January 25, 2012Julie Cook- DirectEmployers

James Emmett- CLIICC Centers

Disability Recruitment and Hiring

Fed

era

l C

on

tracto

r C

om

plian

ce Purpose of 503 Amendment

• Against individuals with disabilities in employment with federal contractors and subcontractors

• Standards for contractors to increase the employment of individuals with disabilities in the workforce

• Into the regulations necessitated by 2008 ADA Amendment

• That exists in current 503 regulations to clearly identify mandatory activities and to specify the timeframe

Fed

era

l C

on

tracto

r C

om

plian

ce Proposed Requirements

• 7% Hiring Goal• Personnel Practices• Self-Identify• Annual Survey• Written Accommodation

Process• Linkage Agreements

Bu

ild

ing

a N

ati

on

al S

trate

gy National Partners

James Emmett Consulting

Bu

ild

ing

a N

ati

on

al S

trate

gy National to Local

• National partners to energize disability community

• Coordination of on the ground resources

• Educate businesses to attract and retain TOP talent

• Train and arm the disability community to meet business needs

Div

ers

ity a

nd

Dis

ab

ilit

yWorkplace Diversity & People with Disabilities

Companies are focused on increasing diversity, but not necessarily on hiring people with disabilities as part of these diversity initiatives.

Doin

g B

usin

ess w

ith

Bu

sin

ess Common Barriers

Heterogeneous populationFinding disability partnersExpertise and knowledgeIncreased costsFear of Unknown

Str

ate

gie

s f

or

Su

ccess

Business Needs

Business Focus: –Business First Approach

Business Trust: –Responsive & Dedicated

Primary Partner: –Increased Efficiency

Feedback Loops: –Improved Execution

Syst

ems

and

Infr

astr

uctu

reDisability Community

• Complexity of service delivery systems• Subject matter experts• Nationwide hiring and

inclusion • Coordination of resources• Strategic Planning• Training

Syste

ms a

nd

In

frastr

uctu

re Doing Business the Old Way

Disability Community

Partners

One person one job! (no

pipeline)

Low expectations

of candidates

Not able or willing to

manage the relationship

Incomplete data

collection

Syste

ms a

nd

In

frastr

uctu

reA New Model

Businesses want to work with a

preferred vendor

Businesses need a partner to help

manage the business/disability

relationship

Businesses need a partner to

evaluate progress and

best practices.

There is a difference single Point of Contact

and a partner for the business.

Businesses do not know how to find the pipeline

of candidates with disabilities

Tie

r O

ne

Technology and Job Delivery

• Create a useful and non-duplicative system to get job openings out to all 80 state VR agencies and community providers

• Strategies:– Identify Primary and Secondary contacts– Complete resource mapping– Build post-secondary partnerships

• Outcome: – Increased availability of vetted jobs – Automated compliance system for DE

members– Increased access to disability partners

Tie

r O

ne

Benefits of the NLX

•Job seekers apply directly with company•Employers reach a greater number of candidates with low to no cost•Increases efficiencies- HR and Community Orgs.•Employers meet affirmative action objectives and achieve hiring goals•Individuals with disabilities who are seeking employment have improved access

CLII

CC

Cen

ter

What are the CLIICC Centers?

• Company Lead Inclusion & Internal Capacity Creation (CLIICC Center)

• Provide disability & diversity focused consulting services to companies who are members of DirectEmployers Association in partnership with local disability partners

• Two levels of service from CLIICC Centers:– Diversity/Disability compliance consulting

(Tier2)

– Disability outreach project consulting (Tier 3)

Tie

r T

wo

Education and TrainingStrategies:

–DOL compliance training–Customized training – Train disability community to be

responsive to business & compliance needs

Outcomes:

–Leveraging of resources–Long term hiring pipeline–Compliance & beyond

Tie

r Tw

oDisability Expertise

• Job/Essential Functions Analysis• Job Requirement Review• Personnel Practice Audit• Ongoing Employment Practices

Review/Support• Reasonable Accommodation

Training• Communicating Job Openings to the

Disability Community

Tie

r Th

ree

Company Wide InitiativesAggressive, long-term company-wide disability hiring initiatives across multiple statesStrategies:– Technical Assistance– Internal Strategies to directly tap into

the disability community as a powerful labor

– Education• Outcomes:

―Successful, long-term hiring relationships

―Inclusive work environments―Built in compliance

Tie

r Th

ree

Internal Strategies

Strategic Planning– Needs Assessment – Review of Current Strategies

Business & Community Marketing– TBTL Affinity Groups

Community Partner Collaboration

Training and Education

Wh

at’

s in

it

for

bu

sin

ess?

The Business Case in Tier 3

• Reduced Recruiting Costs• Reduced Training Costs• Reduced Turnover• Tax Credits• Other Incentives• Increased Diversity• New Customer Niche Group• Increased Brand Loyalty• Improved Community Relations• OFCCP Compliance• Risk Reduction/ADA Compliance Support

Op

port

un

itie

sBusiness Opportunities

• Direct Access• Ongoing and Customized Support• Support from disability experts• Inside Information• Right fit = Increased Opportunities• Increased Inclusion • Improved federal indicators• Pipeline of partners and careers• Coordination of Resources

Wh

ere

Do W

e G

o F

rom

Here

? Next Steps

• Contact us• Company needs assessment• Create disability outreach strategy• Develop incentives/resource plan• Identify local, state, & national partners

to meet your needs• Build your consortium & pipeline • Develop natural support/inclusion

process• Coordination of Resources• Ongoing evaluation & improvement

Con

tact

Info

rmati

on

Contact Us

• Julie Cook jcook@directemployers.org

317-874-9015

• James Emmettjames@apse.org574-808-9779