1 Building Capacity from the Inside Out: Engaging Insiders to Enhance Disability Inclusiveness U. S. Business Leadership Network Dr. Antonio Ruiz Dr. Hannah Rudstam Disability & Business Technical Assistance Center--NE Providing training and technical support in New York, New Jersey, Puerto Rico and U. S. Virgin Islands Contact us at 1800 949 4232 Employment and Disability Institute www.edi.cornell.edu
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Dr. Antonio Ruiz Dr. Hannah Rudstam Disability & Business Technical Assistance Center--NE
www.edi.cornell.edu. Employment and Disability Institute. Building Capacity from the Inside Out: Engaging Insiders to Enhance Disability Inclusiveness U. S. Business Leadership Network. Dr. Antonio Ruiz Dr. Hannah Rudstam Disability & Business Technical Assistance Center--NE - PowerPoint PPT Presentation
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Building Capacity from the Inside Out: Engaging Insiders to Enhance Disability
Inclusiveness
U. S. Business Leadership Network
Dr. Antonio Ruiz
Dr. Hannah Rudstam
Disability & Business Technical Assistance Center--NE
Providing training and technical support in New York, New Jersey, Puerto Rico and U. S. Virgin Islands
Contact us at 1800 949 4232Employment and Disability Institute www.edi.cornell.edu
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Plan for session…
1. Why this? Why now? Challenges in building capacity for disability & employment programs
2. Understanding barriers to employing people with disabilities: The DBTAC Barrier Intervention Model
3. Building capacity from the inside out: An overview of the ADA Trainer Network Program
4. Reaching employers: Lessons learned thus far
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1.
Why this? Why now? Challenges in building capacity for disability & employment programs
•discomfort in interacting with employees with disabilities•unable to manage accommodations•hiring behaviors—”hire those who are just like me”
• ineffective mentoring of employees with disabilities
Individual gatekeepers/decision-makers’
attitudes:•Lowered expectations of people with disabilities•Fear of lawsuits•Fear of negative impact on customers
Shared organizational knowledge:
•Organizational knowledge sharing systems exclude any consideration of disability
Shared organizational practices/policies
•Obvious dis-incentives (e.g. no organization-wide accommodation budget, diversity/disability-inclusiveness not part of leaders’ performance expectations) •Hidden dis-incentives (e.g. unrealistic productivity demands)
Shared organizational vision•No compelling vision/mission around disability or diversity•No compelling business case made for disability-inclusiveness throughout organization
To enable “insiders” to deliver the disability message…
•By providing high quality, inter-active programs across a range of customer-driven disability topics
•By supporting a network of qualified “insider” trainers with train-the-trainer sessions, program plans, materials and web-based support
•By enabling people with disabilities to be seen as experts—as viable trainers
•By standardizing a program approach so that we can better assess impact
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ADA Trainer Network Offering
Program 1 Disability Awareness Program 2
Getting Hired and Moving Ahead in a Job When Working
with a Disability
Program 3 Tapping into Talent: Best Practices in Employing
People with Disabilities
Program 4 Serving
Customers with DisabilitiesProgram 5
Hidden Disabilities
Program 6 Accessibility for
Government Entities
Program 7 Accessibility for Private Sector
Businesses
Program 8 Accessible
Technology in the Workplace
Program 9 Accessible Websites: Everyone Benefits
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4. Reaching employers: Lessons learned thus far
• The power of message is enhanced by using trainer-experts who themselves have disabilities
– Walking the talk– Seeing someone with a disability as an expert– Human experience with disability enriches the material (but with some caveats)– “The devil’s in the details”
• Balancing program consistency with customization
• Encourage trainers to use training session as initial entry to build upon local networks—get away from a “one shot deal” and toward a sustained partnership
• The need to get beyond a sole reliance on legal compliance
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Activity…
1. As a group, read the scenario
2. Discuss your response to the questions in the small group
3. Debrief as a large group• Disability inclusive business strategies• The return on investment of disability inclusiveness
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