The Role of One-Stop Career Centers and People with Disabilities Elena Varney, M.S., C.R.C. National Center on Workforce & Disability/Adult .

The Role of One-Stop Career Centers and People with Disabilities

Elena Varney, M.S., C.R.C.

National Center on Workforce & Disability/Adult

www.onestops.info

One-Stops:Why Serve People with Disabilities?

People with disabilities: major segment of population

Major employment needs

Can meet diversity of employer needs

Employment of people with disabilities: national priority

Employment of People with Disabilities: A Major National Priority

Legislation: WIA, TWWIIA Presidential Task Force on Employment of

People With Disabilities Establishment of Office of Disability

Employment Policy at USDOL Major federal hiring initiative Changes at Social Security New Freedom Initiative

The Role of One-Stops

Same services as provided to every other customer:

-Job leads

-Placement planning

-Job placement assistance

-Access to training

-Etc.

Basic Guidelines for Serving Customers with Disabilities

Start with good values

One-Stop role: meet needs of entire community

Value diversity

People with disabilities fully included and integrated

Collaborative service delivery

One-Stop: Best Practices

ADA & Non-Discrimination Regulation compliance as a baseline, not the goal

Focus on physical and service access

Maximum integration

Application of universal design concepts

A welcoming atmosphere

Strong collaboration with disability community

Staff development on disability issues

Meeting the Needs of EmployersVS.

Meeting the Needs of Job Seekers

What Employers Are Saying

We consider people with disabilities a valued part of our current and future workforce

Show us how to make it work

Awareness and education are needed

Provide us technical support

Respect our business needs

Make it simple

What Individuals Are Saying…

We want to work Show me how I can work Major concerns:

-Benefits

-Transportation-Workplace acceptance

Need easily accessible assistance and support services

Treat us as individuals and respect our individual needs

Make it simple

Some Questions to Think About

Why do people succeed in employment?

Why have you succeeded in your job?

Success in Employment

Good skill and work culture match

Supportive work environment

Flexibility in how tasks are accomplished

Accommodate various needs

Provide value to employer

Another Question

What are the Key Factors for a Job Search?

Good planning Networking Focus on the positives Good job matching Persistence Possibly representation by others

Successful job searches for people with

disabilities result from using the same

techniques as for all other job seekers

Successful Placement of People with Disabilities

Full integration into the workplace

Use of “natural” supports

As-needed source available for long-term support for employer and individual

Minimizing outside assistance, intrusions, “special” treatment

Diversity as an organizational value

A Supportive Work Environment

Work culture that values varied work styles, individual strengths

Individuals feel safe asking for support & assistance

Accountability maintained within a flexible & supportive atmosphere

Regular & clear communication about availability of accommodations to all

Regular communication with all staff about resources for support - e.g., EAP

Additional Job Search Considerations

Disclosure

Need for accommodations

Ranging from:simple modificationsto extensive reworking of how a position is

performedto creating a position specific to the needs of an

individual

Disability Values

Disability as a natural part of human existence

Not something that needs to be “fixed” Integration & inclusion

Individual choice & control

Focus on the person, not the disability

Employment as an expected outcome

Inquiring About Disability

Different rules for service providers & employers

Inquiries must be done for good reason

Be Clear:-Why information is being requested-Providing information is voluntary

Avoid verbal requests for information in public

Be discrete in staff-to-staff discussions

Maintain confidentiality of records

Pre-Employment Enquiries and the ADA

No disability-related questions-verbally or in writing

Questions related only to job requirements

No medical examinations prior to offer of employment

Medical examinations allowed after offer of employment-only if required of all employees in job

category

What can Employers Ask?What can Employers Ask?

To Disclose or Not To Disclose

Is disability obvious?

Is disability not apparent?

Is the truth better?

Is the truth relevant?

Possible consequences?

Personal comfort level?

Is it necessary to disclose prior to offer of employment?

The Bottom Line on Disclosure

The job seeker’s preference must be respected

Dealing Openly with Disability

Focus on job qualification, not disability

Don’t volunteer negative information

Solicit and respond to employer concerns

Be prepared with solutions

Avoid medical terms or jargon

Past problems vs. present credibility

Stress positive current activities

Meeting the Needs of Customers with Disabilities

Employer education and advocacy

Counseling individuals on disclosure, accommodations, etc.

Using partners and collaborators

-Consultation and technical assistance

-Collaborative service provision

-Additional services beyond One-Stop scope

Partners & Collaborators

Public Vocational Rehabilitation Other public disability agencies (MH,

MR/DD) Community Rehabilitation Providers Benefits Planning Assistance & Outreach Legal assistance (P & A, etc.) Advocacy Groups

Professional’s Role

Empowering

Building trust

Collaborative relationship

Respecting choices

Enhancing choices & options

Validating concerns

Belief in a person’s dreams