Maximizing Meaningful Disability Workplace Inclusion

Susanne Bruyère, Ph.D. (smb23@cornell.edu)

Employment and Disability Institute, ILR School Cornell University

American Psychological Association Annual Convention 2014 Distinguished Contributions to the Advancement of

Disability Issues in Psychology August 9, 2014

Research described funded by the U.S. Department of Education National Institute on Disability and Rehabilitation Research to Cornell University for a Employer Practices Related to Employment Outcomes among Individuals with Disabilities Rehabilitation Research and Training Center (grant #H133B100017).

Why Disability Focus is Important • Significant part of the U.S. and global

population (24% of American households and 15% or one billion people globally)

• A natural part of the human condition; crosses every population/national boundary

• Continued economic and employment disparities (in U.S. participation rates half)

• Continuing violations of human rights

Why Employment Is Important • Economic independence • Provide a meaningful place in society • Ability to contribute talents and skills • Enhanced sense of self-worth • Enhanced health, physical and mental

well-being • A right of each American/global citizen • Yet, significant disparities continue

Employment Focus Points • Equitable workforce preparation • Recruitment and hiring • Retention • Accommodation and accessibility • Advancement/promotional

opportunities • Meaningful workplace inclusion

Survey of SHRM Membership • Over 250,000 members; stratified sample

across industries and org. sizes • Online/phone based survey focused on:

o Recruitment and Hiring o Accessibility and Accommodation o Retention and Advancement o Barriers, Metrics and Training

• Data collected fall of 2011 • Response rate: 23% (n=662)

5 Cornell/SHRM 2011 Employer Survey

Barriers to Employment or Advancement

50%

35%

30%

23%

19%

16%

13%

9%

9%

9%

Lack of qualified applicants

Lack of related experience

Lack of requisite skills and training

Supervisor knowledge of accomm.

Cost of accommodations

Attitudes/stereotypes

Productivity and performance

Additional cost of supervision

Cost of training

Attendance of people with disabilities

6 Cornell/SHRM 2011 Employer Survey

Recruitment and Hiring Policies and Practices

7

47%

57%

58%

59%

61%

53%

43%

42%

41%

39%

Yes No

Includes people with disabilities explicitly in its diversity and inclusion plan.

(n = 567 )

Requires sub-contractors/suppliers to adhere to disability nondiscrimination requirements.

(n = 525)

Has relationships with community organizations that promote the employment of people with disabilities.

(n = 568)

Actively recruits people with disabilities. (n = 574)

Trains HR staff and supervisors on effective interviewing of people with disabilities.

(n = 580)

Cornell/SHRM 2011 Employer Survey

Recruitment and Hiring Policies and Practices

8

18%

20%

27%

27%

40%

82%

80%

73%

73%

60%

Yes No

Includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior

management. (n = 547)

Participates in internships or similar programs that target people with disabilities.

(n =525)

Has explicit organizational goals related to the recruitment or hiring goals for people with disabilities in the performance

appraisals of senior management. (n = 540)

Takes advantage of tax incentives for hiring people with disabilities (e.g., Small Business Tax Credit, Architectural/ Transportation Tax

Deduction, or Work Opportunities Tax Credit). (n = 467)

Has senior management that demonstrates a strong commitment to disability recruitment and hiring.

(n =555)

Cornell/SHRM 2011 Employer Survey

Accessibility and Accommodation Policies and Practices

9

65%

68%

73%

73%

75%

35%

32%

27%

27%

25%

Yes No

Has an established grievance procedure to address reasonable accommodation issues. (n = 582)

Requires training for supervisors on legal requirements of disability non-discrimination and accommodation. (n = 585)

Has a designated office or person to address accommodation questions. (n = 613)

Allows an employee to exceed the maximum duration of medical leave as an accommodation. (n = 557)

Evaluates pre-employment occupational screenings to ensure they are unbiased. (n = 547)

Cornell/SHRM 2011 Employer Survey

Accessibility and Accommodation Policies and Practices

10 Cornell/SHRM 2011 Employer Survey

20%

30%

47%

63%

80%

70%

53%

37%

Yes No

Has a centralized accommodations fund (i.e., company-wide fund to provide accommodations for people with disabilities).

