SHRM Survey Findings: Employing People With Disabilities: Practices and Policies - PowerPoint Presentation

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SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities

In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute

April 11, 2012

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SHRM, in collaboration with and commissioned by the Cornell University ILR School Employment and Disability Institute, conducted a survey of its members about organizational practices and policies related to employing people with disabilities. Areas of focused in this survey research included: Part 1: Recruitment and Hiring (Released April 11, 2012)Part 2: Accessibility and Accommodation (Released May 17, 2012)Part 3: Retention and Advancement (To be released soon)In addition, the survey explored metrics that organizations track for all employees and for employees with disabilities, as well as potential barriers in the employment of and advancement of people with disabilities. The data findings included in this document focus on Part 1 of the research: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities.

Introduction

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Part 1: Policies and Practices Related to Recruitment and Hiring

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Study Purpose, Partners and Funding

Study purpose: to provide new knowledge about differences in HR practices in hiring, retaining and advancing individuals with disabilities and the relationship between these practices and positive employment outcomes. Partners: SHRM, in collaboration with Cornell University.Funding: U.S. Department of Education, National Institute on Disability and Rehabilitation Research grant to Cornell University, Rehabilitation Research and Training Center on Employer Practices (Grant No. H133B040013).

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For this survey, we define a “person with a disability” as someone who has a physical and/or mental impairment that substantially limits a major life activity. This could include (but is not limited to) individuals with a physical disability, a chronic health condition, a vision or hearing impairment, a mental health condition, or a workplace injury or illness. We define an “effective practice or policy” as one that leads to improved recruitment, hiring, retention, engagement, workplace climate and/or advancement of people with disabilities.

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Definitions

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Key Findings

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What policies and practices related to the recruitment and hiring of people with disabilities are currently being implemented by organizations? Nearly two-thirds (61%) of organizations indicate including people with disabilities explicitly in their diversity and inclusion plans, 59% require subcontractors/suppliers to adhere to disability nondiscrimination requirements, 58% train HR staff and supervisors on effectively interviewing people with disabilities, and 57% have developed relationships with community organizations that promote the employment of people with disabilities.

Among organizations that have implemented policies

and practices related to

the recruitment

and

hiring of people with disabilities, which policies and practices were found to be very effective?

Nearly one-half (45%) of organizations found that training HR staff and supervisors on interviewing people with disabilities was very effective. Several organizations also believe that requiring subcontractors/suppliers

to adhere to disability nondiscrimination

requirements (38%) and having

explicit organizational goals related to the recruitment or hiring of people with

disabilities (34%) were very effective practices.

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Key Findings (Continued)

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Are some organizations more likely to have policies

and

practices

related to the recruitment and hiring of

people

with

disabilities depending on the organization’s staff size or sector?

Larger organizations

are

more likely to have polices and practices related to recruitment and

hiring of people with disabilities

compared with smaller

organizations.

Publicly owned for-profit organizations also are

more

likely to have

some of these policies and practices in place compared

with privately owned for-profit

organizations and nonprofit organizations.

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Policies and Practices Related to Recruitment and Hiring

Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.

Our organization…

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Policies and Practices Related to Recruitment and Hiring (Continued)

Our organization…

Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.

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Effectiveness of Policies and Practices

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Our organization…Very effectiveSomewhat effective Not effectiveEffectiveness not knownTrains HR staff and supervisors on effective interviewing of people with disabilities.(n = 334)45%37%17%1%Requires subcontractors/suppliers to adhere to disability nondiscrimination requirements.(n = 310)38%30%3%29%Has explicit organizational goals related to the recruitment or hiring of people with disabilities.(n = 149)34%31%9%25%Participates in internships or similar programs that target people with disabilities.(n = 111)33%37%5%25%

Note: Respondents who answered that a policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review” or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.

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Effectiveness of Policies and Practices (Continued)

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Our organization…Very effectiveSomewhat effective Not effectiveEffectiveness not knownIncludes people with disabilities explicitly in its diversity and inclusion plan.(n =349)29%36%7%27%Has relationships with community organizations that promote the employment of people with disabilities.(n = 326)28%37%7%28%Has senior management that demonstrates a strong commitment to disability recruitment and hiring.( n = 223)27%42%8%23%

Note: Respondents who answered that a policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review” or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.

