1. SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities
In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute
April 11, 2012

2. Introduction
SHRM, in collaboration with and commissioned by the Cornell University ILR School Employment and Disability Institute, conducted a survey of its members about organizational practices and policies related to employing people with disabilities. Areas of focused in this survey research included:
Part 1: Recruitment and Hiring (Released April 11, 2012)
Part 2: Accessibility and Accommodation (Released May 17, 2012)
Part 3: Retention and Advancement (To be released soon)
In addition, the survey explored metrics that organizations track for all employees and for employees with disabilities, as well as potential barriers in the employment of and advancement of people with disabilities.
The data findings included in this document focus on Part 1 of the research: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities.

3. Part 1: Policies and Practices Related to Recruitment and Hiring

4. Study Purpose, Partners and Funding
Study purpose: to provide new knowledge about differences in HR practices in hiring, retaining and advancing individuals with disabilities and the relationship between these practices and positive employment outcomes.
Partners: SHRM, in collaboration with Cornell University.
Funding: U.S. Department of Education, National Institute on Disability and Rehabilitation Research grant to Cornell University, Rehabilitation Research and Training Center on Employer Practices (Grant No. H133B040013).

5. Definitions
For this survey, we define a “person with a disability” as someone who has a physical and/or mental impairment that substantially limits a major life activity. This could include (but is not limited to) individuals with a physical disability, a chronic health condition, a vision or hearing impairment, a mental health condition, or a workplace injury or illness. We define an “effective practice or policy” as one that leads to improved recruitment, hiring, retention, engagement, workplace climate and/or advancement of people with disabilities.

6. Key Findings
What policies and practices related to the recruitment and hiring of people with disabilities are currently being implemented by organizations? Nearly two-thirds (61%) of organizations indicate including people with disabilities explicitly in their diversity and inclusion plans, 59% require subcontractors/suppliers to adhere to disability nondiscrimination requirements, 58% train HR staff and supervisors on effectively interviewing people with disabilities, and 57% have developed relationships with community organizations that promote the employment of people with disabilities.
Among organizations that have implemented policies and practices related to the recruitment and hiring of people with disabilities, which policies and practices were found to be very effective? Nearly one-half (45%) of organizations found that training HR staff and supervisors on interviewing people with disabilities was very effective. Several organizations also believe that requiring subcontractors/suppliers to adhere to disability nondiscrimination requirements (38%) and having explicit organizational goals related to the recruitment or hiring of people with disabilities (34%) were very effective practices.

7. Key Findings (Continued)
Are some organizations more likely to have policies and practices related to the recruitment and hiring of people with disabilities depending on the organization’s staff size or sector? Larger organizations are more likely to have polices and practices related to recruitment and hiring of people with disabilities compared with smaller organizations. Publicly owned for-profit organizations also are more likely to have some of these policies and practices in place compared with privately owned for-profit organizations and nonprofit organizations.

8. Policies and Practices Related to Recruitment and Hiring
Our organization…
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.

9. Policies and Practices Related to Recruitment and Hiring (Continued)
Our organization…
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.

10. Effectiveness of Policies and Practices
Our organization…
Very effective
Somewhat effective
Not
effective
Effectiveness not known
Trains HR staff and supervisors on effective interviewing of people with disabilities.
(n = 334)
45%
37%
17% 1%
Requires subcontractors/suppliers to adhere to disability nondiscrimination requirements.
(n = 310)
38%
30% 3%
29%
Has explicit organizational goals related to the recruitment or hiring of people with disabilities.
(n = 149)
34%
31% 9%
25%
Participates in internships or similar programs that target people with disabilities.
(n = 111)
33% 5%
Note: Respondents who answered that a policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review” or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.

11. Effectiveness of Policies and Practices (Continued)
Our organization…
Very effective
Somewhat effective
Not
effective
Effectiveness not known
Includes people with disabilities explicitly in its diversity and inclusion plan.
(n =349)
29%
36% 7%
27%
Has relationships with community organizations that promote the employment of people with disabilities.
(n = 326)
28%
37%
Has senior management that demonstrates a strong commitment to disability recruitment and hiring.
( n = 223)
42% 8%
23%
Note: Respondents who answered that a policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review” or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.

