Interviewing, Hiring and Onboarding Individuals with Disabilities National Business & Disability Council (NBDC) at The Viscardi Center November 6, 2019 Interviewing, Hiring and Onboarding Individuals with Disabilities
Christina Eisenberg Manager National Business & Disability Council (NBDC) at The Viscardi Center National Business & Disability Council (NBDC) at The Viscardi Center
• Member-Driven organization focused on:
o Workforce
o Consumers
o Community
• Programs and services supporting organizations of all sizes and government agencies in the
enhancement of disability-inclusion efforts
• In-person and online trainings, consultations, assistance with talent acquisition of qualified
candidates with disabilities, support with physical and digital accessibility, and more
• Visit us at www.NBDC.com to learn more Housekeeping
• For audio call: 415-655-0045 Access code: 664 057 460# • Contact WebEx tech support at 1-866-229-3239 • Submit questions via Q&A window • Having trouble posting to the Q&A window? Email [email protected] • Live captioning is located at the bottom right of the screen • Receive 1.0 general recertification credit hours through the HR Certification Institute (HRCI) and the Society for Human Resource Management (SHRM) (via email following the event) Audience Assessment Question
On a Scale of one to five, how would you rate your understanding of interviewing, hiring and onboarding individuals with disabilities? Today’s Speaker
Sheridan Walker President HirePotential Objective
• Understanding and preparing your recruiting
team to easily navigate and gain a comfort level
meeting and interviewing applicants with a
variety of disabilities.
• Creating a comfortable environment for all and
positioning the candidate appropriately for
interviewing with the hiring manager. Training Topics
OFCCP and the Laws overview
Learn about your own fears & attitudes
Learn how to conduct an interview
Learn what you need to know about hidden disabilities.
Learn what you can and can not say or do
Learn about disclosure and requests for accommodation
Learn how to be at ease and professional
Learn how to present the qualified candidate in an unbiased way. Overview – OFCCP and the Laws Overview – Disability Activity
OFCCP: Section 503 2008: Online Application Selection System (41 CRF 60- 741.21(a)(6)) 2010: Outreach and Recruiting 2014 Hiring – IWD 7% utilization goal and Self Id Form Data Collection/ record keeping (41 CFR 60- 741.80) FOCUSED AUDITS
EEO- ADA AA: (Title 1) 2008 Definition expanded
DOJ: Section 508 Website Accessibility (Title III) CA: UNRUE Law Websites to include all public sites (virtual doors) Last 3 yrs– violations up 300%
21st Century Telecom, Video Accessibility Act (2010) All new technology to be accessibility (Smart Phone, Internet TV) Workforce Demographics: USA
People with Disabilities 18. 3 million people in theU.S., ages 21-64, reported havinga disability. The workforce is aging, and 21% of those between the ages of 45 to 54 reported havinga disability. 29. 7 % ofPWD have some college or an associate’s degree, and 12. 3 % holda bachelor's degree or higher. Aging/Mature Workers By 2020, the number of people 55 and older will increase by 73% while the number of younger workers will grow only 5%. 80% of the baby boomers plan to continue working after retirement from their current positions. Veterans 23. 9 million. 2 . 8 million with disabilities (known). Source: U.S. Bureau of Labor Statistics, 2008; Dept. of Veteran Affairs, 2008 ;ODEP, 2008;AARP Fear and Attitudinal Barriers to Recruitment Myths - Transportation
Myth: Persons with disabilities have problems getting to work.
Fact: Persons with disabilities are capable of supplying theiro wn transportation by choosing to walk, usinga car pool, driving, or taking public transportation ora cab. Their modes of transportation to work are as varied as those of other employee. Myths – Job Skills
Myth: Certain jobs are suited to people with disabilities.
Fact: Many people still believe that certain jobs are suited for people with disabilities. For example, people who are visually impaired should work as darkroom attendants. Or people who are deaf should work in noisy environments. This stereotype is similar to the belief that women should be nurses. Remember, skills, abilities, and aptitudes should be the only criteria that matter. No person witha disability should be prejudged regarding employment opportunities. Myths – Blindness
Myth: People who are blind can not do technical jobs.
Fact: People who are blind can do technical jobs by use of assistive technology. The way they do their job may be different, but they still can get the job done as effectively as their peers. Myths – Wheelchair Use
Myth: Wheelchair use is confining; people who use wheelchairs are "wheelchair- bound." Or, I can’t hire someone in a wheelchair for a job that requires travel. Fact:A person who usesa wheelchair will have no problem whatsoever getting around ina workplace that meets minimum accessibility requirements. Many people who usea wheelchair travel extensively. Myths – Accommodations
Myth: Considerable expense is necessary to accommodate workers with disabilities.
Fact: Most workers with disabilities require no special accommodations and the cost for those who do is minimal or much lower than many employers believe. The Job Accommodation Network reports that the average cost ofa workplace accommodation is $400-$600 and that only 44% of employees with disabilities need an accommodation. Myths – Speech
Myth: People who stutter are not as smart as others.
