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One For All: Employing 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)

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One For All: Employing People with Disabilities

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  1. One For All: Employing People with Disabilities A Senior Honor’s Project by, Krista M. Simeone

  2. ONE FOR ALL: EMPLOYING PEOPLE WITH DISABILITIES The United States

  3. 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/)

  4. 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)

  5. 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.

  6. 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. (Rusch et al., 2009)

  7. 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)

  8. 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)

  9. 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)

  10. 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)

  11. 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)

  12. 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)

  13. 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.

  14. 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)

  15. 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)

  16. 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)

  17. 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)

  18. 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

  19. ONE FOR ALL: EMPLOYING PEOPLE WITH DISABILITIES The United Kingdom

  20. 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

  21. ONE FOR ALL: EMPLOYING PEOPLE WITH DISABILITIES China

  22. 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)

  23. ONE FOR ALL: EMPLOYING PEOPLE WITH DISABILITIES The Interviews

  24. 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?

  25. 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.

  26. 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

  27. 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.

  28. 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

  29. ONE FOR ALL: EMPLOYING PEOPLE WITH DISABILITIES The Workshop

  30. 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

  31. ADA and You at Work: Photos

  32. ADA and You at Work: Photos

  33. ADA and You at Work: Photos

  34. ADA and You at Work: Photos

  35. ADA and You at Work: Photos

  36. ADA and You at Work: Photos

  37. ADA and You at Work: Photos

  38. ADA and You at Work: Photos

  39. ONE FOR ALL: EMPLOYING PEOPLE WITH DISABILITIES My Public Policy Proposal

  40. 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

  41. 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

  42. 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.

  43. ONE FOR ALL: EMPLOYING PEOPLE WITH DISABILITIES Conclusion

  44. 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

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