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SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute April 11, 2012
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SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

Nov 12, 2014

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Cyndi Johns

The Society for Human Resource Management (SHRM) has released the first in a series of 3 studies conducted in collaboration with, and commissioned by, the Cornell University ILR School Employment and Disability Institute. The first report looks at practices and policies related to recruiting and hiring individuals with disabilities based on findings from a survey of SHRM’s membership. Sixty percent of respondents worked for U.S.-based companies; the rest worked at multinational companies.

Nearly two-thirds (61%) of organizations include people with disabilities explicitly in their diversity and inclusion plans and 58% indicate training HR staff and supervisors on effectively interviewing people with disabilities. Nearly one-half (45%) of organizations found that training HR staff and supervisors on interviewing people with disabilities to be very effective in the recruitment or hiring of people with disabilities.
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Page 1: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

April 11, 2012

Page 2: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

SHRM, in collaboration with and commissioned by the Cornell University ILR School Employment and Disability

Institute, conducted a survey of its members about organizational practices and policies related to employing

people with disabilities. Areas of focused in this survey research included:

Part 1: Recruitment and Hiring (Released April 11, 2012)

Part 2: Accessibility and Accommodation (Released May 17, 2012)

Part 3: Retention and Advancement (To be released soon)

In addition, the survey explored metrics that organizations track for all employees and for employees with

disabilities, as well as potential barriers in the employment of and advancement of people with disabilities.

The data findings included in this document focus on Part 1 of the research: Practices and Policies Related to

Recruiting and Hiring Employees With Disabilities.

Introduction

2

Page 3: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

Part 1: Policies and Practices Related

to Recruitment and Hiring

3

Page 4: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

Study Purpose, Partners and Funding

Study purpose: to 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).

4

Page 5: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

For this survey, we define a “person with a disability” as someone who has a

physical and/or mental impairment that substantially limits a major life activity. This

could include (but is not limited to) individuals with a physical disability, a chronic

health condition, a vision or hearing impairment, a mental health condition, or a

workplace injury or illness.

We define an “effective practice or policy” as one that leads to improved

recruitment, hiring, retention, engagement, workplace climate and/or advancement

of people with disabilities.

5

Definitions

Page 6: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

Key Findings

6

What policies and practices related to the recruitment and hiring of people with disabilities are

currently being implemented by organizations? Nearly two-thirds (61%) of organizations indicate

including people with disabilities explicitly in their diversity and inclusion plans, 59% require

subcontractors/suppliers to adhere to disability nondiscrimination requirements, 58% train HR staff

and supervisors on effectively interviewing people with disabilities, and 57% have developed

relationships with community organizations that promote the employment of people with

disabilities.

Among organizations that have implemented policies and practices related to the recruitment and

hiring of people with disabilities, which policies and practices were found to be very effective?

Nearly one-half (45%) of organizations found that training HR staff and supervisors on interviewing

people with disabilities was very effective. Several organizations also believe that requiring

subcontractors/suppliers to adhere to disability nondiscrimination requirements (38%) and having

explicit organizational goals related to the recruitment or hiring of people with disabilities (34%)

were very effective practices.

Page 7: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

Key Findings (Continued)

7

Are some organizations more likely to have policies and practices related to the recruitment

and hiring of people with disabilities depending on the organization’s staff size or sector?

Larger organizations are more likely to have polices and practices related to recruitment and

hiring of people with disabilities compared with smaller organizations. Publicly owned for-profit

organizations also are more likely to have some of these policies and practices in place compared

with privately owned for-profit organizations and nonprofit organizations.

Page 8: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

47%

57%

58%

59%

61%

53%

43%

42%

41%

39%

Yes No

Includes people with disabilities explicitly in its diversity and in-clusion plan.

(n = 567 )

Requires subcontractors/suppliers to adhere to disability nondis-crimination requirements.

(n = 525)

Has relationships with community organizations that promote the employment of people with disabilities.

(n = 568)

Actively recruits people with disabilities.(n = 574)

Trains HR staff and supervisors on effective interviewing of people with disabilities.

(n = 580)

8

Policies and Practices Related to Recruitment and Hiring

Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.

Our organization…

Page 9: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

18%

20%

27%

27%

40%

82%

80%

73%

73%

60%

Yes No

Includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior manage-

ment.(n = 547)

Participates in internships or similar programs that target people with disabilities.

(n =525)

Has explicit organizational goals related to the recruitment or hiring of people with disabilities.

(n = 540)

Takes advantage of tax incentives for hiring people with disabilities (e.g., Small Business Tax Credit, Architectural/ Transportation Tax

Deduction or Work Opportunities Tax Credit).(n = 467)

Has senior management that demonstrates a strong commitment to disability recruitment and hiring.

