Leadership in a Disability Inclusive Workforce: The Just-in-Time Program

Transcription

1 Leadership in a Disability Inclusive Workforce: The Just-in-Time Program Northeast ADA Center Cornell University Providing technical assistance, training and information about the Americans with Disabilities Act

2 In a nutshell Five trends impacting diversity and disability inclusiveness efforts 1. The need for talent will increase 2. People with disabilities are a significant source of untapped talent, being nearly at par on levels of education 3. Only about one-third of diversity/inclusion initiatives meaningfully include disability 4. Returning veterans 5. Federal contractor guidelines Greater accountability for disability inclusive workplace.

3 In a nutshell What do we wish to accomplish with this program? As a result of this program, organizations will enhance competitive advantage by Expanding current and future access to talent Improving productivity and performance Retaining talent and preventing turnover Reducing off-work time Being better able to reach and serve customers with disabilities Renewing a commitment to diversity Enhancing corporate citizenship

4 In a nutshell What does research tell us about effective diversity & disability inclusive practices? Successful approaches to enhance disability inclusiveness Go beyond one-shot deal training sessions to provide on-going support when and where it s needed Go beyond simple legal compliance to make the business case Go beyond the HR office to engage key players: face-to-face leaders managers & supervisors Go beyond complex manuals & rules to provide sustained, just-in-time tools: job aids and as-needed coaching

5 In a nutshell How will this be accomplished? Two Step Process: 1. Affinity group or Core Group 2. Managers Just-in-Time (JIT) Toolkit

6 The Model: A Cascaded Approach Key players in disability inclusiveness practices on the floor/in the field Key players in disability inclusiveness practices on the floor/in the field Affinity Group/ Core group Consists of anyone in organization who has a personal or professional interest in disability or diversity Key players in disability inclusiveness practices on the floor/in the field Key players in disability inclusiveness practices on the floor/in the field Key players in disability inclusiveness practices on the floor/in the field

7 The Model: A Cascaded Approach Key players in disability inclusiveness practices on the floor/in the field Using JIT Tools, be effective in leading people with disabilities Affinity Group/ Core group Builds awareness in organization Build awareness of JIT tools Disseminate JIT tools Using JIT Tools, be effective in leading people with disabilities Using JIT Tools, be effective in leading people with disabilities Using JIT Tools, be effective in leading people with disabilities

8 Program steps 1. Affinity Group/ Core Group Workshop Two or three hours Interactive Can be Customized Two objectives: A. Build awareness of disability inclusiveness in the workplace B. Promote distribution of the JIT Toolkit among managers/supervisors Suggested modules: 1. It s about talent 2. Disability, workplace & business trends 3. The return on investment 4. Legal updates 5. Strategies & practices for disability inclusive workplaces 6. Real-life scenarios around disability inclusiveness in the workplace 7. The JIT Toolkit: Introduction & dissemination

9 Program steps 2. The Just-in-Time Toolkit for Managers Why managers/ supervisors? Key gatekeepers and players in making decision and setting lived culture of the workplace Often over-looked Difficult to reach Just-in-Time approach is needed Make or break diversity/disability inclusiveness initiatives

10 Program steps 2. The Just-in-Time Toolkit for Managers About the JIT Toolkit Ten tools Core part of each tool used in 10 min or less Based on situations/dilemmas manager likely to encounter Tool #10 is organization-specific Other Tools have points of customization NOT meant to replace a call to HR! Each Tool consists of: Core points Test yourself Print & Go Want to know more?

11 10. Finding out more: Further resources in your organization 1. Disability IS Diversity The business case for disability inclusiveness 2. Disability in the workplace What s true; what s not 3. Let s talk Interacting with employees who have disabilities 9. An employee might have a mental illness or addiction problem Thinking it through 8. A performance issue might be due to a disability Addressing the situation 7. Accommodation options What works; what doesn t? 4. About hiring Seeing the many faces of talent Leadership and the Disability Inclusive Workforce: The Manager s Justin-Time Toolkit 5. An employee just told 6. Having an accommodation discussion It s about the 3 P s Performance, Productivity & Preventing Turnover me about a disability What do I do now?

12 Program steps Program evaluation & feedback Confidential Anonymous Focuses on our program, not on organization A brief pre-/post-test survey for core group session Short optional online survey (immediately after and 4 6 months later) for managers who have used the JIT Toolkit

13 Employment and Disability Institute School of Industrial and Labor Relations Cornell University 201 Dolgen Hall Ithaca, NY in NY, NJ, PR and the U.S. VI