(n = 505)

Has a formal (i.e., written, documented) decision-making process for the case-by-case provision of accommodations. (n

= 558)

Provides advance notice to job applicants that reasonable accommodations are provided during the job application

process. (n = 552)

Regularly reviews the accessibility of its on-line application system to people with visual, hearing, finger, dexterity, and

cognitive impairments. (n = 481)

Retention and Advancement Policies and Practices

11 Cornell/SHRM 2011 Employer Survey

18%

42%

59%

81%

82%

58%

41%

19%

Yes No

Has a structured mentoring program to support employees with disabilities. (n = 578)

Employees are invited to confidentially disclose whether they have a disability (e.g., staff surveys). (n = 580)

Has a return-to-work or disability management program for employees who are ill/injured or become disabled. (n = 595)

Encourages flexible work arrangements for all employees (e.g., flextime, part-time, telecommuting). (n = 599)

Retention and Advancement Policies and Practices

12 Cornell/SHRM 2011 Employer Survey

9%

13%

14%

17%

91%

87%

86%

83%

Yes No

Includes progress toward retention and advancement goals for employees with disabilities in the performance

appraisals of senior management. (n = 542)

Has a disability-focused employee network (e.g., an employee resource group or affinity group). (n = 581)

Offers special career planning and development tools for employees with disabilities. (n = 572)

Has explicit organizational goals related to retention and advancement of employees with disabilities. (n = 543)

Creating a Disability Inclusive Workplace

Rehabilitation and I/O Psychology collaboration

Benefits of Inclusive Climates 1. Across multiple samples, data show members of historically

marginalized groups (e.g., women, ethnic minorities, people with disabilities, aging workers) experience less discrimination and overall better work experiences in inclusive units

2. The demographic-based differences in experiences of “fit,” perceived fairness, harassment, engagement perceived organizational support that are commonly seen disappear in inclusive units, thereby enabling better group functioning – Higher cohesion, better information exchange – Less conflict and miscommunication – More creative; higher financial performance

14 Nishii, L. & Bruyere, S. (2009). Protecting employees with disabilities from discrimination on the job: The role of unit managers.

Inclusive Climates – 3 Dimensions

15

•Do employment practices perpetuate stereotypes by favoring members of some demographic groups over others? •In order to “buy” message of inclusion, employees have to perceive HR practices to be fair

Fairness of employment practices

•Does the culture value integration of differences or expect assimilation to dominant norms? •Can employees enact and engage their “whole” selves? •Is there an expectation that everyone is both a teacher and learner?

Cultural integration of differences

•Are perspectives of diverse workforce actively sought and incorporated into decision making and core operational processes? • Do employees and managers share a common commitment to working

through differences as a source of insight and skill?

Inclusion in decision-making

Nishii, L. & Bruyere, S. (2009). Protecting employees with disabilities from discrimination on the job: The role of unit managers.

Details on People with Disabilities Employees with disabilities report that they experience: • Less “fit” between their skills and demands of the job • Less empowerment on the job • Less (perceived) organizational support • Lower levels of procedural and interactional justice during the

accommodation process • Their work arrangements to be less fair (especially fairness of

job responsibilities and access to mentors) • Lower quality relationships with their managers • Their units and managers’ behaviors to be less inclusive Perhaps therefore: • Lower organizational commitment and job satisfaction • But turnover intentions are not any higher

16 Nishii, L. & Bruyere, S. (2009). Protecting employees with disabilities from discrimination on the job: The role of unit managers.

Experiences are Better in Inclusive Units Individuals with disabilities who work in inclusive climates report significantly --

– Greater success at having their accommodation requests granted

– Greater coworker support of their accommodations – Better experiences of procedural and interactional

justice during accommodations – Lower levels of disability harassment/discrimination – Higher organizational commitment and satisfaction – Lower turnover intentions

17 Nishii, L. & Bruyere, S. (2009). Protecting employees with disabilities from discrimination on the job: The role of unit managers.

Experiences are better for employees with disabilities who enjoy high quality relationships with their managers

Individuals with disabilities who are included in their manager’s “in group” report:

– Higher fit between skills and demands of job – Higher empowerment – Fairer treatment during the accommodation process – Higher organizational commitment, satisfaction, and

willingness to engage in citizenship behaviors – Lower turnover intentions

18 Nishii, L. & Bruyere, S. (2009). Protecting employees with disabilities from discrimination on the job: The role of unit managers.

