Transcript Disability Program Navigator Training A Joint Initiative

Disability Program
Navigator Training
A Joint Initiative of the
U.S. Department of Labor
and the
Social Security Administration
Working with Employers
James Schmeling, J.D., Law, Health Policy & Disability Center
Learning Objectives
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Learn about promising practices to build relationships between
employers—the business community—and the Workforce
Development System to advance employment opportunities for job
seekers with disabilities and meet employer labor demand
Identify challenges and apply group problem solving to enhance
utilization of the One-Stops by the business community and create
new employment opportunities for persons with disabilities
Learn about building peer support among DPN, WIG and other ETA
grantees to exchange information and strategies that develop
employer relationships to benefit job seekers with disabilities and
meet employer labor needs
Build awareness of resources available to Navigators to enhance
work with employers
Business Relations Group Contact
Information
U.S. Department of Labor
Employment and Training Administration
Business Relations Group
200 Constitution Ave., NW
Room S-4206
Washington, DC 20210
(202) 693-3949
E-mail [email protected]
Web address http://www.doleta.gov/business/
Business Leadership Network
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The US Business Leadership Network (USBLN)
is the national organization that supports
development and expansion of BLNs across the
country, serving as their collective voice. The
USBLN recognizes and promotes best practices
in hiring, retaining, and marketing to people with
disabilities.
http://www.usbln.com/
Business Leadership Network
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Resources for
 employers
 job
applicants with disabilities
 service providers
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BLNs exist in 36 states
http://www.usbln.com/network/index.html
Give examples of Best Practices from employers
in many industry sectors
http://www.usbln.com/bestprac/index.html
U.S. Chamber of Commerce
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U.S. Chamber of Commerce represents:
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3,000,000 businesses
3,000 state and local chambers
830 business associations
92 American Chambers of Commerce abroad
Members include businesses of all sizes and sectors -- from
large Fortune 500 companies to home-based, one-person
operations. 96% of membership encompasses businesses with
fewer than 100 employees.
The leadership is equally diverse, with more than 100 corporate
and small business leaders from all sectors serving on the board
of directors.
http://www.uschamber.com/default
U.S. Chamber of Commerce
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Center for Workforce Preparation (CWP) in the U.S. Chamber –
Employment of Individuals with Disabilities
http://www.uschamber.com/cwp/strategies/disabilities/default
Undertaken in collaboration with Virginia Commonwealth University,
this five-year project focuses on barriers related to the employment
of individuals with disabilities. CWP promotes materials -- regarding
related issues and concerns, such as the Americans with Disabilities
Act (ADA) and business tax credits and incentives -- to 3,000 state
and local chambers.
CWP participates in national conferences and roundtables;
convenes experts; and disseminates information to chambers and
their business members so they can better understand the facts and
the resources available to support the employment of individuals
with disabilities.
Employers in the Workforce
System
Customers of the Workforce System
 Participants in the management of the
Workforce System on both state and local
levels
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Promising Practices
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Many WIG grantees have developed practices
and materials which DPN grantees should
investigate – start with those in your own states,
and with local employers
Expand the search to those of other grantees
when needed, look to similar states, similar
employers, or other common factors to present
to employer partners – success is persuasive
Promising Practices
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Development of a local Business Leadership Network (BLN) to
promote peer discussions among employers on the hiring and
retention of working with job seekers with disabilities.
http://www.frederickbln.com/
Creation of an online labor exchange to link job openings with job
seekers with disabilities http://www.frederickworks.com
Collaborating with the local Community College to add sections to
training offered for business supervisors and human resource
managers. The modules break down barriers to hiring persons with
disabilities. The modules, currently in development, will also be
available online through the One-Stops.
Anne Rea and Jack McGrath, Round 1 WIG project in Frederick,
Maryland “Way Station, Inc.”
Promising Practices
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Working with the Economic Development agencies and
Departments of Business Assistance to outreach to the
business community and tie in with services offered
through the One-Stops (Courtney Wilson, Capital Area
WIB, Virginia—Round 2; Charla Reece, Palm Beach
Habilitation Center—Round 1).
Working with marketing and business development staff
in the VR (Vocational Rehabilitation) agency to reach
employers (Mike Somers and Courtney Wilson, Capital
Area WIB, Virginia—Round 2).
Promising Practices
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Targeting opportunities for employment with
local school districts, the One-Stops and local
and state government. All of these agencies
should have a better understanding and
commitment to hiring persons with disabilities
(Kathy Burton, Florida Developmental
Disabilities Council--Round 1; Glenn Olsen,
Wisconsin DWD--Round 2).
Promising Practices
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Creating Employer Relation Teams to coordinate
contacts with employers. (BUT, don’t reinvent what is
available in the One-Stop already! Use it instead.)
Implementing an Employer Outreach model (Courtney
Wilson, Capital Area WIB, Virginia—Round 2)
Accessing state share (15 percent) of WIA funds for local
areas on the job training activities to provide incentives
for employers to hire persons with disabilities.
