taking business engagement to the next level
TRANSCRIPT
1
Taking Business Engagement
to the Next Level
James Emmett
Poses Family Foundation
2
Key Movements
1. Employment First
2. ROI
3. 503
3
Disability &
Inclusion Past
4
Practice Innovation
• Movement from medical model to social model
• Mid 1980’s – Emergence of supported employment - “Train & Place” transformed to “Place & Train”
• 1990’s – Expanded use of “natural supports”
• Mental health – employment as part of recovery
• Ongoing innovation and expansion in use of accommodations and assistive technology
• Innovations in transition practices focused on employment
• Self-determination and self-direction
• Customized Employment
• Disability & Inclusion
5
Employment First Values
• Actively explore and develop their own unique career path
• Engage in the negotiation and terms of their employment
• Engage in all aspects of the work environment
• Build and maintain connections and relationships throughout their career path
• Have access to current information, resources and quality services to support their career paths
6
• earning wages and benefits that are commensurate to the job and responsibilities
• the opportunity to save income and build assets
• and continued access to healthcare and other necessary services, in order to achieve the highest quality of life possible
Employment First Values
7
What We Have Learned
• Systems change must fit within overallculture of state
• Systems change requires both:
• big picture perspective and leadership
• willingness to get into specific policy and practice details
• Slow and steady wins the race
• It’s not one thing, it’s a lot of things
8
Employment First
Movement to
Increase
Community
Employment
9
Disability & Inclusion Projects
(1.0)
• Walgreens
• Lowe’s
• Toys ‘R Us
• AMC Theatres
• TIAA-CREF
• Safeway
• Best Buy
10
Components of Past Projects
Diversity Training
Human Resource Mentoring
Recruiting/Screening/Training Support
Job Accommodation/Natural Supports
State and Federal Financial Incentives
On the Job Training and Job Tryouts
Job Coaching
Marketing Collaboration
11
Past Results
Lower or equal turnover
Reduced recruiting costs
Fewer unexcused absences
Better or equal performance
Good safety record
No impact on medical & insurance costs
Positive diversity impact
12
Useful Supports
Coaching/mentoring
Clear directions/feedback
Insuring employees know how to ask for
“help"
Modeling
Visual supports
13
Lessons Learned (for Disability &
Inclusion to Work)1. Visible Champion (s)
2. Buy-In at Multiple Company Levels
3. Focus on Business Case
4. Partnerships with Local/Regional/National Disability Organizations
5. Holding same expectations/performance standards
6. Clear messaging of project (loud & proud)
7. Support from Disability Experts
8. Flexibility in recruiting/hiring/training systems
9. Evaluate regularly/keep eye on ROI
10.Prepare for positive cultural change
14
Disability &
Inclusion
Present
15
Changing Philosophy
1. Dual Customer
2. Career vs. Job
3. Business vs. Employer
4. Business Development vs. Job Placement
5. Designated Point of Contact
6. Qualified vs. Job Ready
16
Significant ROI: Reports have highlighted the
benefits of disability inclusion programs
Large & dedicated workforce that can thrive…
• Large untapped labor force:
- 56 Million US people with disabilities
- 70% are unemployed
• Multiple pilots and test programs have shown that people with disabilities are:
- Likely to be more dedicated; and
- Less likely to leave (lower turnover)
• In the right environments, employees with disabilities can thrive:
- Equal to or greater productivity
- Fewer safety incidents
• Disability inclusion programs have had negligible impact on a company’s medical and insurance costs
with compelling results and perception changes
Manager’s perception of employees with a disability:
Source: National Organization on Disability –Kessler Harris Poll 2010
MoreSameLess
17
Success at Walgreens
Walgreens Project Overview
• Walgreens’s Supply Chain & Logistics division (10,000 employees) adopted an aggressive inclusion program in 2002, ran by Randy Lewis (VP Global Supply Chain), James Emmett (PFF), and Deb Russell (PFF)
• The Anderson, SC pilot site achieved a 1:3 ratio of non-disabled employees and employees with disabilities
• Expanded to include 21 distribution centers across the U.S. successfully employing 1,100+ people with disabilities. Outcomes from the program were a huge success – some of the highlights showed:
Higher productivity Lower turnover Better safety record
Disclosed Undisclosed
Employee turnover(%)
Relative picking rate comparison (#)
Turnover for disclosed was 48% less
than the remaining population
1
2
3
Pick Rate - RO Pick Rate - R14
Disclosed population had higher
productivity on all 3 split cases (RO,R14; TE-TN)
0.00
0.30
0.60
0.90
1.20
1.50
Disclosed Undisclosed
Relative Incidents-Accidents(# per 1000 hours)
Disclosed had 34% fewer events than
the remaining driving population
18
Hiring people with disabilities makes
good business sense!
