1. SHRM Survey Findings: Employing People WithDisabilities: Practices and Policies Related toRecruiting and Hiring Employees With Disabilities In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute April 11, 2012SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

2. IntroductionSHRM, in collaboration with and commissioned by the Cornell University ILR School Employment and DisabilityInstitute, conducted a survey of its members about organizational practices and policies related to employingpeople with disabilities. Areas of focused in this survey research included: Part 1: Recruitment and Hiring (Released April 11, 2012) Part 2: Accessibility and Accommodation (Released May 17, 2012) Part 3: Retention and Advancement (To be released soon)In addition, the survey explored metrics that organizations track for all employees and for employees withdisabilities, as well as potential barriers in the employment of and advancement of people with disabilities.The data findings included in this document focus on Part 1 of the research: Practices and Policies Related toRecruiting and Hiring Employees With Disabilities.SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 2 3. Part 1:Policies and Practices Related to Recruitment and HiringSHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 3 4. Study Purpose, Partners and Funding Study purpose: to provide new knowledge about differences in HR practices in hiring,retaining and advancing individuals with disabilities and the relationship betweenthese practices and positive employment outcomes. Partners: SHRM, in collaboration with Cornell University. Funding: U.S. Department of Education, National Institute on Disability andRehabilitation Research grant to Cornell University, Rehabilitation Research andTraining Center on Employer Practices (Grant No. H133B040013). SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute4 5. DefinitionsFor this survey, we define a person with a disability as someone who has aphysical and/or mental impairment that substantially limits a major life activity. Thiscould include (but is not limited to) individuals with a physical disability, a chronichealth condition, a vision or hearing impairment, a mental health condition, or aworkplace injury or illness.We define an effective practice or policy as one that leads to improvedrecruitment, hiring, retention, engagement, workplace climate and/or advancementof people with disabilities. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute5 6. Key Findings What policies and practices related to the recruitment and hiring of people with disabilities are currently being implemented by organizations? Nearly two-thirds (61%) of organizations indicate including people with disabilities explicitly in their diversity and inclusion plans, 59% require subcontractors/suppliers to adhere to disability nondiscrimination requirements, 58% train HR staff and supervisors on effectively interviewing people with disabilities, and 57% have developed relationships with community organizations that promote the employment of people with disabilities. Among organizations that have implemented policies and practices related to the recruitment and hiring of people with disabilities, which policies and practices were found to be very effective? Nearly one-half (45%) of organizations found that training HR staff and supervisors on interviewing people with disabilities was very effective. Several organizations also believe that requiring subcontractors/suppliers to adhere to disability nondiscrimination requirements (38%) and having explicit organizational goals related to the recruitment or hiring of people with disabilities (34%) were very effective practices. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute6 7. Key Findings (Continued) Are some organizations more likely to have policies and practices related to the recruitment and hiring of people with disabilities depending on the organizations staff size or sector? Larger organizations are more likely to have polices and practices related to recruitment and hiring 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. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute7 8. Policies and Practices Related to Recruitmentand HiringOur organization Includes people with disabilities explicitly in its diversity and inclusion plan.61% 39%(n = 567 ) Requires subcontractors/suppliers to adhere to disabilitynondiscrimination requirements.59%41% (n = 525) Trains HR staff and supervisors on effective interviewing of peoplewith disabilities.58%42%(n = 580)Has relationships with community organizations that promote the57% 43%employment of people with disabilities. (n = 568) Actively recruits people with disabilities.47% 53% (n = 574) Yes NoNote: Respondents who answered dont know and in development/under review" were excluded from this analysis. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute8 9. Policies and Practices Related to Recruitment and Hiring (Continued) Our organizationHas senior management that demonstrates a strong commitment to disability recruitment and hiring. 40% 60%(n =555)Takes advantage of tax incentives for hiring people with disabilities(e.g., Small Business Tax Credit, Architectural/ Transportation Tax27%73%Deduction or Work Opportunities Tax Credit). (n = 467)Has explicit organizational goals related to the recruitment or hiring of people with disabilities.27%73%(n = 540)Participates in internships or similar programs that target people with20%80%disabilities. (n =525) Includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management. 18%82%(n = 547)YesNo Note: Respondents who answered dont know and in development/under review" were excluded from this analysis.SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 9 10. Effectiveness of Policies and Practices Very SomewhatNotEffectivenessOur organizationeffective effective effective not knownTrains HR staff and supervisors on effectiveinterviewing of people with disabilities.45% 37%17% 1%(n = 334)Requires subcontractors/suppliers to adhere todisability nondiscrimination requirements. 38% 30%3% 29%(n = 310)Has explicit organizational goals related to therecruitment or hiring of people with disabilities. 34% 31%9% 25%(n = 149)Participates in internships or similar programs thattarget people with disabilities. 33% 37%5% 25%(n = 111)Note: Respondents who answered that a policy or practice related to recruitment and hiring was not in place at their organization, in development/under reviewor dont know were excluded from this analysis. Percentages may not equal 100% due to rounding. