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AHEAD Conference 2012

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AHEAD Conference 2012 Howard Green, NOD Veronica Porter, Northeastern University Elizabeth Gaillard, AAAS Anne Fitzsimmons, NOD JULY 2012 – PowerPoint PPT presentation

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Title: AHEAD Conference 2012


1
AHEAD Conference 2012
Howard Green, NOD Veronica Porter, Northeastern
University Elizabeth Gaillard, AAAS Anne
Fitzsimmons, NOD
July 2012
2
Agenda
  • NOD
  • Pipeline Disconnect Issue
  • OFCCP
  • Case Studies RIT, Sodexo
  • NACE
  • Northeastern University
  • AAAS
  • Q A
  • Discussion

3
The National Organization on Disability A 30
year-old, non-profit with a focus on employment
for people with disabilities
  • Mission Expand the participation and
    contribution of Americas 54 million men, women
    and children with disabilities in all aspects of
    life.
  • Focus Increase employment opportunity and
    economic self-sufficiency for the 33 million
    working-aged Americans with disabilities.

Its ability, not disability, that counts
4
NODs innovative approaches to disability
employment are in five key areas
5
The current state of disability employment
largely focuses on individuals with disabilities
(the supply) rather than employment opportunities
within companies committed to diversity hiring
practices (the demand)
  • Hiring managers are trained and hiring people
    with disabilities is business as usual
  • Candidates continuously sourced by service
    providers producing a pipeline of qualified
    talent
  • People with disabilities are readily considered
    for career advancement opportunities
  • Successful partnerships decrease the level of
    effort by employers (streamlining the hiring
    process)
  • Employers dont identify people with disabilities
    as a ready source for talent
  • Those that do -- do not know where to find them
  • Employers find the public disability employment
    system daunting
  • Service providers do not speak the language of
    employers and success metrics vary

5
6
OFCCP Proposed Regulations
  • Federal contractors and subcontractors with
    50,000 or more will be required to comply
  • 7 of all staff (starting with new hires) should
    be employees with disabilities
  • New Recruitment Efforts (document report)
  • List all job openings with the nearest Employment
    One-Stop Career Center
  • Enter into a linkage agreements with 3 providers

7
Whats Wrong With This Picture?
  • B.A Mathematics June 2007
  • B.A Economics June 2007 ( Honors)
  • M.S Mathematics January 2010
  • Work Experience
  • Hamilton Lane Advisors Summer Intern (May-August
    2006
  • Statman Analyst Research Intern
    Feb,2010-June2010
  • Blackfeather Enterprises LLC (telecommute)
    July-August 2011
  • Skills- C Perl, Python, VBA, MATLAB, SPSS,
    AMOS, SRATA,LATEX, LexisNexis, Access, SQL,
    MySQL, Power Point, Excel, ASP, Ajax PHP
  • Certification CMFS, Six Sigma Green Belt
    Lean/DFSS
  • Senior Class Treasurer

8
WHAT IS WRONG WITH THIS PICTURE?
  • OVER PAST FIVE YEARS
  • TWO DEGREES
  • APPLIED FOR SEVERAL HUNDRED POSITIONS
  • 100 INTERVIEWS(HOURS OF APPLICATIONS WORK)
  • NOT A SINGLE JOB OFFER
  • BUSINESSES AND GOVERNMENT
  • Lack of exposure to disability
  • Lack of internal structure from businesses to
    move candidates with disabilities beyond the
    initial interview.
  • Outside placement groups unable to help.

9
Key Issues
10
One of the great obstacles faced by employers
when diversifying their workforce is the
difficulty in sourcing candidates with
disabilities with the required skill sets
necessary to fill entry- level to mid-level
positions. Todd Harbaugh, EVP and COO Sams
Club North America
11
One of the greatest obstacles faced by career
services practitioners in providing programming
and services to students with disabilities is the
disconnect that often exists between career
services and disability services.   Kara
Leonard, RIT Career Services
12
NODs Objective
  • To highlight a major issue identified from our
    work with over a dozen employers and offer
    recommendations based on lessons learned to
  • Improve employment opportunities and outcomes for
    students with disabilities
  • Facilitate more collaborative and effective
    relationships between University Disability
    Offices and Career Offices and employers
  • Make recruiting efforts by employers more
    productive which will have a positive impact on
    both the employers and universitys bottom line.

13
Rochester Institute of Technology (RIT) a best
practice model
  • Voluntary release form instituted in October,
    2010
  • 300 students to date
  • Training provided to all career services
    practitioners on specific needs of job seekers
    with disabilities
  • Liaison between Career Office and Disability
    Office
  • Website resources developed for job seekers with
    disabilities and employers
  • Workplace accommodations, disclosure process

  • Course offered on ways to navigate the job search
    process, with emphasis on soft skill development
    and how to effectively disclose a disability
  • Jointly taught
  • Of 9 students who participated, 7 employed

13
14
Rochester Institute of Technology (RIT)
  • Team-approach model to support students in
    employment search
  • Career Services, Disability Services, Spectrum
    Support, Academic Advisors
  • Collaboration continues until employment

Outcome In the past year this model has been
used to assist seven students, and all seven
successfully obtained employment
14
15
Sodexo is one employer who has struggled to find
talent with disabilities at the university level
  • Sodexo Buffalo Financial Services Center -
    Difficulty sourcing candidates with disabilities
    for entry-level to mid-level positions
    Accounting, IT
  • Collaborate with University of Buffalo and
    Canisius College
  • Sodexo Talent Acquisition Group (TAG) developed
    e-card to communicate job openings to the local
    universities Career Offices and Disability
    Offices
  • The design allows for the e-card to be sent to
    all students and students with disabilities via
    listserv.
  • E-card includes a link to a video created by
    Sodexos ERG demonstrating commitment to and
    appreciation of hiring people with disabilities
    for their abilities.

