There is always a lot of ongoing talk and research on barriers to employment for people with disabilities – overriding factors that contribute to the general low workforce participation/high unemployment rates for people with disabilities. When cited, they typically include Employer Attitudes, Financial Disincentives (related to income security programs), Workplace Discrimination, Lack of Requisite Skills, etc. I believe that a seldom-cited factor that deserves a lot more attention is the ineffectiveness of many services that provide employment-focused supports to people with disabilities. From government vocational rehabilitation programs to community-based placement services, there is a wide spectrum of such services in all communities. Typically under funded, they are also too frequently unsophisticated. Recognized as good enough to provide support to job seekers with disabilities, few of them would readily be considered competent to provide such services to other job seekers (e.g. college graduates, professionals in career transition).

One prevailing symptom of this lack of sophistication is their frequent inability to relate effectively to employers in their communities. In North American society there is a general disconnect between the culture of social services and that of private enterprise. This disconnect is seldom less tragically evident than in the realm of employment services for people with employment barriers – and people with disabilities in particular. Employers reflexively hold non-profit organizations suspect in their ability to deliver quality services. Social service providers too often have little understanding of the “business realities” that drive the decision-making processes (including hiring decisions) of most employers.

These are generalizations on my part. While there are an embarrassing number of ineffective organizations, there are also a great many really effective organizations as well. Given that, however, how does an employer decipher between them? How do they determine which organizations to work with – which ones are most likely to provide them with good candidates for their job openings? Once they find some good organizations to partner with, how do they establish and maximize the benefit of their relationships?

Mainstream Inc. in Bethesda Maryland was one of the most strongly employer-focused organizations (providing employment services to people with disabilities) that I ever encountered. It was founded in 1975 but, tragically, lost its funding a few years ago. Their quarterly publication “In the Mainstream” was a no-nonsense beacon in the night of this disconnect between employers and social service agencies – consistently pointing the way to more effective ways to collaborate and open employment opportunities to people with disabilities. In the October 2004 issue of our newsletter, we re-published their list of “Six Steps for Evaluating Local Disability Organizations as Recruiting Organizations.” (See link below.) I particularly liked how they asserted that these organizations should be held accountable for their performance and track records.

Unlike many other “vendors” that businesses use, the ability of an organization to supply a company with good job applicants, is dependent not just on its own competence, but on the effectiveness of the collaborative working relationship it is able to develop with that company. Collaboration is a two-way street. In this issue, we are reprinting Mainstream’s “Eight Steps for Getting Qualified Job Seekers with Disabilities” – a practical compilation of ideas that employers can use to develop effective working relationships with the disability-related organizations that they decide to use as referral resources.

~ Rob McInnes

© Rob McInnes, Diversity World, July, 2006

(If not used for commercial purposes, this article may be reproduced, all or in part, providing it is credited to "Rob McInnes, Diversity World - www.diversityworld.com". If included in a newsletter or other publication, we would appreciate receiving a copy.)

Please consider sending us your opinions, perspectives, experiences or related resources on this topic. Unless you specify otherwise, your comments and contact information may be edited/published in a future edition of this Newsletter.

(Originally published in "In the Mainstream")

1. Contact the Referral Resource for the Right Reason

There is only one: You're looking for qualified job applicants and if there are any applicants out there who happen to be disabled but can do the job, with or without reasonable accommodation, you'd like to give them serious consideration.

If you're only going through the motions--sending out job orders with no intention of ever interviewing an applicant with a disability; contacting a disability organization just before you're about to face a compliance review (assuming you are a federal contractor) by the Office of Federal Contract Compliance Programs--service providers will quickly get the message and take you about as seriously as you take them.

2. Initial Contact: Call or Write for Information First

This is a good way to avoid meeting with service providers who cannot provide you with the kinds of applicants you're recruiting. If the referral source only has applicants with clerical skills and you're looking for graphic artists, why waste your time?

On the other hand, do not contact an organization that serves a specific disability group based on the perception that the job matches up well with that group's disabling condition. For example: "We have some telemarketing positions that can be handled out of the home. Perfect for people in wheelchairs. Let's get in touch with the Paralyzed Veterans Association." This is matching a job to a person's disability, not ability.

3. First Meeting: In Your Office

Assuming you've found a referral source that has a pool of applicants that might be able to meet your hiring needs, invite a representative of that organization to your office. This is the surest way to show that you are sincere in working with that service provider. It is also the best way for the organization's representative to get a feel for your environment.