Marketing to employers in a way that treats them as
customers of the One-Stops (Michelle Alford-Williams,
California State Department of Rehabilitation—Round 2).
Promising Practices
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Connecticut, The Workplace, Inc., has held a
breakfast for Employers that included a panel
presentation comprised of representatives of
companies that had hired persons with
disabilities, and the employee with a disability.
Virginia, Capital Area WIB, has distributed to
employers, through the One-Stops, information
on tax incentives for hiring persons with
disabilities and materials that explain how to fill
out the forms
Promising Practices
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California, California Department of Rehabilitation, had
reached out to the business community by teaming up
with the Employment Development Department and
publishing in their quarterly newsletter information about
hiring persons with disabilities and available tax
incentives. The state agency is responsible for dealing
with business taxes and has a mailing list of 900,000
employers in the state of California. For more
information, contact: Michelle Alford-Williams at
[email protected]
Peer-to-Peer Marketing Approach
Facilitated by the DPN or One-Stop
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Partnering with employers who have successfully hired people with
disabilities through hosting a training or a breakfast. The employer
can talk to his peers about his experiences.
Work in conjunction with the Chamber of Commerce and state- and
local-level associations.
Invite the business community to share their concerns and needs
with other employers, with the One-Stops, and with the DPN.
Highlight the benefits (not the limitations) of employing individuals
with disabilities, i.e., focus on the skills that the employee can bring
to the organization.
Build the relationship with employers gradually by identifying
activities to draw them into the process in a non-threatening way.
Partnering with Society for Human
Resource Management (SHRM)
SHRM is the world's largest association
devoted to human resource management.
Representing more than 170,000
individual members, the Society serves
the needs of HR professionals by
providing the most essential and
comprehensive set of resources available.
 http://www.shrm.org
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SHRM Resources
(publicly available – members have more)
DIVERSITY
 What Is The "Business Case" For Diversity?
http://www.shrm.org/diversity/businesscase.asp
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How Should My Organization Define Diversity? Several definitions
of diversity. http://www.shrm.org/diversity/definingdiversity.asp
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How Is a Diversity Initiative Different from My Organization’s
Affirmative Action Plan?
http://www.shrm.org/diversity/diversityvsaffirmaction.asp
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What Are The Components Of A Successful Diversity Initiative?
http://www.shrm.org/diversity/components.asp
SHRM Diversity Resources
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Diversity Training. Brief explanation of diversity training and some
of the things to consider. http://www.shrm.org/diversity/training1.asp
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What Are Employee Networks & Should They Be Part of Our
Diversity Initiative? http://www.shrm.org/diversity/empnetworks1.asp
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How Should Opposition To A Diversity Initiative Be Handled?
http://www.shrm.org/diversity/opposition.asp
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What are Some Strategies for Recruiting and Retaining a Diverse
Workforce? http://www.shrm.org/diversity/recruitretain.asp
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Diversity Resources http://www.shrm.org/diversity/toolkits.asp
SHRM Diversity Resources
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Hot Topics A short list of hot topics involving diversity.
http://www.shrm.org/diversity/hottopics/
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Alliances A short list of websites that also provide information on
diversity in the workplace.
http://www.shrm.org/diversity/members/divres2.asp
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About SHRM's Diversity Initiative
http://www.shrm.org/diversity/members/divfaq.asp
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Diversity Dilemmas: A Tool for SHRM Chapters This page contains
a link to a power point presentation on diversity dilemmas.
http://www.shrm.org/diversity/dilemmas.asp
SHRM Disability Resources
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Article on how assistive technology is
lowering the barrier for people with
disabilities.
http://www.shrm.org/hrmagazine/articles/1002/1002cohen.asp#link
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An article on tax incentives for companies
that hire people with disabilities.
http://www.shrm.org/hrnews_published/archives/CMS_004098.asp#P-4_0
Challenges – Perceived Employer
Concerns
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I am worried about health care costs for
individuals with disabilities. My premiums
will go up.
Challenges – Perceived Employer
Concerns
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Reasonable accommodations will cost me
thousands of dollars.
Challenges – Perceived Employer
Concerns
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Once hired, I will never be able to
terminate the employee with a disability.
Challenges – Perceived Employer
Concerns
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I am afraid of being sued for discrimination
under the Americans with Disabilities Act
(ADA)
Challenges – Perceived Employer
Concerns
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Others are more qualified in terms of
education and experience.
Reasons Employers Hire People
with Disabilities
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Past success with hiring workers with disabilities
Motivation, performance, and low absenteeism
Commitment to diversity in the workplace importance to business and customer base.
Motivated by the success other businesses have
had
Support by on-the-job training funds and tax
incentives
This training has been
designed and developed by the
Law, Health Policy
& Disability Center (LHPDC)
of the
University of Iowa College of Law
disability.law.uiowa.edu