This project was developed under a grant from the National … · 2019/5/6 · 1 This project was developed under a grant from the National Institute on Disability, Independent Living,

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This project was developed under a grant from the National Institute on Disability, Independent Living, and Rehabilitation Research (NIDILRR grant number 90DP006501). NIDILRR is a Center within the Administration for Community Living (ACL), Department of Health and Human Services (HHS). The contents of this website do not necessarily represent the policy of NIDILRR, ACL, HHS, and you should not assume endorsement

by the Federal Government.

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Lessons from the Diversity Partners:

5 Years LaterNew York State APSE Employment Institute

May 6, 2019 Jeffrey J. Tamburo, LMSW

Yang-Tan Institute, Cornell University

Copyright © 2019 Cornell University

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Plan for This Session• A brief review of Diversity Partners, a 5-year,

federal project funded by NIDILRR• Presenting problem: Why Diversity Partners?• What we learned• Barriers to implementation• Implications for the future of our field• Your ideas and input: Continuing the

conversation!Copyright © 2019 Cornell University

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Businesses told us…I don’t want one

person from every agency, just one

person.

The ones who don’t want to work get me down on everybody until I mistrust the motivation of everyone who comes

through a state agency.

But the help has to be worth more than the cost. It has to be timely, useful, and something I can trust. I’m not going to ask for help a

second time if you take too much of my time or don’t give me something I can rely on.


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Diversity Partners….


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Target Audience

Disability Service Providers &

Workforce Development


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“KT”: Knowledge Translation“The multidimensional, active process of ensuring that new

knowledge gained through the course of research ultimately improves the lives of people with disabilities, and furthers their participation in

society.” -NIDRR, 2005

“Meaningful interaction with people who will apply the findings in their everyday lives is critical to this process.”

-Sudsawad, 2007


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JVR: June 2019 Special APSE Issue!

Lessons from the Diversity Partners Project: Using knowledge translation to strengthen

business engagement strategies and improve employment outcomes for job seekers with

disabilities.


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How can Diversity Partners help?


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The Diversity Partners Model emphasizes:• An approach to partnership that

is business/industry-focused• Moving beyond “one person, one

job”• Business partners are critical!• Efforts will not result in jobs

without meeting business needsCopyright © 2019 Cornell University

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How did research inform development?


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“The Toolboxes”

Leadership• Focused on planning

and strategies• Organizational

structure• Facilitators guides• Conversation guides• Action planning tools

Frontline• Videos• Worksheets• Case scenarios• Assessments• Discussion guides• Resources


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Frontline Topics 1 & 2:Topic 1: Getting to Know the Job SeekerLeading with Strengths Skills, Culture & Needs Raising Expectations Strengths-based Assessment

Topic 2: Preparing the Job SeekerChanging Expectations The Importance of Social Capital Approaching the Topic of Disclosure Requesting & Negotiating Accommodations Jobseeker Engagement Apprenticeship and Training for People with Disabilities


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Frontline Topics 3 & 4:Topic 3: Understanding Disability at WorkWho are People with Disabilities Disability Language & Etiquette What You Need to Know About Disability Rights

Topic 4: Building RelationshipsAssessing Employer NeedPerception is Reality: Building Your Professional Identity Understanding and Using Policy Initiatives: Impact on Practice Industry and Sector Expertise


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Frontline Topics 5 & 6:Topic 5: Sustaining RelationshipsEnhancing Your Value to Employers Partnerships and Business-Led Coalitions

Topic 6: Navigating Complex RelationshipsDealing with Rapid ChangeBreaking Down Silos


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Literature Review

Poorly compensated direct support personnel with a high rate of job turnover (Bogenshutz, Hewitt, Nord, & Hepperlen, 2014)

Developing effective methods of encouraging the adoption and use of promising practices in community-based organizations (Gilbride and Sensrud, 2008)

There are gaps between the support needs of employers and what they are offered by disability service providers (Simonsen, Fabian, Buchanan, & Luecking, 2011; Waterhouse, Kimberley, Jonas, & Glover, 2010)

Acquiring competencies around developing and maintaining relationships with employers and supervisors are associated with positive vocational outcomes (Corbiere, Brouwers, Lanctot, and van Weeghel, 2013)


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Literature Review Cont.

Implementation of demand-driven strategies to create sustained and productive relationships with employers (Unger, 2007)

Being knowledgeable of and responsive to the everyday reality and organizational culture of employers (Gustafsson, Peralta,& Danermark, 2013; Henry, Petkauskos, Stanislawzyk, & Vogt 2014; Stensrud, 2008)

Tying job development activities to regional economic initiatives and industry clusters (King, 2011)


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Interviews started with YOU at NYS APSE!

We conducted 30 interviews across 4 states• New York• New Jersey• Pennsylvania• Vermont

“To get us started, tell me about a recent job

placement.”


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The Pilot Phase


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Pilot Testing: Questions and Reflections• What do staff need to have the capacity to create mutually-

beneficial business partnerships?• What skills should be developed or learned?• How does your organization define meaningful work for

people with disabilities? • What is your organization doing to engage business

partners?


