© Disability Business Technical Assistance CenterNortheast 1 Current Research on Disability & Employment Employment and Disability Institute

© Disability Business Technical Assistance Center—Northeast 1

Current Research on Disability & Employment

Employment and Disability Institute www.edi.cornell.edu

DBTAC – Northeast ADA Center

1.800.949.4232Tony Ruiz & Hannah Rudstam

2008

© Disability Business Technical Assistance Center—Northeast 2Employment and Disability Institute www.edi.cornell.edu

About the DBTACs•One of ten regional centers located throughout the country

•Provide TA, materials dissemination and training on all Titles and aspects of the ADA

•Conduct research on disability issues, focusing on employment

•DBTAC—NE: New York, New Jersey, Puerto Rico, Virgin Islands


Goals of session…

• Your thoughts: What are the burning research questions you see?

• The DBTAC Barrier-Intervention Model: An Activity

• An Overview: Current disability statistics

• Highlights from recent studies: What do we know about workplace discrimination and reaching employers?

• Lunch

• EEOC Data & Use of logic model

• Your thoughts revisited


The question I would most like to see researched is…

Let’s start with your thoughts…


An Ecological Framework for Addressing

Organizational Barriers to Employing People

with Disabilities


Can’t Won’t

Don’t Know

The DBTAC Barrier Intervention Model

Began as a simple conceptualization…

Why don’t organizational leaders employ more people with disabilities?


Individual Barriers

Collective—Organizational Climate Barriers

Can’t Barriers Won’t Barriers

Don’t know Barriers

Individual Attitudes/Beliefs

Individual Behaviors

Individual Knowledge/Information

Can’t Barriers Shared Behaviors:Policies/Practices

Won’t BarriersShared Attitude

Systems

Don’t know BarriersShared knowledge


Intervention for this barrier-type:

•On-line or in-person training

•Knowledge dissemination—e.g. briefs, newsletters, articles, etc.


•Individual coaching for leaders on changing disability-related work behaviors•Performance expectations for leaders that include diversity/disability inclusiveness


•Give leaders real-life experience with employees with disabilities

•Exposure to success stories of other employers


•Create resource groups or communities of practice around disability•Build disability inclusiveness updates into shared conversation spaces


•Eliminate dis-incentives—e.g. create centralized accommodations budget •Examine work routines & job designs—eliminate rigidity, introduce flexibility


•Craft a compelling organizational vision around disability inclusiveness & the business case•Match vision to mission

The DBTAC Barrier Intervention Model: Matching Barrier to Intervention: Examples

Individual Level

Collective Climate Level

Don’t know Barriers

Can’t Barriers

Won’t Barriers


Taking the Barrier—Intervention Model for a

test run…


1. Break into 3 small groups (Each Round = 5 min)• Round 1. Each small group addresses Question 1 on their sheet

• Round 2. Rotate pages. Each group adds to last group’s input

• Round 3. Rotate again. Add to last group’s input

• Round 4. Home again. Question 2--Thematize all groups’ input to Question 1

2. Each small group responds to Questions 3 & 4(10 min)

3. Report back to large group (5 min/group = 15 min)


An Update:

Current Disability Statistics


StatsRRTC Mission

To bridge the gap between the sources of disability data and the users of disability statistics.

StatsRRTC

DataSources

StatisticsUsers


Prevalence Rate (Ages 5+)

Peoplewith

Disabilities(41,247,000)

15.0%Peoplewithout

Disabilities(233,649,000)

Does not includepeople living inInstitutions.


Prevalence Rate, by Disability (Ages 5+)

4.3

9.4

5.8

3.0

5.47.0

15.0

0

2

4

6

8

10

12

14

16

18

OverallDisability

Sensory Physical Mental Self-Care Go-Outside

Employ-ment


Prevalence Rate, by Age/Gender (Ages 5+)

14.4

7.9 7.812.8

29.8

15.6

4.6 6.0

13.1

30.6

49.354.8

0

10

20

30

40

50

60

Ages 5+ 5-15 16-20 21-64 65-74 75+

MaleFemale


Prevalence Rate, by Race (Ages 5+)

12.7

17.5

21.7

6.3

11.9

15.0

0

5

10

15

20

25

OverallDisability

White Black/AfricanAmerican

NativeAmerican

Asian Some otherrace(s)


Current Definition of Disability from ACS

• Do you have any of the following conditions:

a. Blindness, deafness, or a severe vision or hearing impairment? ... “Sensory Disability”

b. A condition that substantially limits one or more basic physical activities such as walking, climbing stairs, reaching, lifting, or carrying? ... “Physical Disability”

(Continued)