Include a tour of the actual workplace-where the individuals would be working if hired. Not only will this give your new contact an idea of what kind of accommodations may be necessary for what kind of limitations, but more importantly, he or she will get a real sense of the workplace atmosphere: high pressure or slow-paced; hazardous or relatively safe work area; and so forth. This kind of knowledge will often help make the difference between an inappropriate and a successful hire.

In your discussions with the service provider, try to explain your organization's philosophy, rules and policies, as well as more basic information such as salaries, benefits and opportunities for advancement.

4. Ask the Service Provider: "Besides Applicants, What Else Can You Provide Me With?"

Recruiting sources often provide many of the services identified under "Six Steps for Evaluating Local Resources" (Track Record: Past and present disability employment activities).

5. Establish a System for Sending Job Openings and Responding with Referrals

Be sure to send a job description that accurately presents the essential functions of the job. You may want to include more specific information of the physical and mental demands of the position in question.

Should the referral source send you a candidate who is clearly unqualified for the job, contact that service provider immediately after the interview and explain why the applicant was inappropriate. (We're all entitled to one mistake, as long we learn from it.)

6. Become Involved in Your Referral Sources's Activities

Does the referral source have an advisory board or board of directors? Find out how you can join. Especially with those organizations that provide job training as well as placement, you'll be better able to channel their training activities to your needs as well as the needs of the local employer community.

Almost all service provider groups are looking for in-kind services. Will you print their newsletter? Donate a desk or computer? Or, if you've really found a good referral source-¬and it's a nonprofit, private organization--why not become a corporate sponsor organize a fundraiser?

7. Make Them Part of Your World Too

Help them "break into" other businesses, especially those that are reluctant to hire people with disabilities. Take a service provider to (business) lunch. Become their ambassador to the rest of the employer community.

8. Initiate Scholarships, Internships and/or Summer Programs for Individuals with Disabilities from Your Referral Sources

Everybody benefits.

"As a refugee from a lay off from a large corporation I take issue with this part of your article:

Larger companies have the resources to be well-informed and responsible about their disability-related responsibilities. (This is true but it does not occur either at the HR or the manager level in many cases, I know of some while I was employed and even now this level of unwillingness exists in large corporations. I do not want to demonize them because they do have the resources but when a company says they have a diverse workforce, ask for the details and see what emerges. The picture is not what you might think.)

While this knowledge and information may not permeate the organization, (amen to that) there will be identifiable people who are responsible (and typically well-informed) on issues like accessibility of facilities, workplace harassment, job accommodation policies, etc. There is likely to be some form of disability-related training and/or information that all employees have been given. (I think some research here might be revealing.) Employees with disabilities can be reasonably confident that they will be treated with respect and have the tools and supports to do their jobs well. Put that question to folks with disabilities currently employed and see what answers you get—I would be interested."

- Barney Mayse, Disability Advocate

We believe this is one of the VERY BEST videos ever produced on employment & folks with disabilities. We were delighted to discover it and add it to our store a few months ago. Profiling several people with significant disabilities in key a variety of sectors, it is a short (9 minute), fast-paced and compelling portrayal of the competency of employees with disabilities in today’s workplaces.

It is perfect for corporate audiences & employers who need to be jolted out of their outdated attitudes about employees with disabilities. As a stand-alone piece, as a conversation-starter, or as a component of a longer presentation, it is a perfect toll for Human Resources Managers, Diversity Managers or Employment Specialists who have opportunities to educate audiences about disability in the workplace. Frankly, we don’t know why anyone who works in this area wouldn’t want to have a copy at their disposal.

Unfortunately, it really hasn’t “caught on” yet. A lot of folks just aren’t aware of it. The word isn’t out! We really want to encourage people to start using it – to get it out to the public at large.

From time to time, we have made mention of the work of Solutions Marketing Group (SMG) in helping companies realize and tap into the important customer base that people with disabilities constitute. SMG publishes a monthly electronic newsletter. The July 2006 issue is truly an outstanding one for people interested in employment issues for people with disabilities. Don’t miss it! Included are: an article on Joyce Bender – one of the truly dedicated and innovative champions in the employment and disability arena, the third in a series of articles on the “Disability Diversity Quotient” by John Kemp – an outstanding leader in the community of people with disabilities.

