Recruiting, Retaining and Honoring a World-Class Workforce to Serve the

American People

Michael MurrayOffice of Diversity and Inclusion

Dec. 3rd, 2013

Office of Disability Employment Policy

Increasing Federal Employment of Individuals with Disabilities• Hire an additional 100,000 individuals with disabilities over 5

years• Each agency needs to include the following:

• Designate a senior-level agency official to be accountable for enhancing employment opportunities

• Include performance targets and numerical goals • Provide training of employment process: Schedule A• Increase accommodations and accessibility: physical and

virtual• Increase agencies’ retention and return to work for

individuals with disabilities and work-related injuries and illnesses

• OPM’s Website for the Executive Order, supporting model strategies and other related disability employment resources: www.op.gov/disability/

Executive Order 13548

2009 2010 2011 2012 – First Two Quarters

Number Percentage Number Percentage Number Percentage Number Percentage

Permanent Workforce 169,726 9.7% 187,313 10.7% 204,189 11%

New Hires 16,730 10.7% 18,963 10.3% 18,738 14.7% 4,064 16.4%

Disability Data Overview

FY All New Hires All Disability %

1980 163,119 7,954 4.9%1981 139,059 7,198 5.2%1982 121,087 5,957 4.9%1983 114,564 5,581 4.9%1984 140,833 6,905 4.9%1985 150,771 7,161 4.7%1986 127,977 6,415 5.0%1987 135,907 6,477 4.8%1988 127,023 6,240 4.9%1989 148,821 7,898 5.3%1990 117,399 6,330 5.4%1991 124,895 7,693 6.2%1992 102,592 7,372 7.2%1993 70,540 5,771 8.2%1994 57,621 4,299 7.5%1995 121,360 8,645 7.1%1996 53,426 3,762 7.0%1997 59,596 4,316 7.2%1998 65,474 4,777 7.3%1999 68,239 5,142 7.5%2000 80,926 5,981 7.4%2001 94,745 7,478 7.9%2002 133,014 9,426 7.1%2003 204,428 13,087 6.4%2004 88,726 7,350 8.3%2005 100,408 8,808 8.8%2006 102,949 9,548 9.3%2007 112,669 10,856 9.6%2008 152,257 15,454 10.1%2009 156,306 16,730 10.7%2010 151,999 18,963 12.5%2011 127,487 18,738 14.7%

Disability New Hires

(1980-2012)

In the past 32 years, people with disabilities have not been hired at

such a high percentage in the Federal Government.

FY All On Board All Disability % 1973 1,748,020 35,969 2.1%1974 1,792,350 33,365 1.9%1975 1,806,340 31,858 1.8%1976 1,824,067 31,464 1.7%1977 1,821,317 133,020 7.3%1978 1,815,727 131,280 7.2%1979 1,792,875 125,176 7.0%1980 1,779,834 123,590 6.9%1981 1,772,572 122,942 6.9%1982 1,779,131 122,108 6.9%1983 1,764,968 122,370 6.9%1984 1,780,789 125,072 7.0%1985 1,809,339 127,510 7.0%1986 1,789,529 126,349 7.1%1987 1,822,004 128,063 7.0%1988 1,821,824 129,528 7.1%1989 1,845,876 133,725 7.2%1990 1,848,435 136,889 7.4%1991 1,877,323 141,821 7.6%1992 1,879,894 149,584 8.0%1993 1,823,193 146,856 8.1%1994 1,755,221 141,069 8.0%1995 1,693,177 136,007 8.0%1996 1,640,258 130,689 8.0%1997 1,585,408 125,895 7.9%1998 1,556,531 123,079 7.9%1999 1,536,156 121,715 7.9%2000 1,524,883 120,939 7.9%2001 1,536,627 122,284 8.0%2002 1,579,254 126,647 8.0%2003 1,582,636 129,032 8.2%2004 1,602,773 133,316 8.3%2005 1,611,400 136,909 8.5%2006 1,608,157 139,982 8.7%2007 1,618,159 144,852 9.0%2008 1,673,249 153,916 9.2%2009 1,757,105 168,883 9.6%2010 1,831,719 186,416 10.2%2011 1,856,580 203,562 11.0%

Permanent Federal

Workforce

More people with disabilities work for the

Federal Government now than in the past 32 years.

