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Employer Policies and Practices that Promote Non-discrimination

Employment of People with Disabilities:. Employer Policies and Practices that Promote Non-discrimination. By Susanne M. Bruyère Cornell University ILRU Web Cast Promoting Independent Living Through Information Dissemination May 22, 2002. Presentation Purpose.

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Employer Policies and Practices that Promote Non-discrimination

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  1. Employment of People with Disabilities: Employer Policies and Practices that Promote Non-discrimination By Susanne M. Bruyère Cornell University ILRU Web Cast Promoting Independent Living Through Information Dissemination May 22, 2002

  2. Presentation Purpose To provide participants with an opportunity to: • Understand more clearly the role of the human resource professional in workplace disability nondiscrimination • Learn about what employers have done to date to comply with the ADA employment provisions • Identify the remaining barriers to the hiring and advancement of people with disabilities • Identify ways to address these barriers • Identify the role of CILS in delivering relevant training, technical assistance, and information dissemination to employers • Learn of further related resources S. Bruyère, 5-22-02

  3. About the Study • This presentation is based on the results of Cornell University research, in collaboration with the Society for Human Resource Management (SHRM) • Sample was SHRM membership • Participants were HR professionals • Conducted by telephone survey from Cornell S. Bruyère, 5-22-02

  4. About the Study (Continued) • A response rate of 73% • A total of 813 participants • Representative of all sizes of industry 43% from businesses of < 500 employees; 32% from businesses of >2,500 employees S. Bruyère, 5-22-02

  5. The Role of HR Professionals • Approximately one HR professional to each 100 employees nationally • The role of HR professionals touches all parts of the employment process (from recruitment and pre-employment screening, through advancement, and discharge) S. Bruyère, 5-22-02

  6. The Role of HR Professionals • HR professionals are often the persons in the organization where personnel issues are most often addressed • In this survey, respondents indicated that the HR professional either alone (28%) or with another individual (10%) makes the decision about accommodations S. Bruyère, 5-22-02

  7. Percent Reporting What Their Organization Does to Meet the Needs of Employees with Disabilities by Organization Size 100 90 80 70 # of Employees 60 < 500 50 500 - 2499 40 2500 + 30 20 10 0 a b c d e f g h i j k a. made existing facilities accessible e. modified training material i. transportation accommodations b. restructured jobs/work hours f. provided readers j. written job instructions c. reassigned to vacant positions g. flexible HR policy k. modified work environment d. modified equipment h. changed supervisory methods * those who do not make the accommodations don't because they have not needed to. Note: all statistically significantly different across organization size (p = .001) S. Bruyère, 5-22-02

  8. Employer Response to ADA • Most commonly reported making changes by:   • Making facilities accessible • Flexibility in HR policies • restructuring jobs and work hours S. Bruyère, 5-22-02

  9. Employer Response to ADA (continued) • Other more often made changes: • Modifying the work environment • Making transportation accommodations • Least often made changes were: • Modifying training materials • Changing supervisor methods S. Bruyère, 5-22-02

  10. Employer Response to ADA (continued) • Organizational structures present for accommodation and disability • Use of data collection for future accommodations and reporting requirements • Engaging unions, when present • Use of disability management to promote accommodation S. Bruyère, 5-22-02

  11. Percent Reporting a Great Deal or Somewhat of a Contribution due to the Disability Management Program by Organization Size Percent reporting great deal or somewhat 90 84 84 79 78 77 80 73 72 72 72 70 66 70 60 54 50 40 # of Employees 30 < 500 500 - 2499 20 2500 + 10 0 supervisor awareness of accommodation * organizational structure for accommodation * importance of confidentiality raising acceptance * statistically significantly different across organization size S. Bruyère, 5-22-02

  12. Percent Reporting Employees Trained in ADA Topics by Organization Size Percent 100 90 80 70 60 # of Employees 50 < 500 40 500 - 2499 30 2500 + 20 10 0 a b c d e f g h i j k l a. Non-discriminatory recruiting e. Defining job functions i. Conflict resolution f. Confidentiality requirements b. Accommodation process j. Disability awareness/sensitivity g. Limitations on health plans c. Equal access k. Interaction with legislation d. Mental health problems h. Non-discriminatory discipline l. Print resources on accommodations *all statistically significantly different across organization size (p < .05) S. Bruyère, 5-22-02

  13. Employer Response to ADA (continued) • Training conducted • Most of the training for HR to date • Needs to be targeted to others like supervisors, health and safety • Further information on mental health accommodations desired S. Bruyère, 5-22-02

  14. Percent Reporting Barriers to Employment or Advancement for Persons with Disabilities Percent Yes 60 51 50 40 31 29 30 22 20 16 12 10 10 0 cost of accommodation cost of training cost of supervision attitudes/ stereotypes Supervisor knowledge/ accom to make lack of related experience lack of requisite skills/training * No statistically significant differences in responses by organization size S. Bruyère, 5-22-02

  15. Remaining Barriers • Seen least often as a remaining barrier: • Cost of accommodation, training, or supervision • Barriers inside the organization identified by HR professionals: • Attitudes/stereotypes of supervisors and co-workers • Supervisor knowledge of accommodation S. Bruyère, 5-22-02

  16. Remaining Barriers (continued) • Barriers perceived in the person: • Lack of related work experience • Lack of requisite skills/training S. Bruyère, 5-22-02