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 10 11. Effectiveness of Policies and Practices (Continued) Very SomewhatNotEffectivenessOur organizationeffective effective effective not knownIncludes people with disabilities explicitly in itsdiversity and inclusion plan.29% 36%7% 27%(n =349)Has relationships with community organizations thatpromote the employment of people with disabilities.28% 37%7% 28%(n = 326)Has senior management that demonstrates a strongcommitment to disability recruitment and hiring. 27% 42%8% 23%( n = 223)Note: Respondents who answered that a policy or practice related to recruitment and hiring was not in place at their organization, in development/under reviewor dont know were excluded from this analysis. Percentages may not equal 100% due to rounding. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 11 12. Effectiveness of Policies and Practices (Continued) Very SomewhatNotEffectivenessOur organizationeffective effective effective not knownActively recruits people with disabilities. 26% 37%6% 30%(n = 273)Takes advantage of tax incentives for hiring peoplewith disabilities (e.g., Small Business Tax Credit,Architectural/ Transportation Tax Deduction or Work26% 34%6% 34%Opportunities Tax Credit).(n = 128)Includes progress toward recruitment or hiring goalsfor people with disabilities in the performance 29% 33%11%28%appraisals of senior management.(n = 99)Note: Respondents who answered that a policy or practice related to recruitment and hiring was not in place at their organization, in development/under reviewor dont know were excluded from this analysis. Percentages may not equal 100% due to rounding. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 12 13. Comparison byOrganization SectorSHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute13 14. Definition of Sectors 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 that 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. A privately owned for-profit organization does not offer or trade its company stock (shares) to the general public on the stock market exchanges, but rather the companys 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 a 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 U.S. defer to the IRS designation conferred under United States Internal Revenue Code Section 501 when the IRS deems an organization eligible. A nonprofit organization may or may not have shareholders.SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute14 15. Comparison by Organization Sector Our organization actively recruits people with disabilities. Organization sectorDifferences based on organization sector Publicly owned for- privately owned for- Publicly owned for-profits (58%)Privately owned for-profits (41%)>profits profitshas relationships with community organizations that promote the employment of people with disabilities.Organization sectorDifferences based on organization sectorPublicly owned forprivately owned for- Publicly owned for-profits (64%)Privately owned for-profits (52%)> profitsprofitsincludes progress toward recruitment or hiring goals for people with disabilities in the performance appraisalsof senior management.Organization sectorDifferences based on organization sector Publicly owned for-privately owned for- Publicly owned for-profits (24%)Privately owned for-profits (14%)> profitsprofitsNote: Respondents who answered dont know and in development/under review" were excluded from this analysis.Only statistically significant differences are shown. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute15 16. Comparison by Organization Sector(Continued) Our organization takes advantage of tax incentives for hiring people with disabilities.Organization sectorDifferences based on organization sector Privately owned for-profits (21%) Publicly owned for-privately owned for- Publicly owned for-profits (42%) > Nonprofits (23%) profitsprofits, nonprofits requires subcontractors/suppliers to adhere to disability nondiscrimination requirements.Organization sectorDifferences based on organization sector Privately owned for-profits (48%) Publicly owned for-privately owned for- Publicly owned for-profits (80%) > Nonprofits (55%)profits profits, nonprofits includes people with disabilities explicitly in its diversity and inclusion plan.Organization sectorDifferences based on organization sector Privately owned for-profits (54%) Publicly owned for-privately owned for- Publicly owned for-profits (77%) > Nonprofits (60%)profits profits, nonprofitsNote: Respondents who answered dont know and in development/under review" were excluded from this analysis.Only statistically significant differences are shown. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute16 17. Comparison by Organization Sector(Continued) Our organization has explicit organizational goals related to the recruitment or hiring of people with disabilities.Organization sectorDifferences based on organization sectorPublicly owned for-profits (40%)Publicly owned for- privately owned for-Privately owned for-profits (19%)>Nonprofits (34%)profits, nonprofitsprofits has senior management that demonstrates a strong commitment to disability recruitment and hiring.Organization sectorDifferences based on organization sector Publicly owned for-profits (49%)Publicly owned for-privately owned for- Privately owned for-profits (32%)>Nonprofits (48%) profits, nonprofits profitsNote: Respondents who answered dont know and in development/under review" were excluded from this analysis.Only statistically significant differences are shown. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute17 18. Comparison by Organization Staff SizeSHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute18 19. Comparison by Organization Staff Size Our organization actively recruits people with disabilities.Smaller organizationsLarger organizationsDifferences based on organization staff size1 to 99 employees (37%)2,500 to 24,999 employees (64%)Larger organizations > smaller organizations100 to 499 employees (39%) 25,000 or more employees (78%) has relationships with community organizations that promote the employment of people with disabilities.Smaller organizationsLarger organizationsDifferences based on organization staff size1 to 99 employees (48%)2,500 to 24,999 employees (75%) Larger organizations > smaller organizations100 to 499 employees (50%)includes people with disabilities explicitly in its diversity and inclusion plan. Smaller organizationsLarger organizationsDifferences based on organization staff size500 to 2,499 employees (66%) 1 to 99 employees (47%)2,500 to 24,999 employees (72%)Larger organizations > smaller organizations25,000 or more employees (85%)Note: Respondents who answered dont know and in development/under review" were excluded from this analysis.Only statistically significant differences are shown. