Michael Murray
Office of Personnel Management
Sarah von Schrader
Employment and Disability Institute
ILR School, Cornell University
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)

• Disability employment situation
• What is the situation in higher education?
• What can UCEDDs, LENDs and IDDRCs do?
• What Works: Leading and emerging practices related to: o Goals, accountability and data o Outreach, recruitment, and hiring o Accommodation and accessibility o Retention and advancement
2

Continuing Employment Rate Disparities for
People with Disabilities
People with Disabilities
People without Disabilities
33,5%
Gap=42.8
76,3%
Erickson, W. Lee, C., & von Schrader, S. (2014). 2012 Disability Status Report: United States. Ithaca, NY: Cornell University
Employment and Disability Institute (EDI).

4

•
Increasing Federal Employment of Individuals with Disabilities
•
•
•
•
•
•
•
A designated senior-level agency official to be accountable for enhancing employment opportunities
Performance targets and numerical goals for employees with disabilities
Provisions for training and education on disability employment
Provisions for reasonable accommodations and accessibility
Provisions for increased retention efforts and providing access to advancement opportunities for employees with disabilities
5

2003
2004
2005
2006
2007
2008
2009
1995
1996
1997
1998
1999
2000
2001
2002
2010
2011
2012
1987
1988
1989
1990
1991
1992
1993
1994
FISCAL YEAR ALL NEW HIRES
1980 163,827
1981
1982
139,447
121,466
1983
1984
1985
1986
115,447
142,019
151,866
128,372
136,491
127,130
148,583
117,222
124,099
102,411
70,358
57,457
204,399
88,679
100,408
102,949
112,669
152,257
156,306
121,235
53,303
59,470
65,381
68,129
80,822
94,698
132,968
151,999
127,487
102,093
1,043
530
544
569
732
1,053
1,071
1,596
316
423
479
585
631
696
721
1,178
1,122
1,101
TARGETED
DISABILITY
994
825
761
763
982
1,026
902
1,155
1,134
757
519
938
928
965
844
9,859
5,003
5,549
5,727
6,552
9,027
9,148
7,945
3,056
3,555
3,927
4,065
4,712
5,871
7,653
9,712
10,148
9,750
ALL DISABILITY
7,452
6,388
5,106
4,825
5,998
6,285
5,608
5,653
5,486
6,969
5,684
6,793
6,409
5,122
3,662
0.51%
0.60%
0.54%
0.55%
0.65%
0.69%
0.69%
1.32%
0.59%
0.71%
0.73%
0.86%
0.78%
0.73%
0.54%
0.78%
0.88%
1.08%
0.69%
0.73%
0.65%
0.72%
0.93%
1.11%
1.08%
0.90%
%
0.61%
0.59%
0.63%
0.66%
0.69%
0.68%
0.70%
4.82%
5.64%
5.53%
5.56%
5.82%
5.93%
5.85%
6.55%
5.73%
5.98%
6.01%
5.97%
5.83%
6.20%
5.76%
6.39%
7.96%
9.55%
4.14%
4.32%
4.69%
4.85%
5.47%
6.26%
7.28%
6.37%
%
4.55%
4.58%
4.20%
4.18%
4.22%
4.14%
4.37%
ALL DISABILITY
INCLUDING 30% OR
MORE VETERANS
8,079
7,277
5,969
5,612
6,959
7,231
6,428
6,500
6,246
7,854
6,304
5,112
5,957
7,465
9,412
13,080
7,343
8,774
9,437
7,597
7,330
5,731
4,263
8,620
3,736
4,275
4,754
10,819
15,407
16,706
18,926
18,675
16,653
6.40%
8.28%
8.74%
9.17%
9.60%
10.12%
10.69%
7.11%
7.01%
7.19%
7.27%
7.50%
7.37%
7.88%
7.08%
12.45%
14.65%
16.31%
4.76%
4.91%
5.29%
5.38%
6.12%
7.16%
8.15%
7.42%
%
4.93%
5.22%
4.91%
4.86%
4.90%
4.76%
5.01%
In the past 32 years, people with disabilities have not been hired at such a high percentage in the Federal
Government.
6

