building a disability-inclusive talent pipeline · building a disability-inclusive talent pipeline....

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 AskEARN@viscardicenter.org

• 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: picerno.susan@dol.gov

Website: dol.gov/odep

Brett Sheats

National Project Director

EARN

Email: bsheats@viscardicenter.org

Website: AskEARN.org

Katherine McCary

President

C5 Consulting, LLC

Email: Katherine.Mccary@consultc5.com

Website: ConsultC5.com

Kathy West-Evans, MPA, CRC

Director of Business Relations

The National Employment Team, CSAVR

Email: Kwest-evans@rehabnetwork.org

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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