Cornell part 2 accessibility accommodation_final

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Accessibility and Accommodation for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Accessibility and AccommodationIn collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

May 17, 2012


SHRM, in collaboration with and commissioned by the Cornell University ILR School Employment and Disability

Institute, conducted a survey with its members about organizational practices and policies related to employing

people with disabilities. Areas focused upon in this survey research included:

Part 1: Recruitment and Hiring (Released April 11, 2012)

Part 2: Accessibility and Accommodation (Released May XX, 2012)

Part 3: Retention and Advancement (To be released soon)

In addition, the survey explored metrics that organizations track for all employees as well as for employees with

disabilities, and potential barriers in the employment of and advancement of people with disabilities.

The data findings included in this document focus on Part 2 of the research: Practices and Policies Related to

Accessibility and Accommodation for Employees with Disabilities.

Introduction

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Part 2: Policies and Practices Related to

Accessibility and Accommodation

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Study Purpose, Partners and Funding

Study Purpose: to provide new knowledge about differences in HR practices related to hiring, retaining and advancing individuals with disabilities, and the relationship between these practices and positive employment outcomes.

Partners: SHRM, in collaboration with Cornell University.

Funding: U.S. Department of Education, National Institute on Disability and Rehabilitation Research grant to Cornell University, Rehabilitation Research and Training Center on Employer Practices (Grant No. H133B040013).

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For this survey we define a “person with a disability” as someone who has a

physical and/or mental impairment that substantially limits a major life activity. This

could include (but is not limited to) individuals with a physical disability, a chronic

health condition, a vision or hearing impairment, a mental health condition, or a

workplace injury or illness.

We define an “effective practice or policy” as one that leads to improved

recruitment, hiring, retention, engagement, workplace climate and/or advancement

of people with disabilities.

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Definitions


Key Findings

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What policies and practices related to accessibility and accommodation for people with disabilities

are currently being implemented by organizations? Three out of four (75%) organizations designate an

office or person to address accommodation questions. Organizations also allow employees to exceed

the maximum duration of medical leave as an accommodation (73%) and require training for

supervisors on legal requirements of disability non-discrimination and accommodation (73%). Majority

of organizations have established grievance procedures to address reasonable accommodation issues

(68%) and evaluate pre-employment occupational screenings to ensure they are unbiased (65%).

Among organizations that have implemented policies and practices related to accessibility and

accommodation for employees with disabilities, which policies and practices were found to be very

effective? More than one-half of organizations (56%) indicate that having a centralized accommodation

fund (i.e., companywide fund to provide accommodations for people with disabilities) was a very

effective practice. In addition, a designated office or person to address accommodation questions

(54%) and a formal (i.e., written, documented) decision-making process for the case-by-case provision

of accommodations (54%) were found to be very effective practices related to the accommodation of

employees with disabilities.


Key Findings (Continued)

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Are some organizations more likely to have policies and practices related to accessibility and

accommodation for people with disabilities depending on the organization’s staff size or

sector? Larger organizations are more likely to have polices and practices related to accessibility

and accommodation of people with disabilities compared with smaller organizations. Publicly

owned for-profit organizations also are more likely to have some of these policies and practices

in place compared with privately owned for-profit organizations and nonprofit organizations.


65%

68%

73%

73%

75%

35%

32%

27%

27%

25%

Yes No

Has an established grievance procedure to address reasonable accommodation issues (n = 582)

Requires training for supervisors on legal requirements of dis-ability non-discrimination and accommodation (n = 585)

Has a designated office or person to address accommodation questions (n = 613)

Allows an employee to exceed the maximum duration of medi-cal leave as an accommodation (n = 557)

Evaluates pre-employment occupational screenings to ensure they are unbiased (n = 547)

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Policies and Practices Related to Accessibility and Accommodation

Our organization…

Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.


20%

30%

47%

63%

80%

70%

53%

37%

Yes No

Has a centralized accommodations fund (i.e., companywide fund to provide accommodations for people with disabilities) (n =

505)

Has a formal (i.e., written, documented) decision-making process for the case-by-case provision of accommodations (n

= 558)

Provides advance notice to job applicants that reasonable ac-commodations are provided during the job application process (n

= 552)

Regularly reviews the accessibility of our online application sys-tem to people with visual, hearing, finger dexterity and cogni-

tive impairments (n = 481)

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Policies and Practices Related to Accessibility and Accommodation (Continued)

Our organization…

Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.