1,585,408
1,556,531
1,536,156
1,524,883
1,536,627
1,579,254
1,582,636
1,602,773
1,611,400
1,608,157
1,618,159
1,673,249
1,757,105
1,831,719
1,856,580
1,850,311
ALL ON BOARD
1,779,834
1,772,572
1,779,131
1,764,968
1,780,789
1,809,339
1,789,529
1,822,004
1,821,824
1,845,876
1,848,435
1,877,323
1,879,894
1,823,193
1,755,221
1,693,177
1,640,258
1997
1998
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
2009
2010
2011
2012
1984
1985
1986
1987
1988
1989
1990
1991
1992
1993
1994
1995
1996
FISCAL YEAR
1980
1981
1982
1983
TARGETED
DISABILITY
14,624
15,260
15,723
16,557
17,708
18,883
19,347
20,151
20,570
21,288
21,693
22,493
23,036
22,713
21,989
21,245
20,212
19,190
18,507
18,051
17,730
17,564
17,417
17,187
16,917
16,458
16,048
15,910
16,030
16,560
17,445
17,845
18,319
112,983
109,479
107,392
105,898
106,102
108,828
110,127
110,222
110,213
109,777
111,251
114,654
121,750
129,546
137,551
148,009
ALL DISABILITY
121,013
118,254
116,149
114,828
116,389
117,336
115,587
116,392
117,614
121,628
124,932
129,743
137,699
135,146
129,227
124,031
118,268
1.21%
1.19%
1.18%
1.16%
1.14%
1.10%
1.09%
1.06%
1.02%
1.00%
0.98%
0.96%
0.94%
0.95%
0.96%
0.99%
%
0.82%
0.86%
0.88%
0.94%
0.99%
1.04%
1.08%
1.11%
1.13%
1.15%
1.17%
1.20%
1.23%
1.25%
1.25%
1.25%
1.23%
ALL DISABILITY
INCLUDING 30% OR
MORE VETERANS
125,067
124,364
123,850
124,169
126,742
129,001
127,900
129,321
130,745
134,930
138,099
143,023
150,809
148,043
142,191
137,050
131,683
126,831
123,957
122,571
121,756
123,088
127,417
129,782
134,025
137,578
140,622
145,486
154,555
169,530
187,068
203,694
219,975
7.13%
7.03%
6.99%
6.94%
6.90%
6.89%
6.96%
6.88%
6.84%
6.83%
6.88%
6.85%
6.93%
7.07%
7.41%
8.00%
%
6.80%
6.67%
6.53%
6.51%
6.54%
6.49%
6.46%
6.39%
6.46%
6.59%
6.76%
6.91%
7.32%
7.41%
7.36%
7.33%
7.21%
9.24%
9.65%
10.21%
10.97%
11.89%
8.00%
7.96%
7.98%
7.98%
8.01%
8.07%
8.20%
8.36%
8.54%
8.74%
8.99%
%
7.03%
7.02%
6.96%
7.04%
7.12%
7.13%
7.15%
7.10%
7.18%
7.31%
7.47%
7.62%
8.02%
8.12%
8.10%
8.09%
8.03%
More people with disabilities work for the Federal
Government now than in the past 32 years.
7

• States as Model
Employers of People with Disabilities By
Kathy Krepcio and
Savannah Barnett at the John J. Heldrich
Center for Workforce
Development, Rutgers, the State University of
New Jerseyhttp://askearn.org/doc s/StateModel.pdf
“Employing people with disabilities is not about charity, but it's about what's in the business' best interest.”
Delaware Governor Jack
Markell, Past Chair of the National Governors
Association
8

Walgreens, the country’s largest drug store chain with over 7,000 stores nationwide, developed a plan to recruit a diverse workforce made up of at least 20 percent workers with disabilities in two of its distribution centers. In its Windsor,
Connecticut site, employing over
400 employees, over 50 percent of those employees have a disability, including individuals with seizure disorders, autism, hearing impairments, visual impairments, cerebral palsy, intellectual disabilities and mental health disabilities.
“Broadening our workforce by employing people with disabilities is not only the right thing to do, but it also makes good business sense and has benefits that reverberate across our company and culture,”
Randy Lewis, Walgreen’s
Senior Vice President for Distribution
9