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Lessons Learned:

What Worked


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In your experience, what are “carriers” (promising practices) that promote effective business

engagement?


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1. Active engagement with employment service professionals


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2. The Value Proposition


3. Capacity Building: Devoted space for collaboration

and action planning

Copyright © 2019 Cornell University 25

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4. An Internal Champion


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5. Quick & easy access to online training & tools for business engagement


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Other benefits noted by users…Flexibility and adaptability to the varying skill

levels and to the learning needs/learning styles of the userCustomization of learning experienceQuality and usefulness of the web training contentContent grounded in research, yet very relatable

to the field (KT)Links to many helpful resources


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Lessons Learned:

Barriers


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In your experience, what are barriersto implementing effective business

engagement strategies in the field of employment services?


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Time Caseloads Billable


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A Call to Action: Fixed vs. Growth mindset


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A Call to Action: “Street-level Bureaucrats”

• Frontline Staff as Street-Level Bureaucrats*: Key players in the implementation of new policies and regulations *Lipsky, M. (2010)

• Can make or break change processes in an organization

• SLB happen when organizations make choices about how to structure programs and staff make choices in their everyday work that impact the quality and availability of services


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A Call to Action: Leadership Matters!

Organizational Leadership

Frontline Staff


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Implications for future efforts


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As a field, what do we need to change, improve upon, or do more of in order to more effectively engage

with businesses?


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Implications for the field

1. DSP: Explore practices that support capacity building for supervisors/managers, including methods to foster and support organizational champions for change related to adopting improved business engagement strategies.

2. WD: It’s clear that better outreach and support is necessary to promote inclusive practices for job seekers with disabilities within the WDS.

3. ALL: Further evaluation of efforts promoting inter-/intra-agency strategic planning, and better aligned, more cohesive planning among community partners charged with building bridges between job seekers with disabilities and employers.


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Sign up & stay in touch!www.buildingdiversitypartners.org

Register for Diversity Partners Online Toolbox

Visit the home and scroll to the bottom


http://www.buildingdiversitypartners.org/

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Need a certificate?

We offer certificates of completion (pictured to the right) or Certified Rehabilitation Counselor (CRC) credit for most trainings. You may request either of these items by:1) Complete our end of webinar survey: https://cornell.qualtrics.com/jfe/form/SV_6kRemRvh2dC0Kt7

OR2) Email us at [email protected] you need both a certificate of completion and CRC credit, please email [email protected]


https://cornell.qualtrics.com/jfe/form/SV_6kRemRvh2dC0Kt7

mailto:[email protected]


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References 1

• Bogenschutz, M. D., Hewitt, A., Nord, D., & Hepperlen, R. (2014). Direct support workforce supporting individuals with IDD: Current wages, benefits, and stability. Intellectual and Developmental Disabilities, 52(5), 317-329.

• Corbiere, M., Brouwers, E., Lanctoˆt, N., & van Weeghel, J. (2014). Employment specialist competencies for supported employment programs. Journal of Occupational Rehabilitation, 24(3), 484-497.

• Gustafsson, J., Peralta, J. P., & Danermark, B. (2013). The employer’s perspective on Supported employment for people with disabilities: Successful approaches of Supported employment organizations. Journal of Vocational Rehabilitation, 38(2), 99-111.


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References 2

• Lipsky, M. (2010). Street-level bureaucracy, 30th ann. Ed.: dilemmas of the individual in public service. Russell Sage Foundation.

• Simonsen, M., & Fabian, E.S., Buchanan, L., & Luecking, R.G. (2011). Strategies used by employment service providers in the job development process: Are they consistent with what employers want?Technical Report.

• Sudsawad, P. (2007). Poster 64: Rehabilitation researchers’ receptivity and perceived barriers to designing intervention studies to facilitate knowledge translation. Archives of Physical Medicine and Rehabilitation, 88(10), e23-e23.


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References 3

• Henry, A., Petkauskos, K., Stanislawzyk, J., & Vogt, J. (2014). Employer-recommended strategies to increase opportunities for people with disabilities. Journal of Vocational Rehabilitation, 41(3), 237-248.

• King, C. T. (2011). Integrating job opportunities for People with disabilities into State and regional economic and workforce development strategies. InBrief. The NTAR Leadership Center. New Brunswick, NJ.

• Gilbride, D., & Stensrud, R. (2008). Why won't they just do it? Rehabilitation Research, Policy, and Education, 22(2), 125.


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References 4

• National Institute on Disability and Rehabilitation Research (2005). Long-range plan for fiscal years 2005–2009. Retrieved September 23, 2006, from http://www.ed.gov/legislation/FedRegister/other/2006-1/021506d.pdf.

• Unger, D. (2007). Addressing employer personnel needs and improving employment training, job placement and retention for individuals with disabilities through public-private partnerships. Journal of Vocational Rehabilitation, 26(1), 39.


http://www.ed.gov/legislation/FedRegister/other/2006-1/021506d.pdf

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Contact InformationDiversity Partners

Yang-Tan Institute on Employment & DisabilityCornell University

[email protected]



Documents

This project was developed under a grant from the National … · 2019/5/6 · 1 This project was developed under a grant from the National Institute on Disability, Independent Living,