1. Educational Institutions as Model Employers of People with Disabilities Michael Murray Office of Personnel Management Sarah von Schrader Employment and Disability Institute ILR School, Cornell University Research conducted under the Rehabilitation Research and Training Center on Employment Policy for Persons with Disabilities at Cornell University funded by the U.S. Department of Education, National Institute on Disability and Rehabilitation Research (Grant No. H133B040013)

2. Presentation overview Disability employment situation What is the situation in higher education? What can UCEDDs, LENDs and IDDRCs do? What Works: Leading and emerging practices related to: o Goals, accountability and data o Outreach, recruitment, and hiring o Accommodation and accessibility o Retention and advancement 2

3. Continuing Employment Rate Disparities for People with Disabilities Erickson, W. Lee, C., & von Schrader, S. (2014). 2012 Disability Status Report: United States. Ithaca, NY: Cornell University Employment and Disability Institute (EDI).

4. ADAAA Executive Order 13548 OFCCP regulations for federal sub- contractors Returning veterans; aging workforce Increased focus on improving employment outcomes 4

5. Executive Order 13548 5 Increasing Federal Employment of Individuals with Disabilities Hire an additional 100,000 individuals with disabilities over 5 years Each agency has submitted a Disability Employment Plan with the following: A designated senior-level agency official to be accountable for enhancing employment opportunities Performance targets and numerical goals for employees with disabilities Provisions for training and education on disability employment Provisions for reasonable accommodations and accessibility Provisions for increased retention efforts and providing access to advancement opportunities for employees with disabilities OPM’s Website for the Executive Order, supporting model strategies and other related disability employment resources: www.opm.gov/disability/www.opm.gov/disability/

6. Disability New Hires (1980-2012) In the past 32 years, people with disabilities have not been hired at such a high percentage in the Federal Government. FISCAL YEARALL NEW HIRES TARGETED DISABILITY%ALL DISABILITY% ALL DISABILITY INCLUDING 30% OR MORE VETERANS % 1980163,8279940.61%7,4524.55%8,0794.93% 1981139,4478250.59%6,3884.58%7,2775.22% 1982121,4667610.63%5,1064.20%5,9694.91% 1983115,4477630.66%4,8254.18%5,6124.86% 1984142,0199820.69%5,9984.22%6,9594.90% 1985151,8661,0260.68%6,2854.14%7,2314.76% 1986128,3729020.70%5,6084.37%6,4285.01% 1987136,4919380.69%5,6534.14%6,5004.76% 1988127,1309280.73%5,4864.32%6,2464.91% 1989148,5839650.65%6,9694.69%7,8545.29% 1990117,2228440.72%5,6844.85%6,3045.38% 1991124,0991,1550.93%6,7935.47%7,5976.12% 1992102,4111,1341.11%6,4096.26%7,3307.16% 199370,3587571.08%5,1227.28%5,7318.15% 199457,4575190.90%3,6626.37%4,2637.42% 1995121,2351,5961.32%7,9456.55%8,6207.11% 199653,3033160.59%3,0565.73%3,7367.01% 199759,4704230.71%3,5555.98%4,2757.19% 199865,3814790.73%3,9276.01%4,7547.27% 199968,1295850.86%4,0655.97%5,1127.50% 200080,8226310.78%4,7125.83%5,9577.37% 200194,6986960.73%5,8716.20%7,4657.88% 2002132,9687210.54%7,6535.76%9,4127.08% 2003204,3991,0430.51%9,8594.82%13,0806.40% 200488,6795300.60%5,0035.64%7,3438.28% 2005100,4085440.54%5,5495.53%8,7748.74% 2006102,9495690.55%5,7275.56%9,4379.17% 2007112,6697320.65%6,5525.82%10,8199.60% 2008152,2571,0530.69%9,0275.93%15,40710.12% 2009156,3061,0710.69%9,1485.85%16,70610.69% 2010151,9991,1780.78%9,7126.39%18,92612.45% 2011127,4871,1220.88%10,1487.96%18,67514.65% 2012102,0931,1011.08%9,7509.55%16,65316.31% 6