On August 27, 2013, the U.S.
Department of Labor’s Office of
Federal Contract Compliance
Programs announced a Final Rule that makes changes to the regulations implementing Section
503 of the Rehabilitation Act of
1973, as amended (Section 503) at 41 CFR Part 60-741. Section 503 prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities (IWDs), and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals. http://www.dol.gov/ofccp/regs/com pliance/section503.htm
The new regulations under Section 503 of the Rehabilitation Act will have as great an impact on the lives of
Americas with disabilities as the ADA.
Tony Coelho, Former
House Majority Whip and primary sponsor of the Americans with
Disabilities Act
10

Based on analysis of the 2012 American Community Survey (US non-institutionalized population – all ages)
6,3%
5,3%
4,2%
College/universities Business, technical, and trade schools and training
Overall (all industries)

10,8%
7,6% undergraduates graduate students
Source: Table 242: Number and percentage distribution of students enrolled in postsecondary institutions, by level, disability status, and selected student characteristics: 2003–04 and 2007–08. Digest of Education Statistics 2011. http://nces.ed.gov/pubs2012/2012001.pdf
Students with disabilities are those who reported that they had one or more of the following conditions: a specific learning disability, a visual handicap, hard of hearing, deafness, a speech disability, an orthopedic handicap, or a health impairment.

UCEDD’s, LEND’s and IDDRC’s are uniquely qualified and perfectly located to fundamentally shift this trend.
• By engaging with their respective universities in the employment practices described in this presentation, the AUCD network can revolutionize the employment of people with disabilities at educational institutions.
• By unleashing the vast knowledge and influence of the
AUCD network in this way, educational institutions will become models to private and public sector employers.
AUCD has the opportunity to be at the center of this transformation.
13

• What disability inclusive policies/practices are in place? Do they work?
• Survey developed in 2011
• Online & telephone survey
• Data collected fall, 2011
• Response rate: 23% (n=690)
Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013)The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf
14

• Over 250,000 members in over 140 countries
• One in five U.S. HR professionals are members
Cornell/SHRM 2011 Employer Survey

% of employers who perceived each as barrier
Lack of qualified applicants
Lack of related experience
Lack of requisite skills and training
Supervisor knowledge of…
Cost of accommodations
Attitudes/stereotypes
Productivity and performance
Additional cost of supervision
Attendance of people with…
Cost of training
10
10
9
10
17
20
24
30
36
51
Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013)The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf
16

Lack of related experience *
Lack of requisite skills and training *
Supervisor knowledge of accommodations *
Cost of accommodations
Attitudes/stereotypes *
Additional cost of supervision *
Cost of training
9
13
9
10
16
19
17
23
24
30
32
36
41
52
1998 (n=762)
2011 (n=626)
Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013) The Employment Environment: Employer Perspectives, Policies, and Practices
Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf
17

•
•
•
18

If you don’t know where you are going, you will end up some place else. ---Yogi Berra
19

• Having a disability-related policy in place doesn’t ensure awareness and subsequent use; (e.g. hiring targets, accommodation policy, available training, etc.).
• Managers’ perceptions of the effectiveness of these resources are associated
(positively) with employees’ perceptions of the organization’s disability climate.
• Visual top management commitment continues to be seen as a key factor in reducing barriers.
20
Nishii & Bruyère , 2014.

14,0
12,0
10,0
8,0
6,0
4,0
2,0
0,0
Percent of federal employees self-identifying in 2012
13.1%
11.9%
Federal Employee Viewpoint
Survey
Federal workforce selfidentifing as a person with a disability
21

The disability disclosure decision: Percent who rated each inhibiting factor as
“very important” in a disclosure decision (N=599)
Risk of being fired/not hired
Employer may focus on disability
Risk of losing health care
Fear of limited opportunities
Supervisor may not be supportive
Risk being treated differently
Risk being viewed differently
No impact on job ability
Desire for privacy 27,9
44,0
62,0
61,5
61,1
60,1
57,8
53,8
73,0 von Schrader, S., Malzer, V., & Bruyère, S. (2013). Perspectives on disability disclosure: The importance of employer practices and workplace climate. Employee Responsibilities and Rights Journal. Advance online publication. doi: 10.1007/s10672-013-9227-9

