leadership in a disability inclusive workforce: the just...
TRANSCRIPT
Northeast ADA Center Cornell University
Providing technical assistance, training and information about the Americans with Disabilities Act
1.800.949.4232
Leadership in a Disability Inclusive Workforce:
The Just-in-Time Program
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.
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
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
In a nutshell…
How will this be
accomplished?
Two Step Process:
1. Affinity group or Core Group
2. Managers’ Just-in-Time (JIT)
Toolkit
The Model: A Cascaded Approach
Affinity Group/
Core group
Consists of anyone in
organization who has a
personal or professional
interest in disability or
diversity
Managers/
Supervisors Key players in disability inclusiveness
practices on the floor/in the field
Managers/
Supervisors Key players in disability
inclusiveness practices on the
floor/in the field
Managers/
Supervisors Key players in disability
inclusiveness practices on the
floor/in the field
Managers/
Supervisors Key players in disability
inclusiveness practices on the
floor/in the field
Managers/
Supervisors Key players in disability
inclusiveness practices on the
floor/in the field
The Model: A Cascaded Approach
Affinity Group/
Core group
•Builds awareness in
organization
•Build awareness of JIT
tools
•Disseminate JIT tools
Managers/
Supervisors Key players in disability inclusiveness
practices on the floor/in the field
Managers/
Supervisors
Using JIT Tools, be effective in
leading people with disabilities
Managers/
Supervisors
Using JIT Tools, be effective in
leading people with disabilities
Managers/
Supervisors
Using JIT Tools, be effective in
leading people with disabilities
Managers/
Supervisors
Using JIT Tools, be effective in
leading people with disabilities
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
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
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?
1.
Disability IS DiversityThe business case for disability
inclusiveness
2.
Disability in the
workplaceWhat’s true; what’s not
3.
Let’s talkInteracting with
employees who have
disabilities
4.
About hiringSeeing the many
faces of talentLeadership and the
Disability Inclusive
Workforce:
The Manager’s Just-
in-Time Toolkit 5.
An employee just told
me about a disability What do I do now? 6.
Having an
accommodation
discussionIt’s about the 3 P’s—
Performance, Productivity
& Preventing Turnover
7.
Accommodation
optionsWhat works; what
doesn’t?
8.
A performance issue might
be due to a disabilityAddressing the situation
9.
An employee might have a
mental illness or addiction
problemThinking it through
10.
Finding out more: Further resources in your
organization
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
Employment and Disability Institute
School of Industrial and Labor Relations
Cornell University
201 Dolgen Hall
Ithaca, NY 14853
800.949.4232 in NY, NJ, PR and the U.S. VI
607.255.6686
www.northeastada.org