7. Permanent Federal Workforce More people with disabilities work for the Federal Government now than in the past 32 years. FISCAL YEARALL ON BOARD TARGETED DISABILITY%ALL DISABILITY% ALL DISABILITY INCLUDING 30% OR MORE VETERANS% 19801,779,83414,6240.82%121,0136.80%125,0677.03% 19811,772,57215,2600.86%118,2546.67%124,3647.02% 19821,779,13115,7230.88%116,1496.53%123,8506.96% 19831,764,96816,5570.94%114,8286.51%124,1697.04% 19841,780,78917,7080.99%116,3896.54%126,7427.12% 19851,809,33918,8831.04%117,3366.49%129,0017.13% 19861,789,52919,3471.08%115,5876.46%127,9007.15% 19871,822,00420,1511.11%116,3926.39%129,3217.10% 19881,821,82420,5701.13%117,6146.46%130,7457.18% 19891,845,87621,2881.15%121,6286.59%134,9307.31% 19901,848,43521,6931.17%124,9326.76%138,0997.47% 19911,877,32322,4931.20%129,7436.91%143,0237.62% 19921,879,89423,0361.23%137,6997.32%150,8098.02% 19931,823,19322,7131.25%135,1467.41%148,0438.12% 19941,755,22121,9891.25%129,2277.36%142,1918.10% 19951,693,17721,2451.25%124,0317.33%137,0508.09% 19961,640,25820,2121.23%118,2687.21%131,6838.03% 19971,585,40819,1901.21%112,9837.13%126,8318.00% 19981,556,53118,5071.19%109,4797.03%123,9577.96% 19991,536,15618,0511.18%107,3926.99%122,5717.98% 20001,524,88317,7301.16%105,8986.94%121,7567.98% 20011,536,62717,5641.14%106,1026.90%123,0888.01% 20021,579,25417,4171.10%108,8286.89%127,4178.07% 20031,582,63617,1871.09%110,1276.96%129,7828.20% 20041,602,77316,9171.06%110,2226.88%134,0258.36% 20051,611,40016,4581.02%110,2136.84%137,5788.54% 20061,608,15716,0481.00%109,7776.83%140,6228.74% 20071,618,15915,9100.98%111,2516.88%145,4868.99% 20081,673,24916,0300.96%114,6546.85%154,5559.24% 20091,757,10516,5600.94%121,7506.93%169,5309.65% 20101,831,71917,4450.95%129,5467.07%187,06810.21% 20111,856,58017,8450.96%137,5517.41%203,69410.97% 20121,850,31118,3190.99%148,0098.00%219,97511.89% 7

8. States as Model Employers of People with Disabilities “Employing people with disabilities is not about charity, but it's about what's in the business' best interest.” Delaware Governor Jack Markell, Past Chair of the National Governors Association 8 States as Model Employers of People with Disabilities By Kathy Krepcio and Savannah Barnett at the John J. Heldrich Center for Workforce Development, Rutgers, the State University of New Jersey- http://askearn.org/doc s/StateModel.pdf http://askearn.org/doc s/StateModel.pdf

9. Private Sector “Broadening our workforce by employing people with disabilities is not only the right thing to do, but it also makes good business sense and has benefits that reverberate across our company and culture,” Randy Lewis, Walgreen’s Senior Vice President for Distribution 9 Walgreens, the country’s largest drug store chain with over 7,000 stores nationwide, developed a plan to recruit a diverse workforce made up of at least 20 percent workers with disabilities in two of its distribution centers. In its Windsor, Connecticut site, employing over 400 employees, over 50 percent of those employees have a disability, including individuals with seizure disorders, autism, hearing impairments, visual impairments, cerebral palsy, intellectual disabilities and mental health disabilities.

10. Federal Contractors The new regulations under Section 503 of the Rehabilitation Act will have as great an impact on the lives of Americas with disabilities as the ADA. Tony Coelho, Former House Majority Whip and primary sponsor of the Americans with Disabilities Act 10 On August 27, 2013, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs announced a Final Rule that makes changes to the regulations implementing Section 503 of the Rehabilitation Act of 1973, as amended (Section 503) at 41 CFR Part 60-741. Section 503 prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities (IWDs), and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals. http://www.dol.gov/ofccp/regs/com pliance/section503.htm

11. Prevalence of disability among faculty and staff, and overall Based on analysis of the 2012 American Community Survey (US non-institutionalized population – all ages)

12. Prevalence of disability among college students Source: Table 242: Number and percentage distribution of students enrolled in postsecondary institutions, by level, disability status, and selected student characteristics: 2003–04 and 2007–08. Digest of Education Statistics 2011. http://nces.ed.gov/pubs2012/2012001.pdf http://nces.ed.gov/pubs2012/2012001.pdf Students with disabilities are those who reported that they had one or more of the following conditions: a specific learning disability, a visual handicap, hard of hearing, deafness, a speech disability, an orthopedic handicap, or a health impairment.

