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SHRM Survey Findings: Employing People With Disabilities : Practices and Policies Related to Retention and AdvancementIn collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
Study Purpose: provide new knowledge about differences in HR practices in hiring, retaining and advancing individuals with disabilities, and the relationship between these practices and positive employment outcomes.
Partners: SHRM, in collaboration with Cornell University.
Funding: U.S. Department of Education, National Institute on Disability and Rehabilitation Research grant to Cornell University, Rehabilitation Research and Training Center on Employer Practices (Grant No. H133B040013).
Has a disability-focused employee network (e.g., an employee resource group or affinity group) (n = 79) 54% 20% 3% 23%
Has a return to work or disability management program for employees who are ill/injured or become disabled (n = 479)
49% 36% 1% 14%
Encourages flexible work arrangements for all employees (e.g., flextime, part-time, telecommuting) (n = 356)
47% 37% 3% 13%
Has a structured mentoring program to support employees with disabilities (n = 103) 47% 31% 3% 19%
Note: Respondents who answered that a policy or practice related to retention and advancement was “not in place,” “in development / under review” or “don’t know” were excluded from this analysis.
Effectiveness of Policies and Practices (Continued)
11
Our organization…Very
EffectiveSomewhat Effective
Not Effective
Effectiveness Not Known
Offers special career planning and development tools for employees with disabilities (n = 96) 46% 31% 3% 20%
Has explicit organizational goals related to retention and advancement of employees with disabilities (n = 73)
40% 30% 1% 29%
Includes progress toward retention and advancement goals for employees with disabilities in the performance appraisals of senior management(n = 49)
39% 24% 0% 37%
Employees are invited to confidentially disclose whether they have a disability (e.g., staff surveys) (n = 242)
36% 37% 2% 25%
Note: Respondents who answered that a policy or practice related to retention and advancement was “not in place,” “in development / under review” or “don’t know” were excluded from this analysis.
Publicly owned for-profit organization is a limited liability company that offers its securities (stock/shares, bonds/loans, etc.) for sale to the general public, typically through a stock exchange or through market makers operating in over the counter markets. This is separate and distinct from a government-owned corporation, which might be described as a publicly owned company.
Privately owned for-profit organization is a business company owned either by nongovernmental organizations or by a relatively small number of shareholders or company members. This organization does not offer or trade its company stock (shares) to the general public on the stock market exchanges, but rather the company's stock is offered, owned and traded or exchanged privately. Less ambiguous terms for a privately held company are unquoted company and unlisted company.
Nonprofit organization is neither a legal nor a technical definition, but it generally refers to an organization that uses surplus revenues to achieve its goals rather than to distribute them as profit or dividends. States in the U.S. defer to the IRS designation conferred under United States Internal Revenue Code Section 501(c) when the IRS deems an organization eligible. A nonprofit organization may or may not have shareholders.
has a return-to-work or disability management program for employees who are ill/injured or become disabled
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown.
employees are invited to confidentially disclose whether they have a disability (e.g., staff surveys)
has a structured mentoring program to support employees with disabilities
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown.
offers special career planning and development tools for employees with disabilities
has disability-focused employee network (e.g., an employee resource group or affinity group)Organization sector Differences based on organization sector
has explicit organizational goals related to retention and advancement of employees with disabilities
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown.
includes progress toward retention and advancement goals for employees with disabilities in the performance appraisals of senior management
Organization sector Differences based on organization sector
Smaller organizations Larger organizations Differences based on organization staff size1 to 99 employees (72%)
100 to 499 employees (79%) 2,500 to 24,999 employees (92%) Larger organizations > smaller organizations
Our organization…
has a return-to-work or disability management program for employees who are ill/injured or become disabled
Comparison by Organization Staff Size
Smaller organizations Larger organizations Differences based on organization staff size1 to 99 employees (8%)
100 to 499 employees (11%) 25,000 or more employees (32%) Larger organizations > smaller organizations
has a disability-focused employee network (e.g., employee resource group or affinity group)
employees are invited to confidentially disclose whether they have a disability (e.g., staff surveys)
Smaller organizations Larger organizations Differences based on organization staff size
1 to 99 employees (33%)100 to 499 employees (35%) 25,000 or more employees (69%) Larger organizations > smaller organizations
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown.
Manufacturing 26% Finance and insurance 12% Professional, scientific and technical services 12% Retail trade 12% Wholesale trade 9% Transportation and warehousing 8% Accommodation and food services 7% Entertainment and recreation 5% Information 5% Utilities 5% Construction 4% Educational services 4%
Demographics: Organization Industry
Note: n = 637. Total does not equal 100% due to multiple response options.
Health care and social assistance 4%Religious, grantmaking, civic, professional and similar organizations 4%
Repair and maintenance 4% Real estate and rental and leasing 3%
Administrative and support and waste management and remediation services 2%
Management of companies and enterprises 2% Public administration 2% Agriculture, forestry, fishing and hunting 1% Mining 1% Personal and laundry services 1% Other 8%
Demographics: Organization Industry (Continued)
Note: n = 637. Total does not equal 100% due to multiple response options.