12. Effectiveness of Policies and Practices (Continued)
Our organization…
Very effective
Somewhat effective
Not
effective
Effectiveness not known
Actively recruits people with disabilities.
(n = 273)
26%
37% 6%
30%
Takes advantage of tax incentives for hiring people with disabilities (e.g., Small Business Tax Credit, Architectural/ Transportation Tax Deduction or Work Opportunities Tax Credit).
(n = 128)
34%
Includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management.
(n = 99)
29%
33%
11%
28%
Note: Respondents who answered that a policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review” or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.

13. Comparison by Organization Sector

14. Definition of Sectors
Publicly owned for-profit organization is a limited liability company that offers its securities (stock/shares, bonds/loans, etc.) for sale to the general public, typically through a stock exchange or through market makers operating in over-the-counter markets. This is separate and distinct from a government-owned corporation that might be described as a publicly owned company.
Privately owned for-profit organization is a business company owned either by nongovernmental organizations or by a relatively small number of shareholders or company members. A privately owned for-profit organization does not offer or trade its company stock (shares) to the general public on the stock market exchanges, but rather the company's stock is offered, owned and traded or exchanged privately. Less ambiguous terms for a privately held company are unquoted company and unlisted company.
Nonprofit organization is neither a legal nor a technical definition, but generally refers to an organization that uses surplus revenues to achieve its goals rather than to distribute them as profit or dividends. States in the U.S. defer to the IRS designation conferred under United States Internal Revenue Code Section 501 when the IRS deems an organization eligible. A nonprofit organization may or may not have shareholders.

15. Comparison by Organization Sector
Our organization…
actively recruits people with disabilities.
Organization sector
Differences based on organization sector
Publicly owned for-profits (58%)
Privately owned for-profits (41%)
Publicly owned for-profits
>
privately owned for-profits
has relationships with community organizations that promote the employment of people with disabilities.
Organization sector
Differences based on organization sector
Publicly owned for-profits (64%)
Privately owned for-profits (52%)
Publicly owned for profits
>
privately owned for-profits
includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management.
Organization sector
Differences based on organization sector
Publicly owned for-profits (24%)
Privately owned for-profits (14%)
Publicly owned for-profits
>
privately owned for-profits
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
Only statistically significant differences are shown.

16. Comparison by Organization Sector (Continued)
Our organization…
takes advantage of tax incentives for hiring people with disabilities.
Organization sector
Differences based on organization sector
Publicly owned for-profits (42%)
Privately owned for-profits (21%)
Nonprofits (23%)
Publicly owned for-profits
>
privately owned for-profits, nonprofits
requires subcontractors/suppliers to adhere to disability nondiscrimination requirements.
Organization sector
Differences based on organization sector
Publicly owned for-profits (80%)
Privately owned for-profits (48%)
Nonprofits (55%)
Publicly owned for-profits
>
privately owned for-profits, nonprofits
includes people with disabilities explicitly in its diversity and inclusion plan.
Organization sector
Differences based on organization sector
Publicly owned for-profits (77%)
Privately owned for-profits (54%)
Nonprofits (60%)
Publicly owned for-profits
>
privately owned for-profits, nonprofits
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
Only statistically significant differences are shown.

17. Comparison by Organization Sector (Continued)
Our organization…
has explicit organizational goals related to the recruitment or hiring of people with disabilities.
Organization sector
Differences based on organization sector
Publicly owned for-profits (40%)
Nonprofits (34%)
Privately owned for-profits (19%)
Publicly owned for-profits, nonprofits
>
privately owned for-profits
has senior management that demonstrates a strong commitment to disability recruitment and hiring.
Organization sector
Differences based on organization sector
Publicly owned for-profits (49%)
Nonprofits (48%)
Privately owned for-profits (32%)
Publicly owned for-profits, nonprofits
>
privately owned for-profits
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
Only statistically significant differences are shown.

18. Comparison by Organization Staff Size

19. Comparison by Organization Staff Size
Our organization…
actively recruits people with disabilities.
Smaller organizations
Larger organizations
Differences based on organization staff size
1 to 99 employees (37%)
100 to 499 employees (39%)
2,500 to 24,999 employees (64%)
25,000 or more employees (78%)
Larger organizations > smaller organizations
has relationships with community organizations that promote the employment of people with disabilities.
Smaller organizations
Larger organizations
Differences based on organization staff size
1 to 99 employees (48%)
100 to 499 employees (50%)
2,500 to 24,999 employees (75%)
Larger organizations > smaller organizations
includes people with disabilities explicitly in its diversity and inclusion plan.
Smaller organizations
Larger organizations
Differences based on organization staff size
1 to 99 employees (47%)
500 to 2,499 employees (66%)
2,500 to 24,999 employees (72%)
25,000 or more employees (85%)
Larger organizations > smaller organizations
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
Only statistically significant differences are shown.