Definition of Disability from ACS

• Because of a physical, mental, or emotional condition lasting 6 months or more, do you have any difficulty in doing any of the following activities:

a. Learning, remembering, or concentrating? ... “Mental Disability”

b. Dressing, bathing, or getting around inside the home? ... “Self-Care Disability”

(Continued)


Definition of Disability from ACS

• Because of a physical, mental, or emotional condition lasting 6 months or more, do you have any difficulty in doing any of the following activities:

a. Going outside the home alone to shop or visit a doctor's office? ... “Go-Outside-Home Disability”

b. Working at a job or business? ... “Employment Disability”


Employment Gap Remains Wide

79.7

37.7

0 10 20 30 40 50 60 70 80 90 100

People without Disabilities People with Disabilities

Gap=42.0% points


Employment Rate, by Disability Type

47.5

31.728.8

17.1 17.4 17.7

37.7

0

10

20

30

40

50

60

OverallDisability

Sensory Physical Mental Self-Care Go-Outside

Employ-ment


Employment Rate, by Selected “States”

26.530.0 30.0

38.1

52.6

24.7

50.649.8

0

10

20

30

40

50

60

PuertoRico

WestVirginia

Kentucky Missi-ssippi

UnitedStates

Alaska Utah NorthDakota



About employment…

21.7% Percent of working age people with disabilities employed full-time/full-year

56.6% Percent of working age people without disabilities employed full-time/full-year

By the numbers*…

About income…

$36,000 Median annual household income

of working age people with disabilities

$65,400 Median annual household income

of working age people without disabilities

*Source: Rehabilitation Research and Training Center on Disability Demographics and Statistics. (2007). 2006 Disability Status Report. Ithaca, NY: Cornell University.


77

78

79

80

81

82

83

84

85

86

87

1981 1983 1985 1987 1989 1991 1993 1995 1997 1999 2001 2003

Year

Pe

rce

nt

(%)

Disability Statistics Update: U.S. Labor Market Activity Rate/Non-Disability

Houtenville, Andrew J. 2005. "Disability Statistics in the United States." Ithaca, NY: Cornell University Rehabilitation Research and Training Center on Disability Demographics and Statistics (StatsRRTC), www.disabilitystatistics.org. Posted April 4, 2005. Accessed July 14, 2005.

The percentage of men and women, aged 18-64 without a work limitation in the United States who worked more than 52 hours in the prior calendar year from 1981 - 2004


26

28

30

32

34

36

38

40

1981 1983 1985 1987 1989 1991 1993 1995 1997 1999 2001 2003

Year

Pe

rce

nt(

%)


Disability Statistics Update: U.S. Labor Market Activity Rate/Disability

The percentage of men and women, aged 18-64 with a work limitation in the United States who worked more than 52 hours in the prior calendar year from 1981 - 2004


47,300

49,300

51,300

53,300

55,300

57,300

59,300

1981 1983 1985 1987 1989 1991 1993 1995 1997 1999 2001 2003

Year

2002

Dol

lars

Disability Statistics Update: U.S. Income/Non-Disability

The median household income among men and women without a work limitation in the United States from 1981 – 2004, adjusted for inflation to 2002 dollars



24000

24500

25000

25500

26000

26500

27000

27500

28000

28500

29000

1981 1983 1985 1987 1989 1991 1993 1995 1997 1999 2001 2003

Year

2002

Do

llar

s


Disability Statistics Update: U.S. Income/Disability

The median household income among men and women with a work limitation in the United States from 1981 – 2004, adjusted for inflation to 2002 dollars


Highlights from recent studies:

What do we know about workplace

discrimination and reaching employers?


Highlights from recent studies:

– Performance comparisons – New JAN Study: Employers’ views– Customer-preference study– Diversity & disability – Creating organization-wide

interventions: Wahlgreens, Medtronics & Cincinnatti Children’s Hospital

– Job Retention


About Job Retention

Research & Challenges


Tony . 30 min.

Update:

EEOC Data Use of logic model


Presentation Overview

• Why an interest in EEOC and FEPA claims?• Trends over time in EEOC and FEPA ADA-related charges• Comparison to trends in other employment discrimination

legislation• State-specific differences in the proportion of disability

employment discrimination filings between EEOC and FEPA • Top five ADA issues and bases in EEOC and FEPA filings• Why state specific differences may be of importance• Implications for DBTAC information dissemination, technical

assistance, and training


FEPA offices’ proportion of charges

filed have increased over the

ten years to almost half of

all ADA-related charges


ADA-Related Charges—EEOC or FEPA

0

4000

8000

12000

16000

20000

1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003

EEOC

FEPA

Note: Charges in which the ADA is cited (other statutes may have been cited as well).