(n =555)

9

Policies and Practices Related to Recruitment and Hiring (Continued)

Our organization…

Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.

Page 10: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

Effectiveness of Policies and Practices

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Our organization…Very

effectiveSomewhat effective

Not effective

Effectiveness not known

Trains HR staff and supervisors on effective interviewing of people with disabilities.(n = 334)

45% 37% 17% 1%

Requires subcontractors/suppliers to adhere to disability nondiscrimination requirements.(n = 310)

38% 30% 3% 29%

Has explicit organizational goals related to the recruitment or hiring of people with disabilities.(n = 149)

34% 31% 9% 25%

Participates in internships or similar programs that target people with disabilities.(n = 111)

33% 37% 5% 25%

Note: Respondents who answered that a policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review” or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.

Page 11: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

Effectiveness of Policies and Practices (Continued)

11

Our organization…Very

effectiveSomewhat effective

Not effective

Effectiveness not known

Includes people with disabilities explicitly in its diversity and inclusion plan.(n =349)

29% 36% 7% 27%

Has relationships with community organizations that promote the employment of people with disabilities.(n = 326)

28% 37% 7% 28%

Has senior management that demonstrates a strong commitment to disability recruitment and hiring.( n = 223)

27% 42% 8% 23%

Note: Respondents who answered that a policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review” or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.

Page 12: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

Effectiveness of Policies and Practices(Continued)

12

Our organization…Very

effectiveSomewhat effective

Not effective

Effectiveness not known

Actively recruits people with disabilities.(n = 273) 26% 37% 6% 30%

Takes advantage of tax incentives for hiring people with disabilities (e.g., Small Business Tax Credit, Architectural/ Transportation Tax Deduction or Work Opportunities Tax Credit).(n = 128)

26% 34% 6% 34%

Includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management.(n = 99)

29% 33% 11% 28%

Note: Respondents who answered that a policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review” or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.

Page 13: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

Comparison by Organization Sector

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Page 14: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

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 that 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. A privately owned for-profit 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 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 when the IRS deems an organization eligible. A nonprofit organization may or may not have shareholders.

Definition of Sectors

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SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

15

Our organization…actively recruits people with disabilities.

Organization sector Differences based on organization sector

Publicly owned for-profits (58%) Privately owned for-profits (41%)Publicly owned for-

profits > privately owned for-profits

Comparison by Organization Sector

Organization sector Differences based on organization sector

Publicly owned for-profits (64%) Privately owned for-profits (52%)Publicly owned for

profits >

privately owned for-profits

Organization sector Differences based on organization sector

Publicly owned for-profits (24%) Privately owned for-profits (14%)Publicly owned for-

profits >

privately owned for-profits

has relationships with community organizations that promote the employment of people with disabilities.

includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management.

Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown.

Page 16: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

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Our organization…takes advantage of tax incentives for hiring people with disabilities.

Organization sector Differences based on organization sector

Publicly owned for-profits (42%)Privately owned for-profits (21%)

Nonprofits (23%)Publicly owned for-

profits > privately owned for-profits, nonprofits

Comparison by Organization Sector (Continued)

Organization sector Differences based on organization sector

Publicly owned for-profits (80%) Privately owned for-profits (48%)

Nonprofits (55%)Publicly owned for-

profits > privately owned for-

profits, nonprofits

requires subcontractors/suppliers to adhere to disability nondiscrimination requirements.

includes people with disabilities explicitly in its diversity and inclusion plan.

Organization sector Differences based on organization sector

Publicly owned for-profits (77%) Privately owned for-profits (54%)

Nonprofits (60%)Publicly owned for-

profits > privately owned for-

profits, nonprofits

Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown.

Page 17: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

17

Our organization…

has explicit organizational goals related to the recruitment or hiring of people with disabilities.

Organization sector Differences based on organization sector

Publicly owned for-profits (40%)Nonprofits (34%)

Privately owned for-profits (19%)Publicly owned for-profits, nonprofits > privately owned for-

profits

Comparison by Organization Sector (Continued)

Organization sector Differences based on organization sector

Publicly owned for-profits (49%)Nonprofits (48%)

Privately owned for-profits (32%)Publicly owned for-profits, nonprofits > privately owned for-

profits

has senior management that demonstrates a strong commitment to disability recruitment and hiring.

Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown.

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SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

Comparison by Organization Staff Size

18

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SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

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Smaller organizations Larger organizations Differences based on organization staff size1 to 99 employees (37%)

100 to 499 employees (39%)2,500 to 24,999 employees (64%)25,000 or more employees (78%) Larger organizations > smaller organizations

Our organization…actively recruits people with disabilities.