13. What can you do? UCEDD’s, LEND’s and IDDRC’s are uniquely qualified and perfectly located to fundamentally shift this trend. By engaging with their respective universities in the employment practices described in this presentation, the AUCD network can revolutionize the employment of people with disabilities at educational institutions. By unleashing the vast knowledge and influence of the AUCD network in this way, educational institutions will become models to private and public sector employers. AUCD has the opportunity to be at the center of this transformation. 13

14. Employer Practices and Policies Survey What disability inclusive policies/practices are in place? Do they work? Survey developed in 2011 Online & telephone survey Data collected fall, 2011 Response rate: 23% (n=690) 14 Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013)The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf

15. Collaborating Partner Over 250,000 members in over 140 countries One in five U.S. HR professionals are members Cornell/SHRM 2011 Employer Survey

16. Barriers to Employment or Advancement % of employers who perceived each as barrier 16 Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013)The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf

17. Barriers to employment or advancement 1998 and 2011 17 Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf

18. 1---Goals, Accountability & Data Set goals & be accountable for success Support self-identification of disability Evaluate data 18

19. Goals & Accountability If you don’t know where you are going, you will end up some place else. ---Yogi Berra 19

20. Message from the Top Matters Having a disability-related policy in place doesn’t ensure awareness and subsequent use; (e.g. hiring targets, accommodation policy, available training, etc.). Managers’ perceptions of the effectiveness of these resources are associated (positively) with employees’ perceptions of the organization’s disability climate. Visual top management commitment continues to be seen as a key factor in reducing barriers. 20 Nishii & Bruyère, 2014.

21. Will employees with disabilities disclose or self-identify? Percent of federal employees self-identifying in 2012 21

22. The disability disclosure decision: Percent who rated each inhibiting factor as “very important” in a disclosure decision (N=599) von Schrader, S., Malzer, V., & Bruyère, S. (2013). Perspectives on disability disclosure: The importance of employer practices and workplace climate. Employee Responsibilities and Rights Journal. Advance online publication. doi: 10.1007/s10672-013-9227-9

23. The disability disclosure decision: Percent who rated each facilitating factor as “very important” in a disclosure decision (N=598) von Schrader, S., Malzer, V., & Bruyère, S. (2013). Perspectives on disability disclosure: The importance of employer practices and workplace climate. Employee Responsibilities and Rights Journal. Advance online publication. doi: 10.1007/s10672-013-9227-9

24. Metrics What are organizations measuring? 24 Cornell/SHRM 2011 Employer Survey

25. % Organizations tracking disability metrics 25 Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdfhttp://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf

26. Metrics Tracked by Organizations 26 Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdfhttp://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf

27. Separation Trends for 2009, 2010, 2011, 2012 (Percentages Calculated by Disability Status)No DisabilityTargetedAll Disability Resignation After Notice Neutral 0.3%Neutral 0.4%Neutral 0.3% Other Neutral 26%Neutral 21%Neutral 20% Sub Total Neutral 26%Neutral 20%Neutral 20.3% Death Other Neutral 2%Neutral 4.5Neutral 4.5% Sub Total Neutral 2%Neutral 4.5Neutral 4.5% Termination RFI/Funds Other Increase 0.4Neutral 0.3Neutral 0.2% Sub Total Increase 0.4Neutral 0.3Neutral 0.2% New Placement Other Neutral 19%Increase 11%Increase 15% Sub Total Neutral 19%Increase 11%Increase 15% Removal Conduct Neutral 1.5%Decrease 2.5%Decrease 1.9% Conduct and Performance Neutral 0.3%Decrease 0.4% Moved Increase 0.3%Neutral 0.1%Increase 0.3% Other Decrease 3%Decrease 5.1%Decrease 4.3% Performance Decrease 0.4%Decrease 1%Decrease 0.7% Sub Total Decrease 6.5%Decrease 10%Decrease 7.9% Other Increase 2%Increase 0.8Neutral 0.8% Sub Total Increase 2%Increase 0.8Neutral 0.8% Retirement Other Increase 44%Neutral 49%Increase 50% Sub Total Increase 44%Neutral 49%Increase 50% Evaluate Data

28. Outreach, Recruitment and Hiring Designate a task force or advisory body Ensure websites and other materials are welcoming, accessible, and easy to navigate Create opportunities for career exploration and work experience (Workforce Recruitment Program-WRP, Project SEARCH and Disability Mentoring Day) Formalize partnerships with organizations that work with people with disabilities 28

29. % Organizations with recruitment and hiring policies and practices 29 Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013)The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf

30. Hiring 30 Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. Disability-Inclusive Employer Practices and Hiring of Individuals with Disabilities. Rehabilitation Research, Policy, and Education (manuscript in preparation)

31. So, do policies & practices matter? 31 Cornell/SHRM 2011 Employer Survey

32. Yes! After adjusting for organizational characteristics: Each practice significantly increased likelihood of hiring Internships for PWDs : 4.5 times Strong senior management commitment: 3.8 times Explicit PWD organizational goals : 3.3 times 32 Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. Disability-Inclusive Employer Practices and Hiring of Individuals with Disabilities. Rehabilitation Research, Policy, and Education (manuscript in preparation)