ADA-Related Charges—Percentage FEPA

41.2

43.7

45.446.3

45.4 45.646.6 46.6

50.049.1

44.0

40

45

50

55

60

1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 2002 2003



These trends are not occurring in other employment discrimination-related

claims filings


State-specific differences in where ADA

claims are filed are significant





Name %FEPA Name %FEPA Name %FEPA Name %FEPA

Maine 96.3 Delaware 73.9 New Jersey 49.5 Texas 22.4

Nebraska 96.3 Kansas 72.9 Missouri 44.5 New Mexico 20.1

Mass. 94.4 Wisconsin 67.4 Illinois 43.5 Arizona 17.6

Iowa 94.3 South Dakota 65.4 Michigan 42.7 Oklahoma 16.5

Montana 94.2 West Virginia 62.5 Maryland 42.2 Tennessee 15.1

Rhode Island 93.7 South Carolina 62.3 Colorado 39.8 Virginia 14.7

Utah 92.9 Ohio 61.8 North Dakota 37.5 Georgia 11.1

Connecticut 92.4 New Hampshire 58.6 Minnesota 35.5 North Carolina 6.0

Idaho 89.0 New York 56.9 Kentucky 33.5 Arkansas 1.1

Wyoming 85.6 Pennsylvania 55.7 District of Col. 29.7 Mississippi 0.9

Oregon 85.5 Washington 55.3 Florida 29.4 Louisiana 0.6

Alaska 83.5 Hawaii 55.0 Indiana 27.9 Alabama 0.5

Nevada 79.1 California 52.7

Vermont 78.9



Top five ADA-related

issues and bases

across EEOC and FEPA-filed charges


ADA-Related Charges (1993-2003)Top 5 Issues

IssueTotal

ChargesEEOC

ChargesFEPA

ChargesPercent EEOC

1 Discharge 179,073 95,732 83,341 53.5

2 Reasonable Accom. 79,986 53,960 26,026 67.5

3 Terms/Conditions 62,056 24,764 37,292 39.9

4 Harassment 37,494 22,645 14,849 60.5

5 Hiring 28,075 15,425 12,650 54.9

Note: Charges in which the ADA is cited. Charges can have more than one issue.


ADA-Related Charges (1995-2003)Top 7 Bases

BasisTotal

ChargesEEOC

ChargesFEPA

ChargesPercent EEOC

1 Other Disability 73,741 31,818 41,923 43.1

2 Structural Back Impairment 36,342 19,163 17,179 52.7

3 Regarded As Disabled 27,279 18,575 8,704 68.1

4 Nonparalytic Orthopedic Impairment 24,152 14,928 9,224 61.8

5 Depression 18,264 11,660 6,604 63.8

6 Other Psychiatric Disorders 10,562 4,197 6,365 39.7

Note: Charges in which the ADA is cited. Charges can have more than one basis.


Implications for DBTACs

• Knowledge of state-specific disability nondiscrimination legislation

• Knowledge of the respective state employment discrimination claims offices

• Knowledge of how higher court rulings may impact where greater protections occur

• Implications for technical assistance, information dissemination, and training


For Further Information

• EEOC web site - http://www.eeoc.gov/stats/enforcement.html

• Cornell University Employment and Disability Institute (EDI) – www.edi.cornell.edu

• Cornell University Law School - http://www.lawschool.cornell.edu/


Using logic models

A D V A N C I N G T H E W O R L D O F W O R K www.edi.cornell.edu


A logic model is…

• a simplified picture of a program, initiative, or intervention

• showing logical relationships among the resources invested-->activities-->benefits/changes

• indicating what to expect next

• spelling out the program’s theory of change

• a way to make things explicit


Why be explicit ?

• If you don’t specify the goal you cannot reach it.

• If you don’t know where you want to go, there is no way of knowing when you arrived.

• If you don’t remember how you did it in the first place, there is no way to do it again.


OutcomesINPUTS ACTIVITIES

Simple logic model:

What is done What resultsWhat is invested

Shows the logical relationships between:

1) The inputs, or resources that go into a program…

2) the activities the program undertakes and…

3) the outcomes, changes or benefits that result.


The question I would most like to see researched is…

And, in summary…


Disability and Business Technical Assistance Center - Northeast

ILR - Employment and Disability InstituteCornell University

201L ILR ExtensionIthaca, NY 14850

800-949-4232 in NY, NJ, PR, VI

[email protected]

Documents

© Disability Business Technical Assistance CenterNortheast 1 Current Research on Disability & Employment Employment and Disability Institute