talent matters: fostering disability-inclusive outreach ... · talent matters: leveraging...

2Employer Assistance and

Resource Network on

Disability Inclusion (EARN)

Employer Assistance and Resource NetworkOn Disability Inclusion

Talent Matters: Leveraging

Disability-Inclusive Outreach &

Recruitment Strategies

June 30, 2016

Presented by the Employer Assistance and Resource Network on Disability Inclusion

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Talent Matters: Leveraging Disability-Inclusive

Outreach and Recruitment Strategies

Brett Sheats National Project Director

Employer Assistance and Resource Network on Disability Inclusion (EARN)

Employer Assistance and

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Your input, ideas, and comments are important to the

Employer TA Center!

We appreciate your completion of the customer

satisfaction survey of this webinar that will be sent to

you via email.

Thank you.


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Employer Assistance and Resource Network

on Disability Inclusion (EARN)

AskEARN.org

• Resource for employers seeking to recruit, hire, retain and advance people with disabilities

• Serves both public and private sectors• Offers free tools, informational materials and

trainings• Funded by ODEP under a cooperative agreement

with The Viscardi Center• Collaborative of nine partners


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Housekeeping

• For audio call: 415-655-0045

– Access code: 664 474 028#

• Contact WebEx tech support at 1-866-229-3239• Download slides at AskEARN.org• Submit questions via Q&A window or via @AskEARN• Having trouble posting to the Q&A? Email

[email protected] • Tweet using #AskEARN• Live captioning at the bottom right of screen• Receive 1.5 HR General recertification credit hours through the HR

Certification Institute (HRCI) and the Society for Human Resource Management (SHRM) (via email following the event)

• An archived recording of the webinar will be posted to AskEARN.org within the week


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Audience Assessment Question #1

How would you rate your

understanding of employment service

provider offerings and the individuals

and organizations they serve?


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How would you rate your knowledge

of strategies for building strong

employer-service provider

relationships?


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Audience Polling Question #1

What type of

organization do you

work for?


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Kathy West-Evans, MPA, CRC

Director of Business RelationsNational Employment Team (NET)

Vocational Rehabilitation (VR)


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We Started by Asking Business

• Leadership: CSAVR• VR: Dual Customer• National Network –

– Building the Infrastructure with VR– Partners: National and Community

• Building Relationship and Strategies• Business Services• Largest Talent Pool of Individuals with

disabilitiesEmployer Assistance and

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Focus on Individual Customers

• 80 agencies• Every state, territories and D.C.• Serving one million customers with disabilities

annually – variety of talent• Building career plans – individual goals aligned

with labor market needs • Career mobility and retention• National Partners: VR&E, AIR, USBLN, others• Community agencies: 10,000 vendors


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The NET: VR Business Services

Defined by Business Customers

• Pre-Employment• Internships• Training

• HR/Staffing • Recruitment & Promotion• Benefits & Compensation• Retention Supports• Employee Advisory

Services • Accommodations

• Work Site Assessment• Assistive Technology

• Staff Training• Disability Awareness• ADA/Employment Laws

• Financial Supports• WOTC• Barrier Removal

• Universal Design• Contracts• Facilities• Programs/Services• Assistive Technology • Information Technology

• Diversity Programs• Compliance

• EEO and Affirmative Action• Legal

• Labor Relations • Policy Development• Risk Management

• Product Development• Customer Service• Marketing & Outreach


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Talent Acquisition Portal (TAP)

Increasing the Access to Talent


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Aligning Opportunity, Talent and Supports

• Talent Acquisition Portal (TAP) – why and how? Partners and Development/ Award

• Features and Benefits• The Opportunity is Now!

– Federal Executive Order– NGA: Better Bottom Line– Section 503/VEVRRA (Contractors and Sub-

Contractors)– Shortage of Talent

• Driving Change in Federal LegislationEmployer Assistance and

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Building a Strategic Plan with Starbucks

• Working with the USBLN: meeting with corporate team to look at current practice and the goals of the company. Partners included HR, Compliance, Diversity and Inclusion, Accommodations, ACCESS – ERG

• Roasting Plants, manufacturing and distribution: NV, PA, WA. Tours, meeting with the teams on-site. Review of positions and accommodation discussions.

• Washington: Hiring and recruitment for plant as well as corporate positions. Support for retention.

