Improving the Employment Rate of People with Disabilities
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Transcript Improving the Employment Rate of People with Disabilities
ONE FOR ALL: EMPLOYING PEOPLE
WITH DISABILITIES
A Senior Honor’s Project by,
Krista M. Simeone
ONE FOR ALL: EMPLOYING
PEOPLE WITH DISABILITIES
The United States
DID YOU KNOW?
Civilian non-institutional population (16 & older)
22.5% of persons with disabilities are employed
Unemployment rate – 13.9%
70% of non-disabled persons are employed.
Unemployment rate = 10.1%
(US Department of Labor, Office of Disability Employment Policy http://www.dol.gov/odep/)
DID YOU KNOW? (CONTINUED)
Being an Equal Opportunity Employer does not mean
that businesses are required to hire people with
disabilities; it only prevents discrimination.
Many people with disabilities who have a strong desire
to work remain unemployed.
(Shapiro, 2009)
DISCRIMINATION IN THE WORKPLACE
According to the Equal Employment Opportunity
Commission (EEOC) in 2010:
In 2009, charges of disability discrimination in the
workplace rose to 10%, equaling 21,451 charges
that year.
BRIDGING THE GAP
Career Development for Exceptional Individuals, May 2009
Transition Bridges: Pathways needed to enable meaningful outcomes.
Bridge 1: Middle schools: provide direction to students before high
school.
Bridge 2: High schools: help students identify a desired post-high school
placement and assist these students in making these transitions.
Bridge 3: High schools: coordinate essential post-high school services
and supports.
FACTORS THAT MAY PROMOTE OR HINDER
THE EMPLOYMENT OF THE DISABLED
Promoting factors:
Being Male
Higher Level of Education
Younger Age
Higher levels of psychosocial functioning
Lower levels of depression
Optimistic disposition
(Achterburg, et al., 2009)
FACTORS THAT MAY HINDER THE
EMPLOYMENT OF THE DISABLED
Hindering Factors:
Being Female
IQ < 80
Epilepsy
Motor Impairment
Physical disability
Chronic Health conditions combined with MR and/or P.D.
Low mental health perception
Coping strategies
(Achterburg, et al., 2009)
THE ONLY THING WE HAVE TO FEAR IS FEAR
ITSELF…
US Employers are worrying about:
The cost associated with hiring a person who requires
accommodations in the workplace.
The extra supervision or special treatment they think
may be needed.
The possibility of discrimination charges or lawsuits.
(Shapiro, 2009)
WHAT THEY DON’T KNOW…
56% of workplace accommodations are FREE.
The remaining accommodations are usually only $600 on
average.
When a person with a disability is applying for a job, they are
just as qualified as any non-disabled applicant, the only
differences are the accommodations.
(Shapiro, 2009)
SEEING THE LIGHT…
Budget cuts to funds used to help people with disabilities
seek post-secondary education and vocational training
only adds to this situation.
All employers need to be made aware of the facts.
More disabled Americans are unemployed and living off of
the government.
http://www.youtube.com/watch?v=QPzq3on2qiA – DD:
Disabled/ Enabled – United Kingdom
(Shapiro, 2009)
PROACTIVELY HIRING PEOPLE WITH
DISABILITIES: WHAT’S IT IN FOR THEM?
US Department of Justice: 20% of the American
Population has a disability.
Companies: overlooking a significant amount of valuable
workers.
In 2005, people with disabilities = $1 trillion in consumer
spending.
People with disabilities make up a considerable
percentage of consumer revenue.
(Morris, 2005)
PROACTIVELY HIRING PEOPLE WITH DISABILITIES:
WHAT’S IT IN FOR THEM?(CONTINUED)
Businesses would appeal to those consumers.
-Employees they can relate to.
92% of consumers feel favorable toward
companies that hire people with disabilities.
87% would prefer to give their business to such
companies.
WHAT’S IT IN FOR THEM?
HIRING THE DISABLED AS AN END TO
OUTSOURCING
Hiring people with disabilities as an alternative to
outsourcing.
Technology has become available to help people with
disabilities operate computers in ways that they never
could before.
(Joachim, 2006)
WHAT’S IN IT FOR THEM?
HIRING THE DISABLED AS AN END TO
OUTSOURCING (CONTINUED)
This technology allows people with severe physical
disabilities to work from home.
- phone agents
- customer service representatives
These jobs pay relatively well (~ $10-14/hour)
Costs are still at least 30% lower than hiring full-time
employees and providing workspace for them.
Avoid Outsourcing
(Joachim, 2006)
WHAT’S IN IT FOR THEM?
TAX INCENTIVES
The Americans with Disabilities Act (ADA)
Tax Incentives
Tax credit: used for architectural adaptations, equipment
acquisitions, and special services.
Tax deduction: a maximum of 15,000 dollars for businesses
of any size.
(ADA tax incentives packet, www.ada.gov/taxincent.htm)
SEPARATE IS STILL NOT EQUAL : SHELTERED AND
SEGREGATED WORK ENVIRONMENTS
Sheltered employment:
Isolates workers from the mainstream workforce and
limits any opportunity for advancement.
Acts as default placement in the absence of transition
services and vocational supports.
Some jobs pay as little as 10%-50% of the minimum
wage (avg. worker: $175/week).
Few workers receive health or other employment benefits.
“Segregation-whether it be in an institution or at work- is
still segregation”
(National Disability Rights Network, 2011)
EXAMPLES OF AD CAMPAIGNS FROM THE
UNITED STATES
United States
The Campaign for Disability Employment
http://www.whatcanyoudocampaign.org/.
