The ADA is “not only a mandate, but a statement of our moral and ethical values as a culture”

1. “For Hire”: Educating Employers about Hiring Young Adults with Intellectual or Developmental Disabilities Authors: Amy Lieberman, Ilene Miller, Erin Reedy Leadership Education in Neurodevelopmental and related Disabilities (LEND) Program Westchester Institute for Human Development University Center for Excellence in Developmental Disabilities and New York Medical College OBJECTIVES: RESULTS: More than 70% of students with ID/DD transitioning from high school to the adult world are failing to find employment. The effects of this failure are that these students become dependent on public supports. This reduces their choices, reinforces segregation, and decreases their quality of life. To ameliorate this problem, employers’ concerns must be addressed. What is best practice for educating and addressing the employer’s concerns regarding hiring young adults with ID/DD? SUCCESS: Based on interviews with key experts greater emphasis has been placed on understanding what the employer needs and wants. This will result in increased success in making the match between the employee and employer. LIABILITY: Liability fears should be easily assuaged by the presence of the job developer and job coach, These two individuals who are linked through agency services not only ensure that an appropriate match is made but ensure continued success through support. ACCOMMODATIONS: The study indicated that employer knowledge of accommodations varies, that there is no one comprehensive resource for employers to research accommodations. These two facts make the need for outreach and data driven education of employers of paramount importance. METHODS: A literature review was conducted using journals, websites, videos, and webinars. Based on this initial information, standardized questions were developed focusing on areas of concern to the employer, specifically: liability, accommodations, and success stories. Questions also addressed best practices for education and outreach. A community partner was contacted at the New York State Developmental Disabilities Planning Council (DDPC). From there, influential professionals/contacts were identified to be interviewed. Interviews were conducted, recorded, and transcribed. A qualitative analysis was completed to identify re-occurring themes. CONCLUSIONS: • Apply to Vocational and Educational Services for Individuals with • Disabilities (VESID) and Office of Mental retardation and • Developmental Disabilities (OMRDD) if meet requirements in order to • access the benefits offered by these state agencies. • Job developers and job coaches are a crucial component to success. • Developing personal relationships, integrating into the business • community to finding “if” there is a need and “how” to meet the need • and hearing success stories from other employers is the best • approach. • Potential employees and the partnering agency will meet with • employers to plan for success and confidential responses to • sensitive questions can be easily obtained from qualified resources • Potential employers need to be informed that accommodations are • relatively negligible from a monetary and an “architectural” • standpoint. RESOURCES FOR EMPLOYERS: The ADA is “not only a mandate, but a statement of our moral and ethical values as a culture” (Hotchkiss, 2003).