Findings from the 2008 ODEP Employer Survey Andrew J. Houtenville, Ph.D. New Editions Consulting, Inc. August 2009.

Findings from the 2008 ODEP Employer Survey

Andrew J. Houtenville, Ph.D.New Editions Consulting, Inc.

August 2009

• Identify employer perspectives on the employment of people with disabilities collected with scientifically-based methods from various types of employers.

• Focus on hiring, retention, and advancement challenges and strategies.

Purpose of the Employer Survey

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• Nationally representative sample– First ever to focus on disability issues

• Sample designed to yield statistics by – 12 major industries and– 3 size categories (5-15, 16-249, 250+

employees)• 3,797 observations/senior executives represents

over 2.4 million companies nationwide• 15 minute interview, on average

Study Design

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• Asked to speak to the person who makes decisions on hiring at the overall company level:– President/Owner 660– Manager 571– Director 339– Vice-President 112– Vice-President , HR 75– Supervisor 28– Vice-President , Finance 19– Assistant Director 15– Assistant Managers 15– Other (specify) 1,963

Who Responded?

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•19.1% are employing people with disabilities

•8.7% hired a person with a disability in the past 12 months

•13.6% are actively recruiting people with disabilities

What We Learned

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Most commonly cited hiring challenges:• Nature of the work• Not knowing accommodation costs• Cannot find qualified candidates

Most commonly cited hiring concerns:• Costs • Lack of skills and experience • Less safe and productive

Hiring Issues

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Most commonly cited strategies:• Employment tax credit and incentives• Disability awareness training• Visible top management commitment

Least common cited strategies:• Targeted recruitment program• Centralized accommodation fund• Reassignment

Hiring Strategies

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Most Persuasive:• Satisfactory performance, attendance, and retention• Increases in company’s productivity• Benefits to company bottom line

Less Persuasive:• Testimonials from line managers• Benefited nationally recognized companies• Addressing concerns about cost

*Only companies that do not actively recruit.

Persuasiveness of Information

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Challenges:• Cost• Lack of advancement potential • Returning employee to work (retention only)• Attitudes NOT considered a major challenge

Strategies:• Tax Incentives• Top management commitment• Mentoring

Advancement and Retention

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Attitudes are cited as a challenge when hiring people with disabilities– Customers (34.3%)– Co-workers (29.1%)– Supervisors (20.3%)

Lack of supervisor comfort was cited as a hiring concern– All companies (30.8%)– Large companies (44.9%)

Employer Attitudes and Hiring

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Attitudes are cited as a challenge when advancing people with disabilities– Customers (25.3%)– Co-workers (21.4%)– Supervisors (19.4%)

Attitudes of supervisor more of a challenge for larger companies– Large companies (26.7%)– Small companies (16.%) and medium companies

(17.7%)

Employer Attitudes and Advancement

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Attitudes are cited as a challenge when advancing people with disabilities– Customers (22.4%)– Co-workers (21.4%)– Supervisors (18.9%)

Attitudes of supervisor more of a challenge for larger companies– Large companies (23.4%)– Small companies (14.7%) and medium companies

(19.1%)

Employer Attitudes and Retention

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• Nature of the work and the bottom-line are central to all aspects of employing people with disabilities.

• Cost issues are a bigger issue for small and mid-sized companies.

• Attitudes continue to be a barrier to recruitment, hiring, advancement and retention.

• Visible commitment from top management is key. • Stay tuned ... more findings to come.

Emerging Patterns

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• 2006 & 2008 Science Conferences• Corporate Culture Study• Job Accommodation Network (JAN)• Employer Assistance and Recruiting Network

(EARN)

Other Employer-Related Initiatives

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• Andrew J. Houtenville, Ph.D.Senior Research Associate6858 Old Dominion Drive, Suite 230McLean, VA 22101E-mail: [email protected]

• Richard L. Horne, Ed.D. Director, Division of Policy Planning and Research US Department of Labor Office of Disability Employment Policy (ODEP) 200 Constitution Avenue, NW Room S-1303 Washington, DC  20210

E-mail: [email protected]

Contact Information

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