Increasing Importance of Disability Disclosure • Increase awareness of where accommodations

may improve employee productivity • Indicator of employee comfort level with sharing

personal information • Federal Executive Order 13548 -- Increasing

Federal Employment of Individuals with Disabilities

• Revisions to Section 503 of the Rehabilitation Act for Federal Contractors

19 von Schrader, S. Malzer, V., Erickson, W., & Bruyère , S. (2010). Emerging Employment Issues for People with Disabilities: Disability Disclosure, Leave as a Reasonable Accommodation, Use of Job Applicant Screeners. http://digitalcommons.ilr.cornell.edu/edicollect/1288

Organizational surveys help us to understand where interventions are needed

Significant training and information outreach needed to inform supervisors and the workplace more generally about disability

What People With Disabilities Say • Gathered the perspectives of people with disabilities via

an online survey on disability disclosure; • Recruited by sharing survey link via:

– Social Media: AAPD Facebook, AAPD Twitter, – Listservs: AAPD general listserv, SAMSHA network

listserv, – Newsletter announcements: SAMHSA/CMHS

Consumer Affairs E-News, AAPD’s Justice for All Newsletter (JFA)

• Partnered with:

21

“Very important” factors, when deciding to

disclose a disability to an employer

22

Persons with a disability (N=598)

Need for accommodation 68.2

Supportive supervisor relationship 63.5

Disability friendly workplace 56.8

Active disability recruiting 50.5

Knowing of other successes 49.9

Disability in diversity statement 48.9

Belief in new opportunities 40.7

von Schrader, S. Malzer, V., Erickson, W., & Bruyère , S. (2010). Emerging Employment Issues for People with Disabilities: Disability Disclosure, Leave as a Reasonable Accommodation, Use of Job Applicant Screeners.

“Very important” factors when deciding to NOT disclose a disability to an employer

23

Persons with a disability (N=598)

Risk of being fired/not hired 73.0 Employer may focus on disability 62.0 Risk of losing health care 61.5 Fear of limited opportunities 61.1 Supervisor may not be supportive 60.1 Risk being treated differently 57.8 Risk being viewed differently 53.8 No impact on job ability 44.0 Desire for privacy 27.9

von Schrader, S. Malzer, V., Erickson, W., & Bruyère , S. (2010). Emerging Employment Issues for People with Disabilities: Disability Disclosure, Leave as a Reasonable Accommodation, Use of Job Applicant Screeners.

Percent who experienced negative consequences of disclosure

24

10.6

26.9

6.9

19.8

0

5

10

15

20

25

30

Immediate consequences Longer-term consequences

Not/somewhat apparent Very apparent

von Schrader, S. Malzer, V., Erickson, W., & Bruyère , S. (2010). Emerging Employment Issues for People with Disabilities: Disability Disclosure, Leave as a Reasonable Accommodation, Use of Job Applicant Screeners.

Creating an Environment that Encourages Disclosure

Demonstrate disability inclusiveness through: – Actively recruiting people with disabilities – Conducting disability awareness training for staff – Enacting flexible workplace policies – Having fair systems to address complaints – Creating accessible workplaces – Fostering supportive supervisor-staff relationships – Including disability in the diversity statement

25 von Schrader, S. Malzer, V., Erickson, W., & Bruyère , S. (2010). Emerging Employment Issues for People with Disabilities: Disability Disclosure, Leave as a Reasonable Accommodation, Use of Job Applicant Screeners; http://digitalcommons.ilr.cornell.edu/edicollect/1288

Role for Psychology • Public Interest – learn about and engage

in disability-related public policy • Science – significant remaining disability

employment and workplace research • Education – inform our students and

practicing professionals of their role • Practice – inform our clients of their

rights; discuss discrimination, disclosure

Public Interest/Public Policy • Equitable access to workforce

preparation and skill development • Equitable access to workplace

accommodation, nondiscrimination • Equitable access to transportation,

housing, health care, other supports • Inclusion in economic development • Considerations in IT development

Science • Enhance understanding of factors

contributing to vocational outcomes • Identify ways to capitalize on assets • Identify ways to heighten employer

receptivity to recruiting/hiring iwd • Identify ways to minimize workplace

disability discriminatory behaviors • Ways to maximize disability inclusion

Psychology Education • Identify ways to have disability more

pervasively an area of focus in APA • All training programs and internships

accessible and accommodating to iwd • Training program content includes

disability considerations • Professional development accessible

and disability content friendly

Role for Psychologists • Acquire knowledge of and engage in public

policy impacting people with disabilities • Be informed to guide people with disabilities

about their employment rights • Become equipped to provide consultation

and guidance to employers, HR professionals, and managers about factors that contribute to a truly inclusive and workplace where people with disabilities can contribute/thrive

30

Thank you!