“I CAN” Public Service Announcement - 2009
http://www.youtube.com/watch?v=BG_W7wAe1kw
“I CAN’T” Public Service Announcement – 1998
http://www.youtube.com/watch?v=cJjRXzFqDRs&feature=related
Learning Disabilities Association of America PSA- 2007
http://www.youtube.com/watch?v=zb_fvtw_--w
Respect PSA- Virginia
http://www.youtube.com/watch?v=NHwOu8_qjRc&NR=1
Dreams PSA
http://www.youtube.com/watch?v=-_-P4t2jR1g&feature=related
ONE FOR ALL: EMPLOYING
PEOPLE WITH DISABILITIES
The United Kingdom
EXAMPLES OF AD CAMPAIGNS FROM THE UK:
United Kingdom
Disability Discrimination: Depression
http://www.youtube.com/watch?v=ILa9ynqYfEs
Disability Discrimination: Disabled/Enabled
http://www.youtube.com/watch?v=QPzq3on2qiA
Disability Awareness: Committee
http://www.youtube.com/watch?v=NOE0ihJWPW8&feature=related
Clip from “Talk”
http://www.youtube.com/watch?v=k3AeIFup1qY&feature=related
National Autistic Society, UK: Receptionist
http://www.youtube.com/watch?v=akbHef74zMM&feature=related
ONE FOR ALL: EMPLOYING
PEOPLE WITH DISABILITIES
China
CHINA: FILLING THE QUOTA
Current policy in China requires every company to fill a disability
employment quota.
At least 1.5% of all jobs must be reserved for people with
disabilities.
•
(www.disabled-world.com , accessed 2/15/2011)
ONE FOR ALL: EMPLOYING
PEOPLE WITH DISABILITIES
The Interviews
INTERVIEW QUESTIONS
Background Information
How did you come to be disabled?
Are you currently working? If yes, where? If you are not working,
why is that?
Describe what the job search has been like for you?
Did you disclose your disability? If yes, to whom? Was this a
positive or negative experience? Has your company provided
any accommodations for you? If yes, what are those
accommodations?
Are you familiar with your employment rights as a person with a
disability under the ADA?
Do you think the quota policy should be adopted in the US? Why
or Why not?
What do you think needs to be done in the US to improve the
employment situation for individuals with disabilities? Either on
part of the hiring managers or people with disabilities?
INTERVIEW A
Gender: Male
Profession/ Level of Education: College
Graduate BA in English
Location: Rhode Island
Nature of Disability: physical, neurological
Disability: Quadriplegia
Disabled as a result of an accident or event.
INTERVIEW B
Gender: Female
Profession/ Level of Education: Government
employee, Master’s and an MBA
Location: Rhode Island
Nature of Disability: Not visible
Did not disclose disability
Disability diagnosed later in life
INTERVIEW C
Gender: Male
Profession/ Level of Education: Master’s
degree in Social Work, 3.9 GPA.
Location: New York
Nature of Disabilities: One physical, One
invisible
Disabilities: Cerebral Palsy, and Retinitis
Pigmentosa
Cerebral Palsy: since birth, Retinitis
Pigmentosa diagnosed later in life.
LEARNING FROM THEIR EXPERIENCES:
Knowing your rights
Mastering the art of self-advocacy
Showcasing your talents, transferable skills, and
strengths whenever possible
Networking and forming relationships
Know the what, when, and who’s of disclosing
Maintaining a strong desire to work, in spite of
any setbacks
ONE FOR ALL: EMPLOYING
PEOPLE WITH DISABILITIES
The Workshop
THE ADA AND YOU AT WORK: A URI
WORKSHOP
What: A workshop for college students with
disabilities.
Make them aware of their rights as workers under
the ADA
Show them how to be an ideal self-advocate in and
out of the workplace
Facilitate a group discussion including all 17
workshop members.
When: April 14th, 2011 from 4-5:30pm
Where: URI Memorial Union
Who: Presented by Rhode Island Assistant ADA
coordinator, Christine Rancourt Bruzzi
ADA AND YOU AT WORK: PHOTOS
ADA AND YOU AT WORK: PHOTOS
ADA AND YOU AT WORK: PHOTOS
ADA AND YOU AT WORK: PHOTOS
ADA AND YOU AT WORK: PHOTOS
ADA AND YOU AT WORK: PHOTOS
ADA AND YOU AT WORK: PHOTOS
ADA AND YOU AT WORK: PHOTOS
ONE FOR ALL: EMPLOYING
PEOPLE WITH DISABILITIES
My Public Policy Proposal
HOW TO ALLEVIATE THIS PROBLEM THROUGH
PUBLIC POLICY: MY PROPOSAL
In order to deal with this issue, I suggested
launching a national media and ad campaign
directed towards a target audience:
- business executives
- entrepreneurs
- small business owners
- resource managers
HOW TO ALLEVIATE THIS PROBLEM THROUGH
PUBLIC POLICY: MY PROPOSAL (CONTINUED)
In order to reach our target audience:
- US Small Business Administration
- Better Business Bureau
- Chamber of Commerce
- Young Entrepreneurs Assoc.
- US Association for Small Business
and Entrepreneurship
HOW TO ALLEVIATE THIS PROBLEM THROUGH
PUBLIC POLICY: MY PROPOSAL (CONTINUED)
Any new bill: relative to all people with
disabilities who want to work.
Show how hiring people with disabilities makes
the most business sense.
Create an even wider PR campaign through
media involvement.
ONE FOR ALL: EMPLOYING
PEOPLE WITH DISABILITIES
Conclusion
IN CLOSING…
“… Each human being has value as a human
being; ... we're all interdependent; the idea that we
can change the world, and the first step is to
change ourselves.”
• Dr. Burton Blatt 1927-1985