Unfinished Business: Making Employment of People with Disabilities a National Priorityhttp://www.harkin.senate.gov/documents/pdf/500469b49b364.pdf

“I call for public and private sector employers to set goals for boosting disability employment, greater opportunities for entrepreneurs with disabilities, improved services to young people with disabilities that can lead to better employment outcomes after graduation, and bipartisan reforms to the largest disability entitlement programs so that they consistently support the efforts of people with disabilities to achieve success in the labor market and become part of the middle class.” Senator Tom Harkin

Change is Now!

Walgreens, the country’s largest drug store chain with over 7,000 stores nationwide, developed a plan to recruit a diverse workforce made up of at least 20 percent workers with disabilities in two of its distribution centers. In its Windsor, Connecticut site, employing over 400 employees, over 50 percent of those employees have a disability, including individuals with seizure disorders, autism, hearing impairments, visual impairments, cerebral palsy, intellectual disabilities and mental health disabilities.

“Broadening our workforce by employing people with disabilities is not only the right thing to do, but it also makes good business sense and has benefits that reverberate across our company and culture.”

Randy Lewis, Walgreen’s Senior Vice President for Distribution

Private Sector

On August 27, 2013, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs announced a Final Rule that makes changes to the regulations implementing Section 503 of the Rehabilitation Act of 1973, as amended (Section 503) at 41 CFR Part 60-741. Section 503 prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities (IWDs), and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals. http://www.dol.gov/ofccp/regs/compliance/section503.htm

The new regulations under Section 503 of the Rehabilitation Act will have as great an impact on the lives of Americas with disabilities as the ADA.Tony Coelho, Former House Majority Whip and primary sponsor of the Americans with Disabilities Act

Federal Contractors

2012–2013 National Governors Association (NGA) Chair’s Initiative A Better Bottom Line: Employing People with Disabilities http://www.nga.org/files/live/sites/NGA/files/pdf/2013/NGA_2013BetterBottomLineWeb.pdf

“This Blueprint for Governors is the culmination of my 2012–2013 National Governors Association (NGA) Chair’s Initiative, A Better Bottom Line: Employing People with Disabilities.” Governor Markell

States as Model Employers of People with Disabilities

States in their role as employers can pave the way for how to find, hire, retain, and advance employees with disabilities

• Nationwide, more than 5 million people are employed in non-education state government positions.

• 71 Businesses have told states that they are more likely to hire people with disabilities if state government is doing it successfully.

• We need the talents and skills of people with disabilities.

Why is this important?

Disability ≈ Diversity

Diversity + Inclusion =

Innovation

• http://www.dol.gov/odep/pdf/FAEStrategies.pdf • http://www.dol.gov/odep/pdf/2012EO13548.pdf

Promising and Emerging Practices for Enhancing the Employment of Individuals with Disabilities Included in Plans Submitted by Federal Agencies Under Executive

Order 13548

• The Employment Environment: Employer Perspectives, Policies and Practices Regarding the Employment of Persons with Disabilities by Cornell University Employment and Disability Institute

Policies and Practices in Private Industry

• Develop a process for self-identification of disability • Set hiring goals • Evaluate data• Accountability

Set Hiring Goals and Improve Use of Data

• In the 2012 FEVS, Federal employees with disabilities were given an opportunity to confidentially self-identify as a person with a disability and disclose their experience. Based on responses to FEVS workforce demographic questions, approximately 13.10 percent of Federal employees self-identified as having a disability. This, compared to FY 2012 data showing 11.89 percent of the Federal workforce self-identify as a person with a disability, results in an estimated data differential of 1.21 percent.

