Business Case for Employing People with Disabilities

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Business Case for Employing People with
Disabilities

• ISE State of the Science Conference
• June 24, 2008

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EARN

• ODEPs primary demand-side resource
• Engages employers promotes the business
• case
• Provides consultative services (technical
• assistance) to employers
• Provides recruitment resources for employers

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The Question
What one thing would need to change to improve
the hiring climate for people with disabilities?
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The Research

• Conducted literature review
• Developed business case
• Facilitated and conducted 26 focus groups in 13
  cities with
• HR Professionals
• Senior Executives
• Tested the business case message points.
• Explored employer perceptions about hiring and
  managing
• people with disabilities.

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The Research

• The 26 groups, representing a range of industry
  sectors and sizes, including both for- and
  not-for profit organizations.

• Food service
• Legal
• Education
• Telecommunications
• Information
• Entertainment
• Technology

• Banking
• Construction
• Manufacturing
• Retail
• Healthcare
• Hospitality

• Company size ranged from 15 to more than 2500.

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The Research

• Topics addressed
• Key staffing issues facing employers
• Perceptions of people with disabilities
• The business case message points

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Findings Employers Primary Workforce Issues

• At the beginning of each of the focus groups,
  participants were asked to identify the top
  staffing or workforce issues facing their
  organization today. From these discussions, a
  number of common workforce issues surfaced across
  the groups - regardless of industry, company size
  or profit.
• Finding and retaining qualified employees.
• - Most believed this would become increasingly
  difficult in the future.
• Seeking strategies to maintain affordable
  benefits, and contain costs in this area.

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Findings Employers Primary Workforce Issues

• Meeting goals and objectives during economic
  downtimes.
• Finding workers with the appropriate soft
  skills.
• Encouraging workers to maintian an appropriate
  work ethic.
• Training.

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Findings Misconceptions and Concerns

• Prior work experiences or personal relationships
  had the most significant influence on perceptions
  of people with disabilities in the workplace.
• Common themes included
• Assumptions that people with disabilities cannot
  do the
• type of work that the organization needs.
• Concerns about attendance and retention.
• Assumptions about the cost of accommodations.

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Findings Misconceptions and Concerns

• Other concerns included
• Confusion over the definition of disability.
• Fear of or experience with legal problems.
• Apprehension about mental illness or
• psychiatric disabilities.
• Safety of employee.

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Findings Business Case Messages that Resonate
with Employers

• Hiring, retaining and promoting people with
  disabilities
• Positively impacts your business bottom line.
• Increase employee retention
• Meet or exceed performance standards

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Findings Business Case Messages that Resonate
with Employers

• Hiring, retaining and promoting people with
  disabilities
• Gives you a competitive edge.
• Hire employees with the skills you need.
• Attract qualified employees in a shrinking
  workforce.
• Reduce costs of employee benefits.
• Gain insight to multi-billion dollar market
  segment.
• Acquire creative problem-solving skills.

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Findings Business Case Messages that Resonate
with Employers

• Hiring, retaining and promoting people with
  disabilities
• Is easier than you might think.
• Level the playing field with technology.
• Make accommodations easy and cost effective.

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RecommendationAddress Priorities

• Facts and statistics are persuasive ongoing
  need for
• current data and evidenced-based practices.
• The most compelling facts were those about
  attendance,
• retention and tax incentives.
• Job accommodations can play a vital role in
  facilitating
• employment of people with disabilities.
• Diversity policies and programs are an opening
  for
• incorporating initiatives for people with
  disabilities.
• Promote success stories of other employers.

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Contact EARN
www.earnworks.com 866.327.6669 earn_at_earnworks.com