Slide 1: Title: HR and Employer Perspectives on Effective Practices for Individuals with
Disabilities and the Aging workforce
Tuesday, October 22, 2013
9:30am – 10:45am
Research conducted under the Rehabilitation Research and Training Center on Employment
Policy for Persons with Disabilities at Cornell University funded by the U.S. Department of
Education, National Institute on Disability and Rehabilitation Research (Grant No.
H133B040013)
Slide 2: Presenters
Cornell Researchers:
William A. Erickson, M.S., Research Specialist, Employment and Disability Institute, ILR
School
Sarah von Schrader, Ph.D., Assistant Director of Research, Employment and Disability Institute,
ILR School
Discussant:
Nancy Hammer, Senior Government Affairs Policy Counsel, Society for Human Resource
Management
Slide 3: Surveys of employer practices
· Benefits:
o Breadth of coverage
o Anonymity - candid responses
o Empirical
o Efficient
· Limitations:
o Sample selection/Representativeness
o Response rate & nonresponse bias
o Less in depth
Slide 4: Surveys of employer practices
· Employing People with Disabilities: Practices and Policies
· Leading Absence and Disability Management Practices for an Aging Workforce
The contents of this presentation do not necessarily represent the policy of the Department of
Education, and you should not assume endorsement by the Federal Government (Edgar, 75.620
(b)).
Slide 5: Employment of Persons with Disabilities: Disability-Inclusive Practices and
Policies
William Erickson
Employment and Disability Institute
ILR School, Cornell University
Employer Policy and Practices State of the Science Conference
October 24, 2013
Slide 6: Overview
· Why?
· How?
· Who?
· What?
Slide 7: Employer Practices and Policies
Most employer surveys are hypothetical:
“Do you think this might help?” BUT that only gets us so far . . .
Slide 8: Employer Practices and Policies Survey
What disability inclusive policies/practices are in place??
Do they work??
How might success be measured??
What are the barriers to employment?
Slide 9: Collaborating Partner
Society for Human Resource Management (SHRM)
Image: SHRM Logo
Slide 10: Survey topics
· Perceived barriers
· Practices/policies
o Recruitment and Hiring
o Accessibility and Accommodation
o Retention and Advancement
o Training
· Metrics tracked
Slide 11: Survey details
· Developed in 2011
· Online & telephone based
· Data collection: fall, 2011
· 23% Response rate
Slide 12: Respondent industries
Pie chart: “Respondent industry breakdown (%)”
Industry:
Manual: 38%
Service: 27%
Sales: 9%
Professional: 26%
End pie chart
Source: Cornell/SHRM 2011 Employer Survey
Slide 13: Respondent organization size
Pie chart: “Respondent organization size (number of employees)”
1-99 employees: 20%
100-499 employees: 28%
500-2,499 employees: 24%
2,500+ employees: 28%
End pie chart
Source: Cornell/SHRM 2011 Employer Survey
Slide 14: What are the barriers?
Image of a road block and a Road Closed sign
Source: Cornell/SHRM 2011 Employer Survey
Slide 15: Barriers to employment or advancement 1998 and 2011
Bar Graph: Barriers to employment or advancement, 1998 and 2011
Bar chart showing % of organizations reporting each barrier within their organization:
Cost of training: 10% in 1998, 9% in 2011
Additional cost of supervision *: 13% in 1998, 9% in 2011
Cost of accommodations: 16% in 1998, 19% in 2011
Attitudes/stereotypes *: 23% in 1998, 17% in 2011
Supervisor knowledge of accommodations *: 32% in 1998, 24% in 2011
Lack of requisite skills and training *: 41% in 1998, 30% in 2011
Lack of related experience *: 52% in 1998, 36% in 2011
End bar graph
Source: Cornell/SHRM 2011 Employer Survey
Slide 16: % Organizations with recruitment and hiring policies and practices
Bar graph: % Organizations implementing recruitment and hiring policies and practices
Bar chart showing % of organizations implementing each policy/practice:
Includes progress toward recruitment or hiring goals for people with disabilities in the
performance appraisals of senior management: (n=598) 17%
Participates in internships or similar programs that target people with disabilities: (n=615) 19%
Has explicit organizational goals related to the recruitment or hiring of people with disabilities:
(n=595) 25%
Takes advantage of tax incentives for hiring people with disabilities: (n=511) 27%
Has senior management that demonstrates a strong commitment to disability recruitment and
hiring: (n=605) 38%
Actively recruits people with disabilities: (n=624) 45%
Has relationships with community organizations that promote the employment of people with
disabilities: (n=622) 54%
Includes people with disabilities explicitly in its diversity and inclusion plan: (n=609) 59%
End bar graph
Source: Cornell/SHRM 2011 Employer Survey
Slide 17: Who is implementing these policies & practices?
· Large organizations
· Federal contractors
· Non-Profits
· Industry? (little difference)
Slide 18: Hiring
“Where the rubber hits the road”
Image of a bicycle tire
Slide 19: Hiring
Pie chart: % of organizations hiring individuals with disabilities in the last 12 months
Did not hire a person with a disability: 66%
Hired a person with a disability: 34%
End pie chart
Source: Cornell/SHRM 2011 Employer Survey
Slide 20: So, do policies & practices matter?
Image of a women thinking
Slide 21: Yes!