• Nevada: Inclusion Academy• Pennsylvania: local connections, recruitment and hiring in both distribution

and retail. Adopt Inclusion Academy model• National: corporate recruitment, sharing models across the NET, future

expansion – retail/training which includes baristas. Career Paths from within. NV, MD, other VR training centers and sites


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NET: Business Based Models

Microsoft

Autism Spectrum DisordersCollege GraduatesNET/VR – Provail: Community PartnerMicrosoft – travel, housing, per diemVR – Provail –NET/TAPNational Recruitment

Amazon

Project InclusionCommunity Partner: NW CenterSort Center – Seattle areaOn-site training and supportPortlandSan Francisco

Hyatt

Partner: Hands on EducationTwo weeks on-siteCulinary Arts Expanded to other areas and roles at the HyattFL, DC, MD, VA, TX, CO, WA, CA, MO, PA, HI


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Federal Partners: USDA

U.S. Department of Agriculture

• Mission Critical Areas• Key Agencies

• Job Corps• Federal Executive Order

• Schedule A Hiring• Developing a Federal Resume

• Application Process• The NET - MOU

• Talent Acquisition Portal


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Contact Information

• Kathy West-Evans, MPA, CRCDirector of Business RelationsThe National Employment [email protected]


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mailto:[email protected]

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Audience Polling Question #2

What is your role in your

organization?


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Debra RuhCEO

Ruh Global & G3ict Employability


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Debra Ruh, CEO of Ruh Global Communications

Introduction• Debra Ruh is CEO of Ruh Global Communications a firm

focused on Global Disability Inclusion, Accessibility and the Implementation of the UN Convention of Rights of Persons with Disabilities (CRPD).

• Member of G3ict Expert Panel and Advisory Board.

• Debra co-founded #AXSChat the #1 Twitter Chat in Europe and Top #5th Globally.

• Founded TecAccess in 2001 merged with SSB in 2011. TecAccess was a US based multi-million dollar firm focused on ICT Accessibility. Over 80% of the team were technologists with disabilities.

• Author of 2 books. Influencer on Social Media with over 120,000 followers on Twitter. KLOUT score of 82+ and ranked in the top 0.1% of people on social media.

• Mother of a child with Down syndrome.Debra Ruh at the National Association of Women Business Owners Receiving the

Trailblazer Award, 2007Employer Assistance and

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GLOBAL INITIATIVE FOR INCLUSIVE ICTsPromoting the Rights of Persons with Disabilities in the Digital Age

Tapping into Hidden Human Capital:

How Leading Corporations Leverage Multiple Abilities in Their Workforce

www.g3ict.org

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Myths about Employment of PwD• Myth: People with disabilities do not have the

talent and skills needed in business

• Fact: People with disabilities have been among the greatest leaders and contributors to business, science, the arts, and society. 11% of this year’s college graduates have disabilities!

Lakeisha Holmes reading Braille.

Photo from AMAC Accessibility Solutions

AMAC employee, Liz working at her desk.

Photo from AMAC Accessibility Solutions

• Myth: People with disabilities leave jobs more

frequently than workers without disabilities

• Fact: Employees with disabilities in most sectors stay on the job longer, resulting in up to a 6% turnover rate improvement.

• Myth: People with disabilities have a higher

than average absentee rate and your worker’s

comp claims will increase

• Fact: In fact, people with disabilities who are employed have less overall absenteeism and the number of compensation claims are no different.Employer Assistance and

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Language of Business

Critical to speak language the employers understand. Many times we accidentally use words and phrases that put employers and business on their guard. These terms are not incorrect terms but can cause confusion and misunderstanding with the business.

• Avoid Fear-Based Languageo Litigation – Lawsuitso Compliance and Legislationo Barriers to Employmento Right Thing to Do

• Be careful with Service Providers Language.o Job carvingo Job sharingo Supported employmento Sheltered Workshops

www.RuhGlobal.comEmployer Assistance and

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People with Disabilities Language

• It is fine to help employers understand the right language but sometimes we overwhelm them with rules.

• We want to educate employers but sometimes accidentally scare them into in-action. Have a plan to educate employers and follow the plan.

o People First Languageo Good and Bad Words o Sensitivity Training


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Business Language

• Qualified Candidates• Good fit for employer• Retention• Solid ROI (Return on Investment)• Helps support “Employer of Choice”

Initiatives• Supports Corporate Social Responsibilities• Support Shareholders• Employees should look like Client/Customer

Base

Sara Ruh, Nordstrom employee


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Partnering with the Business

• Businesses need partners that will help them be successful. These topics can be very confusing and intimidating for employers. It is critical for you to become the business trusted partner.