33. Effects of selected practices on hiring of people with disabilities Organizations with: Increased likelihood of hiring: Internships for PWDs 4.5 times Strong senior management commitment3.8 times Used tax incentives for hiring PWD3.8 times Explicit PWD organizational goals 3.3 times Actively recruiting PWD3.2 times Including PWD in diversity & inclusion plan2.8 times Relationships with community orgs 2.7 times 33

34. Accommodation and Accessibility Educate employees about reasonable accommodations. Centralized Accommodation Funding Support reasonable accommodations policies and procedures Ensure information technology systems are fully accessible 34

35. 35 Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdfhttp://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf 3 Accessibility and Accommodation Percentage of organizations which implemented each practice or policy

36. Retention & Advancement Utilize return to work as the first option for workers who acquire disabilities Conduct exit interviews and stay interviews Support career development trainings and plans Hire and promote people with disabilities at all levels Create and support Employee Resource Groups Train managers on disability etiquette and best practices Develop emergency management plans that specifically address the needs of employees with disabilities. Utilize communities of practice on employment of people with disabilities. 36

37. 37 Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf Retention and Advancement Percentage of organizations which implemented each practice or policy

38. References Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013)The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/00343552135 09841.full.pdf Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. Disability-Inclusive Employer Practices and Hiring of Individuals with Disabilities. Rehabilitation Research, Policy, and Education (manuscript in preparation) 38 Cornell/SHRM 2011 Employer Survey

39. Additional Resources A Better Bottom Line: Employing People with Disabilities http://www.nga.org/files/live/sites/NGA/files/pdf/2013/N GA_2013BetterBottomLineWeb.pdf http://www.nga.org/files/live/sites/NGA/files/pdf/2013/N GA_2013BetterBottomLineWeb.pdf OPM Disability Employment – http://www.opm.gov/policy-data-oversight/disability- employment/getting-a-job/ http://www.opm.gov/policy-data-oversight/disability- employment/getting-a-job/ Summary of Promising and Emerging Practices for Enhancing the Employment of Individuals with Disabilities Included in Plans Submitted by Federal Agencies under Executive Order 13548 – http://www.dol.gov/odep/pdf/2012EO13548.pdf http://www.dol.gov/odep/pdf/2012EO13548.pdf Department of Labor’s Office of Disability Employment Policy – http://www.dol.gov/odep/topics/FederalEmployment.ht m http://www.dol.gov/odep/topics/FederalEmployment.ht m 39

40. Resources (cont.) Equal Employment Opportunity Commission’s ABC’s of Schedule A http://www.eeoc.gov/eeoc/initiatives/lead/abcs_of_schedul e_a.cfm http://www.eeoc.gov/eeoc/initiatives/lead/abcs_of_schedul e_a.cfm Improving the Participation Rate of People with Targeted Disabilities in the Federal Work Force- http://www.eeoc.gov/federal/reports/pwtd.html http://www.eeoc.gov/federal/reports/pwtd.html The Employment Environment: Employer Perspectives, Policies and Practices Regarding the Employment of Persons with Disabilities by Cornell University Employment and Disability Institute- http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?arti cle=1328&context=edicollect http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?arti cle=1328&context=edicollect States as Model Employers of People with Disabilities By Kathy Krepcio and Savannah Barnett at the John J. Heldrich Center for Workforce Development, Rutgers, the State University of New Jersey- http://askearn.org/docs/StateModel.pdfhttp://askearn.org/docs/StateModel.pdf 40

41. Cornell Related Resources Employer Practices RRTC Project http://www.employerpracticesrrtc.org/ http://www.employerpracticesrrtc.org/ Mendeley: Library of Employer Practices literature http://www.mendeley.com/groups/2079353/ http://www.mendeley.com/groups/2079353/ Catalogue of Disability & Compensation Variables in 11 National Datasets http://www.disabilitystatistics.org/eprrtc/codebook.cfm http://www.disabilitystatistics.org/eprrtc/codebook.cfm U.S. EEOC Disability Charge tabulations Online Tool http://www.disabilitystatistics.org/eeoc/ http://www.disabilitystatistics.org/eeoc/ Cornell Online Repository of Related Publications http://digitalcommons.ilr.cornell.edu/edicollect/ http://digitalcommons.ilr.cornell.edu/edicollect/

42. Additional Cornell Resources Northeast ADA Center Making Work Happen Online toolkits: http://www.makingworkhappen.org/http://www.makingworkhappen.org/ National ADA Network Centers – www.adata.orgwww.adata.org HR Tips – www.hrtips.orgwww.hrtips.org Employment and Disability Institute (EDI) – www.ilr.cornell.edu/edi www.ilr.cornell.edu/edi 42