Upload
olivia-furby
View
222
Download
3
Tags:
Embed Size (px)
Citation preview
The Role of One-Stop Career Centers and People with Disabilities
Elena Varney, M.S., C.R.C.
National Center on Workforce & Disability/Adult
www.onestops.info
One-Stops:Why Serve People with Disabilities?
People with disabilities: major segment of population
Major employment needs
Can meet diversity of employer needs
Employment of people with disabilities: national priority
Employment of People with Disabilities: A Major National Priority
Legislation: WIA, TWWIIA Presidential Task Force on Employment of
People With Disabilities Establishment of Office of Disability
Employment Policy at USDOL Major federal hiring initiative Changes at Social Security New Freedom Initiative
The Role of One-Stops
Same services as provided to every other customer:
-Job leads
-Placement planning
-Job placement assistance
-Access to training
-Etc.
Basic Guidelines for Serving Customers with Disabilities
Start with good values
One-Stop role: meet needs of entire community
Value diversity
People with disabilities fully included and integrated
Collaborative service delivery
One-Stop: Best Practices
ADA & Non-Discrimination Regulation compliance as a baseline, not the goal
Focus on physical and service access
Maximum integration
Application of universal design concepts
A welcoming atmosphere
Strong collaboration with disability community
Staff development on disability issues
What Employers Are Saying
We consider people with disabilities a valued part of our current and future workforce
Show us how to make it work
Awareness and education are needed
Provide us technical support
Respect our business needs
Make it simple
What Individuals Are Saying…
We want to work Show me how I can work Major concerns:
-Benefits
-Transportation-Workplace acceptance
Need easily accessible assistance and support services
Treat us as individuals and respect our individual needs
Make it simple
Some Questions to Think About
Why do people succeed in employment?
Why have you succeeded in your job?
Success in Employment
Good skill and work culture match
Supportive work environment
Flexibility in how tasks are accomplished
Accommodate various needs
Provide value to employer
Good planning Networking Focus on the positives Good job matching Persistence Possibly representation by others
Successful job searches for people with
disabilities result from using the same
techniques as for all other job seekers
Successful Placement of People with Disabilities
Full integration into the workplace
Use of “natural” supports
As-needed source available for long-term support for employer and individual
Minimizing outside assistance, intrusions, “special” treatment
Diversity as an organizational value
A Supportive Work Environment
Work culture that values varied work styles, individual strengths
Individuals feel safe asking for support & assistance
Accountability maintained within a flexible & supportive atmosphere
Regular & clear communication about availability of accommodations to all
Regular communication with all staff about resources for support - e.g., EAP
Additional Job Search Considerations
Disclosure
Need for accommodations
Ranging from:simple modificationsto extensive reworking of how a position is
performedto creating a position specific to the needs of an
individual
Disability Values
Disability as a natural part of human existence
Not something that needs to be “fixed” Integration & inclusion
Individual choice & control
Focus on the person, not the disability
Employment as an expected outcome
Inquiring About Disability
Different rules for service providers & employers
Inquiries must be done for good reason
Be Clear:-Why information is being requested-Providing information is voluntary
Avoid verbal requests for information in public
Be discrete in staff-to-staff discussions
Maintain confidentiality of records
Pre-Employment Enquiries and the ADA
No disability-related questions-verbally or in writing
Questions related only to job requirements
No medical examinations prior to offer of employment
Medical examinations allowed after offer of employment-only if required of all employees in job
category
What can Employers Ask?What can Employers Ask?
To Disclose or Not To Disclose
Is disability obvious?
Is disability not apparent?
Is the truth better?
Is the truth relevant?
Possible consequences?
Personal comfort level?
Is it necessary to disclose prior to offer of employment?
Dealing Openly with Disability
Focus on job qualification, not disability
Don’t volunteer negative information
Solicit and respond to employer concerns
Be prepared with solutions
Avoid medical terms or jargon
Past problems vs. present credibility
Stress positive current activities
Meeting the Needs of Customers with Disabilities
Employer education and advocacy
Counseling individuals on disclosure, accommodations, etc.
Using partners and collaborators
-Consultation and technical assistance
-Collaborative service provision
-Additional services beyond One-Stop scope
Partners & Collaborators
Public Vocational Rehabilitation Other public disability agencies (MH,
MR/DD) Community Rehabilitation Providers Benefits Planning Assistance & Outreach Legal assistance (P & A, etc.) Advocacy Groups