10 Steps In Finding, Hiring & Retaining Persons with Disabilities & Disabled Veterans

Transcription

1 North Carolina Business Leadership Network 10 Steps In Finding, Hiring & Retaining Persons with Disabilities & Disabled Veterans Presenter: Steve LaBour

2 Disability Employment by the Numbers 30.8% of non-institutionalized, male or female, with a disability, ages 16-64, all races, regardless of ethnicity, with all education levels in North Carolina were employed in 2012 Leaving the unemployment rate for people with disabilities in NC at 69.2% (US = 66.5%) The percentage of non-institutionalized persons aged years with a disability in NC who were employed fulltime/full-year in 2012 was 19.7% (US = 20.9%) The median annual household income among households that include any working age (21-64) people with a disability, in the NC in 2012 was $32,200 vs. $60,000 for Able bodied households The Employment and Disability Institute, Cornell University, Published 2012

3 Getting It Building a Strategic Vision for Disability Hiring and Retention Directors/Managers Support for Disability Hiring & Retention Implementation of Supportive Policies, Practices & Programs Employment and Retention of Persons with Disabilities Senior Management Vision for Diversity w/ Persons with Disabilities

4 10 Steps To Finding, Hiring & Retaining PwDs and DVs 1 Make the Commitment 6 Train the Managers 2 Build the Internal & External Team 7 Get Ready to Hire - Audit the Hiring process 3 Understand the Law 8 Find the Applicants 4 Build the Culture - Through Policies & Programs 9 Interview / Hire / Onboard - the Winning Candidates Write a Strategic Hiring Plan - For Today & Tomorrow 5 10 Retain Your Workforce - It Makes Good Business Sense

5 1 Make the Commitment Commitment comes from the top and visible to employees, customers and the public Budgetary commitment to all departments and all phases in recruiting, hiring and retaining PwDs and DVs. Senior management education an ongoing process Ensure disability employment and accessibility is included in all future growth plans Stand with and learn from other like-minded companies (And their Best Practices )

6 2 Build the Internal & External Team Department Buy-in / Directives HR Legal Facilities / Plant IT Marketing / Ad Sales Community Affairs Contract Services Recruiters Venders Suppliers

7 3 Understand the Law What is legally required of your company? ADA, federal & state legislation and rules, court rulings Employee and customer accommodations Workplace and public area requirements

8 Federal Requirements ADA EEOC HIPPA Rehabilitation Act Regulations 501, 503, 505, 508 Federal Court Rulings EXPECT. EMPLOY. EMPOWER.

9 AccommodaTion is Inclusion BenefiTTing All

10 4Build the Culture - Through Policies & Programs Corporate polices that promote hiring and retaining PWDs and sensitive to their workplace needs and activities Ongoing accessibility audits (physical plant, workplace accommodations, website, online job posting/application process) Disability Employee Networking Group Employee, customer, public awareness education through publications, newsletters and social media Community outreach building and maintaining relationships with community service providers, vocational rehab, VA, local colleges, and trade schools

11 4Build the Culture - Through Policies & Programs A comprehensive Employee Assistance Program (EAP) Flexible work arrangements (FWAs) Utilizing adaptive technology Review HR policies (Re-write the Employee Handbook?) Hiring manager s education and training

12 4 Build the Culture - Through Policies & Programs Disability (Career) Mentoring Days Internships Apprenticeship Programs

13 5 Write a Strategic Hiring Plan For Today & Tomorrow Assign someone to take the lead the go to person What and where are your workforce needs now and the near future? What and where are your workforce needs for the next year and five years? Review job requirements for existing and future positions

14 6 Prepare (Train) the Hiring Managers Educate to arrest any fears an ongoing process Provide input and support in writing job descriptions and qualifications Support process with disability etiquette education and interview protocols

15 Elements of a Hiring Managers Training Sample Agenda for Day Long Training Session Understanding the legal issues in the recruitment and hiring of persons with disabilities Job postings and employment application process Setting up the job interview Conducting a successful interview When you hire: Understand hire s reasonable accommodation needs Provide customized on boarding for new employee if necessary Provide on boarding for team members as well (awareness training and workplace accommodation and disability etiquette) Supporting & retaining your valued employees w/ disabilities Roll play exercises

16 7Get Ready to Hire - Audit the Hiring process Review job responsibilities and qualifications for job openings and new position hires with hiring manager Identify accessibility challenges for each opening if any Perform an accessibility audit of online job posting / application process Educate recruiters on disability protocols

17 8 Find the Applicants HR outreach building and maintaining relationships with community service providers, Vocational Rehab, VA, local colleges, trade schools, disability advocacy/support groups, and social media Search out and utilize effective disability job boards Participate in or hold targeted job fairs Sponsor and/or participate in targeted community outreach events and programs Work with ERG and advertise internally

18 60% 55% HIGH SCHOOL GRADS, SOME COLLEGE, ASSOCIATE DEGREE

19 Recruiting and Hiring Disabled Veterans and America s Wounded Warriors Estimated to be more than 2.9 million disabled veterans and wounded warriors New type of wounded warrior with a new attitude A number of benefits to companies who hire disabled veterans (tax incentives, training expenses, salary support) Battlefield injuries more severe with longer wellness and rehab time required DVs work well as a part of a team More attention being paid to traumatic brain injuries More caregiver and spouse support programs emerging

20 Interview / Hire / Onboard - the Winning 9 Candidates Priority number one hire the best candidate Set up the interview for success Pre-interview prep essential Interview accessibility internal / external issues? Once decided to hire, work out job offer in advance - addressing all issues Once offer is made and accepted, workout onboarding process before your new hire starts Meet with team prior to start date and ready staff if necessary

21 Retain Your Workforce It Makes 10 Good Business Sense Establish an atmosphere that promotes employees to selfidentify Address your aging workforce department by department Prepare for the employee disclosure or new sudden disability Have a formal process in place to deal with accommodation concerns and claims Be sensitive to employees who are care-givers

22 Workforce Realities Employees with disabilities are at least 60% more likely to disclose their disability to their supervisor than to HR. In 2002, 61.9% of Americans in the workforce were in the age group. In 2012 that number increased to 64.5%. The 2022 projection is that 67.5% in the age group will remain in the workforce. 86% of organizations are concerned about the aging workforce, but only 36% are considering aging workforce issues.

23 "We all have a role to play in and benefit to gain from increasing opportunities for meaningful employment for people with disabilities." Kathy Martinez Assistant Secretary of Labor For Disability Employment Policy

24 [ Your Company Name Here ] READY TO HIRE! Putting disability to work.

25 Steve LaBour President/CEO Steve LaBour is the president and CEO of workability 360, providing consulting services to businesses committed to recruit, hire, and retain individuals with disabilities and disabled veterans. Steve has been involved with disability issues and disability advocacy for more than twenty-five years and disability employment for the past eight. He is the former Executive Director of Enable America, a national nonprofit dedicated to the mission of increasing employment for individuals with disabilities and disabled veterans. Steve has a wealth of knowledge and experience understanding what it takes for businesses to set and achieve hiring and retention goals for persons with disabilities and disabled veterans.