To CDIP for its significant leadership role within APA in raising the visibility of disability issues within Psychology

To psychology colleagues who work daily to contribute to minimizing

discrimination and maximizing social inclusion of people with disabilities

Related Publications Erickson, W. von Schrader, S. Bruyère, S & VanLooy, S. (2013). The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin. Published online before print November 14, 2013, doi: 10.1177/0034355213509841

Erickson, W. von Schrader, S. Bruyère, S & VanLooy, S. Disability-Inclusive Employer Practices and Hiring of Individuals with Disabilities. Rehabilitation Research, Policy, and Education (manuscript in preparation) . Ithaca, NY, ILR School, Employment and Disability Institute, Employer Practices RRTC.

Golden, T. P., Bruyere, S., Karpur, A., Nazarov, Z., VanLooy, S., & Reiter, B. (2012). Workforce development policy: Unrealized potential for Americans with disabilities. Rehabilitation Research, Policy, and Education Journal. Hallock, K., Jin, X., & Barrington, L. (2013). The Pay Gap and the Total Compensation Gap by Disability Status. Working Paper. Ithaca, NY, ILR School, Institute for Compensation Studies. Hallock, K., Jin, X., & Barrington, L. (2013). The Role of Tasks and Skills in Explaining the Disability Pay Gap . Working Paper. Ithaca, NY, ILR School, Institute for Compensation Studies. Karpur, A. (2013). Impact of employer-provided health insurance on job mobility among people with disabilities. Working Paper. Ithaca, NY, ILR School, Employment and Disability Institute, Employer Practices RRTC. Karpur, A. (In preparation). Job-mobility among workers with disabilities: Role of employer paid health insurance. Health Services Research. Karpur, A., & Bruyere, S. M. (2012). Healthcare expenditure among people with disabilities: Potential role of workplace health promotion and implications for rehabilitation counseling. Rehabilitation Counseling Bulletin, 56 (1), 7 – 22. The Conference Board (2013). Leveling the Playing Field: Attracting, Engaging, and Advancing People with Disabilities. Available online at -- http://digitalcommons.ilr.cornell.edu/edicollect/1292/ The Conference Board (2013). Leveling the Playing Field: Attracting, Engaging, and Advancing People with Disabilities. Available online at -- http://digitalcommons.ilr.cornell.edu/edicollect/1292/ von Schrader, S., Malzer, V., Bruyère , S. (2013). Perspectives on disability disclosure: The importance of employer practices and workplace climate. Employer Responsibilities and Rights Journal. DOI: 10.1007/s10672-013-9227-9. von Schrader, S., Malzer, V.,. Erickson, W. & Bruyere, (2013). Absence and Disability Management Practices for an Aging Workforce. Available at: http://digitalcommons.ilr.cornell.edu/edicollect/1320/ Von Schrader, S., & Nazarov, Z. (2013). Comparison of Employer Factors in Disability and Other Employment Discrimination Charges. Rehabilitation Research, Policy, and Education (manuscript in preparation) . Ithaca, NY, ILR School, Employment and Disability Institute, Employer Practices RRTC.

Cornell Related Online Resources • Employer Practices Rehabilitation Research and Training Center

http://www.ilr.cornell.edu/edi/p-emprrtc.cfm • Mendeley: Library of Employer Practices literature

http://www.mendeley.com/groups/2079353/ • Catalogue of Disability and Compensation Variables in 11

National Datasets http://www.disabilitystatistics.org/eprrtc/codebook.cfm

• U.S. EEOC Disability Charge tabulations Online Tool http://www.disabilitystatistics.org/eeoc/

• Cornell Online Repository of Related Publications http://digitalcommons.ilr.cornell.edu/edicollect/