Current Research on Disability & Employment DBTAC – Northeast ADA Center 1.800.949.4232 Tony Ruiz & Hannah Rudstam 2008 Employment and Disability Institute www.edi.cornell.edu

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 www.edi.cornell.edu

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

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

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

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

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

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

Taking the Barrier—Intervention Model for a test run…

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)

Current Disability Statistics An Update: Current Disability Statistics

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

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.

Prevalence Rate, by Disability (Ages 5+)

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

Prevalence Rate, by Race (Ages 5+)

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)

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)

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”

Employment Gap Remains Wide Gap=42.0% points

Employment Rate, by Disability Type

Employment Rate, by Selected “States”

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). 2006 Disability Status Report. Ithaca, NY: Cornell University.

Disability Statistics Update: U.S. Labor Market Activity Rate/Non-Disability The percentage of men and women, aged 18-64 without a work limitation in the United States who worked more than 52 hours in the prior calendar year from 1981 - 2004 Houtenville, Andrew J. 2005. "Disability Statistics in the United States." Ithaca, NY: Cornell University Rehabilitation Research and Training Center on Disability Demographics and Statistics (StatsRRTC), www.disabilitystatistics.org. Posted April 4, 2005. Accessed July 14, 2005.

Disability Statistics Update: U.S. Labor Market Activity Rate/Disability The percentage of men and women, aged 18-64 with a work limitation in the United States who worked more than 52 hours in the prior calendar year from 1981 - 2004 Houtenville, Andrew J. 2005. "Disability Statistics in the United States." Ithaca, NY: Cornell University Rehabilitation Research and Training Center on Disability Demographics and Statistics (StatsRRTC), www.disabilitystatistics.org. Posted April 4, 2005. Accessed July 14, 2005.

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. 2005. "Disability Statistics in the United States." Ithaca, NY: Cornell University Rehabilitation Research and Training Center on Disability Demographics and Statistics (StatsRRTC), www.disabilitystatistics.org. Posted April 4, 2005. Accessed July 14, 2005.

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. 2005. "Disability Statistics in the United States." Ithaca, NY: Cornell University Rehabilitation Research and Training Center on Disability Demographics and Statistics (StatsRRTC), www.disabilitystatistics.org. Posted April 4, 2005. Accessed July 14, 2005.

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

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

About Job Retention Research & Challenges

EEOC Data Use of logic model Tony . 30 min. Update: EEOC Data Use of logic model

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

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

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

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

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

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

ADA-Related Charges—Percentage FEPA

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).

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

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.

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.

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

For Further Information EEOC web site - http://www.eeoc.gov/stats/enforcement.html Cornell University Employment and Disability Institute (EDI) – www.edi.cornell.edu Cornell University Law School - http://www.lawschool.cornell.edu/

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 www.edi.cornell.edu

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

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.

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.

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

Disability and Business Technical Assistance Center - Northeast ILR - Employment and Disability Institute Cornell University 201L ILR  Extension Ithaca, NY  14850 800-949-4232 in NY, NJ, PR, VI www.dbtacnortheast.org dbtacnortheast@cornell.edu