2Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
Employer Assistance and Resource NetworkOn Disability Inclusion
Talent Matters: Leveraging
Disability-Inclusive Outreach &
Recruitment Strategies
June 30, 2016
Presented by the Employer Assistance and Resource Network on Disability Inclusion
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Talent Matters: Leveraging Disability-Inclusive
Outreach and Recruitment Strategies
Brett Sheats National Project Director
Employer Assistance and Resource Network on Disability Inclusion (EARN)
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
4
Talent Matters: Leveraging Disability-Inclusive
Outreach and Recruitment Strategies
Your input, ideas, and comments are important to the
Employer TA Center!
We appreciate your completion of the customer
satisfaction survey of this webinar that will be sent to
you via email.
Thank you.
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
5
Employer Assistance and Resource Network
on Disability Inclusion (EARN)
AskEARN.org
• Resource for employers seeking to recruit, hire, retain and advance people with disabilities
• Serves both public and private sectors• Offers free tools, informational materials and
trainings• Funded by ODEP under a cooperative agreement
with The Viscardi Center• Collaborative of nine partners
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Housekeeping
• For audio call: 415-655-0045
– Access code: 664 474 028#
• Contact WebEx tech support at 1-866-229-3239• Download slides at AskEARN.org• Submit questions via Q&A window or via @AskEARN• Having trouble posting to the Q&A? Email
[email protected] • Tweet using #AskEARN• Live captioning at the bottom right of screen• Receive 1.5 HR General recertification credit hours through the HR
Certification Institute (HRCI) and the Society for Human Resource Management (SHRM) (via email following the event)
• An archived recording of the webinar will be posted to AskEARN.org within the week
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Audience Assessment Question #1
How would you rate your
understanding of employment service
provider offerings and the individuals
and organizations they serve?
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
8
Audience Assessment Question #2
How would you rate your knowledge
of strategies for building strong
employer-service provider
relationships?
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
9
Audience Polling Question #1
What type of
organization do you
work for?
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Talent Matters: Leveraging Disability-Inclusive
Outreach and Recruitment Strategies
Kathy West-Evans, MPA, CRC
Director of Business RelationsNational Employment Team (NET)
Vocational Rehabilitation (VR)
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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We Started by Asking Business
• Leadership: CSAVR• VR: Dual Customer• National Network –
– Building the Infrastructure with VR– Partners: National and Community
• Building Relationship and Strategies• Business Services• Largest Talent Pool of Individuals with
disabilitiesEmployer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Focus on Individual Customers
• 80 agencies• Every state, territories and D.C.• Serving one million customers with disabilities
annually – variety of talent• Building career plans – individual goals aligned
with labor market needs • Career mobility and retention• National Partners: VR&E, AIR, USBLN, others• Community agencies: 10,000 vendors
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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The NET: VR Business Services
Defined by Business Customers
• Pre-Employment• Internships• Training
• HR/Staffing • Recruitment & Promotion• Benefits & Compensation• Retention Supports• Employee Advisory
Services • Accommodations
• Work Site Assessment• Assistive Technology
• Staff Training• Disability Awareness• ADA/Employment Laws
• Financial Supports• WOTC• Barrier Removal
• Universal Design• Contracts• Facilities• Programs/Services• Assistive Technology • Information Technology
• Diversity Programs• Compliance
• EEO and Affirmative Action• Legal
• Labor Relations • Policy Development• Risk Management
• Product Development• Customer Service• Marketing & Outreach
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Talent Acquisition Portal (TAP)
Increasing the Access to Talent
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Aligning Opportunity, Talent and Supports
• Talent Acquisition Portal (TAP) – why and how? Partners and Development/ Award
• Features and Benefits• The Opportunity is Now!
– Federal Executive Order– NGA: Better Bottom Line– Section 503/VEVRRA (Contractors and Sub-
Contractors)– Shortage of Talent
• Driving Change in Federal LegislationEmployer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Building a Strategic Plan with Starbucks
• Working with the USBLN: meeting with corporate team to look at current practice and the goals of the company. Partners included HR, Compliance, Diversity and Inclusion, Accommodations, ACCESS – ERG
• Roasting Plants, manufacturing and distribution: NV, PA, WA. Tours, meeting with the teams on-site. Review of positions and accommodation discussions.
• Washington: Hiring and recruitment for plant as well as corporate positions. Support for retention.
