dr. antonio ruiz dr. hannah rudstam disability & business technical assistance center--ne
DESCRIPTION
www.edi.cornell.edu. Employment and Disability Institute. Building Capacity from the Inside Out: Engaging Insiders to Enhance Disability Inclusiveness U. S. Business Leadership Network. Dr. Antonio Ruiz Dr. Hannah Rudstam Disability & Business Technical Assistance Center--NE - PowerPoint PPT PresentationTRANSCRIPT
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Building Capacity from the Inside Out: Engaging Insiders to Enhance Disability
Inclusiveness
U. S. Business Leadership Network
Dr. Antonio Ruiz
Dr. Hannah Rudstam
Disability & Business Technical Assistance Center--NE
Providing training and technical support in New York, New Jersey, Puerto Rico and U. S. Virgin Islands
Contact us at 1800 949 4232Employment and Disability Institute www.edi.cornell.edu
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Plan for session…
1. Why this? Why now? Challenges in building capacity for disability & employment programs
2. Understanding barriers to employing people with disabilities: The DBTAC Barrier Intervention Model
3. Building capacity from the inside out: An overview of the ADA Trainer Network Program
4. Reaching employers: Lessons learned thus far
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1.
Why this? Why now? Challenges in building capacity for disability & employment programs
The conceptual lens:
How have disability issues been framed for
businesses?
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The “Tiny Tim” Stage
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The “Hire the Handicapped”
Stage
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Legal Compliance
Stage
The Americans With Disabilities
Act
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Beyond legal compliance… The business
journey
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Why is it still a journey? Why haven’t we arrived?
…Because the main
stakeholders in the disability
and employment
landscape have not operated
from the same world map.
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Maps of the world
Businesses Disability Service Providers
People with Disabilities
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Each world has its own language, needs and culture
Businesses
Language of value propositions
Need to make a profit
Culture of performance
Disability Service Providers
Language of program building
Need to make placements
Culture of service
People with Disabilities
Language of equal treatment
Need to make a living
Culture of justice
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These worlds don’t have to converge. They just need to find a few sweet spots.
BusinessesDisability
Service Providers
People with Disabilities
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BusinessesNeed to see service providers as any
other suppliers/contractors
Need to see people with disabilities as an untapped source of talent instead of
as a risk
Disability Service Providers
Need to see themselves as business partners
Need to see people with disabilities as individuals with unique talents and aspirations that are valued in the
workplace
People with DisabilitiesNeed to see themselves as providing a valued contribution to business goals
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To build capacity, we need to see from the inside of each other’s world maps…
Requires an insider’s perspective
•Business community insider
•Disability community insider
•Local or regional insider
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To build capacity, we need to see from inside each other’s world maps
The ADA Trainer Network program is an attempt to deliver the message by recruiting…
•Insiders from the disability community
•Insiders from the local/regional community
•Insiders from the business community
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Can’t Won’t
Don’t Know
2. Understanding barriers to employing people with
disabilities:
The DBTAC Barrier Intervention Model
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Individual Barriers
Collective—Organizational Climate Barriers
Can’t Barriers Won’t Barriers
Don’t know Barriers
Individual Attitudes/Beliefs
Individual Behaviors
Individual Knowledge/Information
Can’t Barriers Shared Behaviors:Policies/Practices
Won’t BarriersShared Attitude
Systems
Don’t know BarriersShared knowledge
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Individual barriers
Collective/climate--based barriers
Can’t Barriers Won’t Barriers
Don’t know Barriers
Attitudes/Beliefs
√ I have the right behaviors√ I have needed knowledge
But my attitudes and beliefs are in the way
Behaviors
√ I have needed knowledge√I am willing and committedBut my behaviors are in
the way
Knowledge/Information
√ I have the right behaviors√I am willing and committed
But I lack knowledge
Can’t Barriers Shared
Policies/Practices√ We have needed
information systems√We have a compelling
shared visionBut we lack effective
organizational policies/practices
around diversity and disability
Won’t BarriersShared
