leadership in a disability inclusive workforce: the just...
TRANSCRIPT
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Northeast ADA Center Cornell University
Providing technical assistance, training and information about the Americans with Disabilities Act
1.800.949.4232
Leadership in a Disability Inclusive Workforce:
The Just-in-Time Program
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In a nutshell…
Five trends
impacting diversity
and disability
inclusiveness
efforts
1. The need for talent will increase
2. People with disabilities are a
significant source of untapped
talent, being nearly at par on levels
of education
3. Only about one-third of
diversity/inclusion initiatives
meaningfully include disability
4. Returning veterans
5. Federal contractor guidelines –
Greater accountability for disability
inclusive workplace.
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In a nutshell…
What do we wish to
accomplish with
this program?
As a result of this program,
organizations will enhance competitive
advantage by…
•Expanding current and future access to
talent
•Improving productivity and performance
•Retaining talent and preventing turnover
•Reducing off-work time
•Being better able to reach and serve
customers with disabilities
•Renewing a commitment to diversity
•Enhancing corporate citizenship
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In a nutshell…
What does research
tell us about effective
diversity & disability
inclusive practices?
Successful approaches to enhance
disability inclusiveness…
•Go beyond “one-shot deal” training
sessions to provide on-going support when
and where it’s needed
•Go beyond simple legal compliance to
make the business case
•Go beyond the HR office to engage key
players: face-to-face leaders—managers &
supervisors
•Go beyond complex manuals & rules to
provide sustained, just-in-time tools: job
aids and as-needed coaching
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In a nutshell…
How will this be
accomplished?
Two Step Process:
1. Affinity group or Core Group
2. Managers’ Just-in-Time (JIT)
Toolkit
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The Model: A Cascaded Approach
Affinity Group/
Core group
Consists of anyone in
organization who has a
personal or professional
interest in disability or
diversity
Managers/
Supervisors Key players in disability inclusiveness
practices on the floor/in the field
Managers/
Supervisors Key players in disability
inclusiveness practices on the
floor/in the field
Managers/
Supervisors Key players in disability
inclusiveness practices on the
floor/in the field
Managers/
Supervisors Key players in disability
inclusiveness practices on the
floor/in the field
Managers/
Supervisors Key players in disability
inclusiveness practices on the
floor/in the field
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The Model: A Cascaded Approach
Affinity Group/
Core group
•Builds awareness in
organization
•Build awareness of JIT
tools
•Disseminate JIT tools
Managers/
Supervisors Key players in disability inclusiveness
practices on the floor/in the field
Managers/
Supervisors
Using JIT Tools, be effective in
leading people with disabilities
Managers/
Supervisors
Using JIT Tools, be effective in
leading people with disabilities
Managers/
Supervisors
Using JIT Tools, be effective in
leading people with disabilities
Managers/
Supervisors
Using JIT Tools, be effective in
leading people with disabilities
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Program steps…
1.
Affinity Group/
Core Group Workshop
•Two or three hours
•Interactive
•Can be Customized
Two objectives: A. Build awareness of disability
inclusiveness in the workplace
B. Promote distribution of the JIT Toolkit
among managers/supervisors
Suggested modules: 1. It’s about talent
2. Disability, workplace & business
trends
3. The return on investment
4. Legal updates
5. Strategies & practices for disability
inclusive workplaces
6. Real-life scenarios around disability
inclusiveness in the workplace
7. The JIT Toolkit: Introduction &
dissemination
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Program steps…
2.
The Just-in-Time
Toolkit for Managers
Why managers/
supervisors? • Key gatekeepers and players in
making decision and setting
“lived culture” of the workplace
• Often over-looked
• Difficult to reach
• Just-in-Time approach is needed
• Make or break diversity/disability
inclusiveness initiatives
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Program steps…
2.
The Just-in-Time
Toolkit for Managers
About the JIT Toolkit • Ten tools
• Core part of each tool used in 10
min or less
• Based on situations/dilemmas
manager likely to encounter
• Tool #10 is organization-specific
• Other Tools have points of
customization
• NOT meant to replace a call to HR!
• Each Tool consists of: Core points
Test yourself
Print & Go
Want to know more?
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1.
Disability IS DiversityThe business case for disability
inclusiveness
2.
Disability in the
workplaceWhat’s true; what’s not
3.
Let’s talkInteracting with
employees who have
disabilities
4.
About hiringSeeing the many
faces of talentLeadership and the
Disability Inclusive
Workforce:
The Manager’s Just-
in-Time Toolkit 5.
An employee just told
me about a disability What do I do now? 6.
Having an
accommodation
discussionIt’s about the 3 P’s—
Performance, Productivity
& Preventing Turnover
7.
Accommodation
optionsWhat works; what
doesn’t?
8.
A performance issue might
be due to a disabilityAddressing the situation
9.
An employee might have a
mental illness or addiction
problemThinking it through
10.
Finding out more: Further resources in your
organization
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Program steps…
Program evaluation &
feedback
Confidential
Anonymous
Focuses on our program, not
on organization
A brief pre-/post-test survey for
core group session
Short optional online survey
(immediately after and 4 – 6
months later) for managers
who have used the JIT Toolkit
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Employment and Disability Institute
School of Industrial and Labor Relations
Cornell University
201 Dolgen Hall
Ithaca, NY 14853
800.949.4232 in NY, NJ, PR and the U.S. VI
607.255.6686
www.northeastada.org