  17. Percent Reporting Difficult or Very Difficult to Make Changes to Meet Needs of Employees with Disabilities by Organization Size Percent reporting difficult or very difficult 35 30 25 20 # of Employees 15 < 500 10 500- 2499 2500 + 5 0 change in leave policy adjusting medical policies * changing co-worker/ supervisor attitudes * ensuring equal pay & benefits creating flexible Management system modifying return to work policy * statistically significant differences by organization size (p < .1) S. Bruyère, 5-22-02

  18. Remaining Barriers (continued) • Most difficult to change to make (yet most often addressed) – changing supervisor and co-worker attitudes • Also perceived greater difficulty and less familiarity with communication access issues/requests S. Bruyère, 5-22-02

  19. Chart 5. Percent Reporting Difficult or Very Difficult to Make Changes (of those who made changes) 35 35 Percent 30 24 25 20 14 15 9 9 10 5 5 4 5 3 3 0 Change wording job application (a) Interview locations accessible (a) Medical tests post offer (b) Info for hearing impaired (b) Restrooms accessible (a) Recruiting locations accessible (a) Changing Interview questions (a) modify pre-employ- ment testing (b) Orientations accessible (a) info for visually impaired (b) (a) approximately 20% didn't need to make any of these changes (b) approx. 40% didn't need to make these changes Note: no statistically significant differences in difficult experiences by organization size S. Bruyère, 5-22-02

  20. Percent saying Familiar or Very Familiar with Applicant Interviewing Issues Percent 100 90 80 70 60 50 # of Employees 40 < 500 30 500 - 2499 20 2500 + 10 0 Framing Questions about job tasks* restrictions on obtaining med info* restrictions on Medical issues* when to ask about job tasks accessing sign lang interpreters using TTY to using a reader adapting print know to test set up material* for illegal interviews* drugs* * statistically significant differences across organization size (p< .1) S. Bruyère, 5-22-02

  21. Ways to Address These Barriers • Top management support imperative • Staff training, mentoring and onsite consultation/TA also helpful S. Bruyère, 5-22-02

  22. Percent Reporting Effective & Very Effective Means of Reducing Barriers to Employment for Persons with Disabilities 90 82 Percent reporting Effective or Very Effective 80 70 63 60 59 60 50 40 40 25 30 20 10 0 employer tax incentive short-term outside job coach staff training on-site consultation/tech assistance mentoring visible top- management commitment * no statistically significant differences in responses by organization size S. Bruyère, 5-22-02

  23. Top Four Resources Organizations Utilize to Help Resolve ADA Issues by Organization Size 90 Percent Utilize 90 84 80 72 72 69 70 65 65 60 59 57 60 50 37 40 35 # of Employees 30 < 500 500 - 2499 20 2500 + 10 0 legal counsel safety staff disability staff professional society (SHRM) S. Bruyère, 5-22-02

  24. Ways to Address These Barriers (continued) • Preferred resources and information mode • Legal counsel among top two for both • Internal – EEO, DM, safety/ergonomics • External – State VR Agency • CILS and other disability local organizations were not very well known (only 22% reported using them, but when used, 58% found helpful) S. Bruyère, 5-22-02

  25. Ways to Address These Barriers(continued) • Creating an accommodation data collection strategy • Having an organizational process for accommodation • Involving the union and its representatives • Using the disability management process • Link to local disability organizations that can help with specific accommodations S. Bruyère, 5-22-02

  26. Ways to Address These Barriers (Continued) • Educating supervisors about accommodation • Addressing attitudinal issues in diversity training • Becoming aware of organizational and community resources to assist in accommodation • Include accommodation changes/updates in considerations for organizational change S. Bruyère, 5-22-02

  27. The Role for CILs • Get to know HR managers – use as point of organizational contact • Promote training and consultation services through HR managers and other selected internal resources involved in the accommodation process • Seek out local SHRM chapters for presentations on related topics S. Bruyère, 5-22-02

  28. The Role for CILs (Continued) • Focus on the articulated information needs of employers (accommodations for persons with visual and hearing impairments, mental health disabilities, interaction of the ADA with other employment laws, etc.) • Encourage training throughout the organization (including supervisors), and collaborate with HR, EAP, occupational safety and health, union reps., and others S. Bruyère, 5-22-02

  29. Further Resources ADA Disability and Business Technical Assistance Centers (DBTAC) 1-800-949-4232 (Voice/TTY) Call to reach the center nearest you. Web site - www.adata.org/  Cornell University - HR Tips Program on Employment and Disability (607) 255-7727 (Voice), (607) 255-2891 (TTY) (607) 255-2763 (Fax); ilr-ped@cornell.edu (email) www.hrtips S. Bruyère, 5-22-02

  30. Further Resources (Continued) Equal Employment Opportunity Commission 1801 L Street NW Washington DC 20507 (800) 669-4000 (voice), 800) 669-6820 (TTY) http://www.eeoc.gov Job Accommodation Network 1-800-526-7234 (V/TTY) 1-800-ADA-WORK (V/TTY) http://www.jan.wvu.edu/links/ S. Bruyère, 5-22-02

  31. Further Resources (Continued) Society for Human Resource Management (SHRM) To order a copy of the full survey report, call the SHRMStore at 1-800-444-5006. The cost is $39.95 (U.S.) for SHRM members and $49.95 for non-members (item code 62.17023).

  32. Contact Information Susanne M. Bruyère, Ph.D., Project Director RRTC for Economic Research on Employment Policy for Persons with Disabilities Cornell University 106 ILR Extension Building Ithaca, NY 14853-3901 Phone: 607-255-7727  Fax: 607-255-2763 TTY: 607-255-2891 Email: smb23@cornell.edu Website: www.ilr.cornell.edu/rrtc S. Bruyère, 5-22-02

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