Large, untapped labor pool
Lower turnover
Reduced recruiting costs
Fewer absences
Good performance
Good safety record
No impact on medical & insurance costs
Positive diversity impact
An ethical, socially responsible thing to do
19
10 Traits of Good Disability
Partners1. They not devalue the services that can be
offered to you (they do not approach you out
of “charity”)
2. They respect your specific Corporate Culture
3. They take time to learn about the
operational aspects of the company
4. They build your trust – don’t expect to have a
trusting relationship after the first meeting
5. They do a lot of listening
20
10 Traits (cont.)
6. They utilize good counseling/consulting skills -
reflecting, encouraging, observing
7. They do not overpromise – lean towards under
promising and over delivering
8. They step up their game with you – always
following up and following through
9. They are creative and use their diverse skill set as
rehab counselors to customize ideas
10.They provide specific examples of how disability
outreaches impact other companies
21
Business Opportunities
Direct access to the large and growing labor
and customer pool of persons with disabilities
Ongoing Support services that meet
individualized business needs
Access to a set of valuable, customized
business consulting services
Development of internal strategies that foster
diversity and business growth
Support from disability experts
22
Candidate Opportunities
Expanded information about company
culture, recruiting, retention and
promotion practices
Increased short-term and long-term
employment opportunities
Heightened potential for development of
successful career paths
Working in companies where increased
internal support and advocacy exist
23
Look Again
Look again at the fastest growing labor and customer niche market in this country = the disability community
Look again at the last untapped labor pool in the country to prepare your company to successfully find workers as the economy bounces back
Look again at the cost savings and incentive creationthrough strategic recruiting in the disability community
Look again at enhancing your diversity & supplier diversity programs by adding people with disabilities to the mix
Look again at a community that contains 1 in 5 Americans
24
Disability &
Inclusion
Future
25
Disability & Inclusion
Projects (2.0)
• Staples
• Pepsi
• Procter &
Gamble
• Cintas
• Amazon
• UPS
• SAP
26
Pillars of Future Disability & Inclusion
Partn
ership
Messa
gin
g a
nd
En
ga
gem
ent
Fin
an
cial S
usta
inab
ility
Sta
keh
old
er Bu
y-In
27
Employment First & DI Blend
Assessing individual interests & strengths
Creating individualized career portfolios
Building active partnerships with local companies
Pre-training necessary soft & hard skills
Developing natural supports in the workplace
Monitoring progress utilizing career maps
Expanding partnerships with local companies to build disability & inclusion initiatives
28
Arc Chapter Opportunities
Increased short-term and long-term employment opportunities for persons served
Heightened potential for development of successful career paths for persons served
Opportunities to work in companies where increased internal support and advocacy exist
Enhanced partnerships with area companies
Increased revenue from public & private sources
29
1. Training & Pre-Training
Provide a pre-training environment that focuses on the below industries and develop the necessary skills a potential employee needs to succeed.
*Industries-
Distribution/Manufacturing
Healthcare
Food Service
Retail
Hotel
Banks
Call Centers
Schools/Daycares
Recreation/Fitness
30
2. Disability Inclusion Services
• Diversity Training • Human Resource Mentoring• Recruiting/Screening/Training Support• Disability Management • ADA Consultation and Training• Visual management• Job Accommodation/Modification• Rehabilitation/Assistive Technology• State and Federal Financial Incentives• On the Job Training and Job Tryouts• Job Coaching• Marketing Collaboration
31
3. Disability & Inclusion Consulting –Build a Project
• Recruiting
• Incentive Planning
• Natural Supports
• Marketing/PR
• Pre-Training
32
503
In order to ensure compliance, must develop and submit
plans for outreach and recruitment
Full scope of penalties and fines for non-compliance is
unclear but loss of federal contract is possible
Any private company with over $10k in federal contracts
with 50 or more employees
Sub-contractors that work with large federal contractors
are subject to the exact same regulations
As of March, 2014 aggressive new regulations require
federal contractors and subcontractors to ramp up
recruiting, hiring and advancement of people with
disabilities
Goal for contractors - 7% utilization goal across all job
groups
What is s503?
Is it
applicable?
What are the
implications?
33
Essential Functions Analysis
• Job Analysis:
– Record Review
– Interviews
– Observation
• List Tasks
• Rank Importance
• Essential/Non-essential
34
Affirmative Action Program
Policies
Procedures
Organization
Supports
Inclusion
35
Reasonable Accommodation
Process
Written Policy
Procedure
Training Management & Staff
Supports/Ideas
Follow-Up
Documentation
36
Outreach Process
Proactive – “Job Development in a
Can”
One-Stop Shop
Broker Other Relationships
Support/Evaluate Partnerships
Don’t Get “Locked Out”
37
Contact Me
James Emmett
Lead Strategist – Workplace Initiative
Poses Family Foundation
574-808-9779
http://www.linkedin.com/in/jamesemmett21
http://www.twitter.com/JamesEmmett21