workplace accommodations and disability employment corporate leadership circle (clc) webinar...

Workplace Accommodations and Disability Employment

Corporate Leadership Circle (CLC) Webinar

Wednesday, October 21st from 2 - 3 pm ET

Featuring:

To join the live webcast: http://webcast.AskJAN.org/janwebcast11

http://webcast.askjan.org/janwebcast11



Workplace Accommodations and Disability Employment | Corporate Leadership Circle (CLC) Webinar

Anne WeisbergSenior Vice President, StrategyFamilies and Work Institute

Moderator

Speakers

Dr. Kenneth MatosSenior Director of ResearchFamilies and Work Institute

Lou Orslene, MPIA, MSW, CPDMCo-DirectorJob Accommodation Network (JAN)

Deb DagitPresidentDeb Dagit Diversity LLCBoard member, Families and Work Institute

Agenda

Research OverviewFrom FWI’s 2014 National Study of Employers:Including the Talents of Employees with DisabilitiesDr. Kenneth Matos, Families and Work Institute


Introduction Why hiring, retaining and advancing people with disabilities is an important business issueDeb Dagit, Deb Dagit Diversity LLC

Strategies and Tips for Employers How to create an inclusive culture, and navigate the interactive accommodations processLou Orslene, Job Accommodation Network

Deb DagitPresident, Deb Dagit Diversity LLCBoard member, Families and Work Institute

Speaking

Professional highlights include:

• Pre-eminent thought leader in the field of diversity and inclusion

• Currently works with companies, nonprofits and government organizations to provide consulting services, tools and support for diversity practitioners

• Served as Chief Diversity Officer at Merck for 11 years

• Played a key role in the passage of the American with Disabilities Act



Findings from FWI’s 2014 National Study of Employers:

More employers indicate that they allow all or most employees access to task flexibility, when discussing employees with disabilities in specific (61%) than when discussing employees in general (53%)

Building inclusive policies may be harder in businesses with little policy infrastructure. Employers seem willing but unprepared. When asked if they include employees with disabilities in formal staffing plans:

39% yes / 9% no50% don’t have a formal staffing plan

http://www.familiesandwork.org/including-the-talents-of-employees-with-disabilities/

http://www.familiesandwork.org/including-the-talents-of-employees-with-disabilities/

JAN is a service of the U.S. Department of Labor’s Office of Disability Employment Policy.

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Workplace Accommodations and Disability Employment

Lou Orslene, Co-Director with the Job Accommodation Network (JAN)

The three C’s: Increase comfort, confidence, and competence

Understand the business case for hiring and retaining people with disabilities

Develop skills that help to more effectively communicate at work with people with disabilities

Develop actionable policy and procedures

Develop good practices for hiring, onboarding, and retaining people with disabilities

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Creating Workplace Inclusion

Five Signs the Doors are Open

1. Accessible buildings, technology, etc. 2. Inclusive ethos - particularly language

3. Inclusive public relations and marketing

4. Leverage national and local resources to communicate inclusion

5. Inclusive policies and practices8

Readiness for Inclusion

Elements of an actionable policy:

1. Step-by-step process 2. Clearly delineated roles

3. Timelines for processes

4. Touchpoints for communication

5. Process for resolving disputes9

Inclusive Policy and Practices

The basis for inclusive employment is the reasonable accommodation (RA) policy and process

The foundation for reasonable accommodation is a robust interactive process (IP)

A request for an accommodation or recognition of an obvious barrier to someone with a known disability triggers RA and IP

A request for accommodation includes two essential elements – a medical condition and a related challenge at work

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Inclusive Policy and Practices

What is a reasonable accommodation request?

An applicant or employee asks for something that is needed at work because of a medical condition – there is a nexus between impairment, limitation, and work.

What is NOT a request for accommodation:

Voluntary self-identification

Disclosure absent work-related barrier or request

Workplace adjustments available to employees without disabilities

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Recognizing a Request

A collaborative effort to identify effective accommodation solutions – it’s that simple.

Initiated at any time during the employee life cycle

Facilitates communication and inclusion

Demonstrates good faith

Leads to compliance and inclusion

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What is the Interactive Process?

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JAN’s Interactive Process

http://askjan.org/media/eaps/interactiveprocessEAP.doc



Failure to recognize an accommodation request and engage

Failure to exhibit empathy and actively listen

Failure to respond in a timely manner and follow through

Failure to document

Failure to work collaboratively with the employee

Making excuses for why an accommodation can’t be provided

Failure to communicate to essential personnel

Failure to follow up

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Interactive Process Pitfalls

Modifying schedule or allowing leave time Making workplace or work station accessible Modifying methods – testing, communication, or training Modifying or creating policies Purchasing or modifying equipment or products Purchasing a service – reader or interpreter Restructuring job Reassignment

Other accommodations Telework Adjusting supervisory method Using a service animal

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Types of Accommodation

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Inclusive Recruiting and Hiring

Include people with disabilities in diversity recruitment goals

Create partnerships with disability-related advocacy organizations

Contact career centers at colleges and universities

Post job announcements in disability-related publications, websites, and job fairs

Establish summer internship and mentoring programs targeted at youth with disabilities

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Train hiring managers

Have a solid actionable RA process

Have an internal disability point

Add diversity metrics to hiring managers’ performance review

Insure the accessibility of your applicant tracking system i.e. career portal

Insure the accessibility of your pre-employment testing

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Alternate way to submit application

Describe the hiring process

Inform applicants ahead of time about employment testing

Inform applicants about how to request accommodation

Follow up on requests without delay

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“If you require reasonable accommodation in completing this application, interviewing, completing any pre-

employment testing, or otherwise participating in the employee selection process, please direct inquiries to…”

Inform Applicants

Conduct accessibility review

Have your EEO statement no more than three clicks from portal entry

Use text descriptions for visual material

Caption audio and visual materials

Consistent design throughout the website

Minimize reliance on color

Allow for keyboard navigation

Insure documents linked from site are accessible

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Tips for ATS/Career Portal

Prominently feature the accommodation request procedure

Choose pre-employment testing vendor wisely to insure the accessibility of its product

Charge your vendor with modifying its tests or testing process

If your vendor cannot provide the necessary accommodation, then have a process in place

Ultimately, consider waiving a test if that rare occasion occurs

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Tips for Pre-Hire Testing

Inform new hires of the reasonable accommodation process

Inform new hires of the safety evacuation procedures

Provide employment materials in an accessible format, as needed (i.e., large print, audio, Braille)

Address computer and communication technology access issues

Address accessible parking and building access issues (i.e., keyless entry, security issues, restrooms, break rooms, etc.)

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Inclusive On-boarding

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Expert consultation

Over 250 JAN-authored Publications

JAN’s A-Z (Disability, Topic, Limitation)

Legal libraries that include regulations and EEOC guidance documents

JAN Quarterly ENewsletter

JAN Training Modules and FREE Webcast Series

Easy access:

AskJAN.org

800.526.7234 or 877.781.9403 (TTY)

Chat, JAN on Demand, Skype, Text, Social Media

Use JAN and Other Resources

http://askjan.org/

Question & Answer


To submit a question:

1) Email your question to [email protected]

OR

2) Type your question into the question & answer pod located at the bottom of your screen, and then click on the arrow to submit to the question queue

mailto:[email protected]

Thank you!

www.familiesandwork.org

www.askjan.org

www.debdagitdiversity.com


http://www.debdagitdiversity.com/



workplace accommodations and disability employment corporate leadership circle (clc) webinar...

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