and community engagement? Other Does the purpose fit with your culture, vision, and values?

10 Project WIN (Workplace Inclusion) What it IS Strategy to find qualified employees & diversify workforce Same pay for same job Same performance expectations Same work facilities What it is NOT Charity program Sub-minimum or reduced wage Lower performance Separate facilities or hours Clear Definition and Communication - Frontline to C-suite Disability Employment and Inclusion: Your Guide to Success Defining Your Initiative, p. 17

11 2. The Crew Who is on your team? Who needs to be?

12 The Crew Project Sponsor (C-suite) Site Champion (Senior Operations, On Site) Site Working Team HR / Talent Acquisition Operations Diversity Accommodations Other Key Crew Information Technology Communications / Marketing / PR Service Providers*

13 3. Route & Resources Where are we now? What resources do we have? What needs to change? What do we need to get there? Plan your route

14 Where are we now? Our resources? Review company policies, practices, programs, procedures The workplace The workforce The marketplace Take stock of resources internal & external experts online info service providers

15 What needs to change? What do we need? Identify gaps in company policies, practices, programs procedures The workplace The workforce The marketplace Use your resources internal & external experts online service providers

16 Plan Your Route Select Objectives Identify Resources Set Timeline Set Targets Measurement (milestones, outcomes)

17 4. Communicate Who s on board? Are folks prepared? Is there buy-in at all levels?

18 Communicate Leverage champions, experts Share the business case (destination, purpose, route) Establish metrics, accountability Communicate consistently, over long-term Expand the crew buy-in at all levels

19 5. GO! Get started Track progress Course corrections

20 6. Reflect & Regroup Lessons learned, incorporated into plans for expansions Standard operating procedures refined Ongoing communication

21 Where are we going? Reputation Partnerships Outreach Welcoming Accessible

22 Accessible Universal design for facilities, products, environment Accessible information and communications technologies (ICT) Accessible website (WCAG) 2.0 Accessible job application, interviewing, onboarding process Self test ASK JAN: Tips for Designing Accessible Websites

23 Welcoming EEO statement, Diversity statement Diverse images including disability Statement about accommodations with contact person Job description content Disclosure within application Centralized, efficient accommodations provision Training for HR/recruiting (interviews, onboarding) Training for supervisors, co-workers, everyone Communication: job requirements, expectations, company culture

24 Outreach Accessible job boards Inclusive distribution of job notices Disability service providers Job boards that serve people with disabilities College Student Disability Services Work environment assessments Company tours Service provider connections Job coaches / assistants

25 Partnership Process Accessible job boards Inclusive distribution of job notices Disability service providers Job boards that serve people with disabilities College Student Disability Services Work environment assessments Company tours Service provider connections Job coaches / assistants

26 Partnership Process Service providers begin consumer assessment (behavioral, social, medical, family, transportation) Service providers select worker candidates Preliminary training Identify most likely candidates Supported employment at job site Employer hiring decision Follow-up

27 Multi Service Provider Model Katz, O Connell, & Nicholas. (2012). Strategies to support employer-driven initiatives to recruit and retain employees with disabilities. Disability and Work Research Brief.

28 Local Service Providers Able South Carolina Community Options, Inc. Engaged Employment Goodwill Industries of the Upstate/Midlands Greenville County School District Project Hope Project SEARCH Service to Civilian SOS Health Care SC Commission for the Blind SC School for the Deaf & Blind SC Vocational Rehabilitation SC Works The ARC of the Midlands Thrive Upstate (Greenville County DSNB) Others

29 Partnership Roles Lead service provider Auxiliary service provider Job coach Employer Job seeker w/disability COMMUNICATION is KEY

30 Questions for Service Providers Does provider offer training to employers? Other business services (accommodation assessments, job analyses)? Will agency work with other agencies to fulfill hiring needs? Will agency collaborate on pre-employment training? How does agency determine job readiness? Does agency offer job coaches? For how long? Continued support / communication? Disability Employment and Inclusion: Your Guide to Success Defining Your Initiative, p. 28

31 Partnerships - 3 Pathways Grassroots Initiative Sites are autonomous, unique Pilot Project Heterogeneous, enhance existing program, expand to other sites Full Rollout Smaller operation, new business, new operation Heavily centralized, homogeneous Disability Employment and Inclusion: Your Guide to Success Defining Your Initiative, p. 17

32 REDI Pilot Project (Retail Employees with Disabilities Initiative) 2010 Target: 10% of retail openings in DFW area stores Developed REDI training with TX Dept of Assistive & Rehabilitative Services to prepare candidates candidates completed REDI 66% acquired full skill set to perform service clerk positions 2014 Employed 1,100+ people with disabilities Some sites 1:1 ratio Disability Employment and Inclusion: Your Guide to Success Defining Your Initiative, p. 11

33 Transitional Learning Center (TLC) Began Sept 2014 Located within main Air Hub 2 week training in simulated work environment Ability to transition to employment as UPS Package Handler 100+ Package Handlers employed as result of Coalition Agency referrals New classes every 2-3 weeks.

34 P&G Flex Center Video:

35 Ask JAN: Job Accommodation Network. The Conference Board. Do Ask, Do Tell. 5_Do%20Ask%20Do%20Tell.pdf EARN: Employer Assistance and Resource Network on Disability Inclusion. Equal Employment Opportunity Commission. Job Applicants and the Americans with Disabilities Act. Talent Knows No Limits. Interviewing Techniques. workplaceinitiative.org USDOL: Office of Disability Employment Policy.

36 Questions? Thank you for the generous support of the South Carolina Developmental Disabilities Council Thrive Upstate Greenville Collaborative Action Network (GCAN) Laura S. Bogardus, PhD, SHRM-SCP HR Disability Employment Strategist / Consultant LauraSBogardus@gmail.com Dale Thompson Thrive Upstate dale.thompson@thriveupstate.org