Presentation is loading. Please wait.

Presentation is loading. Please wait.

© Disability Business Technical Assistance CenterNortheast 1 Current Research on Disability & Employment Employment and Disability Institute www.edi.cornell.edu.

Similar presentations


Presentation on theme: "© Disability Business Technical Assistance CenterNortheast 1 Current Research on Disability & Employment Employment and Disability Institute www.edi.cornell.edu."— Presentation transcript:

1 © Disability Business Technical Assistance CenterNortheast 1 Current Research on Disability & Employment Employment and Disability Institute DBTAC – Northeast ADA Center Tony Ruiz & Hannah Rudstam 2008

2 © Disability Business Technical Assistance CenterNortheast 2 Employment and Disability Institute About the DBTACs One of ten regional centers located throughout the country Provide TA, materials dissemination and training on all Titles and aspects of the ADA Conduct research on disability issues, focusing on employment DBTACNE: New York, New Jersey, Puerto Rico, Virgin Islands

3 © Disability Business Technical Assistance CenterNortheast 3 Goals of session… Your thoughts: What are the burning research questions you see? The DBTAC Barrier-Intervention Model: An Activity An Overview: Current disability statistics Highlights from recent studies: What do we know about workplace discrimination and reaching employers? Lunch EEOC Data & Use of logic model Your thoughts revisited

4 © Disability Business Technical Assistance CenterNortheast 4 The question I would most like to see researched is… Lets start with your thoughts…

5 © Disability Business Technical Assistance CenterNortheast 5 An Ecological Framework for Addressing Organizational Barriers to Employing People with Disabilities

6 © Disability Business Technical Assistance CenterNortheast 6 Cant Wont Dont Know The DBTAC Barrier Intervention Model Began as a simple conceptualization… Why dont organizational leaders employ more people with disabilities?

7 © Disability Business Technical Assistance CenterNortheast 7 Individual Barriers CollectiveOrganizational Climate Barriers Cant BarriersWont Barriers Dont know Barriers Individual Attitudes/Beliefs Individual Behaviors Individual Knowledge/Information Cant Barriers Shared Behaviors: Policies/Practices Wont Barriers Shared Attitude Systems Dont know Barriers Shared knowledge

8 © Disability Business Technical Assistance CenterNortheast 8 Intervention for this barrier- type: On-line or in-person training Knowledge disseminatione.g. briefs, newsletters, articles, etc. Intervention for this barrier- type: Individual coaching for leaders on changing disability-related work behaviors Performance expectations for leaders that include diversity/disability inclusiveness Intervention for this barrier- type: Give leaders real-life experience with employees with disabilities Exposure to success stories of other employers Intervention for this barrier- type: Create resource groups or communities of practice around disability Build disability inclusiveness updates into shared conversation spaces Intervention for this barrier- type: Eliminate dis-incentivese.g. create centralized accommodations budget Examine work routines & job designseliminate rigidity, introduce flexibility Intervention for this barrier- type: Craft a compelling organizational vision around disability inclusiveness & the business case Match vision to mission The DBTAC Barrier Intervention Model: Matching Barrier to Intervention: Examples Individual Level Collective Climate Level Dont know Barriers Cant Barriers Wont Barriers

9 © Disability Business Technical Assistance CenterNortheast 9 Taking the Barrier Intervention Model for a test run…

10 © Disability Business Technical Assistance CenterNortheast Break into 3 small groups (Each Round = 5 min) Round 1. Each small group addresses Question 1 on their sheet Round 2. Rotate pages. Each group adds to last groups input Round 3. Rotate again. Add to last groups input Round 4. Home again. Question 2--Thematize all groups input to Question 1 2. Each small group responds to Questions 3 & 4 (10 min) 3. Report back to large group (5 min/group = 15 min)

11 © Disability Business Technical Assistance CenterNortheast 11 An Update: Current Disability Statistics

12 © Disability Business Technical Assistance CenterNortheast 12 StatsRRTC Mission To bridge the gap between the sources of disability data and the users of disability statistics. StatsRRTC Data Sources Statistics Users

13 © Disability Business Technical Assistance CenterNortheast 13 Prevalence Rate (Ages 5+) People with Disabilities (41,247,000) 15.0% People without Disabilities (233,649,000) Does not include people living in Institutions.