• Offer to review job descriptions and match to job candidates

• Help the business understand the benefits of hiring PwD

• Provide training and counseling to reduce the employers fears. Common Fears:o Once we hire we cannot fire a PwDo PwD cost more to hireo PwD are expensive to accommodateo PwD take more breakso PwD are not qualified for our jobso PwD arrive late and take more sick dayso Hiring PwD is only about the recruitment process instead of the entire

phase of employment and retention processo Other People with out disabilities will be uncomfortable about PwD


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Trusted Partners

Help the employer understand the benefits of employing PwD.

• Know your area, are there tax benefits, will government help them defray costs?

• Can you point to other businesses in their industry that have successfully hired PwD?

• Can you help the business get positive media exposure once they have successes?

• Can you nominate them for business awards? • Include them in marketing brochures that highlight positive business

cases?• Invite them to speak at conference that highlight their experiences?• Create Business to Business (B2B) groups to allow employers and

businesses to speak to their peers?


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Learn About the Business

• Employers often feel that service providers do not understand their business needs. They are approached by service providers asking them to hire people with disabilities. Many time the service providers have not done their homework. How can you prepare?

o Know the target business

o Go to their website and learn about their business

o Review their career section

o Have they won any awards for Best Employers?

o Have they won Community Awards?

o What types of positions are available?

o Do they have Job descriptions?

• Employers spend a lot of time adding company data to their website and career centers. Even small businesses will have a website or you can search about the business online.


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Contact Information

• Debra RuhCEORuh Global Communications [email protected]


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ruhglobal.com

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Katherine McCaryPresident

C5 Consulting, LLC


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C5 Recommendations

Founded with more than 25 years in the private sector and built upon the understanding that there are many critical stakeholders needed to address and support solutions to disability inclusion, C5 operates in four sectors:

• Corporate Practice• Community Practice• Federal Practice• BLN Affiliate Practice


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What’s Hot

• Talent shortage is real• Increased interest in disability• Seeking one stop solution• Looking for the best local, state and

national resources• Understand business and speak business

language


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Business’ Expectations of CBO’s

• Don't waste my time • Get to know me• Meet/exceed my staffing needs• Help me convince my internal clients• Follow up and sense of urgency is key• Keep your commitments (or don’t make them

if you can't keep them)• Help me to understand how disability is a part

of diversity


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Business’ Common Misperceptions

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Attitudinal Barriers continue to play a major role:• Productivity will decrease• Absenteeism will increase• Lack skills, abilities and knowledge• Unable to terminate for poor performance• Co-workers uncomfortable• Accommodations too difficult, costly or

ineffective


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Provider Common Misperceptions

About Employers

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• All and only about the bottom line• Not flexible• Very interested in tax incentives • Not community conscious or care about

people• No current IwD employed there• Only talk about diversity - they really don't

do anything about it• Have unrealistic expectations of the

service provider and of IwDEmployer Assistance and

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Success Stories:

Think Sales

• Products and ServicesResearch your Employer client: What are their needs?What are your Products? What is your Service?Believe your candidates are capable and employableKnow when to keep going and when to walk away

• Use Employer Testimonials• Business Leadership Networks


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Learn the Language

• ROI/Bottom Line• Business Case for

Diversity• Candidate v

Consumer• Diversity & Inclusion• Affirmative Action• Self ID (v Self

Disclosure)

• ERG/BRG• Time to Fill• Essential Functions• Telework• ATS- Online

recruitment

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Making &

Keeping the Connection

• Elevator Speech: Do you have one? • Setting the first meeting: How and why• Meeting etiquette: Time and goal• Follow Up: When and how• Deliver: Never overpromise, keep listening• Build the relationship: Not the placement


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Provide the Expertise

• Build relationships with other CBO’s• Offer training and guidance• Look beyond the placement• Work with HR to build confidence with

Hiring Managers• Establish yourself as the “go to” on

disability


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Contact Information

• Katherine McCary PresidentC5 Consulting, [email protected]


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consultc5.com

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Questions


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How would you rate your

understanding of employment service

provider offerings and the individuals

and organizations they serve?


Resource Network on


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How would you rate your knowledge

of strategies for building strong

employer-service provider

relationships?


Resource Network on


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Your input, ideas, and comments are important to the Employer Assistance and Resource Network on Disability Inclusion (EARN)!

We appreciate your completion of the customer satisfaction survey of this webinar that will be sent to you via email.

Thank you.


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talent matters: fostering disability-inclusive outreach ... · talent matters: leveraging...

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