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute19 20. Comparison by Organization Staff Size(Continued) Our organization has explicit organizational goals related to the recruitment or hiring of people with disabilities.Smaller organizationsLarger organizationsDifferences based on organization staff size 1 to 99 employees (18%)25,000 or more employees (52%) Larger organizations > smaller organizations 100 to 499 employees (24%) includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management.Smaller organizationsLarger organizationsDifferences based on organization staff size 100 to 499 employees (12%) 25,000 or more employees (39%) Larger organizations > smaller organizations participates in internships or similar programs that target people with disabilities.Smaller organizationsLarger organizationsDifferences based on organization staff size2,500 to 24,999 employees (28%) 100 to 499 employees (13%) 25,000 or more employees (35%) Larger organizations > smaller organizationsNote: Respondents who answered dont know and in development/under review" were excluded from this analysis.Only statistically significant differences are shown. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute20 21. Comparison by Organization Staff Size(Continued) Our organization has senior management that demonstrates a strong commitment to disability recruitment and hiring. Smaller organizationsLarger organizationsDifferences based on organization staff size 1 to 99 employees (33%) 25,000 or more employees (63%)Larger organizations > smaller organizations 100 to 499 employees (33%) takes advantage of tax incentives for hiring people with disabilities.Smaller organizations Larger organizationsDifferences based on organization staff size500 to 2,499 employees (36%) 1 to 99 employees (16%)2,500 to 24,999 employees (43%) Larger organizations > smaller organizations 100 to 499 employees (15%)25,000 or more employees (61%) requires subcontractors/suppliers to adhere to disability nondiscrimination requirements. Smaller organizations Larger organizations Differences based on organization staff size 500 to 2,499 employees (68%)1 to 99 employees (46%)2,500 to 24,999 employees (69%) Larger organizations > smaller organizations 25,000 or more employees (82%)Note: Respondents who answered dont know and in development/under review" were excluded from this analysis.Only statistically significant differences are shown. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute21 22. Demographics: Organization IndustryPercentage ofIndustryRespondentsManufacturing 26%Finance and insurance 12%Professional, scientific and technical services 12%Retail trade12%Wholesale trade9%Transportation and warehousing 8%Accommodation and food services7%Entertainment and recreation 5%Information5%Utilities5%Construction 4%Educational services 4%Note: n = 637. Total does not equal 100% due to multiple response options .SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute22 23. Demographics: Organization Industry(Continued)Percentage ofIndustryRespondentsHealth care and social assistance4%Religious, grantmaking, civic, professional and similar organizations4%Repair and maintenance 4%Real estate and rental and leasing 3%Administrative and support and waste management and 2%remediation servicesManagement of companies and enterprises2%Public administration2%Agriculture, forestry, fishing and hunting 1%Mining 1%Personal and laundry services1%Other8%Note: n = 637. Total does not equal 100% due to multiple response options .SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute23 24. Demographics: Respondents by OrganizationSectorPrivately owned for-profit organization56%Publicly owned for-profit organization28% Nonprofit organization14%Other3% Note: n = 611. Percentages do not equal 100% due to rounding. SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 24 25. Demographics: Respondents by OrganizationStaff Size 1 to 99 employees 23%100 to 499 employees 28% 500 to 2,499 24%employees2,500 to 24,999 18%employees25,000 or more 7% n = 627employeesSHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute25 26. Demographics: Other Does your organization have U.S.-basedIs your organization a single-unit organization or a operations (business units) only or does it multi-unit organization? operate multinationally? Multi-unit organization: An organization that U.S.-based operations only 60% has more than one location 80% Multinational operations 40% Single-unit organization: An organization in n = 617which the location and the organization are20%one in the samen = 635 For multi-unit organizations, are HR policies andWhat is the HR department/function practices determined by the multi-unit corporateresponded for throughout this survey? headquarters, by each work location or both?Corporate (companywide) 57%Multi-unit headquarters determines HR 51% policies and practicesFacility/location 26%A combination of both the work location and the multi-unit headquarters 46%Business unit/division17% determine HR policies and practicesn = 519Each work location determines HR policies 3% and practicesn = 516SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute26 27. Further Information Available SHRM Disability Employment Resource Page www.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 Networkwww.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.orgSHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities .In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 27 28. Survey Methodology Response rate = 23% Sample consisted of 662 HR professional respondents from a randomly selected sample of SHRMs 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 For more survey/poll findings, visit www.shrm.org/surveys For more information about SHRMs Customized Research Services, visit www.shrm.org/customizedresearch Follow us on Twitter: http://twitter.com/SHRM_Research SHRM Survey Findings: Employing People With Disabilities - Practices and Policies Related to Recruiting and Hiring Employees With Disabilities . In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute 28