1. Current Research on Disability & Employment
DBTAC – Northeast ADA Center
Tony Ruiz & Hannah Rudstam
2008
Employment and Disability Institute

2. 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
DBTAC—NE: New York, New Jersey, Puerto Rico, Virgin Islands
Employment and Disability Institute

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. The question I would most like to see researched is…
Let’s start with your thoughts…
The question I would most like to see researched is…
Here are some facilitator notes for this slide.
This slide sets up Activity 1

5. An Ecological Framework for Addressing Organizational Barriers to Employing People with Disabilities

6. The DBTAC Barrier Intervention Model
Began as a simple conceptualization…
Why don’t organizational leaders employ more people with disabilities?
Can’t
Won’t
Don’t Know

7. Collective—Organizational Climate Barriers
Can’t Barriers Shared Behaviors:
Policies/Practices
Won’t Barriers
Shared Attitude Systems
Can’t Barriers
Won’t Barriers
Individual
Behaviors
Individual Attitudes/Beliefs
Individual Barriers
Don’t know Barriers
Individual Knowledge/Information
Don’t know Barriers
Shared knowledge

8. Intervention for this barrier-type:
The DBTAC Barrier Intervention Model: Matching Barrier to Intervention: Examples
Don’t know Barriers
Can’t Barriers
Won’t Barriers
Intervention for this barrier-type:
On-line or in-person training
Knowledge dissemination—e.g. briefs, newsletters, articles, etc.
Individual coaching for leaders on changing disability-related work behaviors
Performance expectations for leaders that include diversity/disability inclusiveness
Give leaders real-life experience with employees with disabilities
Exposure to success stories of other employers
Create resource groups or communities of practice around disability
Build disability inclusiveness updates into shared conversation spaces
Eliminate dis-incentives—e.g. create centralized accommodations budget
Examine work routines & job designs—eliminate rigidity, introduce flexibility
Craft a compelling organizational vision around disability inclusiveness & the business case
Match vision to mission
Individual Level
Collective Climate Level

9. Taking the Barrier—Intervention Model for a test run…

10. 1. 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 group’s input
Round 3. Rotate again. Add to last group’s 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. Current Disability Statistics
An Update:
Current Disability Statistics

12. StatsRRTC Mission Data Sources Statistics Users
To bridge the gap between the sources of disability data and the users of disability statistics.
StatsRRTC
Data
Sources
Statistics
Users

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

14. Prevalence Rate, by Disability (Ages 5+)

15. Prevalence Rate, by Age/Gender (Ages 5+)

16. Prevalence Rate, by Race (Ages 5+)

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. 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. 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. Employment Gap Remains Wide
Gap=42.0% points

21. Employment Rate, by Disability Type

22. Employment Rate, by Selected “States”

24. By the numbers*…
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
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 Statistics Update:
U.S. Labor Market Activity Rate/Non-Disability
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
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.

26. 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
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.

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 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
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.

29. Highlights from recent studies:
What do we know about workplace discrimination and reaching employers?

30. Highlights from recent studies:
Performance comparisons
New JAN Study: Employers’ views
Customer-preference study
Diversity & disability
Creating organization-wide interventions: Wahlgreens, Medtronics & Cincinnatti Children’s Hospital
Job Retention

31. About Job Retention Research & Challenges

32. EEOC Data Use of logic model
Tony min.
Update:
EEOC Data
Use of logic model

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. FEPA offices’ proportion of charges filed have increased over the
ten years to almost half of
all ADA-related charges

35. ADA-Related Charges—EEOC or FEPA
Note: Charges in which the ADA is cited (other statutes may have been cited as well).

36. ADA-Related Charges—Percentage FEPA
Note: Charges in which the ADA is cited (other statutes may have been cited as well).

37. These trends are not occurring in other employment discrimination-related
claims filings

38. State-specific differences in where ADA
claims are filed are significant

39. ADA-Related Charges—Percentage FEPA

40. ADA-Related Charges—Percentage FEPA
Name
%FEPA
Maine
96.3
Delaware
73.9
New Jersey
49.5
Texas
22.4
Nebraska
Kansas
72.9
Missouri
44.5
New Mexico
20.1
Mass.
94.4
Wisconsin
67.4
Illinois
43.5
Arizona
17.6
Iowa
94.3
South Dakota
65.4
Michigan
42.7
Oklahoma
16.5
Montana
94.2
West Virginia
62.5
Maryland
42.2
Tennessee
15.1
Rhode Island
93.7
South Carolina
62.3
Colorado
39.8
Virginia
14.7
Utah
92.9
Ohio
61.8
North Dakota
37.5
Georgia
11.1
Connecticut
92.4
New Hampshire
58.6
Minnesota
35.5
North Carolina
6.0
Idaho
89.0
New York
56.9
Kentucky
33.5
Arkansas
1.1
Wyoming
85.6
Pennsylvania
55.7
District of Col.
29.7
Mississippi
0.9
Oregon
85.5
Washington
55.3
Florida
29.4
Louisiana
0.6
Alaska
83.5
Hawaii
55.0
Indiana
27.9
Alabama
0.5
Nevada
79.1
California
52.7
Vermont
78.9
Note: Charges in which the ADA is cited (other statutes may have been cited as well).

41. across EEOC and FEPA-filed charges
Top five ADA-related
issues and bases
across EEOC and FEPA-filed charges

42. ADA-Related Charges (1993-2003) Top 5 Issues
Total
Charges
EEOC
FEPA
Percent EEOC 1
Discharge
179,073
95,732
83,341
53.5 2
Reasonable Accom.
79,986
53,960
26,026
67.5 3
Terms/Conditions
62,056
24,764
37,292
39.9 4
Harassment
37,494
22,645
14,849
60.5 5
Hiring
28,075
15,425
12,650
54.9
Note: Charges in which the ADA is cited. Charges can have more than one issue.

43. ADA-Related Charges (1995-2003) Top 7 Bases
Basis
Total
Charges
EEOC
FEPA
Percent EEOC 1
Other Disability
73,741
31,818
41,923
43.1 2
Structural Back Impairment
36,342
19,163
17,179
52.7 3
Regarded As Disabled
27,279
18,575
8,704
68.1 4
Nonparalytic Orthopedic Impairment
24,152
14,928
9,224
61.8 5
Depression
18,264
11,660
6,604
63.8 6
Other Psychiatric Disorders
10,562
4,197
6,365
39.7
Note: Charges in which the ADA is cited. Charges can have more than one basis.

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. For Further Information
EEOC web site -
Cornell University Employment and Disability Institute (EDI) –
Cornell University Law School -

46. Using logic models www.edi.cornell.edu
A D V A N C I N G T H E W O R L D O F W O R K

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 program’s theory of change
a way to make things explicit
Lots of different applications:
To programs
Initiatives

48. Why be explicit ? If you don’t specify the goal you cannot reach it.
If you don’t know where you want to go, there is no way of knowing when you arrived.
If you don’t remember how you did it in the first place, there is no way to do it again.

49. Simple logic model: Outcomes INPUTS ACTIVITIES What is done
What 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. The question I would most like to see researched is…
And, in summary…
The question I would most like to see researched is…
Here are some facilitator notes for this slide.
This slide sets up Activity 1

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