Attitudes/Beliefs√ We have right
policies/practices√ We have needed
knowledgeBut we lack a
compelling shared vision around
diversity & disability
Don’t know BarriersShared knowledge
√We are willing and committed√We have organizational policies & practicesBut we lack shared knowledge systems
around diversity and disability
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Individual gatekeepers/decision-makers’ knowledge:
•lack accurate knowledge of disability laws•lack of knowledge of market, population, customer trends
Individual gatekeepers/decision-makers’ behaviors:
•discomfort in interacting with employees with disabilities•unable to manage accommodations•hiring behaviors—”hire those who are just like me”
• ineffective mentoring of employees with disabilities
Individual gatekeepers/decision-makers’
attitudes:•Lowered expectations of people with disabilities•Fear of lawsuits•Fear of negative impact on customers
Shared organizational knowledge:
•Organizational knowledge sharing systems exclude any consideration of disability
Shared organizational practices/policies
•Obvious dis-incentives (e.g. no organization-wide accommodation budget, diversity/disability-inclusiveness not part of leaders’ performance expectations) •Hidden dis-incentives (e.g. unrealistic productivity demands)
Shared organizational vision•No compelling vision/mission around disability or diversity•No compelling business case made for disability-inclusiveness throughout organization
The DBTAC Barrier Intervention Model:
Examples of Barriers
Individual Level
Collective Climate Level
Don’t know Barriers
Can’t Barriers
Won’t Barriers
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Most of our interventions are
here
But many of the barriers are here
But many of the barriers are here
But many of the barriers are here
But many of the barriers are here
But many of the barriers are here
Individual Level
Collective Climate
Level
Don’t know Barriers
Can’t Barriers
Won’t Barriers
InterventionsOn-line or in-
person training
Knowledge dissemination—
e.g. briefs, newsletters, articles, etc.
InterventionsChanging performance
expectations for managers
Coaching for managers: leading for disability
inclusiveness
InterventionsGive leaders real-life
experience with employees with
disabilities
Exposure to success stories of other
employers
InterventionsCraft a compelling
organizational vision around disability
inclusiveness & the business case
Match vision to mission
InterventionsEliminate dis-incentives—e.g. create centralized
accommodations budget
Examine work routines & job designs—eliminate
rigidity, introduce flexibility
InterventionsCreate resource groups
or communities of practice around disability
Build disability inclusiveness updates
into shared conversation spaces
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3. Building capacity from the inside out:
An overview of the ADA Trainer Network Program
To enable “insiders” to deliver the disability message…
•By providing high quality, inter-active programs across a range of customer-driven disability topics
•By supporting a network of qualified “insider” trainers with train-the-trainer sessions, program plans, materials and web-based support
•By enabling people with disabilities to be seen as experts—as viable trainers
•By standardizing a program approach so that we can better assess impact
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ADA Trainer Network Offering
Program 1 Disability Awareness Program 2
Getting Hired and Moving Ahead in a Job When Working
with a Disability
Program 3 Tapping into Talent: Best Practices in Employing
People with Disabilities
Program 4 Serving
Customers with DisabilitiesProgram 5
Hidden Disabilities
Program 6 Accessibility for
Government Entities
Program 7 Accessibility for Private Sector
Businesses
Program 8 Accessible
Technology in the Workplace
Program 9 Accessible Websites: Everyone Benefits
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4. Reaching employers: Lessons learned thus far
• The power of message is enhanced by using trainer-experts who themselves have disabilities
– Walking the talk– Seeing someone with a disability as an expert– Human experience with disability enriches the material (but with some caveats)– “The devil’s in the details”
• Balancing program consistency with customization
• Encourage trainers to use training session as initial entry to build upon local networks—get away from a “one shot deal” and toward a sustained partnership
• The need to get beyond a sole reliance on legal compliance
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Activity…
1. As a group, read the scenario
2. Discuss your response to the questions in the small group
3. Debrief as a large group• Disability inclusive business strategies• The return on investment of disability inclusiveness
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If you would like a copy of this presentation sent to you, please email Barbara Sosna
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Finally, remember this…
If you have questions, call the Disability and
Business Technical Assistance Center at
1 800 949 4232