16
Sodexo E-card
http//www.youtube.com/watch?viD4pyKZPTkE
17
What Can Career Disability Offices Do?
  • Appoint Career Services Liaison to Disability
    Office and Alumni Office and take a team
    approach towards student employment
  • Provide training for Career Office practitioners
  • Institute a Release Form to allow students with
    disabilities to give permission to share their
    names with the Career Office (e.g., RIT)
  • Ensure University Career and Disability Offices
    websites post job openings and information on
    companies who are disability friendly
  • Communicate job openings to all students through
    the Career Office and Disability Office via
    listserv (e.g., Sodexo e-card)
  • Develop/utilize database to capture track
    pertinent contact information on students with
    disabilities (with permission) in order to assist
    employers in recruitment and communicate post
    grad
  • Offer a class (and jointly-teach) on the
    employment process, disclosing a disability and
    requesting accommodations.
  • Stay abreast of OFCCP regulations

18
What Can Employers Do?
  • Establish relationship and collaborate with
    University Career Offices and Disability Offices
  • Enlist help of Employee Resource Group
  • Ensure University Career and Disability Offices
    websites post job openings and information on
    companies who are disability friendly
  • Communicate job openings to all students via the
    Career Office and Disability Office listserv
    (e.g., Sodexo e-card)
  • Have an on-campus presence at job fairs and
    workshops
  • Use an identifier to indicate that you represent
    a disability- friendly employer (e.g., lapel
    ribbon used at UAK)
  • Enlist members of Employee Resource Group (ERG)
    to attend on-campus job fairs, workshops

19
Resources
  • NACE Spotlight Articles February, 2012
  • Helping Students With Disabilities Make Key
    Decisions  --- www.naceweb.org/s02292012/students-
    with-disabilities/ --- College version
  • Making Critical Connections to Students With
    Disabilities --- www.naceweb.org/s02292012/recruit
    -students-disability/ --- Employer version
  • Best Practices Recruiting Students With
    Disabilities --- www.naceweb.org/s02292012/recruit
    ing-disability/ --- Employer version
  • Websites
  • National Organization on Disability www.nod.org
  • NACE www.naceweb.org
  • AAAS Entry Point! www.entrypoint.org

20
Contacts
  • Howard Green greenh_at_nod.org
  • Marilyn Mackes mmackes_at_naceweb.org
  • Veronica Porter v.porter_at_neu.edu
  • Elizabeth Galliard efgaillard_at_yahoo.com
  • Kara Leonard kmloce_at_rit.edu
  • Anne Fitzsimmons fitzsimmonsa_at_nod.org

21
National Association of Colleges and
Employers 2012 AHEAD Conference New Orleans July
9-14
22
NACE Who Are We?
  • Mission NACE leads the community of
    professionals focused on the employment of the
    college educated by providing access to relevant
    knowledge, resources, insight and relationships.
  • Member Profile
  • 2000 Higher Education Institutions
  • 1000 Employer Organizations
  • An additional 5000 individual members
  • Student Reach More than 1M per year through
    Career Services offices
  • Core Value Foster and support individual and
    organizational diversity and inclusion in all
    facets of the organization.

23
NACE Attention to Disability and Employment
  • NACE Diversity Inclusion Statement
  • Member Competencies
  • NACE Content Professional Development
  • For Members
  • Annual Conference, Employer Roundtables, Metro
    Member Events, Webinars
  • Spotlight Newsletter Articles
  • Journal Articles (sample provided)
  • For Students
  • Job Choices Magazine Articles

24
Moving Forward What Can We All Do Better?
  • Increase awareness among employers through
    strategic alliances and collaborations.
  • Create stronger ties and action plans between
    campus disability and career services offices.
  • Create tools and content to assist students with
    disabilities with the job search and interviewing
    process.

25
Example of What NACE Provides Employers and
Career Services Members
  • Disclosure of a Disability In a Job Interview
  • By Betsy Johnsen, Esq.