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Effectiveness of Policies and Practices(Continued)

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Our organization…Very effectiveSomewhat effective Not effectiveEffectiveness not knownActively recruits people with disabilities.(n = 273)26%37%6%30%Takes advantage of tax incentives for hiring people with disabilities (e.g., Small Business Tax Credit, Architectural/ Transportation Tax Deduction or Work Opportunities Tax Credit).(n = 128)26%34%6%34%Includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management.(n = 99)29%33%11%28%

Note: Respondents who answered that a policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review” or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.

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Comparison by Organization Sector

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Publicly owned for-profit organization is a limited liability company that offers its securities (stock/shares, bonds/loans, etc.) for sale to the general public, typically through a stock exchange or through market makers operating in over-the-counter markets. This is separate and distinct from a government-owned corporation that might be described as a publicly owned company.Privately owned for-profit organization is a business company owned either by nongovernmental organizations or by a relatively small number of shareholders or company members. A privately owned for-profit organization does not offer or trade its company stock (shares) to the general public on the stock market exchanges, but rather the company's stock is offered, owned and traded or exchanged privately. Less ambiguous terms for a privately held company are unquoted company and unlisted company.Nonprofit organization is neither a legal nor a technical definition, but generally refers to an organization that uses surplus revenues to achieve its goals rather than to distribute them as profit or dividends. States in the U.S. defer to the IRS designation conferred under United States Internal Revenue Code Section 501 when the IRS deems an organization eligible. A nonprofit organization may or may not have shareholders.

Definition of Sectors

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Our organization…

actively recruits people with disabilities.

Organization sectorDifferences based on organization sectorPublicly owned for-profits (58%)Privately owned for-profits (41%)Publicly owned for-profits >privately owned for-profits

Comparison by Organization Sector

Organization sectorDifferences based on organization sectorPublicly owned for-profits (64%) Privately owned for-profits (52%)Publicly owned forprofits >privately owned for-profits

Organization sectorDifferences based on organization sectorPublicly owned for-profits (24%)Privately owned for-profits (14%)Publicly owned for-profits >privately owned for-profits

has relationships with community organizations that promote the employment of people with disabilities.

includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management.

Note:

Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.

Only statistically significant differences are shown.

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Our organization…

takes advantage of tax incentives for hiring people with disabilities.

Organization sectorDifferences based on organization sectorPublicly owned for-profits (42%)Privately owned for-profits (21%)Nonprofits (23%)Publicly owned for-profits >privately owned for-profits, nonprofits

Comparison by Organization Sector (Continued)

Organization sectorDifferences based on organization sectorPublicly owned for-profits (80%) Privately owned for-profits (48%)Nonprofits (55%)Publicly owned for-profits >privately owned for-profits, nonprofits

requires subcontractors/suppliers to adhere to disability nondiscrimination requirements.

includes people with disabilities explicitly in its diversity and inclusion plan.

Organization sectorDifferences based on organization sectorPublicly owned for-profits (77%) Privately owned for-profits (54%)Nonprofits (60%)Publicly owned for-profits >privately owned for-profits, nonprofits

Note:

Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.

Only statistically significant differences are shown.

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Our organization…

has explicit organizational goals related to the recruitment or hiring of people with disabilities.

Organization sectorDifferences based on organization sectorPublicly owned for-profits (40%)Nonprofits (34%)Privately owned for-profits (19%)Publicly owned for-profits, nonprofits >privately owned for-profits

Comparison by Organization Sector (Continued)

Organization sectorDifferences based on organization sectorPublicly owned for-profits (49%)Nonprofits (48%)Privately owned for-profits (32%)Publicly owned for-profits, nonprofits>privately owned for-profits

has senior management that demonstrates a strong commitment to disability recruitment and hiring.

Note:

Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.

Only statistically significant differences are shown.

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Comparison by Organization Staff Size

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Smaller organizationsLarger organizationsDifferences based on organization staff size1 to 99 employees (37%)100 to 499 employees (39%)2,500 to 24,999 employees (64%)25,000 or more employees (78%)Larger organizations > smaller organizations

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Our organization…

actively recruits people with disabilities.

Smaller organizationsLarger organizationsDifferences based on organization staff size1 to 99 employees (48%)100 to 499 employees (50%)2,500 to 24,999 employees (75%)Larger organizations > smaller organizations

has relationships with community organizations that promote the employment of people with disabilities.

Comparison by Organization Staff Size

includes people with disabilities explicitly in its diversity and inclusion plan.

Smaller organizationsLarger organizationsDifferences based on organization staff size1 to 99 employees (47%)500 to 2,499 employees (66%)2,500 to 24,999 employees (72%)25,000 or more employees (85%)Larger organizations > smaller organizations

Note:

Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.

Only statistically significant differences are shown.

