Heroes at Work: Veterans with Disabilities in the Workplace

Transcription

1 Heroes at Work: Veterans with Disabilities in the Workplace Hannah Rudstam, DBTAC Northeast ADA Center, Cornell University Judy Young, National TA Center for Employers, Cornell University 1

2 A resource The Disability & Business Technical Assistance Center Offering training, consulting, and technical assistance 2

3 Toll free phone line: Website: Consultation, training, and TA nationally on: recruitment resources website accessibility disability etiquette job retention ADAAA, Section 503 and VEVRAA 855-AskEARN; 3

4 In a nutshell, let s consider 1. Overview: Rates & types of disabilities experienced by veterans 2. Overview: Laws that apply to veterans in the workplace 3. Employers attitudes toward employing vets and vets with disabilities 4. The unique nature of the signature disabilities of TBI and PTSD 5. Workplace implications: special dynamics of signature disabilities 6. Resources available to employers 7. Strategies/best practices for employers to be effective 8. What still needs to be done for employer resources? 9. Your questions 4

5 1 Overview: Rates & types of disabilities experienced by veterans

6 Overview: Disability rates & types DOD rates across OIF, OEF & OND* Total casualties: 41,675 Largest reason code: WEAPONRY, EXPLOSIVE DEVICE 29,789 *US Department of Defense (DoD) Personnel and Procurement Statistics at

7 By the numbers* There are 23.2 million veterans in the U.S. as of million have some level of a diagnosed disability 10.4 million veterans are in the workforce as of 2008 *US Census Bureau. Veteran Facts and Statistics, Oct., At

8 By the numbers* Obvious disabilities: Limb injuries Burn injuries Spinal cord injuries Some traumatic brain injuries Non-obvious disabilities: Post-traumatic stress disorder Some traumatic brain injuries

9 Returning veterans Arguably, the number of veterans with nonobvious disabilities far exceeds those with obvious disabilities The two signature disabilities for Iraq and Afghanistan veterans are: 1. Post-traumatic stress disorder (PTSD) 2. Traumatic brain injury (TBI)

10 Consider these statistics Rate of fully blown PTSD among Iraq and Afghanistan vets was 6% diagnosed with an additional 27% probable, but undiagnosed* Rate of TBI among Iraq and Afghanistan vets ranges from about 20 30%** *Erbes, C., Westermeyer, J., Engdahl, B. & Johnsen, E. (2007). Posttraumatic stress disorder and service utilization in a sample of service members from Iraq and Afghanistan. Military Medicine, 172, **Approximately 20% of all combat-related military casualties have sustained a brain injury (ARNEWS (Army News Service), Spc. Chuck Wagner, Nov. 24, 2003, "Brain Injuries High Among Iraq Casualties"). **Nearly 30% of all combat-related injuries seen at Walter Reed Army Medical Center from 2003 to 2005 included brain injury. (Defense and Veterans Brain Injury Center)

11 2 Overview: Legal and policy issues around veterans in the workplace

12 Overview: Legal and policy issues Main laws covering veterans with disabilities in the workforce The Uniformed Services Employment and Reemployment Rights Act (USERRA) Some state-specific laws FMLA New provisions Title I of the ADA

13 Overview: Legal and policy issues A 27 year old returns from Iraq with PTSD. A middle school teacher prior to his service in Iraq, he now plans on limiting his job search to non-skilled work because he is sure he will never be hired for professional jobs when he tells his potential employer about his disability. A 24 year old soldier is recovering from a traumatic brain injury. She plans on hiding her disability from her employer because she fears she will be terminated if her employer finds out. A 32 year old returns from Iraq with a spinal cord injury. An IT professional prior to his service, he believes he will not be able to return to his old job because the building he worked in lacks an elevator.

14 Overview: Legal and policy issues About Title I of the ADA and veterans Clear need to build awareness of ADA employment rights Veterans with disabilities themselves Employers No special ADA employment rights for veterans Enforced by the EEOC

15 Overview: Legal and policy issues About Title I of the ADA and veterans Right to non-discrimination! Right to have disclosure as a choice Right to accommodation Right to equal benefits Right to an accessible workplace Other

16 3 Employers attitudes toward hiring veterans with disabilities

17 SHRM Poll: 3 Employing Military Personnel & Recruiting Veterans Attitudes & Practices June 2010

18 3 Highlights: 43% of employers pay no compensation; 3% pay full compensation What employers have in place for transition back to work: 66% - EAP 58% - Training for re-skilling 48% - Flexible work arrangements 44% - Recognition by management 53% had hired a vet (incl temporary workers)

19 Highlights: 3 Did employers make a special effort to recruit vets? 50% of those who had hired 11% of those who had not hired What do employers feel are challenges in hiring vets? Top 5 challenges: Transitioning skills from military: 60% Transitioning culture: 485 PTSD & combat-related mental health: 46% Adapting to civilian worklife: 36% Combat-related disabilities: 22%

20 About our upcoming research 3 A collaboration with SHRM National Survey of 1000 HR professionals on issues specific to employing veterans with disabilities

21 4 The unique nature of the signature disabilities of TBI and PTSD

22 The special dynamic of these signature veterans disabilities Under-diagnosed Inadequate screening mechanisms Under-reported Many will not be fully diagnosed & treated until long after return to civilian life Change a lot over time Can have a wide range of symptoms and subtle manifestations Tend to be highly stigmatized

23 About PTSD Three major categories of diagnostic criteria* 1. Re-experiencing Symptoms Uncontrollable flashbacks Nightmares 2. Avoidance Symptoms Withdrawing from others Loss of interest in life activities 3. Hyper-arousal Sleep problems Unexplained anger Difficulty concentrating Symptoms can creep up not necessarily present immediately after the event *4th edition of the Diagnostic and Statistical Manual of Mental Disorders (or DSM-IV).