2012 Federal Employee Viewpoint Survey

E.O. 13548 is not an isolated effort but works in harmony with • Equal Employment Opportunity Commission goals;• E.O. 13518 on Employment of Veterans in the Federal

Government issued on November 9th, 2009; • the Presidential Memorandum on “Improving the Federal

Recruitment and Hiring Process issued on May 11, 2010; Presidential Memorandum on The Presidential POWER Initiative: Protecting Our Workers and Ensuring Reemployment issued on July 19th, 2010;

• E.O. 13583 on Establishing a Coordinated Government-wide Initiative to Promote Diversity and Inclusion in the Federal Workforce issued on August 18th, 2011, to make sure people with disabilities have a fair shot in the Federal service.

Set Goals

2009 2010 2011

Separations % Separations % Separations %

All Disability

ResignationAfter Notice 36 0.383% 36 0.343% 47 0.368%

Other 1,939 20.623% 2,203 21.003% 2,594 20.305%

Sub Total 1,975 21.006% 2,239 21.346% 2,641 20.673%

DeathOther 405 4.308% 416 3.966% 434 3.397%

Sub Total 405 4.308% 416 3.966% 434 3.397%

Termination RFI/Funds/etc

Other 17 0.181% 14 0.133% 58 0.454%

Sub Total 17 0.181% 14 0.133% 58 0.454%

New Placement

Other 1,420 15.103% 1,554 14.816% 2,052 16.063%

Sub Total 1,420 15.103% 1,554 14.816% 2,052 16.063%

Removal

Conduct 214 2.276% 234 2.231% 252 1.973%

Conduct and Performance 45 0.479% 58 0.553% 52 0.407%

Moved 8 0.085% 7 0.067% 52 0.407%

Other 528 5.616% 504 4.805% 561 4.391%

Performance 84 0.893% 98 0.934% 99 0.775%

Sub Total 879 9.349% 901 8.590% 1,016 7.953%

OtherOther 66 0.702% 101 0.963% 114 0.892%

Sub Total 66 0.702% 101 0.963% 114 0.892%

RetirementOther 4,640 49.351% 5,264 50.186% 6,460 50.568%

Sub Total 4,640 49.351% 5,264 50.186% 6,460 50.568%

Grand Total 9,402 100.000% 10,489 100.000% 12,775 100.000%

Separation Reasons and Rates for Individuals with Disabilities from 2009-2011

How are we doing in Minnesota?

How do we improve?

• Designate a task force or advisory body• Ensure websites and other materials are welcoming,

accessible, and easy to navigate• Formalize partnerships among human resources and state

agencies that work with people with disabilities• Create opportunities for work experiences in state

government.• Fast-Track Hiring System

• Hiring preferences• Civil service exam exemptions• Special appointment lists• Trial work periods and provisional appointments• Mandatory interviews

Outreach and Recruitment

How are we doing in Minnesota?

How do we improve?

• Conducting outreach to educate employees with disabilities about how to request accommodations.

• Centralized Accommodation Funding• Establishing reasonable accommodations policies and

procedures

Reasonable Accommodations

How are we doing in Minnesota?

How do we improve?

• Establishing return to work as the first option for workers who acquire disabilities

• Conducting exit interviews and stay interviews• Career development Trainings and plans• Hiring and promoting people with disabilities at all levels• Create and support Employee Resource Groups• Train managers on disability etiquette and best practices• Develop emergency management plans that specifically

address the needs of employees with disabilities.• Develop communities of practice on employment of people

with disabilities.

Retention and Advancement

How are we doing in Minnesota?

How do we improve?

• A Better Bottom Line: Employing People with Disabilities – http://www.nga.org/files/live/sites/NGA/files/pdf/2013/NGA_2013BetterBottomLineWeb.pdf

• OPM Disability Employment – http://www.opm.gov/policy-data-oversight/disability-employment/getting-a-job/

• Summary of Promising and Emerging Practices for Enhancing the Employment of Individuals with Disabilities Included in Plans Submitted by Federal Agencies under Executive Order 13548 – http://www.dol.gov/odep/pdf/2012EO13548.pdf

• Office of Disability Employment Policy – http://www.dol.gov/odep/topics/FederalEmployment.htm

Additional Resources

Phone: 202-606-0020Email: disabilityemployment@opm.gov

Contact Information