26 january10 2006 presentation

Virginia Department of Rehabilitative Services: 

Virginia Department of Rehabilitative Services Building the Workforce of the Future

What is DRS?: 

What is DRS? Promoting diversity in the workplace, the Virginia Department of Rehabilitative Services (DRS) provides quality programs and services that maximize the employment and independence of persons with disabilities.

Disabilities include a wide range of conditions. A few examples:: 

Disabilities include a wide range of conditions. A few examples: Paralysis Blindness or Visual Impairment Deafness or Hard of Hearing Mental Retardation Learning Disabilities Psychiatric Disabilities and Mental Health Conditions Epilepsy Chemical Sensitivity Brain Injuries HIV/AIDS Substance Abuse

U. S. Disability Statistics: 

U. S. Disability Statistics More than 58 million Americans has a Disability -20% of US population About 50% with severe disability affecting their ability to see, hear or perform basic functions of life 19 Million of Working Age 70% unemployed (30% employed vs 82% non disabled employed) 40% unemployment for college graduates The #1 cause of work limitation is back disorders, followed distantly by heart disease and arthritis 26% of non-workers with disabilities say that the accommodation they need in order to work is accessible parking or a transportation stop One in three of you will manage a disability It takes a person with a disability 10 times longer to get a job than their non-disabled counterpart People with disabilities are less likely to be promoted As population ages, more individuals will experience a disability People with disabilities have $1 trillion of annual aggregate income, $220 billion in discretionary spending

People with Disabilities in Virginia: 

People with Disabilities in Virginia 1.5 Million Virginians have disabilities 457,500 persons with disabilities are in the Virginia Labor Force Top 3 Causes of Work Limitation in VA are: Musculoskeletal Conditions such as; spinal cord injuries, CP, MD, Arthritis Mental Impairment

The 21st Century Workforce: 

The 21st Century Workforce Companies that are strategic in their recruiting efforts understand that they can no longer meet staffing needs through traditional means. By 2012, 19% of the US Workforces will be 55 or older, compared to 14% in 2002. Worker with a disability brings additional diversity into the workplace. Employers who establish hiring and return to work programs for PWD establish a culture that regards employees as valuable-not disposable

Attitudes and Perceptions: 

Attitudes and Perceptions If you would conduct a survey of businesses across the nation, it would result in a myriad of reasons why employers are reluctant to hire people with disabilities. However, the reasons would lead to one prevailing theme; FEAR

Myths and Realities: 

Myths and Realities Hiring a Person with a Disability is expensive (fear of cost) JAN reveals that 20% of employer accommodations cost nothing 80% cost less than $500.00 Average cost of accommodation $200.00 PWD are not as productive, need more supervision (fear of additional supervision and loss of productivity) DuPont Study of 1981 and survey of 1990 found that performances of PWD is equal to non-disabled counterpart. PWD have comparable safety record, loyal, reliable, motivated and low turnover New and improved technology assist PWD in workplace Most PWD do not require special training, outside assistance is available—frequently at no cost.

Myths and Realities: 

Myths and Realities A Disabled Worker cannot be Terminated (fear of being stuck forever) Disabled workers can be terminated under the same due process used to terminate any employee. Risk of Profitability (fear of damaged goods) Employers take action of business proposals because it makes good business sense. Hiring PWD is still looked upon as the “right thing to do”. Noble cause. Employers need to understand that they have access to “Qualified Candidates” that can do the job.

Disability Friendly Strategies for the Workplace: 

Disability Friendly Strategies for the Workplace Is the CEO committed to a disability friendly workplace? Does corporate policy, practices and procedures specifically mention disability? Are workers with disabilities employed at all skill levels? Are your services or products marketed to customers with disabilities?

Disability Friendly Strategies for the Workplace: 

Disability Friendly Strategies for the Workplace Educate all staff on disability. Does new staff orientation include disability awareness training? Are training materials available in alternate formats such as: Braille, captioning and large print? Do employees with disabilities serve as mentors to non-disabled new hires?