24 About TBI A leading cause is blast injuries, ranging from life threatening to mild/undetected Our screening systems for TBI are probably inadequate A very complex injury, with subtle symptoms: Sleep problems Impaired memory Poor concentration/attention Depression Anxiety Irritability/mood changes Headache/dizziness Fatigue Noise/light intolerance Ringing in the ears (tinnitus) Vision change: blurred or vision

25 5 What does this mean for employers? Workplace implications

26 And what does this mean to employers? Many soldiers may still be in the process of admitting and adjusting to their disability long after they have returned to civilian work life Their conditions & treatment plans may still be in the process of adjustment well into their civilian work lives No one size fits all. Course of recovery and employment needs is different for each individual

27 Symptoms and accommodation options for PTSD and TBI often overlap: Memory problems: Written instructions; task reminders Electronic organizers; calendars Systematic check-ins/tracking systems Concentration problems: Break down tasks of large assignments Work environment/privacy Headphones White noise Coping with Stress: Schedule modifications Allow for walks or other relaxing activity during break Provide more time to learn new responsibilities Allow time off for therapy Work with a compatible mentor

28 Symptoms and accommodation options for PTSD and TBI often overlap: Interacting with co-workers or supervisor: Alternative communication systems Work at home option (can be part time) Clarity expectations and give positive coaching/feedback Assign feedback partner Sleep disturbances: Provide consistent schedule Combine short breaks into a long break for a nap Fine motor skills issues: Alternative input devices for computer Speech to text software Ergonomic phones, desks and office equipment Large motor skills issues: Universal design Basics of accessibility

29 And, finally, some don ts for employers: Don t Try to diagnose conditions or speculate about a disability issue Assume that all employees with PTSD or TBI are alike each case is different (As with anyone else) Excuse or ignore performance issues until they become too big to manage Assume they are faking it Assume that once an accommodation is in place, nothing more needs to happen these conditions change significantly over time

30 And, finally, some overall best practices for employers: Do: Spread the word to mid-level managers/supervisors Coach as you would anyone else Have resources and options ready Have an EAP program for everyone Consider an affinity/resource group Use accommodations that, as much as possible, keep veteran engaged in the job Be flexible and creative with accommodation approaches

31 A final note It takes more than good will to welcome and support veterans in their return to the workforce Developing an organizational culture and climate around inclusion, diversity and disability inclusiveness is the key Ask yourself: What happens to employees in my workplace when they come forward with their disability and ask for an accommodation? Ultimately, this is what will happen to veterans

32 Resources for Recruiting, Hiring, Accommodating, and Retaining Veterans with Disabilities 32

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35 VetSuccess.gov 35

36 FedsHireVets.gov 36

37 RealWarriors.net 37

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39 Wounded Warrior Programs Each military branch has its own program and manager to help employers recruit Army Wounded Warrior Program Air Force Wounded Warrior Program Marines for Life and Navy Safe Harbor Military installations have transition centers that assist with employment of veterans 39

40 Additional Recruitment Resources for Veterans and Veterans with Disabilities One- Stop Centers: Disabled Veteran Outreach Program Specialist Department of Veteran Affairs regional offices of Vocational Rehabilitation & Employment: Colleges: 40

41 Dispelling the Myths Online Training to: Educate HR professionals, managers and others about TBI and PTSD related employment issues Illustrate the helpful role that employment can play in the recovery of wounded warriors Present basic information about TBI and PTSD Offer scenario-based learning Provide links to tools and resources to help ensure a successful employment environment 41

42 Veterans with Disabilities and the ADA: A Guide for Employers Describes differences between USERRA and ADA for veterans with disabilities Provides information on how the ADA applies to recruiting, hiring and accommodating veterans with serviceconnected disabilities 42

43 Job Accommodation Network (JAN) 43

44 Strategies and Best Practices Develop a strategy for veterans hiring Build relationships with veteran service organizations and military bases Train recruiters to recognize the applicability of military skills for civilian positions Utilize the Skills Translator on O*NET Attend veteran-specific job fairs 44

45 Strategies and Best Practices Provide training for managers and HR on veteran employment issues Develop a mentoring program for veterans Provide information on availability of EAP Communicate regularly to assess employees success in transitioning Establish veteran specific Employee Resource Group 45

46 Selected Best Practices Veterans affairs office focusing on recruiting, hiring and support services CSX Transportation veterans affairs committee of managers and executives who served in the military Verizon Communications Inc. Coaching transitioning vets on resumes, interviewing, and job search techniques CACI International, Inc. 46

47 Selected Best Practices Maintain a vet-centric web portal Raytheon Find mentors already inside the company Use them in the interviewing and onboarding process Sears Holdings Corp. 47