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Our organization…

Smaller organizationsLarger organizationsDifferences based on organization staff size100 to 499 employees (12%)25,000 or more employees (39%)Larger organizations > smaller organizations

has explicit organizational goals related to the recruitment or hiring of people with disabilities.

Smaller organizationsLarger organizationsDifferences based on organization staff size1 to 99 employees (18%)100 to 499 employees (24%)25,000 or more employees (52%)Larger organizations > smaller organizations

includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management.

Smaller organizationsLarger organizationsDifferences based on organization staff size100 to 499 employees (13%)2,500 to 24,999 employees (28%)25,000 or more employees (35%)Larger organizations > smaller organizations

participates in internships or similar programs that target people with disabilities.

Comparison by Organization Staff Size (Continued)

Note:

Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.

Only statistically significant differences are shown.

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Smaller organizationsLarger organizationsDifferences based on organization staff size1 to 99 employees (33%)100 to 499 employees (33%)25,000 or more employees (63%)Larger organizations > smaller organizations

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Our organization…

Smaller organizationsLarger organizationsDifferences based on organization staff size1 to 99 employees (16%)100 to 499 employees (15%)500 to 2,499 employees (36%)2,500 to 24,999 employees (43%)25,000 or more employees (61%)Larger organizations > smaller organizations

takes advantage of tax incentives for hiring people with disabilities.

has senior management that demonstrates a strong commitment to disability recruitment and hiring.

Comparison by Organization Staff Size (Continued)

requires subcontractors/suppliers to adhere to disability nondiscrimination requirements.

Smaller organizationsLarger organizationsDifferences based on organization staff size1 to 99 employees (46%)500 to 2,499 employees (68%)2,500 to 24,999 employees (69%)25,000 or more employees (82%)Larger organizations > smaller organizations

Note:

Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.

Only statistically significant differences are shown.

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Industry Percentage of Respondents Manufacturing26% Finance and insurance 12% Professional, scientific and technical services12% Retail trade12% Wholesale trade9% Transportation and warehousing 8% Accommodation and food services 7% Entertainment and recreation 5% Information5% Utilities5% Construction4% Educational services4%

Demographics: Organization Industry

Note: n = 637. Total does not equal 100% due to multiple response options.

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Industry Percentage of Respondents Health care and social assistance 4%Religious, grantmaking, civic, professional and similar organizations4% Repair and maintenance4% Real estate and rental and leasing 3%Administrative and support and waste management and remediation services 2% Management of companies and enterprises 2% Public administration 2% Agriculture, forestry, fishing and hunting 1% Mining1% Personal and laundry services1% Other8%

Demographics: Organization Industry (Continued)

Note: n = 637. Total does not equal 100% due to multiple response options.

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Demographics: Respondents by Organization Sector

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Demographics: Respondents by Organization Staff Size

n = 627

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Demographics: Other

Does your organization have U.S.-based operations (business units) only or does it operate multinationally?U.S.-based operations only60%Multinational operations40%n = 617

What is the HR department/function responded for throughout this survey?Corporate (companywide)57%Facility/location26%Business unit/division17%n = 519

Is your organization a single-unit organization or a multi-unit organization? Multi-unit organization: An organization that has more than one location80% Single-unit organization: An organization in which the location and the organization are one in the same20%n = 635

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For multi-unit

organizations, a

re HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both?

Multi-unit

headquarters determines HR policies and practices

51%

A combination of both the

work location and the multi-unit headquarters determine HR policies and practices

46%

Each work location determines HR policies

and practices

3%

n

= 516

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Further Information Available

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SHRM® Disability

Employment Resource

Page

www.shrm.org/disabilityemployment

HR Tips

www.hrtips.org

Employer Assistance and Resource Network (EARN)

www.askEARN.org

Job Accommodation

Network (JAN)

http

://

askjan.org

National ADA Network

www.adata.org

Cornell

Employment and Disability Institute publications

online

http

://

digitalcommons.ilr.cornell.edu

Employment

and Disability Institute at Cornell

University

www.ilr.cornell.edu/edi

U.S

. Disability Status

Report

www.disabilitystatistics.org

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Response rate = 23%Sample consisted of 662 HR professional respondents from a randomly selected sample of SHRM’s membership. A series of e-mail reminders along with a call campaign were used to encourage survey participation. Margin of error is +/-3%.Survey fielded October 19-December 15, 2011

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Survey Methodology

For

more

survey/poll

findings, visit

www.shrm.org/surveys

For more information about SHRM’s Customized Research Services, visit

www.shrm.org/customizedresearch

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