Smaller organizations Larger organizations Differences based on organization staff size

1 to 99 employees (48%)100 to 499 employees (50%) 2,500 to 24,999 employees (75%) Larger organizations > smaller organizations

has relationships with community organizations that promote the employment of people with disabilities.

Comparison by Organization Staff Size

includes people with disabilities explicitly in its diversity and inclusion plan.

Smaller organizations Larger organizations Differences based on organization staff size

1 to 99 employees (47%)

500 to 2,499 employees (66%)2,500 to 24,999 employees (72%)25,000 or more employees (85%) 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.

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SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

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Our organization…

Smaller organizations Larger organizations Differences based on organization staff size

100 to 499 employees (12%) 25,000 or more employees (39%) Larger organizations > smaller organizations

has explicit organizational goals related to the recruitment or hiring of people with disabilities.

Smaller organizations Larger organizations Differences based on organization staff size

1 to 99 employees (18%)100 to 499 employees (24%) 25,000 or more employees (52%) Larger organizations > smaller organizations

includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management.

Smaller organizations Larger organizations Differences based on organization staff size

100 to 499 employees (13%)2,500 to 24,999 employees (28%)25,000 or more employees (35%) Larger organizations > smaller organizations

participates in internships or similar programs that target people with disabilities.

Comparison by Organization Staff Size (Continued)

Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown.

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SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

21

Smaller organizations Larger organizations Differences based on organization staff size1 to 99 employees (33%)

100 to 499 employees (33%) 25,000 or more employees (63%) Larger organizations > smaller organizations

Our organization…

Smaller organizations Larger organizations Differences based on organization staff size

1 to 99 employees (16%)100 to 499 employees (15%)

500 to 2,499 employees (36%)2,500 to 24,999 employees (43%)25,000 or more employees (61%)

Larger organizations > smaller organizations

takes advantage of tax incentives for hiring people with disabilities.

has senior management that demonstrates a strong commitment to disability recruitment and hiring.

Comparison by Organization Staff Size (Continued)

requires subcontractors/suppliers to adhere to disability nondiscrimination requirements.

Smaller organizations Larger organizations Differences based on organization staff size

1 to 99 employees (46%)500 to 2,499 employees (68%)

2,500 to 24,999 employees (69%)25,000 or more employees (82%)

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.

Page 22: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

Industry Percentage of Respondents

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.

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Page 23: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

Industry Percentage of Respondents

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.

23

Page 24: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

Demographics: Respondents by Organization Sector

Other

Nonprofit organization

Publicly owned for-profit organization

Privately owned for-profit organization

3%

14%

28%

56%

Note: n = 611. Percentages do not equal 100% due to rounding.

24

Page 25: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

Demographics: Respondents by Organization Staff Size

25,000 or more em-ployees

2,500 to 24,999 employees

500 to 2,499 employees

100 to 499 employees

1 to 99 employees

7%

18%

24%

28%

23%

n = 627

25

Page 26: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

Demographics: Other

Does your organization have U.S.-based operations (business units) only or does it operate multinationally?

U.S.-based operations only 60%

Multinational operations 40%n = 617

What is the HR department/function responded for throughout this survey?

Corporate (companywide) 57%

Facility/location 26%

Business unit/division 17%

n = 519

Is your organization a single-unit organization or a multi-unit organization?

Multi-unit organization: An organization that has more than one location 80%

Single-unit organization: An organization in which the location and the organization are one in the same

20%

n = 635

26

For multi-unit organizations, are HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both?Multi-unit headquarters determines HR policies and practices 51%

A combination of both the work location and the multi-unit headquarters determine HR policies and practices

46%

Each work location determines HR policies and practices 3%

n = 516

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SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

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Further Information Available

SHRM® Disability Employment Resource Pagewww.shrm.org/disabilityemployment

HR Tips www.hrtips.org

Employer Assistance and Resource Network (EARN)www.askEARN.org

Job Accommodation Network (JAN)http://askjan.org

National ADA Network www.adata.org

Cornell Employment and Disability Institute publications online http://digitalcommons.ilr.cornell.edu

Employment and Disability Institute at Cornell University www.ilr.cornell.edu/edi

U.S. Disability Status Reportwww.disabilitystatistics.org

Page 28: SHRM Survey Findings, Part 1 - Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

Response rate = 23%

Sample consisted of 662 HR professional respondents from a randomly selected sample of

SHRM’s membership.

A series of e-mail reminders along with a call campaign were used to encourage survey

participation.

Margin of error is +/-3%.

Survey fielded October 19-December 15, 2011

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Survey Methodology

• For more survey/poll findings, visit www.shrm.org/surveys• For more information about SHRM’s Customized Research Services, visit

www.shrm.org/customizedresearch• Follow us on Twitter: http://twitter.com/SHRM_Research