Effectiveness of Policies and Practices

10

Our organization… Very Effective

Somewhat Effective

Not Effective

Effectiveness Not Known

Has a centralized accommodations fund (i.e., companywide fund to provide accommodations for people with disabilities) (n = 99)

56% 27% 2% 15%

Has a designated office or person to address accommodation questions (n = 461) 54% 28% 2% 17%

Has a formal (i.e., written, documented) decision-making process for the case-by-case provision of accommodations (n = 262)

54% 24% 1% 21%

Evaluates pre-employment occupational screenings to ensure they are unbiased (n = 353) 50% 31% 1% 17%

Note: Respondents who answered that a policy and practice related to accessibility and accommodation was “not in place,” “in development / under review” or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.


Effectiveness of Policies and Practices(Continued)

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Our organization… Very Effective

Somewhat Effective

Not Effective

Effectiveness Not Known

Requires training for supervisors on legal requirements of disability non-discrimination and accommodation(n = 426)

46% 38% 1% 15%

Allows an employee to exceed the maximum duration of medical leave as an accommodation (n = 406) 45% 35% 1% 19%

Has an established grievance procedure to address reasonable accommodation issues (n = 398) 45% 31% 0% 24%

Regularly reviews the accessibility of our online application system to people with visual, hearing, finger dexterity and cognitive impairments (n = 144)

40% 30% 2% 28%

Provides advance notice to job applicants that reasonable accommodations are provided during the job application process (n = 349)

39% 35% 1% 25%

Note: Respondents who answered that a policy and practice related to accessibility and accommodation was “not in place,” “in development / under review” or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.


Comparison by Organization Sector

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Publicly owned for-profit organization is a limited liability company that offers its securities (stock/shares, bonds/loans, etc.) for sale to the general public, typically through a stock exchange, or through market makers operating in over-the-counter markets. This is separate and distinct from a government-owned corporation, which might be described as a publicly owned company.

Privately owned for-profit organization is a business company owned either by nongovernmental organizations or by a relatively small number of shareholders or company members. This organization does not offer or trade its stock (shares) to the general public on the stock market exchanges, but rather the company's stock is offered, owned and traded or exchanged privately. Less ambiguous terms for a privately held company are unquoted company and unlisted company.

Nonprofit organization is neither a legal nor technical definition but generally refers to an organization that uses surplus revenues to achieve its goals rather than to distribute them as profit or dividends. States in the United States defer to the IRS designation conferred under U.S. Internal Revenue Code Section 501(c), when the IRS deems an organization eligible. A nonprofit organization may or may not have shareholders.

Definition of Sectors

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regularly reviews the accessibility of its online application system to people with visual, hearing, finger dexterity and cognitive impairments

Organization sector Differences based on organization sector

Publicly owned for-profits (44%) Privately owned for-profits (24%) Publicly owned for-profits > privately owned for-

profits

Comparison by Organization Sector



profits

evaluates pre-employment occupational screenings to ensure they are unbiased

Our organization…

Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown.


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Comparison by Organization Sector (Continued)



profits

has an established grievance procedure to address reasonable accommodation issues

allows an employee to exceed the maximum duration of medical leave as an accommodation


Publicly owned for-profits (81%) Privately owned for-profits (69%)Publicly owned for-

profits > privately owned for-profits

Our organization…



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Our organization…has a formal (i.e., written, documented) decision-making process for the case-by-case provision of accommodations


Publicly owned for-profits (65%) Privately owned for-profits (38%)Nonprofits (41%)

Publicly owned for-profits > privately owned for-

profits, nonprofits

Comparison by Organization Sector (Continued)


Publicly owned for-profits (86%) Privately owned for-profits (67%)Nonprofits (68%)

Publicly owned for-profits > privately owned for-

profits, nonprofits

requires training for supervisors on legal requirements of disability non-discrimination and accommodation

has a centralized accommodations fund (i.e., companywide fund to provide accommodations for people with disabilities)


Publicly owned for-profits (33%)Nonprofits (28%) Privately owned for-profits (11%) Publicly owned for-

profits , nonprofits > privately owned for-profits



Comparison by Organization Staff Size

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Smaller organizations Larger organizations Differences based on organization staff size1 to 99 employees (19%)

100 to 499 employees (21%)500 to 2,499 employees (29%)

2,500 to 24,999 employees (52%)25,000 or more employees (73%) Larger organizations > smaller organizations

Our organization…regularly reviews the accessibility of its online application system to people with visual, hearing, finger dexterity and cognitive impairments

