Building a Disability-Inclusive
Talent Pipeline
Effective Outreach and Recruitment
Strategies
December 8, 2016
AskEARN.org
Building a Disability-Inclusive Talent Pipeline
Brett SheatsNational Project Director
EARN
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Employer Assistance and Resource Network on
Disability Inclusion (EARN)
• A no-cost resource for employers seeking to proactively recruit, hire, retain and advance qualified employees with disabilities
Access trainings, webinars and numerous publications
• Funded through a cooperative agreement with the U.S. Department of Labor’s Office of Disability Employment Policy
• Collaborative of multiple partners with expertise in technical assistance, training and research
• Visit website at http://AskEARN.org
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Housekeeping
• For audio call: 415-655-0045
• Access code: : 662 667 290#
• Contact WebEx tech support at 1-866-229-3239
• Download slides at AskEARN.org
• An archived recording of the webinar will be posted to AskEARN.org within the week
• Submit questions via Q&A window or via @AskEARN
• Having trouble posting to the Q&A? Email [email protected]
• Tweet using #AskEARN
• Live captioning at the bottom right of screen
• Receive 1.0 HR General recertification credit hours through the HR Certification Institute (HRCI) and the Society for Human Resource Management (SHRM) (via email following the event)
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Audience Assessment Question
How would you rate your knowledge and understanding of steps employers can take to partner with community-based organizations
and connect with service providers to help build a disability-inclusive talent pipeline?
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Building a Disability-Inclusive Talent Pipeline
Susan PicernoPolicy Advisor
U.S. Department of Labor
Office of Disability Employment Policy (ODEP)
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Office of Disabiity Employment Policy (ODEP)
• Authorized by Congress in Department of Labor’s FY 2001
appropriation
• Recognized need for a national policy to ensure people with
disabilities would be fully integrated into the 21st Century
workforce
• ODEP—a sub-cabinet level policy agency in the U.S. Department
of Labor.
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ODEP Mission
• Develops & influences policies & practices that
increase the number & quality of employment
opportunities for people with disabilities.
• Promotes the adoption & implementation of ODEP
policy strategies & effective practices.
• Driving Change; Creating Opportunities!
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Federal Laws Create Additional Interest in
Disability Employment
• Federal Disability Laws
• Americans with Disabilities Act (ADA)
• ADA Amendments Act
• Rehab Act with Sections 503 (federal contractors) & 504 (federally funded programs or activities)
• Family & Medical Leave Act (FMLA)
• Vietnam Era Veterans’ Readjustment Act (VEVRAA)
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Framework for Disability Inclusion
The framework consists of key business strategies, which are organized into seven action areas:
• Lead the Way: Inclusive Business Culture
• Hire (and Keep) the Best: Employment Processes
• Ensure Productivity: Reasonable Accommodation Procedures
• Build the Pipeline: Outreach and Recruitment
• Communicate: External and Internal Communication of Company Policies and Practices
• Be Tech Savvy: Accessible Information and Communication Technology
• Grow Success: Accountability and Continuous Improvement Systems
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Growing Your Infrastructure/Growing Your Confidence
• Developing your confidence, and then
building upon it: the Ford example
• The Crucial Value of Internships
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Building a Disability-Inclusive Talent Pipeline
Katherine
McCaryPresident
C5 Consulting, LLC
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Building a Disability-Inclusive Talent Pipeline
C5 brings specialized corporate expertise in global disability, inclusion and culture change strategy.
Katherine McCary, President
20+ years National Disability Inclusion Leadership
Chief Disability Officer FORTUNE 500
USBLN Founding Chair
Presidential Appointment to National Council on Disability
Martha Artiles, EVP
20+ years Global Diversity & Inclusion Executive
Bi-cultural, multilingual
Multi-Industry Expertise
Sue Werber, Senior Director
20+ years HR and Compliance Leader
Hospitality Industry Expertise
WBENC Woman-Owned Business Enterprise
USBLN Certified Disability-Owned Business Enterprise (DOBE)
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How? Why?
While Pipelines are the How,
Culture Change is the Why
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Employer Levers for Changing Culture
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Leadership
Education
Accessibility & Universal
Design
Pipeline
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Leadership
• Senior leaders publicly promote disability initiatives
• Visible Disability Champion
• Partnerships with Community and VR partners
• Written statement that explicitly includes disability
• Disability ERG
• Centralized accommodation process
• Budgets for training, IT/website, accessibility, accommodations,
internships and community outreach
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Education
• Disability Inclusion Competence
• Training for All
• Accommodation Policy and Process
• Onboarding Education
• BLN Affiliate Programs
• Measurement
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Accessibility & Universal Design
• Company’s website is 508 compliant (solving current ATS issues)
• All of the company’s facilities, technology, and operations are accessible
• Your interviewing process should be accessible and not eliminate certain
groups of individuals with disabilities
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Pipeline
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Pipeline
Community
College
Branding
Strategy
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Pipeline: Community
• Strong community outreach to tap talent sources
• Do “meet and greet” after hours events for both individuals with disabilities
and community rehabilitation groups
• Invite community partners into your organization, meeting with hiring
managers to learn the job requirements
• Partner with and $$ support national non profits with local chapters (MS
Society, the Arc, Goodwill, etc.)