20. Comparison by Organization Staff Size (Continued)
Our organization…
has explicit organizational goals related to the recruitment or hiring of people with disabilities.
Smaller organizations
Larger organizations
Differences based on organization staff size
1 to 99 employees (18%)
100 to 499 employees (24%)
25,000 or more employees (52%)
Larger organizations > smaller organizations
includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management.
Smaller organizations
Larger organizations
Differences based on organization staff size
100 to 499 employees (12%)
25,000 or more employees (39%)
Larger organizations > smaller organizations
participates in internships or similar programs that target people with disabilities.
Smaller organizations
Larger organizations
Differences based on organization staff size
100 to 499 employees (13%)
2,500 to 24,999 employees (28%)
25,000 or more employees (35%)
Larger organizations > smaller organizations
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
Only statistically significant differences are shown.

21. Comparison by Organization Staff Size (Continued)
Our organization…
has senior management that demonstrates a strong commitment to disability recruitment and hiring.
Smaller organizations
Larger organizations
Differences based on organization staff size
1 to 99 employees (33%)
100 to 499 employees (33%)
25,000 or more employees (63%)
Larger organizations > smaller organizations
takes advantage of tax incentives for hiring people with disabilities.
Smaller organizations
Larger organizations
Differences based on organization staff size
1 to 99 employees (16%)
100 to 499 employees (15%)
500 to 2,499 employees (36%)
2,500 to 24,999 employees (43%)
25,000 or more employees (61%)
Larger organizations > smaller organizations
requires subcontractors/suppliers to adhere to disability nondiscrimination requirements.
Smaller organizations
Larger organizations
Differences based on organization staff size
1 to 99 employees (46%)
500 to 2,499 employees (68%)
2,500 to 24,999 employees (69%)
25,000 or more employees (82%)
Larger organizations > smaller organizations
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
Only statistically significant differences are shown.

22. Demographics: Organization Industry
Percentage of Respondents
Manufacturing
26%
Finance and insurance
12%
Professional, scientific and technical services
Retail trade
Wholesale trade 9%
Transportation and warehousing 8%
Accommodation and food services 7%
Entertainment and recreation 5%
Information
Utilities
Construction 4%
Educational services
Note: n = 637. Total does not equal 100% due to multiple response options.

23. Demographics: Organization Industry (Continued)
Percentage of Respondents
Health care and social assistance 4%
Religious, grantmaking, civic, professional and similar organizations
Repair and maintenance
Real estate and rental and leasing 3%
Administrative and support and waste management and remediation services 2%
Management of companies and enterprises
Public administration
Agriculture, forestry, fishing and hunting 1%
Mining
Personal and laundry services
Other 8%
Note: n = 637. Total does not equal 100% due to multiple response options.

24. Demographics: Respondents by Organization Sector

25. Demographics: Respondents by Organization Staff Size

26. Demographics: Other
Does your organization have U.S.-based operations (business units) only or does it operate multinationally?
U.S.-based operations only
60%
Multinational operations
40%
n = 617
Is your organization a single-unit organization or a multi-unit organization?
Multi-unit organization: An organization that has more than one location
80%
Single-unit organization: An organization in which the location and the organization are one in the same
20%
n = 635
What is the HR department/function responded for throughout this survey?
Corporate (companywide)
57%
Facility/location
26%
Business unit/division
17%
n = 519
For multi-unit organizations, are HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both?
Multi-unit headquarters determines HR policies and practices
51%
A combination of both the work location and the multi-unit headquarters determine HR policies and practices
46%
Each work location determines HR policies and practices 3%
n = 516

27. Further Information Available
SHRM® Disability Employment Resource Page
HR Tips
Employer Assistance and Resource Network (EARN)
Job Accommodation Network (JAN)
National ADA Network
Cornell Employment and Disability Institute publications online
Employment and Disability Institute at Cornell University
U.S. Disability Status Report

28. Survey Methodology Response rate = 23%
Sample consisted of 662 HR professional respondents from a randomly selected sample of SHRM’s membership.
A series of reminders along with a call campaign were used to encourage survey participation.
Margin of error is +/-3%.
Survey fielded October 19-December 15, 2011
For more survey/poll findings, visit
For more information about SHRM’s Customized Research Services, visit
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