After adjusting for organizational characteristics:
Each practice significantly increased likelihood of hiring
· Internships for PWDs : 4.5 times
· Strong senior management commitment: 3.8 times
· Explicit PWD organizational goals : 3.3 times
Source: Cornell/SHRM 2011 Employer Survey
Slide 22: Relative weights regression model
Pie Chart: Relative weighs regression model results
Characteristic & policy impact on hiring PWDs (Pie chart showing factors and the % of impact
on hiring):
Organizational characteristics: 28.6%
Internships for PWDs: 13.7%
Used tax incentives for hiring PWD: 11.4%
Strong senior management commitment: 11.3%
Actively recruiting PWD: 9.9%
PWD in diversity & inclusion plan: 9.5%
Explicit PWD organizational goals: 7.4%
Relationships with community organizations: 6.5%
PWD considered in management performance: 1.6%
End pie chart
Source: Cornell/SHRM 2011 Employer Survey
Slide 23: Metrics
What are organizations measuring?
Image of a ruler
Slide 24: % Organizations tracking disability metrics
Bar Graph: Percent of organizations tracking specific metrics
Turnover rate for employees with disabilities: 10.8%
Compensation equity: 13.5%
Grievances from employees with disabilities: 16.5%
Employee retention and advancement: 17.8%
Number of job applicants: 23.4%
Number of job applicants hired: 28.9%
Data on accommodations (e.g., types and/or costs): 32.4%
End bar graph
Source: Cornell/SHRM 2011 Employer Survey
Slide 25: Summary
· Barriers: Fewer employers reporting barriers
· Hiring practices/policies make a difference
· Many organizations have not implemented them
· Some organizations are tracking disability metrics
Source: Cornell/SHRM 2011 Employer Survey
Slide 26: For more information
See our research brief for employer policies & practices regarding:
· Barriers
· Recruitment & Hiring
· Accessibility & Accommodation
· Training
· Retention & Advancement
·
http://digitalcommons.ilr.cornell.edu/edicollect/1327
Source: Cornell/SHRM 2011 Employer Survey
Slide 27: References
Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S.
The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the
Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin (in press)
Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S.
Disability-Inclusive Employer Practices and Hiring of Individuals with Disabilities.
Rehabilitation Research, Policy, and Education (manuscript in preparation)
Slide 28: Contact Information
William Erickson
Employment and Disability Institute
Cornell University
wae1@cornell.edu
Slide 29: Leading Absence and Disability Management Practices for an Aging Workforce
Sarah von Schrader
Employment and Disability Institute
ILR School, Cornell University
Employer Policy and Practices State of the Science Conference
October 24, 2013
Slide 30: Percent of the labor force 55 years and older
Bar Graph: % of labor force 55 years or older 1990-2020 (Projected)
1990: 11.9%
2000: 13.1%
2010: 19.5%
2020 (Projected): 25.2%
End bar graph
Source: Toossi, M. (2012). Labor force projections to 2020: a more slowly growing workforce.
Monthly Lab. Rev., (January), 2010–2020. Retrieved from http://heinonlinebackup.com/hol-cgibin/get_pdf.cgi?handle=hein.journals/month135&section=8
Slide 31: Disability prevalence in the U.S. by age
Line graph:
Line chart plots disability prevalence in U.S. with ages ranging from 18 to 93 on the x-axis and
percentages ranging from 0 to 90 on the y-axis. The line begins at 6% at age 18 and remains
relatively constant, only slightly rising to a plot of 7.4% at age 40. The line then climbs slowly
and steadily to the second plot of 15.3% at age 55. The line then rises at a slightly more
advanced rate with more movement up and down until it reaches the third plot at 26.1% at age
70. After the third plot the line rises steadily until age 78 and then quite sharply to 82% at age 93
(not plotted) and then declines to 75% where the line stops and the chart ends.
End line graph
Source: Calculations by Cornell University, Employment and Disability Institute, 2010
American Community Survey, Public Use Microdata Samples (PUMS). Estimates are for
civilian non-institutionalized population.
Slide 32: Build understanding how DM programs were responding to aging workforce
· Conducted a short poll and interviews with DMEC employer and supplier members in Oct
2012
· Response rate of 19.1%
Image of a group of executives
Slide 33: While many are concerned fewer are doing something about it
Bar graph: % of organizations concerned about aging workforce issues
Organization is very/somewhat concerned: 85.6%
Considering aging workforce issues in ADM program design: 36.0%
End bar graph
Slide 34: Leading Practice Themes
Leading absence and disability management practices for retaining older workers
Image of a leafless tree with multiple workers doing office tasks on various branches of the tree
Slide 35: Leading Practice Themes
Flexibility
Image of a slinky
Maintaining/enhancing benefits
Image of two road signs, showing two converging roads
Safety checks
Image of a hazard sign
Wellness programming
Image of an x-ray
Accommodation
Image of a sign that says Think Outside the Box
RTW/SAW programs
Photograph of a diverse group of professionals, ex. nurse, construction worker, chef, florist,
doctor, teacher, business executive
Improving communication and culture
Image of a person holding a megaphone
Slide 36: Leading Practice Themes
Learning from data
Image of a business man drawing a pie chart
Developing a plan
Image of a hand drawing a football play consisting of Xs. Os, and arrows on a chalk board
Taking action
Image of a hand drawing a flow chart indicating action and ideas contributing to a plan
Slide 37: For the full report
Absence and Disability Management Practices for an Aging Workforce
By Sarah von Schrader, Valerie Malzer, William Erickson and Susanne Bruyere
Available at: http://digitalcommons.ilr.cornell.edu/edicollect/1320/
Slide 38: Discussant
Nancy Hammer
Senior Government Affairs Policy Counsel,
Society for Human Resource Management