The disability disclosure decision: Percent who rated each facilitating factor as
“very important” in a disclosure decision (N=598)
Need for accommodation
Supportive supervisor relationship
Disability friendly workplace
Active disability recruiting
Knowing of other successes
Disability in diversity statement
Belief in new opportunities 40,7
49,9
48,9
56,8
50,5
68,2
63,5 von Schrader, S., Malzer, V., & Bruyère, S. (2013). Perspectives on disability disclosure: The importance of employer practices and workplace climate. Employee Responsibilities and Rights Journal. Advance online publication. doi: 10.1007/s10672-013-9227-9

Cornell/SHRM 2011 Employer Survey
24

Data on accommodations (e.g., types and/or costs)
32
Number of job applicants hired 29
Number of job applicants 23
Employee retention and advancement
Grievances from employees with disabilities
Compensation equity
Turnover rate for employees with disabilities
11
14
17
18
Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf
25

Number of job applicants hired
Number of job applicants
Employee retention and advancement
Compensation equity 14
18
23
29
41
46
60
65
By Gender or
Ethnicity/Race
By Disability
Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf
26

Evaluate Data
Separation Trends for 2009, 2010, 2011, 2012
(Percentages Calculated by Disability Status)
After Notice
No Disability
Neutral 0.3%
Resignation Other Neutral 26%
Sub Total Neutral 26%
Other
Death
Neutral 2%
Sub Total Neutral 2%
Termination
RFI/Funds
Other
Sub Total
Increase 0.4
Increase 0.4
Other
New Placement
Neutral 19%
Sub Total Neutral 19%
Conduct Neutral 1.5%
Conduct and Performance
Removal
Other
Retirement
Moved
Other
Performance
Sub Total
Other
Sub Total
Other
Sub Total
Neutral 0.3%
Increase 0.3%
Decrease 3%
Decrease 0.4%
Decrease 6.5%
Increase 2%
Increase 2%
Increase 44%
Increase 44%
Targeted
Neutral 0.4%
Neutral 21%
Neutral 20%
Neutral 4.5
Neutral 4.5
Neutral 0.3
Neutral 0.3
Increase 11%
Increase 11%
Decrease 2.5%
Decrease 0.4%
Neutral 0.1%
Decrease 5.1%
Decrease 1%
Decrease 10%
Increase 0.8
Increase 0.8
Neutral 49%
Neutral 49%
All Disability
Neutral 0.3%
Neutral 20%
Neutral 20.3%
Neutral 4.5%
Neutral 4.5%
Neutral 0.2%
Neutral 0.2%
Increase 15%
Increase 15%
Decrease 1.9%
Decrease 0.4%
Increase 0.3%
Decrease 4.3%
Decrease 0.7%
Decrease 7.9%
Neutral 0.8%
Neutral 0.8%
Increase 50%
Increase 50%

• Designate a task force or advisory body
• Ensure websites and other materials are welcoming, accessible, and easy to navigate
• Create opportunities for career exploration and work experience (Workforce
Recruitment Program-WRP, Project SEARCH and Disability Mentoring Day)
• Formalize partnerships with organizations that work with people with disabilities
28

PWD in diversity & inclusion plan
Relationships with community organizations
Actively recruiting PWD
Strong senior management commitment
Used tax incentives for hiring PWD
Explicit PWD organizational goals
Internships for PWDs
PWD considered in management…
19
17
27
25
38
45
54
59
Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013)The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin
29 http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf

66%
Did not hire a person with a disability
34% Hired a person with a disability
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)
30

Cornell/SHRM 2011 Employer Survey
31

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
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)
32

Organizations with: likelihood of hiring:
Increased
Internships for PWDs 4.5 times
Strong senior management commitment 3.8 times
Used tax incentives for hiring PWD
Explicit PWD organizational goals
3.8 times
3.3 times
Actively recruiting PWD 3.2 times
Including PWD in diversity & inclusion plan 2.8 times
Relationships with community orgs 2.7 times
33