John Stossel is an award-winning news correspondent and co-anchor of ABCNEWS' 20/20 program. In a recent article, “Are You Able to Obey This Law?”, he asserts that the Americans with Disabilities Act has actually caused employers to shy away from employees with disabilities. Hmmm…

October is National Disability Employment Awareness Month (NDEAM) in the US. It is a great opportunity for employers and organizations to take stock of their ongoing practices and/or launch new initiatives. A new poster for NDEAM 2006 is now available.

Walgreens, the nation's largest drugstore chain, has launched an innovative initiative to hire people with disabilities at its new distribution center in Anderson, S.C. and is recruiting through a new, specially-designed Web site. Their goal is to have at least one-third of the workforce consist of employees with a variety of disabilities.

Recruiting is being done through an innovatively-designed website that incorporates audio messages, photos, video and a large-print text option to depict jobs and work life at Anderson. The site also is designed to be accessible to blind and low vision individuals who use screen reader technology. Under the jobs section, videos show employees performing various jobs, and the text describes what the workers are doing. Prospective employees unsure if they can perform the essential job functions can take a self-quiz to get an idea of the tasks involved.

For potential employees considering relocating to Anderson, the site also has information about Walgreens partnership with 13 local disability agencies. Knowing the difficult challenges faced by people with disabilities who want to work, Walgreens designed the Web site to address concerns such as transportation, housing and the impact of gainful employment on Medicaid, SSI or SSDI benefits.

Are you interested in learning more about disability and employment issues? Are you an employer? An educator? A service provider? A job seeker with a disability? In our store, DiversityShop, we carry over 20 of the best books and videos that we have found on issues of disability and employment. Check them out now!

Would you like information or advice on a particular issue related to disability & employment? Tie into our network of over 5000 readers! Send us an email and we will post your question in our next newsletter.

My question: Do you know of any jobs you can do from home or on the Internet that do not involve owning a business? Is there some agency I could apply to? There a lot of such jobs, but I've found nothing but ones that involve taking your money. Please, let me know. Surveys do not pay much. Reading an email is less. My background is nursing. Thanks for any help. (I've already tried Vocational Rehab. route.) - Nancy Morrison

I am a nurse dealing with children from 0-22 years old, all of them disabled. As they approach their teen years I like to talk to the parents about employment possibilities for their children. I also have a son who is now 23. He has had mixed moods for the past 2 years. He was finally diagnosed Bipolar I rapid cycler, and is in treatment. I feel very discouraged trying to find employers willing to work with his disability. At the same time, I have not been able to get SSI for him, therefore the family finds itself in a vicious cycle, of hoping he can go to work, and not finding ways, the consequences of not getting work, and being unable to hold a job for an extended period of time, exacerbates his disorder. Each time he has attempted to work, he gets manic or depressed, causing again one more time feelings of insecurity, of self punishment. Can anyone give me ideas I really have run out of them? – Toti

Is your organization holding an event that might be of interest to our 3000+ readers? Would you like to add your event to our listings?

Boston, MA: September 13-15, 2006

“Aspire, Achieve, Empower”

Partners for Youth with Disabilities is pleased to announce that Aspire, Achieve, Empower: First National Conference for Mentoring Youth with Disabilities will be hosted in Boston on September 13-15, 2006. The conference will bring together experts in the field, researchers, program providers, and others who have an interest in the inclusion of youth with disabilities in the mentoring movement. Topics covered will include best practices, funding, and much more.

Boston, MA: September 18 & 19, 2006

“Empowering Employers to Build an Inclusive Workforce”

For over 22 years, the Job Accommodation Network (JAN) has provided focused, trusted, and informed answers to these and other questions. This annual conference unites JAN consultants with featured speakers who have expertise in employment law, innovative employment practices, and disability issues.

Minneapolis, MN: October 4 – 6, 2006

“Inclusion: The time is Now”

Over 300 attendees are expected from Business Leadership Networks across the country, as well as other corporations and individuals who are seeking best practices and solutions for recruiting, hiring, employing and marketing to people with disabilities. Companies throughout the U.S. are striving to bring awareness, inclusion and innovation into their workplaces for people with disabilities.

Arlington, VA: October 5 & 6, 2006

“What We Know and Need to Know”

This two-day conference will (a) cover current statistic on the characteristics and status of working-age people with disabilities derived from current survey and administrative data and (b) explore options for improving future data collection and data distribution efforts.

Archives of past issues are available on our website - www.diversityworld.com

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