1. JAN is a service of the U.S. Department of Labors Office of Disability Employment Policy. 1 Profit by Investing in Workers with Disabilities Louis Orslene Job Accommodation Network (JAN) October 11, 2011

2. Making the Case 2 5. Learn from past cases at JAN. Overview Making the Case Communicating that the Doors are Open Creating an Inclusive Workplace Knowing Your Resources

3. In Ernst & Young's latest survey on globalization, James Turley, E&Y CEO writes: we found that the majority of respondents believe diversity of teams and experience improves both the financial performance and reputation of their organizations. James S. Turley, CEO, Ernst & Young http://features.blogs.fortune.cnn.com/2011/01/23/ey-ceo-on-what-makes-global- leaders-successful/ Making the Case 3

4. What is the strategic advantage of including disability in the diversity efforts? Aging of the U.S. workforce and accompanying rise of impairment Increase of qualified youth with disabilities entering the workforce Broadening of the ADA and stricter enforcement of Section 508 and Section 503 of the Rehabilitation Act Recognition that people with disabilities and their families have significant disposable income Workplace Accommodations including Assistive Technologies Enhance Productivity Making the Case 4

5. What is the strategic advantage of including disability in the diversity efforts? Some 58 million adults - 34 percent - age 18 to 65 have at least one chronic condition, and 19 million adults - 11 percent - have two or more chronic conditions…It is estimated that by the year 2020, half of the U.S. population will have at least one chronic condition and one-quarter will be living with multiple chronic conditions. From Center on an Aging Society, Georgetown University Data from the 2000 Medical Expenditure Panel Survey, from the National Health Survey. Making the Case 5

6. What is the strategic advantage of including disability in the diversity efforts? 83% of working-age people with disabilities have high school diplomas or a higher education. National Organization on Disability, Harris Poll (2010) 6 Making the Case

7. What is the strategic advantage of including disability in the diversity efforts? Broadening of the ADA with the 2008 Amendments An stricter enforcement of Section 501, Section 508 and Section 503 (Federal Contractors) of the Rehabilitation Act U.N. Convention on the Rights of Persons with Disabilities 7 Making the Case

8. What is the strategic advantage of including disability in the diversity efforts? …87% of survey participants specifically agreed that they would prefer to give their business to companies that hire individuals with disabilities. A national survey of consumers attitudes towards companies that hire people with disabilities by Neil Romano and Gary Siperstein (2006) 8 Making the Case

9. What is the strategic advantage of including disability in the diversity efforts? 71% increase in the employees productivity Employers report, 76% accommodations were either very effective or extremely effective Most accommodations cost than half (56%) were made at no cost Accommodation and Compliance Series Publication - Workplace Accommodations: Low Cost, High Impact, http://askjan.org/media/lowcosthighimpact.html Making the Case 9

10. Five Signs the Doors are Open Accessible Worksite Accessible Ethos - particularly language Accessible Workplace Technologies Inclusive Policies and Practices External Partnerships with disability related services 10 Communicating the Doors are Open

11. Language People First Language No One is a Victim Adults do not have special needs Disabilities have various levels of impairment i.e. hearing, blind, autistic, etc. Mental Illness, correct? Not denigrating descriptions Intellectual disability, correct? Not mental retardation 11 Communicating the Doors are Open

12. Meet and Greet Just like you, right? Write down what you want to say Meeting and talking with a person with blindness Sit down and relax Intellectual disability Cosmetic disfigurement Service animal Speech impairment Ultimately if you are unsure about how to communicate, ask the person 12 Communicating the Doors are Open

13. General Tips Abilities First Adaptive devices and assistive technology Communicate directly – eye contact - with a colleague with a disability Gaining the attention of someone who is deaf Communication preference Ask the person first before providing assistance Communicating the Doors are Open 13

14. Interviewing a Person with a Disability Provide training to all the employees who might be in contact with a person with a disability Focus on essential functions of the job Disability does not need to be disclosed Voluntary disclosure – affirmative action only How to reply to a disclosure of disability Communicating the Doors are Open 14

15. Supervising a Person with a Disability Orient the employee to the evacuation procedures Learning to navigate the office Respect Privacy and do not make small talk about disability Productivity tools - Just do it But, if a person discloses and asks for an accommodation then begin the interactive process – communicate frequently and document Communicating the Doors are Open 15

16. Websites Applicant Tracking System Online HR Systems Intranets Service Centers Products and Services Promotions – Marketing & Communications Debra Ruh, SSB Bart (2011) Communicating the Doors are Open 16

17. Tips from the Leaders Champion in the C Suite Identify existing channels of communication and identify allies in other departments for collaboration Build a diversity and inclusion strategic plan with a diversity recruiting commitment and a diversity performance objective Begin conducting accessibility audits – worksite, technologies, policies and practices Develop training to dispel myths, provide the business case and provide updated or new policies and practices 17 Creating an Inclusive Workplace

18. Internally start by: Developing internal expertise concerning issues of disability single point of contact Develop or adapt accommodation policy and procedures Conduct an anonymous voluntary survey to begin to establish a baseline and understand how you organization is effected by disability Develop your own organizational business case and provide leaders with information to dispel the myths about disability when they arise 18 Creating an Inclusive Workplace

19. Internally start by: Insuring all current training materials are accessible Insuring all company communications are accessible Insuring all hiring sites, meeting spaces are accessible Insuring company events and holiday parties are accessible 19 Creating an Inclusive Workplace

20. As part of your internal communications, make sure everyone needs to know: Who are you top champions Who the point person and internal expert is for disability related questions What to do if someone discloses How are accommodations funded How will they be held accountable 20 Creating an Inclusive Workplace

21. Externally start by: Visiting other companies or joining US BLN to identify a mentor Asking other companies for their benchmarks Identifying external partners for technical assistance Identifying external partners to build your talent pipeline Reviewing articles and books on inclusion 21 Creating an Inclusive Workplace

22. ODEP and its Technical Assistance Programs – Effective policies and practices to increase employment of people with disabilities JAN – No cost national technical assistance and training on worksite accommodation solutions, Title I of the ADAAA and other disability- related technical assistance EARN – No cost national resource for employers seeking to recruit, hire, and retain qualified employees with disabilities ADA Network – No cost regional technical assistance and training on disability awareness and the ADAAA State Vocational Rehabilitation - To identify qualified applicants with disabilities Internship Programs - specifically for young people with disabilities i.e. Workforce Recruitment Program (WRP), Emerging Leaders, Entry Point, Career Opportunities for Students with Disabilities (COSD), etc. Disability Related Job Banks - GettingHired.com, One More Way Foundation, Ability Jobs, Disaboom, etc. 22 Knowing Your Resources

23. 23 Contact (800)526-7234 (V) & (877)781-9403 (TTY) AskJAN.org & jan@askjan.org Job Accommodation Network

24. 24 Job Accommodation Network