26
For more information
  • Marilyn Mackes
  • NACE Executive Director
  • mmackes_at_naceweb.org

27
Northeastern University
  • History of the Disability Resource Center at NU.
  • Experiential Education/Co-op is an important
    component of the curriculum.
  • Access to the Co-op program has been an important
    reason why students choose NU.
  • Access to Career Services

28
Wrap Around Experiential Education Model for
Success NUConnect
A Strategic Partnership between the Co-op
Program, Disability and Career Services
29
Workshops - External
  • N the Know Webinars, (COSD)
  • Disclosure, Self Advocacy and Accommodations
  • Disclosure, Apparent/Non-Apparent Disabilities
  • Career Development of College Students with
    Disabilities
  • Experiential Education and Students with
    Disabilities
  • Career Development for Students with Psychiatric
    Disabilities

30
Coaching Model
  • Holistic Systems Approach Characterized by
  • Collaboration
  • Advocacy
  • Knowledge and resources
  • Feedback

31
Collaboration
  • Assemble your team (DRC, Co-op, Career Services,
    external agencies, parents, academic advisors)
  • Consult with the team members to share
    information and contribute their expertise

32
Advocacy
  • Advocacy vs. Advising
  • Initiate a conversation about disclosing-model
    self-advocacy
  • Create a database of external partners including
    employers -(employer advisory group)
  • Add self-advocacy skills to your curriculum (how
    to be a mentee)

33
Knowledge of Disabilities and Resources
  • Increase your knowledge of and internal and
    external resources
  • Include these resources on your team with the
    students permission.
  • Aspergers Association of New England, Voc. Rehab,
    Mass office of Disability, Workforce Recruitment
    Program, COSD, AHEAD, AAAS-EntryPoint, for
    example.

34
Feedback
  • Schedule frequent meetings with students
  • Follow up with employers
  • Check in with team to create a best practices
    model of service

35
Workshops - Internal
  • How to Work with Students with
  • Aspergers Syndrome
  • Learning Disabilities/ADHD
  • Upcoming Workshops
  • Psychiatric Issues
  • Chronic illness and Mobility issues
  • Deaf, Hard of Hearing Vision Impaired

36
Employer Advisory Committee
  • Improve access to employment for students with
    disabilities.
  • Purpose
  • Target employers in various industries to create
    mutually beneficial partnerships.
  • Goals
  • Develop strategies to help students be better
    prepared for interviewing, working.
  • Share best practices.
  • Increase employment opportunities.

37
Next Steps
  • Established a LinkedIn group to share resources
  • Employer-in residence at the Disability Resource
    Center
  • Targeted promotion for specific positions
  • Employer-led Panels and workshops
  • Host a webinar at the company
  • Invite students to employer site
  • Disability mentoring Day such as done by
    Blue/Cross and Job Shadowing, i.e. Bridgewater
    State
  • Employer panel at NE AHEAD to share ideas for
    creating environments that attract differently
    abled people and to reach out to other colleges
    more efficiently
  • Informational Interviews with students with
    disabilities.
  • Internship/Coop programs to recruit students for
    the future positions-long-term relationship
    building

38
Entry Point! www.entrypoint.org Project on
Science, Technology, and Disability American
Association for the Advancement of
Science AHEAD/NOD New Orleans, LA June, 2012
39
What is Entry Point! ?
  • Internship Program typically 10-12 weeks, for
    college students with disabilities.
  • An employer partnership program.
  • A skills development and career mentoring
    program.
  • A portal into a science or engineering career
    for talented students.

40
How We Recruit
  • College/University Disability Career
    Services Professionals
  • Diversity and disability advocacy groups
  • Professional and scholarly associations
  • Internet/Facebook
  • Relationships that span 20 years

41
What We Require
  • Minimum 3.0 GPA
  • Majoring in Physical Sciences, Computer Science,
    Mathematics, Engineering, and Life Sciences
    (Business)
  • Full-time enrollment in 4 year as undergrad or
    grad or 2 year with intent to transfer to 4 year
    program
  • U.S. citizen or holding a valid work permit,
    international students if desired
  • Willingness to relocate

42
How Students Benefit
  • Experience in a real work setting
  • Paid assignments
  • Travel stipend (fare to/from internship site)
  • Assistance in finding housing and local
    transportation
  • Using accommodations in a work environment

43
Current Partners
  • NASA/ACCESS
  • IBM
  • NSF
  • NIH
  • Merck
  • Lockheed Martin
  • Ball Aerospace
  • Dow Chemical
  • USDA
  • LOreal

44
What Partners Get
  • SKILLS, SKILLS, SKILLS
  • Diverse workforce
  • Unique approaches to business problems
  • Perspectives and experiences that reflect
    customer base
  • Individualized fit with current internship
    program
  • Ongoing support student, mentor, manager
  • Help with securing accommodations

45
Our Success Rate
  • 650 Placements
  • 590 Individuals
  • 18 pursuing or have received Ph.D.
  • 92 of intern alumni are either still enrolled
    or currently employed in science or engineering
    related field

46
Entry Point! Contacts
  • Ric Weibl, Sr. Project Director
  • rweibl_at_aaas.org
  • 202-326-6674
  • Laureen Summers, Program Associate
  • lsummers_at_aaas.org
  • 202-326-6649
  • Betty Gaillard, Recruiter
  • efgaillard_at_yahoo.com
  • 214-763-6270
  • Jean Morrell, Recruiter
  • jeanlmorrell_at_aol.com
  • 775-848-2550
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