business strategies that work: employing people with disabilities odep-nilg alliance action call...
TRANSCRIPT
Business Strategies that Work:Employing People with
Disabilities
ODEP-NILG AllianceAction Call Series
June 27, 2012
Introductions
Overview of ODEP-NILG Alliance and Related Activities
Importance of ILG Feedbackand Today’s Dialogue
ODEP-NILG AllianceAction Call Series
June 27, 2012
BUSINESS STRATEGIES THAT WORK
New resource from ODEP for employers that –
Identifies promising employment strategies and practices for recruiting, hiring, retaining, and advancing qualified
individuals with disabilities
Reflects input and ideas from successful employers of all sizes
Includes proactive, dynamic strategies that companies can refine and adopt to create a vibrant, diverse workforce
7 ACTION AREAS
Lead the Way: Inclusive Business Culture
Build the Pipeline: Outreach and Recruitment
Communicate: Company Policies and Practices
Hire the Best: Personnel Processes
Ensure Productivity: Reasonable Accommodations
Be Tech Savvy: Accessible Technology
Grow Success: Accountability and Continuous Improvement
TODAY
KEY INGREDIENTS
Leadership and commitment at the highest levels
Understanding by mid-level managers and supervisors of roles and responsibilities
Communication to employees at all levels
LEAD THE WAY: Inclusive Corporate Culture
EFFECTIVE STRATEGY – Make Policies Visible
Develop and communicate policy statements and other visible examples of the company’s commitment to hiring, promoting and retaining employees with disabilities
LEAD THE WAY: Inclusive Corporate Culture
Example
LEAD THE WAY: Inclusive Corporate Culture
COMPANY POLICY STATEMENT
Business is becoming increasingly global. As we continue toexpand, our differences – from our culture and work habits,
communication style, and personal preferences – are becoming even more essential to our business strategy. We are workinghard to create an environment in which all employees, including
those with disabilities, are valued and respected.
Include people with disabilities in media images used on company website,
brochures, and recruitment materials
Example
LEAD THE WAY: Inclusive Corporate Culture
EFFECTIVE STRATEGY – Create and Support Leadership Teams
Establish an enterprise-wide team of executives, managers, and employees with disabilities to advance employment goals and function as a disability-focused employeeresource group, affinity group, or businessgroup
LEAD THE WAY: Inclusive Corporate Culture
Examples
LEAD THE WAY: Inclusive Corporate Culture
See ODEP’s Toolkit for Establishing and Maintaining Successful Employee Resource Groups
http://www.askearn.org/refDesk/Workplace_Culture/Employee_Resource
EFFECTIVE STRATEGY – Share the Business Case
Make the business case for employing people with disabilities and publicize it throughmultiple communication and media strategies
LEAD THE WAY: Inclusive Corporate Culture
Making the business case includes framing the issue in communications with managers, employees, and vendors/suppliers in terms of –
Return on investment
Direct and indirect benefits to the company and all its employees
Employing people with disabilities recognizes changing demographics of workforce
Enhances retention and return-to-work of employees, which has significant cost savings
Example
LEAD THE WAY: Inclusive Corporate Culture
Example
LEAD THE WAY: Inclusive Corporate Culture
AN INCLUSIVE CORPORATE CULTURE
MEANS INCREASED PROFIT$ AND PRODUCTIVITY
INCREASE BUSINESS OPPORTUNITIES WITH THE FEDERAL GOVERNMENT Meeting affirmative action and nondiscrimination requirements
REFLECT RAPIDLY EXPANDING CUSTOMER BASE Tapping into the needs of the third largest market segment in the U.S.
ENSURE A DIVERSE, SKILLED WORKFORCE Leveraging new talent and retaining skilled employees
EFFECTIVE STRATEGY – Include Disability in Diversity Initiatives
Incorporate disability as a component of company diversity efforts
LEAD THE WAY: Inclusive Corporate Culture
Example
LEAD THE WAY: Inclusive Corporate Culture
DIVERSITY POLICIES AND ACTIVITIES
Use the words “disability” and “people with disabilities in statements defining the company’s diversity policies
Invite disability organizations to the company’s diversity events
Recognize that people with disabilities are part of the company’s otherdiverse communities (including racial and ethnic minority
populations, veterans, and the LGBT community
EFFECTIVE STRATEGY – Try Useful ODEP Resources!
Campaign for Disability EmploymentNationwide campaign to help implement disability employment awareness www.whatcanyoudocampaign.org
Employer Assistance and Resource Network (EARN)Free consultation and technical assistance for employers seeking to recruit and hire qualified individuals with disabilities, access to the Workforce Recruitment Program (WRP) and a business casewww.askearn.org
National Disability Employment Awareness MonthAnnual outreach effort that raises awareness about disability employment issues and celebrates contributions of America’s workers with disabilities www.dol.gov/odep/topics/NDEAM.htm
LEAD THE WAY: Inclusive Corporate Culture
EFFECTIVE STRATEGY – Try Useful ODEP Resources!
Job Accommodation Network (JAN)Free, expert and confidential guidance on workplace accommodations for employees with disabilities www.askjan.org
Return-to-Work Toolkit Information about the return-to-work process and resources to assist in getting employees back on the job quickly and smoothly after illness or injurywww.dol.gov/odep/return-to-work
LEAD THE WAY: Inclusive Corporate Culture
Additional Questions/Comments
BUILD THE PIPELINE:OUTREACH AND RECRUITMENT
ODEP-NILG AllianceAction Call Series
June 27, 2012
NEXT CALL
Thanks for joining us today!