• Engage ERG and allies to participate in local community events
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Recommended Partners
• GettingHired
• TAP
• DOL Workforce Recruitment Program
• National Organizations
• Goodwill
• Easter Seals
• Best Buddies
• The Arc
• MS Society
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Pipeline: College
• College Career and Disability Services Offices
• Set goals for recruiting candidates with disabilities
• Educate your University Relations/Campus Recruiters
• Include IWDs in your recruiting team
• Campus Disability Organizations
• Stand up and promote specific internships
• Recruit at target universities
• Virtual Career Fairs
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Pipeline: Branding
• Attend conferences
• Website and recruiting materials
• BLN engagement
Understand that IWD, just as any diverse population, apply without any
affiliation to a (disability) group and are self selecting your organization
based on your brand and community leadership
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Pipeline: Strategy
• Written vendor agreements
• Source from professional
• Require disability hiring from your staffing vendors
• Supply chain
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Building a Disability-Inclusive Talent Pipeline
Kathy West-Evans, MPA, CRCDirector of Business Relations
National Employment Team (NET)
Vocational Rehabilitation (VR)
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Public Vocational Rehabilitation (VR) and CSAVR
• 80 VR agencies
• Every state, territories and D.C.
• Serving one million customers with disabilities annually –
variety of talent
• Building career plans – individual goals aligned with labor
market needs
• Career mobility and retention
• National Partners: VR&E, AIR, USBLN, others
• Community agencies: 10,000 vendors
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We Started by Asking Business
• Leadership: CSAVR
• VR: Dual Customer
• National Network –
• Building the Infrastructure with VR
• Partners: National and Community
• Building Relationships and Strategies
• Business Services
• Access to the Talent Pool of Individuals with Disabilities
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The NET: VR Business Services Defined by
Business Customers• Pre-Employment
• Internships
• Training
• HR/Staffing • Recruitment & Promotion
• Benefits & Compensation
• Retention Supports
• Employee Advisory Services
• Accommodations• Work Site Assessment
• Assistive Technology
• Staff Training• Disability Awareness
• ADA/Employment Laws
• Financial Supports• WOTC
• Barrier Removal
• Universal Design• Contracts
• Facilities
• Programs/Services
• Assistive Technology
• Information Technology
• Diversity Programs
• Compliance • EEO and Affirmative Action
• Legal • Labor Relations
• Policy Development
• Risk Management
• Product Development
• Customer Service
• Marketing & Outreach
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Talent Acquisition Portal (TAP): Increasing the Access
to Talent
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Building a Strategic Plan with Starbucks
• Working with the USBLN: Meeting with corporate team to look at current practice and the goals
of the company. Partners included HR, Compliance, Diversity and Inclusion, Accommodations,
ACCESS – ERG
• Roasting Plants, manufacturing and distribution: NV, PA, WA. Tours, meeting with the teams
on-site. Review of positions and accommodation discussions.
• Washington: Hiring and recruitment for plant as well as corporate positions. Support for
retention.
• Nevada: Inclusion Academy
• Pennsylvania: Local connections, recruitment and hiring in both distribution and retail. Adopt
Inclusion Academy model
• National: Corporate recruitment, sharing models across the NET, future expansion –
retail/training which includes baristas. Career Paths from within. NV, MD, other VR training
centers and sites
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Business Customers
Building a Strategic Plan with Lowe’s
• Partnership Agreement: NET & Lowe’s Companies
• Strategic Plan – business operations: corporate, retail and distribution
• Build an internal team - accommodations
• Current Models
• Job and site analysis
• Four tiered approach: competitive, assisted or transitional employment, pre-training with
supports, retention
• Year 1: 556 hires at corporate, retail and distribution centers
• States: AL, AK, AZ, AR, CA, CO, CT, DE, FL, GA, IL, IN, IA, LA, MD, MA, MI, MN, MO, MS, NE,
NV, NH, NJ, NY, NC, OH, OR, PA, SC, TX, UT, VT, VA, WA, WI, WY
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NET: Business Based Models
MicrosoftAutism Spectrum Disorders
College Graduates
NET/VR – Provail:
Community Partner
Microsoft – travel, housing,
per diem
VR – Provail –NET/TAP
National Recruitment
AmazonProject Inclusion
Community Partner:
NW Center
Sort Center – Seattle area
On-site training and support
Portland
San Francisco
HyattPartner: Hands on Education
Two weeks on-site
Culinary Arts
Expanded to other areas and
roles at the Hyatt
FL, DC, MD, VA, TX, CO,
WA, CA, MO, PA, HI
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Contact Information
Susan Picerno, MSW
Policy Advisor
ODEP
Email: [email protected]
Website: dol.gov/odep
Brett Sheats
National Project Director
EARN
Email: [email protected]
Website: AskEARN.org
Katherine McCary
President
C5 Consulting, LLC
Email: [email protected]
Website: ConsultC5.com
Kathy West-Evans, MPA, CRC
Director of Business Relations
The National Employment Team, CSAVR
Email: [email protected]
Website: RehabNetwork.org
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Resources
• Employer Assistance and Resource Network on Disability Inclusion (EARN): http://www.AskEARN.org/
• U.S. Department of Labor, Office of Disability Employment Policy (ODEP): https://www.dol.gov/odep/
• Job Accommodation Network (JAN): http://AskJAN.org/
• National Industry Liaison Group (NILG)-http://NationalILG.org/
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Audience Questions
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Audience Assessment Question
How would you rate your knowledge and understanding of steps employers can take to partner with community-based organizations
and connect with service providers to help build a disability-inclusive talent pipeline?
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Thank You!
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