JAN is a service of the U.S. Department of Labor’s Office of Disability Employment Policy. 1 Creating Inclusive Workplaces Through Successful Accommodations Lou Orslene, JAN Co-Director, MSW, MPIA, CPDM PAC RIM 2015

 Why Inclusion  10 Tips Towards Inclusion  Tips for a Robust Interactive Process 2 Overview

Globally 1 billion people with disabilities World Health Organization, 2011 U.S million people U.S. Census Bureau, Why Inclusion?

 Americans with Disabilities Act (ADAAA)  Section 503, 508, 501 of the Rehabilitation Act of 1973  Executive Order  Workforce Innovation and Opportunity Act (WIOA) 4 Why Inclusion?

The Conference Board – believes disability in the workplace is one of these critical issues. Trends noted in the report:  Employees aging in the workplace  Development of new, more universally accessible workplace technologies  Greater acceptance of remote work  Health care advances  Incentives provided by government The Conference Board, “Leveling the Playing Field: ATTRACTING, ENGAGING, AND ADVANCING PEOPLE WITH DISABILITIES” 5 Why Inclusion?

 Accessible Worksite  Accessible Ethos - Particularly Language  Accessible Workplace Technologies  External Partnerships with Disability- related Services  Inclusive Policies and Practices 6 Creating Inclusion

1. Have you assessed your organization to understand your challenges?  Is your organization motivated and committed to creating inclusion?  Do we need knowledge and technical assistance to create a culture of inclusion?  Does your current infrastructure support inclusion? 10 Tips Towards Inclusion 7

2. Insure you are conducting outreach to people with disabilities Disability-related job banks – Ability Jobs, GettingHired.com, One More Way Foundation, Talent Acquisition Portal, disAbledPerson.com, Recruitability, etc. Internship Programs – Career Opportunities for People with Disabilities, Workforce Recruitment Program, Emerging Leaders Internship Program, Entry Point, etc Tips Towards Inclusion

3. Insure you have up-to-date and understandable ADAAA policies and procedures  Have you policies been updated since the ADA Amendments Act of 2008 was enacted?  Do you have a step-by-step process everyone can understand?  Are you job descriptions updated regularly? 9 10 Tips Towards Inclusion

4. Market the Message of Inclusion Internally  Integrate the message of inclusion in business communications  Insure your external marketing materials depict people with disabilities at your company Tips Towards Inclusion

5. Insure your hiring and onboarding processes are accessible for all  Work to insure your career portal and applicant tracking system is accessible  Work to insure your pre-employment testing process and tool is accessible  Work to insure all training materials are accessible to all Tips Towards Inclusion

6. Train everyone on at least the basics of the ADAAA and you internal processes  Do employees know disability etiquette including modern language for various disabilities?  Does everyone know where to go to when they have a disability-related question?  Does everyone know where the policies and procedures are located?  Does everyone know what a disclosure of disability sounds like? Tips Towards Inclusion

7. Do you know your resources? Center for Disability Studies Job Accommodation Network Employer Technical Assistance Center Disability Management Employers Coalition National Industry Liaison Group Tips Towards Inclusion

8. Create a robust Return-to-Work program Return-to-Work Matters Disability Management Employers Coalition Webability WCI360 SEAK Tips Towards Inclusion

9. Embrace best inclusion practices Single point of contact on accommodation/disability issues Centralized Accommodation Fund Accommodation Tracking Tool Metrics for hiring managers, supervisors, etc. to encourage inclusion Tips Towards Inclusion

10. Have a robust interactive process?  What are your steps towards a successful accommodation?  Is it a clear process that everyone is confident to work through? Tips Towards Inclusion

Six-Step Process Tips Towards Inclusion

Step 1: Recognizing an Accommodation Request Starting the Interactive Process What is a reasonable accommodation request? An applicant or employee asks for something that is needed because of a medical condition. 18 Tips for a Robust Interactive Process

Tips:  Conduct training on disclosure  Err on the side of caution  Avoid unnecessary delays  Assign responsibility  Act quickly 19 Tips for a Robust Interactive Process

Step 2: Gathering Information Getting What You Need To Process the Request What is allowed?  Medical documentation  Employee has a disability  Employee needs an accommodation  Limitations, work-related problem, accommodation ideas 20 Tips for a Robust Interactive Process

What is prohibited:  Irrelevant information  Information that is known or obvious 21 Tips for a Robust Interactive Process

Tips:  Do You Already Have It?  Why Do You Need It?  Ask What, Why, How  Not Asking for Too Much 22 Tips for a Robust Interactive Process

Step 3: Exploring Accommodation Options Figuring Out What Accommodations Might Work What should you do?  Brainstorm  Think outside the box  Talk with the employee  Use available resources 23 Tips for a Robust Interactive Process

What should you not do?  Say “This is not how we do it”  Rigidly stick to policies  Not listen to anyone else 24 Tips for a Robust Interactive Process

TIPS:  Saying “NO” Too Quickly  Focus on What Could Work  Ask the Employee  Ask the Doctor  Ask JAN 25 Tips for a Robust Interactive Process

Step 4: Choosing an Accommodation Exercising Your Prerogative Consider:  Employee’s preference  Business needs Do not consider:  Coworker morale  Customer preference  Power struggles 26 Tips for a Robust Interactive Process

TIPS:  Saying “NO” Too Quickly  Focus on What Could Work  Ask the Employee  Ask the Doctor  Ask JAN 27 Tips for a Robust Interactive Process

Step 5: Implementing the Accommodation Taking Steps Necessary to Make Accommodation Work Implementation may involve:  Purchasing and installing equipment  Ordering a service  Training  Notifying those who need to know 28 Tips for a Robust Interactive Process

TIPS:  Making Sure It Works  Communicating as Needed  Sign a Trial Period Agreement 29 Tips for a Robust Interactive Process

Step 6: Monitoring the Accommodation Making Sure the Accommodation Continues To Be Effective 30 Tips for a Robust Interactive Process

Tips: Do:  Establish open lines of communication  Check with the employee periodically  Take responsibility for maintenance and updates Do not:  Make employee jump through unnecessary hoops  Ask for medical updates you do not need 31 Tips for a Robust Interactive Process

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33 Questions?