• Nevada: Inclusion Academy• Pennsylvania: local connections, recruitment and hiring in both distribution
and retail. Adopt Inclusion Academy model• National: corporate recruitment, sharing models across the NET, future
expansion – retail/training which includes baristas. Career Paths from within. NV, MD, other VR training centers and sites
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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NET: Business Based Models
Microsoft
Autism Spectrum DisordersCollege GraduatesNET/VR – Provail: Community PartnerMicrosoft – travel, housing, per diemVR – Provail –NET/TAPNational Recruitment
Amazon
Project InclusionCommunity Partner: NW CenterSort Center – Seattle areaOn-site training and supportPortlandSan Francisco
Hyatt
Partner: Hands on EducationTwo weeks on-siteCulinary Arts Expanded to other areas and roles at the HyattFL, DC, MD, VA, TX, CO, WA, CA, MO, PA, HI
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Federal Partners: USDA
U.S. Department of Agriculture
• Mission Critical Areas• Key Agencies
• Job Corps• Federal Executive Order
• Schedule A Hiring• Developing a Federal Resume
• Application Process• The NET - MOU
• Talent Acquisition Portal
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Contact Information
• Kathy West-Evans, MPA, CRCDirector of Business RelationsThe National Employment [email protected]
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Audience Polling Question #2
What is your role in your
organization?
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Talent Matters: Leveraging Disability-Inclusive
Outreach and Recruitment Strategies
Debra RuhCEO
Ruh Global & G3ict Employability
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Debra Ruh, CEO of Ruh Global Communications
Introduction• Debra Ruh is CEO of Ruh Global Communications a firm
focused on Global Disability Inclusion, Accessibility and the Implementation of the UN Convention of Rights of Persons with Disabilities (CRPD).
• Member of G3ict Expert Panel and Advisory Board.
• Debra co-founded #AXSChat the #1 Twitter Chat in Europe and Top #5th Globally.
• Founded TecAccess in 2001 merged with SSB in 2011. TecAccess was a US based multi-million dollar firm focused on ICT Accessibility. Over 80% of the team were technologists with disabilities.
• Author of 2 books. Influencer on Social Media with over 120,000 followers on Twitter. KLOUT score of 82+ and ranked in the top 0.1% of people on social media.
• Mother of a child with Down syndrome.Debra Ruh at the National Association of Women Business Owners Receiving the
Trailblazer Award, 2007Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
GLOBAL INITIATIVE FOR INCLUSIVE ICTsPromoting the Rights of Persons with Disabilities in the Digital Age
Tapping into Hidden Human Capital:
How Leading Corporations Leverage Multiple Abilities in Their Workforce
www.g3ict.org
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Myths about Employment of PwD• Myth: People with disabilities do not have the
talent and skills needed in business
• Fact: People with disabilities have been among the greatest leaders and contributors to business, science, the arts, and society. 11% of this year’s college graduates have disabilities!
Lakeisha Holmes reading Braille.
Photo from AMAC Accessibility Solutions
AMAC employee, Liz working at her desk.
Photo from AMAC Accessibility Solutions
• Myth: People with disabilities leave jobs more
frequently than workers without disabilities
• Fact: Employees with disabilities in most sectors stay on the job longer, resulting in up to a 6% turnover rate improvement.
• Myth: People with disabilities have a higher
than average absentee rate and your worker’s
comp claims will increase
• Fact: In fact, people with disabilities who are employed have less overall absenteeism and the number of compensation claims are no different.Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Language of Business
Critical to speak language the employers understand. Many times we accidentally use words and phrases that put employers and business on their guard. These terms are not incorrect terms but can cause confusion and misunderstanding with the business.
• Avoid Fear-Based Languageo Litigation – Lawsuitso Compliance and Legislationo Barriers to Employmento Right Thing to Do
• Be careful with Service Providers Language.o Job carvingo Job sharingo Supported employmento Sheltered Workshops
www.RuhGlobal.comEmployer Assistance and
Resource Network on
Disability Inclusion (EARN)
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People with Disabilities Language
• It is fine to help employers understand the right language but sometimes we overwhelm them with rules.
• We want to educate employers but sometimes accidentally scare them into in-action. Have a plan to educate employers and follow the plan.
o People First Languageo Good and Bad Words o Sensitivity Training
www.RuhGlobal.comEmployer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Business Language
• Qualified Candidates• Good fit for employer• Retention• Solid ROI (Return on Investment)• Helps support “Employer of Choice”
Initiatives• Supports Corporate Social Responsibilities• Support Shareholders• Employees should look like Client/Customer
Base
Sara Ruh, Nordstrom employee
www.RuhGlobal.comEmployer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Partnering with the Business
• Businesses need partners that will help them be successful. These topics can be very confusing and intimidating for employers. It is critical for you to become the business trusted partner.