•
•
•
•
34

Percentage of organizations which implemented each practice or policy
Has a designated office or person to address accommodation questions
Allows an employee to exceed the maximum duration of medical leave as an accommodation
Has an established grievance procedure to address reasonable accommodation issues
Has a formal (i.e., written, documented) decision-making process for the case-by-case provision of accommodations
Provides advance notice to job applicants that reasonable accommodations are provided during the job application process
Evaluates pre-employment occupational screenings to ensure they are unbiased
Regularly reviews the accessibility of its on-line application system to people w/ visual, hearing, finger dexterity & cognitive impairments
Has a centralized accommodations fund (i.e., company-wide fund for accommodations).
19
27
39
38
44
66
71
74
35
Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf
3

• Utilize return to work as the first option for workers who acquire disabilities
• Conduct exit interviews and stay interviews
• Support career development trainings and plans
• Hire and promote people with disabilities at all levels
• Create and support Employee Resource Groups
• Train managers on disability etiquette and best practices
• Develop emergency management plans that specifically address the needs of employees with disabilities.
• Utilize communities of practice on employment of people with disabilities.
36

Percentage of organizations which implemented each practice or policy
Has a return to work or disability management program for employees who are ill/injured or become disabled
Encourages flexible work arrangements for all employees (e.g., flextime, part-time, telecommuting)
Invites employees to confidentially disclose whether they have a disability (e.g., staff surveys)
Has a structured mentoring program to support employees with disabilities
Offers special career planning and development tools for employees with disabilities
Has a disability-focused employee network (e.g., employee resource group or affinity group)
Has explicit organizational goals related to retention or advancement of employees with disabilities
Includes progress toward retention or advancement goals for employees with disabilities in the…
9
13
13
17
16
41
57
76
Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013) The Employment Environment: Employer Perspectives, Policies, and Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf
37

Erickson, W. von Schrader, S. Bruyère, S & Sara
VanLooy, S. (2013) The Employment Environment:
Employer Perspectives, Policies, and Practices
Regarding the Employment of Persons with Disabilities.
Rehabilitation Counseling Bulletin http://rcb.sagepub.com/content/early/2013/11/14/00343552135
09841.full.pdf
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)
38
Cornell/SHRM 2011 Employer Survey

• A Better Bottom Line: Employing People with Disabilities http://www.nga.org/files/live/sites/NGA/files/pdf/2013/N
GA_2013BetterBottomLineWeb.pdf
• OPM Disability Employment – http://www.opm.gov/policy-data-oversight/disabilityemployment/getting-a-job/
• Summary of Promising and Emerging Practices for
Enhancing the Employment of Individuals with Disabilities
Included in Plans Submitted by Federal Agencies under
Executive Order 13548 – http://www.dol.gov/odep/pdf/2012EO13548.pdf
• Department of Labor’s Office of Disability Employment
Policy – http://www.dol.gov/odep/topics/FederalEmployment.ht
m
39

• Equal Employment Opportunity Commission’s ABC’s of
Schedule A http://www.eeoc.gov/eeoc/initiatives/lead/abcs_of_schedul e_a.cfm
• Improving the Participation Rate of People with Targeted
Disabilities in the Federal Work Forcehttp://www.eeoc.gov/federal/reports/pwtd.html
• The Employment Environment: Employer Perspectives, Policies and Practices Regarding the Employment of Persons with
Disabilities by Cornell University Employment and Disability
Institutehttp://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?arti
cle=1328&context=edicollect
• States as Model Employers of People with Disabilities By Kathy
Krepcio and Savannah Barnett at the John J. Heldrich Center for Workforce Development, Rutgers, the State University of
New Jerseyhttp://askearn.org/docs/StateModel.pdf
40

• Employer Practices RRTC Project http://www.employerpracticesrrtc.org/
• Mendeley: Library of Employer Practices literature http://www.mendeley.com/groups/2079353/
• Catalogue of Disability & Compensation Variables in 11 National Datasets http://www.disabilitystatistics.org/eprrtc/codebook
.cfm
• U.S. EEOC Disability Charge tabulations Online Tool http://www.disabilitystatistics.org/eeoc/
• Cornell Online Repository of Related Publications http://digitalcommons.ilr.cornell.edu/edicollect/

• Northeast ADA Center Making Work Happen Online toolkits: http://www.makingworkhappen.org/
• National ADA Network Centers – www.adata.org
• HR Tips – www.hrtips.org
• Employment and Disability Institute (EDI) – www.ilr.cornell.edu/edi
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