Business Strategies that Work: Employing People with Disabilities ODEP-NILG Alliance Action Call Series June 27, 2012.

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!