• Offer to review job descriptions and match to job candidates
• Help the business understand the benefits of hiring PwD
• Provide training and counseling to reduce the employers fears. Common Fears:o Once we hire we cannot fire a PwDo PwD cost more to hireo PwD are expensive to accommodateo PwD take more breakso PwD are not qualified for our jobso PwD arrive late and take more sick dayso Hiring PwD is only about the recruitment process instead of the entire
phase of employment and retention processo Other People with out disabilities will be uncomfortable about PwD
www.RuhGlobal.comEmployer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Trusted Partners
Help the employer understand the benefits of employing PwD.
• Know your area, are there tax benefits, will government help them defray costs?
• Can you point to other businesses in their industry that have successfully hired PwD?
• Can you help the business get positive media exposure once they have successes?
• Can you nominate them for business awards? • Include them in marketing brochures that highlight positive business
cases?• Invite them to speak at conference that highlight their experiences?• Create Business to Business (B2B) groups to allow employers and
businesses to speak to their peers?
www.RuhGlobal.comEmployer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Learn About the Business
• Employers often feel that service providers do not understand their business needs. They are approached by service providers asking them to hire people with disabilities. Many time the service providers have not done their homework. How can you prepare?
o Know the target business
o Go to their website and learn about their business
o Review their career section
o Have they won any awards for Best Employers?
o Have they won Community Awards?
o What types of positions are available?
o Do they have Job descriptions?
• Employers spend a lot of time adding company data to their website and career centers. Even small businesses will have a website or you can search about the business online.
www.RuhGlobal.comEmployer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Contact Information
• Debra RuhCEORuh Global Communications [email protected]
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Talent Matters: Leveraging Disability-Inclusive
Outreach and Recruitment Strategies
Katherine McCaryPresident
C5 Consulting, LLC
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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C5 Recommendations
Founded with more than 25 years in the private sector and built upon the understanding that there are many critical stakeholders needed to address and support solutions to disability inclusion, C5 operates in four sectors:
• Corporate Practice• Community Practice• Federal Practice• BLN Affiliate Practice
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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What’s Hot
• Talent shortage is real• Increased interest in disability• Seeking one stop solution• Looking for the best local, state and
national resources• Understand business and speak business
language
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Business’ Expectations of CBO’s
• Don't waste my time • Get to know me• Meet/exceed my staffing needs• Help me convince my internal clients• Follow up and sense of urgency is key• Keep your commitments (or don’t make them
if you can't keep them)• Help me to understand how disability is a part
of diversity
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Business’ Common Misperceptions
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Attitudinal Barriers continue to play a major role:• Productivity will decrease• Absenteeism will increase• Lack skills, abilities and knowledge• Unable to terminate for poor performance• Co-workers uncomfortable• Accommodations too difficult, costly or
ineffective
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Provider Common Misperceptions
About Employers
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• All and only about the bottom line• Not flexible• Very interested in tax incentives • Not community conscious or care about
people• No current IwD employed there• Only talk about diversity - they really don't
do anything about it• Have unrealistic expectations of the
service provider and of IwDEmployer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Success Stories:
Think Sales
• Products and ServicesResearch your Employer client: What are their needs?What are your Products? What is your Service?Believe your candidates are capable and employableKnow when to keep going and when to walk away
• Use Employer Testimonials• Business Leadership Networks
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Learn the Language
• ROI/Bottom Line• Business Case for
Diversity• Candidate v
Consumer• Diversity & Inclusion• Affirmative Action• Self ID (v Self
Disclosure)
• ERG/BRG• Time to Fill• Essential Functions• Telework• ATS- Online
recruitment
38Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Making &
Keeping the Connection
• Elevator Speech: Do you have one? • Setting the first meeting: How and why• Meeting etiquette: Time and goal• Follow Up: When and how• Deliver: Never overpromise, keep listening• Build the relationship: Not the placement
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Provide the Expertise
• Build relationships with other CBO’s• Offer training and guidance• Look beyond the placement• Work with HR to build confidence with
Hiring Managers• Establish yourself as the “go to” on
disability
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
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Contact Information
• Katherine McCary PresidentC5 Consulting, [email protected]
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
41
Talent Matters: Leveraging Disability-Inclusive
Outreach and Recruitment Strategies
Questions
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
42
Audience Assessment Question #1
How would you rate your
understanding of employment service
provider offerings and the individuals
and organizations they serve?
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
43
Audience Assessment Question #2
How would you rate your knowledge
of strategies for building strong
employer-service provider
relationships?
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
44
Talent Matters: Leveraging Disability-Inclusive
Outreach and Recruitment Strategies
Your input, ideas, and comments are important to the Employer Assistance and Resource Network on Disability Inclusion (EARN)!
We appreciate your completion of the customer satisfaction survey of this webinar that will be sent to you via email.
Thank you.
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)
45
Talent Matters: Leveraging Disability-Inclusive
Outreach and Recruitment Strategies
Employer Assistance and
Resource Network on
Disability Inclusion (EARN)