14 © Disability Business Technical Assistance CenterNortheast 14 Prevalence Rate, by Disability (Ages 5+)

15 © Disability Business Technical Assistance CenterNortheast 15 Prevalence Rate, by Age/Gender (Ages 5+)

16 © Disability Business Technical Assistance CenterNortheast 16 Prevalence Rate, by Race (Ages 5+)

17 © Disability Business Technical Assistance CenterNortheast 17 Current Definition of Disability from ACS Do you have any of the following conditions: a. Blindness, deafness, or a severe vision or hearing impairment?... Sensory Disability b. A condition that substantially limits one or more basic physical activities such as walking, climbing stairs, reaching, lifting, or carrying?... Physical Disability (Continued)

18 © Disability Business Technical Assistance CenterNortheast 18 Definition of Disability from ACS Because of a physical, mental, or emotional condition lasting 6 months or more, do you have any difficulty in doing any of the following activities: a. Learning, remembering, or concentrating?...Mental Disability b. Dressing, bathing, or getting around inside the home?... Self-Care Disability (Continued)

19 © Disability Business Technical Assistance CenterNortheast 19 Definition of Disability from ACS Because of a physical, mental, or emotional condition lasting 6 months or more, do you have any difficulty in doing any of the following activities: a. Going outside the home alone to shop or visit a doctor's office?... Go-Outside-Home Disability b. Working at a job or business?... Employment Disability

20 © Disability Business Technical Assistance CenterNortheast 20 Employment Gap Remains Wide Gap=42.0% points

21 © Disability Business Technical Assistance CenterNortheast 21 Employment Rate, by Disability Type

22 © Disability Business Technical Assistance CenterNortheast 22 Employment Rate, by Selected States

23 © Disability Business Technical Assistance CenterNortheast 23

24 © Disability Business Technical Assistance CenterNortheast 24 About employment… 21.7% Percent of working age people with disabilities employed full-time/full-year 56.6% Percent of working age people without disabilities employed full-time/full-year By the numbers*… About income… $36,000 Median annual household income of working age people with disabilities $65,400 Median annual household income of working age people without disabilities * Source: Rehabilitation Research and Training Center on Disability Demographics and Statistics. (2007) Disability Status Report. Ithaca, NY: Cornell University.

25 © Disability Business Technical Assistance CenterNortheast 25 Disability Statistics Update: U.S. Labor Market Activity Rate/Non-Disability Houtenville, Andrew J "Disability Statistics in the United States." Ithaca, NY: Cornell University Rehabilitation Research and Training Center on Disability Demographics and Statistics (StatsRRTC), Posted April 4, Accessed July 14, The percentage of men and women, aged without a work limitation in the United States who worked more than 52 hours in the prior calendar year from

26 © Disability Business Technical Assistance CenterNortheast 26 Houtenville, Andrew J "Disability Statistics in the United States." Ithaca, NY: Cornell University Rehabilitation Research and Training Center on Disability Demographics and Statistics (StatsRRTC), Posted April 4, Accessed July 14, Disability Statistics Update: U.S. Labor Market Activity Rate/Disability The percentage of men and women, aged with a work limitation in the United States who worked more than 52 hours in the prior calendar year from

27 © Disability Business Technical Assistance CenterNortheast 27 Disability Statistics Update: U.S. Income/Non-Disability The median household income among men and women without a work limitation in the United States from 1981 – 2004, adjusted for inflation to 2002 dollars Houtenville, Andrew J "Disability Statistics in the United States." Ithaca, NY: Cornell University Rehabilitation Research and Training Center on Disability Demographics and Statistics (StatsRRTC), Posted April 4, Accessed July 14, 2005.

28 © Disability Business Technical Assistance CenterNortheast 28 Houtenville, Andrew J "Disability Statistics in the United States." Ithaca, NY: Cornell University Rehabilitation Research and Training Center on Disability Demographics and Statistics (StatsRRTC), Posted April 4, Accessed July 14, Disability Statistics Update: U.S. Income/Disability The median household income among men and women with a work limitation in the United States from 1981 – 2004, adjusted for inflation to 2002 dollars

29 © Disability Business Technical Assistance CenterNortheast 29 Highlights from recent studies: What do we know about workplace discrimination and reaching employers?

30 © Disability Business Technical Assistance CenterNortheast 30 Highlights from recent studies: –Performance comparisons –New JAN Study: Employers views –Customer-preference study –Diversity & disability –Creating organization-wide interventions: Wahlgreens, Medtronics & Cincinnatti Childrens Hospital –Job Retention

31 © Disability Business Technical Assistance CenterNortheast 31 About Job Retention Research & Challenges

32 © Disability Business Technical Assistance CenterNortheast 32 Tony. 30 min. Update: EEOC Data Use of logic model

33 © Disability Business Technical Assistance CenterNortheast 33 Presentation Overview Why an interest in EEOC and FEPA claims? Trends over time in EEOC and FEPA ADA-related charges Comparison to trends in other employment discrimination legislation State-specific differences in the proportion of disability employment discrimination filings between EEOC and FEPA Top five ADA issues and bases in EEOC and FEPA filings Why state specific differences may be of importance Implications for DBTAC information dissemination, technical assistance, and training

34 © Disability Business Technical Assistance CenterNortheast 34 FEPA offices proportion of charges filed have increased over the ten years to almost half of all ADA-related charges

35 © Disability Business Technical Assistance CenterNortheast 35 ADA-Related ChargesEEOC or FEPA EEOC FEPA Note: Charges in which the ADA is cited (other statutes may have been cited as well).