Comparison by Organization Staff Size

Smaller organizations Larger organizations Differences based on organization staff size

1 to 99 employees (52%) 2,500 to 24,999 employees (74%)25,000 or more employees (80%) Larger organizations > smaller organizations

provides advance notice to job applicants that reasonable accommodations are provided during the job application process

evaluates pre-employment occupational screenings to ensure they are unbiased


1 to 99 employees (55%)100 to 499 employees (53%)




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Our organization…

Comparison by Organization Staff Size (Continued)


100 to 499 employees (17%)500 to 2,499 employees (19%)


has a centralized accommodations fund (i.e., companywide fund to provide accommodations for people with disabilities)



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100 to 499 employees (35%)2,499 to 24,999 employees (62%)25,000 or more employees (74%) Larger organizations > smaller organizations

Our organization…

Comparison by Organization Staff Size (Continued)

has a formal (i.e., written, documented) decision-making process for the case-by-case provision of accommodations


1 to 99 employees (62%) 2,500 to 24,999 (83%) Larger organizations > smaller organizations

requires training for supervisors on legal requirements of disability non-discrimination and accommodation



Industry Percentage of Respondents

Manufacturing 26% Finance and insurance 12% Professional, scientific and technical services 12% Retail trade 12% Wholesale trade 9% Transportation and warehousing 8% Accommodation and food services 7% Entertainment and recreation 5% Information 5% Utilities 5% Construction 4% Educational services 4%

Demographics: Organization Industry

Note: n = 637. Total does not equal 100% due to multiple response options.

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Industry Percentage of Respondents

Health care and social assistance 4%Religious, grantmaking, civic, professional and similar organizations 4%

Repair and maintenance 4% Real estate and rental and leasing 3%

Administrative and support and waste management and remediation services 2%

Management of companies and enterprises 2% Public administration 2% Agriculture, forestry, fishing and hunting 1% Mining 1% Personal and laundry services 1% Other 8%

Demographics: Organization Industry (Continued)

Note: n = 637. Total does not equal 100% due to multiple response options.

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Demographics: Respondents by Organization Sector

Other

Nonprofit organization

Publicly owned for-profit organization

Privately owned for-profit organization

3%

14%

28%

56%

Note: n = 611. Percentages do not equal 100% due to rounding.

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Demographics: Respondents by Organization Staff Size

25,000 or more employees

2,500 to 24,999 employees

500 to 2,499 employees

100 to 499 employees

1 to 99 employees

7%

18%

24%

28%

23%

n = 627

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Demographics: Other

Does your organization have U.S.-based operations (business units) only or does it operate multinationally?

U.S.-based operations only 60%

Multinational operations 40%n = 617

What is the HR department/function responded for throughout this survey?

Corporate (companywide) 57%

Facility/location 26%

Business unit/division 17%

n = 519

Is your organization a single-unit or a multi-unit organization?

Multi-unit organization: An organization that has more than one location 80%

Single-unit organization: An organization in which the location and the organization are one and the same

20%

n = 635

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For multi-unit organizations, are HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both?

Multi-unit headquarters determines HR policies and practices 51%

A combination of both the work location and the multi-unit headquarters determine HR policies and practices

46%

Each work location determines HR policies and practices 3%

n = 516


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Further Information Available

SHRM® Disability Employment Resource Pagewww.shrm.org/disabilityemployment

HR Tips www.hrtips.org

Employer Assistance and Resource Network (EARN)www.askEARN.org

Job Accommodation Network (JAN)http://askjan.org

National ADA Network www.adata.org

Cornell Employment and Disability Institute publications online http://digitalcommons.ilr.cornell.edu

Employment and Disability Institute at Cornell University www.ilr.cornell.edu/edi

U.S. Disability Status Reportwww.disabilitystatistics.org

http://www.shrm.org/disabilityemployment

http://www.hrtips.org/

http://www.askearn.org/

http://askjan.org/

http://askjan.org/

http://askjan.org/

http://www.adata.org/

http://digitalcommons.ilr.cornell.edu/



http://www.ilr.cornell.edu/edi/

http://www.disabilitystatistics.org/


Response rate = 23%

Sample consisted of 662 HR professional respondents from a randomly selected

sample of SHRM’s membership.

A series of e-mail reminders along with a call campaign were used to encourage

survey participation.

Margin of error is +/-3%.

Survey fielded October 19-December 15, 2011

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Survey Methodology

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http://www.shrm.org/surveys

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