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Findings from the 2008 ODEP Employer Survey
Andrew J. Houtenville, Ph.D.New Editions Consulting, Inc.
August 2009
• Identify employer perspectives on the employment of people with disabilities collected with scientifically-based methods from various types of employers.
• Focus on hiring, retention, and advancement challenges and strategies.
Purpose of the Employer Survey
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• Nationally representative sample– First ever to focus on disability issues
• Sample designed to yield statistics by – 12 major industries and– 3 size categories (5-15, 16-249, 250+
employees)• 3,797 observations/senior executives represents
over 2.4 million companies nationwide• 15 minute interview, on average
Study Design
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• Asked to speak to the person who makes decisions on hiring at the overall company level:– President/Owner 660– Manager 571– Director 339– Vice-President 112– Vice-President , HR 75– Supervisor 28– Vice-President , Finance 19– Assistant Director 15– Assistant Managers 15– Other (specify) 1,963
Who Responded?
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•19.1% are employing people with disabilities
•8.7% hired a person with a disability in the past 12 months
•13.6% are actively recruiting people with disabilities
What We Learned
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Most commonly cited hiring challenges:• Nature of the work• Not knowing accommodation costs• Cannot find qualified candidates
Most commonly cited hiring concerns:• Costs • Lack of skills and experience • Less safe and productive
Hiring Issues
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Most commonly cited strategies:• Employment tax credit and incentives• Disability awareness training• Visible top management commitment
Least common cited strategies:• Targeted recruitment program• Centralized accommodation fund• Reassignment
Hiring Strategies
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Most Persuasive:• Satisfactory performance, attendance, and retention• Increases in company’s productivity• Benefits to company bottom line
Less Persuasive:• Testimonials from line managers• Benefited nationally recognized companies• Addressing concerns about cost
*Only companies that do not actively recruit.
Persuasiveness of Information
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Challenges:• Cost• Lack of advancement potential • Returning employee to work (retention only)• Attitudes NOT considered a major challenge
Strategies:• Tax Incentives• Top management commitment• Mentoring
Advancement and Retention
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Attitudes are cited as a challenge when hiring people with disabilities– Customers (34.3%)– Co-workers (29.1%)– Supervisors (20.3%)
Lack of supervisor comfort was cited as a hiring concern– All companies (30.8%)– Large companies (44.9%)
Employer Attitudes and Hiring
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Attitudes are cited as a challenge when advancing people with disabilities– Customers (25.3%)– Co-workers (21.4%)– Supervisors (19.4%)
Attitudes of supervisor more of a challenge for larger companies– Large companies (26.7%)– Small companies (16.%) and medium companies
(17.7%)
Employer Attitudes and Advancement
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Attitudes are cited as a challenge when advancing people with disabilities– Customers (22.4%)– Co-workers (21.4%)– Supervisors (18.9%)
Attitudes of supervisor more of a challenge for larger companies– Large companies (23.4%)– Small companies (14.7%) and medium companies
(19.1%)
Employer Attitudes and Retention
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• Nature of the work and the bottom-line are central to all aspects of employing people with disabilities.
• Cost issues are a bigger issue for small and mid-sized companies.
• Attitudes continue to be a barrier to recruitment, hiring, advancement and retention.
• Visible commitment from top management is key. • Stay tuned ... more findings to come.
Emerging Patterns
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• 2006 & 2008 Science Conferences• Corporate Culture Study• Job Accommodation Network (JAN)• Employer Assistance and Recruiting Network
(EARN)
Other Employer-Related Initiatives
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• Andrew J. Houtenville, Ph.D.Senior Research Associate6858 Old Dominion Drive, Suite 230McLean, VA 22101E-mail: [email protected]
• Richard L. Horne, Ed.D. Director, Division of Policy Planning and Research US Department of Labor Office of Disability Employment Policy (ODEP) 200 Constitution Avenue, NW Room S-1303 Washington, DC 20210
E-mail: [email protected]
Contact Information
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