It is commonly accepted wisdom that ‘what gets
measured gets done.’ Establishing metrics and holding
managers accountable for hiring practices, particularly
in relation to affirmative action and diversity
goals, is also an effective way to promote demographic
change within your organization’s workforce.
This is especially true when considering disability as
one of the diversity characteristics. With the anticipated
final regulations from the Office of Federal Contract
Compliance Programs (OFCCP) regarding Section
503 of the Rehabilitation Act, many employers
who are doing business with the federal government
will have to set a hiring goal, currently proposed at 7
percent, for workers with disabilities. Additional
record keeping, benchmarking and adherence with utilization
goals will also be required in the hiring of
specified categories of protected military veterans
under the Vietnam Era Veterans’ Readjustment Assistance
Act, thereby increasing accountability to ensure
compliance. Success in meeting these regulatory
requirements depends on top leadership endorsement,
knowledge of relevant local and national resources,
development of strategic plans and then holding people
accountable for effective implementation.
There are many public and private sector entities who
are leading the way when it comes to measurement
and accountability for diversity goals related to hiring
and advancing veterans and people with disabilities.
The common denominator for all these organizations
is top management support. Organizational endorsement
of hiring initiatives related to veterans and persons
with disabilities should be expressly connected to
other vision and mission statements regarding general
diversity and inclusion. Written statements in internal documents and training materials that actively promote
a culture of inclusion underscore the imperative to
make disability a part of what is considered diversity
goals. They also give a strong message to members of
the existing workforce and thus help to take the fear out
of self-disclosure. From there, the responsibilities related
to implementation should be assigned to a specific
group of personnel, whose performance will be measured
in part by how effectively the organization meets
those goals.
The US Equal Employment Opportunity Commission
(EEOC) issued guidance recommending that employers
establish a designated “decision maker” regarding all
requests for accommodations. This designated individual
should be expertly familiar with the organization’s
process for granting and funding accommodations. One
of the most powerful tools that organizations can offer
managers and supervisors is the ability to access a centralized
accommodation fund. Even though, according
to the Job Accommodation Network (JAN), in most
cases there are no costs associated with providing an
accommodation, a centralized fund eliminates the concerns
regarding costs and creates a neutral assessment of
candidates with disabilities for employment, including
veterans with service connected disabilities. Centralized
funds for accommodation could also make it easier to
retain an incumbent employee who develops or discloses
a disability for the first time. Designated decisionmakers
can manage these centralized funds to ensure
efficiency. However, frontline managers and supervisors
must also be trained to recognize accommodation
requests during the hiring process and throughout the
employment cycle.
Training for all employees is a critical component of creating awareness
and establishing accountability. Anyone in a position to hire or promote
staff should receive regular mandated training on affirmative action
goals, dealing with conscious and unconscious biases and issues pertaining
to disability and military culture. Providing supervisors and
managers with the right tools and resources to effectively recruit and
evaluate candidates with disabilities and job seekers transitioning from
military to civilian life, can demystify the process for those who may be
unfamiliar with the skills and abilities of these target groups. When
supervisors are aware of the policies and procedures related to interactively
engaging an employee with a disability, and when an accommodation
request is made with confidence that the organization has the
necessary infrastructure to support them, a seamless process is created.
This will ultimately have a positive net effect on workforce diversification
and productivity. Providing the proper training to key employees
and then holding them accountable for integrating that information into
everyday employment practices, can be a powerful way to communicate
desired organizational culture, as well as targeted employment outcomes.
Once the right tools and supports are in place, establishing a system for
evaluating data on hiring, promotions and compensation that is specific
to the employment and advancement of veterans and people with disabilities
should be implemented. In the federal sector, Executive Order
13548 emphasizes greater accountability for compliance with affirmative
action mandates, for which detailed metrics can be useful. For federal
contractors, this type of data is critical to ensuring compliance with
OFCCP mandates and will become increasingly necessary as proposed
new regulations begin to take effect over the course of 2013 and 2014.
Beyond compliance, the data itself can become a useful strategy for
improving diversity. When shared internally via regular reporting mechanisms,
progress toward implementing affirmative action goals can be
noted among specific departments and units and offering opportunities
for recognizing groups that meet or exceed those goals. But even private
sector employers who lack affirmative action mandates can benefit from
centralized processes and effective data reporting mechanisms to
improve their talent acquisition potential.
Employers who are required to comply with the Americans with Disabilities
Act, the Family and Medical Leave Act and other federal, state and
local employment laws can have a vested interest in benchmarking activities
which highlight disability as an aspect of overall diversity. Creating
accountability across all employment sectors can be an effective driver
for diversity and inclusion and leverage the talents and contributions of
all employees.
AskEARN
by Judy Young, MA and Ellice Switzer
Judy Young is the grant manager for the National Technical Assistance, Policy and Research
Center for Employers on the Employment of Persons with Disabilities funded by the US
Department of Labor, Office of Disability and Employment Policy (ODEP). Ms. Young’s areas of
expertise include recruitment, accessibility, worksite accommodations, disability etiquette,
diversity and inclusion and compliance with the Americans with Disabilities Act. Ms. Young is a
frequent presenter at major diversity and employment conferences and she is a member of the
speaker’s bureau of the Society of Human Resource Management (SHRM).
Ellice Switzer is the Technical Assistance Specialist for the Employer Assistance and Resource
Network (EARN) operated under a grant from the US Department of Labor, Office of Disability
and Employment Policy by the Employment and Disability Institute at Cornell University. She
provides consultation to employers seeking to diversify their workforce by recruiting, hiring and
retaining employees with disabilities.
Excerpts
from the Andy
Madadian Issue
Jun/Jul 2013:
Derek Paravicini Hes Got the Keys to the World
Sharjahs
Sheikha Jameela bint Mohammed Al Qasimi
China Wang Kun Overcoming Obstacles
for Art
ANDY Music + Charity
= Millions of Fans
QJMC
Team Quincy Jones Spreading Musics Roots
Morgans Wonderland
An Accessible Fun-der-land
Accountability Employing People with Disabilities
Articles
in the Andy Madadian Issue; Senator Harkin The Deaf President
Movemen; Ashley Fiolek From Pigging Out to Nutrition Classes;
Humor Part II of the Greek Geek Adventure; Candida
The Hands She Was Dealt; Derek Paravicini Hes
Got the Keys to the World; Geri Jewell Next Exit, Joy; Seizure
Dog She Nose When; Long Haul Paul What the Farkle?;
China Wang Kun Overcoming Obstacles for Art; Sharjahs
Sheikha Jameela bint Mohammed Al Qasimi; Accountability
Employing People with Disabilities; ANDY Music + Charity =
Millions of Fans; QJMC Team Quincy Jones Spreading Musics
Roots; Morgans Wonderland An Accessible Fun-der-land;
DRLC The Blame Game in Gun Control ; ABILITY's Crossword Puzzle;
Events and Conferences...
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