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In this Issue: New Trainings, Recent Presentations & More
EARN IN ACTION
EARN recently enhanced its Inclusion@Work employer policy framework with multimedia trainings for each of its seven components of a disability-inclusive workplace. Employers are encouraged to use these trainings to educate themselves as well as others in their organizations, for instance, human resource and diversity and inclusion professionals, hiring managers and others responsible for implementing disability-related policies and practices. Inclusion@Work was developed by EARN with input from a range of employers with exemplary track records in disability employment. Access Inclusion@Work.
Last week, EARN and Disability:IN presented a webinar for human resource professionals, diversity and inclusion professionals and others with hiring responsibilities about strategies for building an inclusive talent pipeline. The webinar addressed best practices for doing so as described under EARN’s Inclusion@Work employer policy framework, including working with colleges and universities and state and local disability service providers, such as vocational rehabilitation agencies, American Job Centers, Centers for Independent Living and other community-based organizations. Learn more about sources for inclusive recruitment.
Last month, EARN was pleased to speak during a webinar sponsored by the U.S. Department of Labor’s Office of Apprenticeship to share best practices for encouraging self-identification of disability by apprentices – a topic of increased interest as a result of 2016 updates to rules regarding equal employment opportunity (EEO) in Registered Apprenticeship programs. These updates aim to help apprenticeship program sponsors reach a larger and more diverse pool of workers, including women, minorities and people with disabilities. Learn more about disability inclusion in apprenticeship programs or the updated EEO rules.
DISABILITY EMPLOYMENT IN THE NEWS
“Working Works” Discussion Guides
The Campaign for Disability Employment (CDE) has developed three discussion guides to complement its “Working Works” PSA. Each guide provides conversation starters intended to spark discussion about the PSA’s stay-at-work/return-to-work message among a different audience: co-workers, employer representatives and healthcare professionals. Funded by the U.S. Department of Labor’s Office of Disability Employment Policy, the CDE is a collaborative effort among several disability and business organizations – including EARN – that works to change attitudes about disability and employment. Access the guides.
HIRE Vets Medallion Program
The U.S. Department of Labor’s Veterans’ Employment and Training Service (VETS) is now accepting applications for the 2019 HIRE Vets Medallion Program. This award program recognizes employers with exemplary track records in recruiting, employing and retaining veterans, including wounded warriors. Established under the Honoring Investments in Recruiting and Employing American Military Veterans (HIRE) Act of 2017, it has different criteria for small, medium and large businesses. Learn more about the HIRE Vets Medallion program.
Autism @ Work Playbook
A new resource from the Autism @ Work Roundtable helps companies understand strategies they can use to ensure their talent sourcing is inclusive of people on the autism spectrum. Developed in collaboration with the University of Washington Information School, the “Autism @ Work Playbook” provides guidance on recruitment, program resourcing, interviewing and training, onboarding, retention and more. Managed by EARN partner Disability:IN, the Roundtable was established in 2017. Members include EY, JP Morgan Chase & Co., Microsoft and SAP, among others. Access the playbook or learn more about the roundtable.
Q: We are a federal contractor and want to encourage employees with disabilities to self-identify so we can better assess the success of our disability-inclusion efforts. Do you have any tips?
A: Yes! As it seems you know well, self-identification data is key to helping federal contractors gauge progress toward disability-inclusion goals under Section 503 of the Rehabilitation Act. It also helps the Office of Federal Contract Compliance Programs (which enforces Section 503) measure progress nationally. So, taking steps to encourage employees to self-identify is a smart move, on multiple levels. (It is important to note, however, that invitations to self-identify are permissible only when the question is being asked for affirmative action purposes such as those prescribed by Section 503 or a voluntarily adopted program.) For strategies, see our fact sheet “Do Ask, Do Tell: Encouraging Employees with Disabilities to Self-Identify”.
MARK YOUR CALENDAR
March 20, 2019, 1:00 p.m. ET
Webinar: Enhance Productivity: Reasonable Accommodations
In this webinar, EARN will explore the role accommodations play in a disability-inclusive workplace and best practices for developing, implementing and evaluating effective and accountable accommodation programs. Guest panelists will include Tracie DeFreitas, Lead Consultant and Americans with Disabilities Act (ADA) Specialist at the Job Accommodation Network (JAN) and Brooke Matheson, Lead Associate, Disability Accommodation Team at global consulting firm Booz Allen Hamilton. Register for the March 20 webinar.
March 21, 2019, 2:00 p.m. ET
Twitter Chat: Working Works
Working works. It lets people earn a living and contribute their skills and experience. For some, it may also be about pursuing a passion, taking on new challenges or being part of a team. During this Twitter chat, the CDE will explore the many reasons people work and the important roles different people – including employers – play in helping individuals who become ill or injured remain in the workforce. To participate, join Twitter at the designated time using the hashtag #WorkingWorks.
The Employer Assistance and Resource Network on Disability Inclusion (EARN) is a resource for employers seeking to recruit, hire, retain and advance qualified employees with disabilities. It is funded by the U.S. Department of Labor’s Office of Disability Employment Policy under a cooperative agreement with The Viscardi Center. For more information, visit AskEARN.org
Preparation of this item was fully funded by the United States Department of Labor, Office of Disability Employment Policy in the amount of $9,241,750 (five year total grant amount) under Cooperative Agreement No. OD26451-14-75-4-36. This document does not necessarily reflect the views or policies of the Office of Disability Employment Policy, U.S. Department of Labor, nor does the mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government.