Disability Friendly Strategies for the Workplace: 

Disability Friendly Strategies for the Workplace Provide ongoing information on disability. Are all staff familiar with legislation pertaining to disability? Is disability information provided routinely in the company newsletter or intranet? Form a disability Support Group. Do employees with disabilities meet to discuss disability employment issues? Does this group have authority to make recommendations? Are all staff aware of this group and the contributions it makes to corporate success? Provide Accessible facilities and services. Are buildings, parking areas, work spaces, and communication systems accessible to PWD?

Disability Friendly Strategies for the Workplace: 

Disability Friendly Strategies for the Workplace Project a disability friendly image to attract candidates and customers with disabilities. Are colleges targeted with known populations of students with disabilities such as; Gallaudet University and the National Technical Institute for the Deaf? Do recruiters search for resumes on disability-related Web sites? Do you advertise in publications directed towards PWD? Are recruiters and other Human Resources Reps responsible for establishing working relationships with community agencies serving applicants with disabilities?

Disability Friendly Strategies for the Workplace: 

Disability Friendly Strategies for the Workplace Accommodate applicants and workers with disabilities. Is there a central source and budget for accommodations? Are applicants and employees informed that accommodations are available if needed? Does staff routinely stay informed of new developments in universal and assistive technology?

Disability Friendly Strategies for the Workplace: 

Disability Friendly Strategies for the Workplace Hire Applicants with disabilities Are employees offered incentives bonuses for referring applicants with disabilities? Train and Advance Workers with Disabilities. Do employees with disabilities routinely participate in employer-sponsored training opportunities? Are procedures in place to promote qualified employees with disabilities to management and supervisory positions?

The New Freedom Initiative: 

The New Freedom Initiative President Bush announced the New Freedom Initiative on February 1, 2001. This plan represents an important step in working to ensure that all Americans have the opportunity to learn and develop skills, engage in productive work, make choices about their daily lives and participate fully in community life.

Goals of New Freedom Initiative: 

Goals of New Freedom Initiative Increase access to Assistive and Universal Designed Technologies Expand Educational Opportunities Integrate Americans with Disabilities into the Workplace Expand Transportation Options; and Promote full access to community life

What can YOUR ORGANIZATION do?: 

What can YOUR ORGANIZATION do? Support the inclusion of persons with disability into the workforce by including “Disability” in your EEO statement. Promote National Disability Month, and Disability Mentoring Day Support Disability Committee meetings by allowing staff to attend and assist in implementation of group suggestions. Educated Management and staff in disability issues and resources. Include this in EEO training.-mandatory Provide unpaid work experience, internships to persons with disabilities

DRS Business Services: 

DRS Business Services Largest Untapped Diverse Recruitment Resource Prescreened Qualified Candidates Job Analysis Options for Reasonable Accommodations Information and referral on assistive devices and services Job Retention/Return to Work Services Commonwealth Workforce Networks Distribution list of Workforce Development Professional

DRS Business Services: 

DRS Business Services Resource on Disability Issues in the Workplace Disability Awareness/Education Training Workplace Accommodations Disclosure Issues Hidden Disabilities, Deaf and Hard of Hearing, Blind and Visually Impaired Disability Etiquette ADA Interviewing Persons with Disabilities

DRS Support to Employers and Consumers: 

DRS Support to Employers and Consumers A Team of DRS Professionals work with area businesses to obtain gainful employment for people with disabilities. Rehab Counselor Evaluator Employment Counselor Tech Support Sign Language Interpreter Rehab Engineer Fabricator Regional Business Development Manager

Northern Virginia DRS Offices: 

Northern Virginia DRS Offices Alexandria 703-960-3411 Culpeper 540-829-7360 Fairfax 703-359-1124 Fredericksburg 540-899-4053 Leesburg 703-771-4775 Manassas 703-355-5550 Winchester 540-722-3453 Evelyn Kaiser DRS Regional Business Development Manager 703-277-3511 Evelyn.Kaiser@drs.virginia.gov