36 © Disability Business Technical Assistance CenterNortheast 36 ADA-Related ChargesPercentage FEPA Note: Charges in which the ADA is cited (other statutes may have been cited as well).

37 © Disability Business Technical Assistance CenterNortheast 37 These trends are not occurring in other employment discrimination-related claims filings

38 © Disability Business Technical Assistance CenterNortheast 38 State-specific differences in where ADA claims are filed are significant

39 © Disability Business Technical Assistance CenterNortheast 39 ADA-Related ChargesPercentage FEPA

40 © Disability Business Technical Assistance CenterNortheast 40 ADA-Related ChargesPercentage FEPA Name%FEPAName%FEPAName%FEPAName%FEPA Maine96.3Delaware73.9New Jersey49.5Texas22.4 Nebraska96.3Kansas72.9Missouri44.5New Mexico20.1 Mass.94.4Wisconsin67.4Illinois43.5Arizona17.6 Iowa94.3South Dakota65.4Michigan42.7Oklahoma16.5 Montana94.2West Virginia62.5Maryland42.2Tennessee15.1 Rhode Island93.7South Carolina62.3Colorado39.8Virginia14.7 Utah92.9Ohio61.8North Dakota37.5Georgia11.1 Connecticut92.4New Hampshire58.6Minnesota35.5North Carolina6.0 Idaho89.0New York56.9Kentucky33.5Arkansas1.1 Wyoming85.6Pennsylvania55.7District of Col.29.7Mississippi0.9 Oregon85.5Washington55.3Florida29.4Louisiana0.6 Alaska83.5Hawaii55.0Indiana27.9Alabama0.5 Nevada79.1California52.7 Vermont78.9 Note: Charges in which the ADA is cited (other statutes may have been cited as well).

41 © Disability Business Technical Assistance CenterNortheast 41 Top five ADA-related issues and bases across EEOC and FEPA-filed charges

42 © Disability Business Technical Assistance CenterNortheast 42 ADA-Related Charges ( ) Top 5 Issues Issue Total Charges EEOC Charges FEPA Charges Percent EEOC 1Discharge179,07395,73283, Reasonable Accom.79,98653,96026, Terms/Conditions62,05624,76437, Harassment37,49422,64514, Hiring28,07515,42512, Note: Charges in which the ADA is cited. Charges can have more than one issue.

43 © Disability Business Technical Assistance CenterNortheast 43 ADA-Related Charges ( ) Top 7 Bases Basis Total Charges EEOC Charges FEPA Charges Percent EEOC 1Other Disability73,74131,81841, Structural Back Impairment36,34219,16317, Regarded As Disabled27,27918,5758, Nonparalytic Orthopedic Impairment24,15214,9289, Depression18,26411,6606, Other Psychiatric Disorders10,5624,1976, Note: Charges in which the ADA is cited. Charges can have more than one basis.

44 © Disability Business Technical Assistance CenterNortheast 44 Implications for DBTACs Knowledge of state-specific disability nondiscrimination legislation Knowledge of the respective state employment discrimination claims offices Knowledge of how higher court rulings may impact where greater protections occur Implications for technical assistance, information dissemination, and training

45 © Disability Business Technical Assistance CenterNortheast 45 For Further Information EEOC web site - Cornell University Employment and Disability Institute (EDI) – Cornell University Law School -

46 © Disability Business Technical Assistance CenterNortheast 46 Using logic models A D V A N C I N G T H E W O R L D O F W O R K

47 © Disability Business Technical Assistance CenterNortheast 47 A logic model is… a simplified picture of a program, initiative, or intervention showing logical relationships among the resources invested-->activities-->benefits/changes indicating what to expect next spelling out the programs theory of change a way to make things explicit

48 © Disability Business Technical Assistance CenterNortheast 48 Why be explicit ? If you dont specify the goal you cannot reach it. If you dont know where you want to go, there is no way of knowing when you arrived. If you dont remember how you did it in the first place, there is no way to do it again.

49 © Disability Business Technical Assistance CenterNortheast 49 Outcomes INPUTS ACTIVITIES Simple logic model: What is doneWhat results What is invested Shows the logical relationships between: 1) The inputs, or resources that go into a program… 2) the activities the program undertakes and… 3) the outcomes, changes or benefits that result.

50 © Disability Business Technical Assistance CenterNortheast 50 The question I would most like to see researched is… And, in summary…

51 © Disability Business Technical Assistance CenterNortheast 51 Disability and Business Technical Assistance Center - Northeast ILR - Employment and Disability Institute Cornell University 201L ILR Extension Ithaca, NY in NY, NJ, PR, VI


Download ppt "© Disability Business Technical Assistance CenterNortheast 1 Current Research on Disability & Employment Employment and Disability Institute www.edi.cornell.edu."

Similar presentations


Ads by Google