Fact: There is no link whatsoever between stuttering and intelligence. Myths – Americans with Disabilities Act
Myth: The ADA forces employers to hire unqualified individuals with disabilities.
Fact: Applicants who are unqualified for a job cannot claim discrimination under the ADA. Under the ADA, to be protected from discrimination in hiring, an individual with a disability must be qualified, which means he or she must meet all requirements for a job and be able to perform its essential functions with or without reasonable accommodations. Recruiting and Interviewing Recruiting Prep – Marketing Materials
Braille on Business cards Alternative Formats Include welcoming, inclusive language in public presentations and program literature. “We encourage people with disabilities to apply.” “People with disabilities are valued members of our organization.” “Sign language interpreters available upon request.” “Our program materials are available in alternative formats (Braille, tape, CD, large print, etc.) upon request.” Online Application Accommodation Statement – Home & Career
“If you need an accommodation to navigate our site or to apply to our Careers site, please send your request to: accessibility@xyz. com or call 555.555.5555 or fax your request to 777.777.7777.”
“If you are an individual witha disability ora disabled veteran who is unable to use our online tools to search and apply for jobs, you may requesta reasonable accommodation by contacting us at 555. 555.5555 or by email at careers@xyz. com. This option is reserved for individuals who are unable to use or require assistance with the online tools as the result ofa disability and is not intended for other purposes. ” Recruiting Prep – Introduction
Resumes Assistive technology: Screen Readers: JAWS, Window Eyes Magnification: Zoom text, MAGic Speech Recognition: Dragon Naturally Speaking Organizations or Interest Phone – Relay calls, Speech impairment Preparing for an Interview
Assess Accessibility for applicants with mobility, visual, hearing or cognitive disabilities. Be prepared to provide Accommodations. Make sure your support staff are trained. Know service animal etiquette. Do not allowa rehabilitation counselor, social worker or other third party to take an active part in or sit in on an interview unless the applicant requests it. Prepare questions that are job-related. Do not try to imagine how you would performa specific job if you had the applicant’s disability. Allow enough time. Focus on Ability. When Interviewing
Relax. Do not speculate. Knowledge, skills, ability, & experiences Disability related questions prohibited. Don’t be distracted. Always talk directly to the person. Treat the individual with the same respect you would treat any candidate. Likewise, hold individuals with disabilities to the same standards as all applicants. Interviewing Illegal Questions
An employers cannot ask: Do you have a disability? Have you ever been hospitalized? If so, for what condition? Have you ever been treated for a mental condition? Have you had a major illness in the last 5 years? How many days were you absent from work because of illness last year? Are you currently taking any medications? Testing
Testing Inform applicants ahead of time if they will be required to takea test to demonstrate their ability to perform actual or simulated tasks so that they can requesta reasonable accommodation, if necessary. (Such tests are permitted under theADA as long as they are uniformly given to all applicants.)
Medical Exams/Physicals
Other tests
Accessibility or accommodation
Timed test
Be prepared to provide accessible formats Disclosure
Some people may not disclose a disability.
If a candidate discloses a disability to you, don’t react or repeat what you heard.
If the disability disclosed could result in a risk to the individual or co- workers in the position being interviewed for, consult your employee relations, attorneys, HR. Interviewing – ADA Pre Employment
Make sure you thoroughly understand the essential functions of the job.
Do not ask an applicant about previous illnesses, hospitalizations, therapies or work attendance history.
Initial suggestions for job accommodations should come from the applicant.
Employers are required to provide reasonable accommodations to individuals with disabilities. Interviewing an Individual Who is Deaf or Hard of Hearing
Visual communication
Interpreter
Other ways to communicate
Relay calls
Writing skills
Video conference, Video interpreting
Videophone Interviewing an Individual Who is Blind or Low Vision
Verbal communication
Announce- entering and exiting
Never touch or grab
Directions or leading
Paperwork
Signature Interviewing an Individual Who is Blind or Low Vision
Guide dog Do not pet when in harness Distract or feed
Service Animals Alert – Hearing, Seizures Mobility Anxiety / depression Interviewing an Individual with a Mobility or Physical Challenge
Do not focus on the wheelchair or adaptive device Eye contact Stay focused Adaptive Writing Tools – Splint, cuff Short Stature Do not pat on head Tone of voice Interviewing an Individual with Speech Impairment
Concentrate on what the person is saying.
When the person pauses in speech indicate that you do understand;
if you don’t, let the person know.
Be patient.
The person may have to repeat
Try writing the message down
Avoid attempting to complete the person's thoughts or sentences.
Try to meet in a quiet and distraction- free area. Interviewing an Individual with a Cognitive Disability - Neurodiversity
Repeat information or questions.
Rephrase information or questions in a different way, if needed.
Ask the person to paraphrase what is understood to help clarify what additional information is needed.
If the person has trouble paying attention, eliminate distractions and move so you are closer to and/or within their line of vision and hearing.
Don’t jump to conclusions. Interviewing an Individual with Hidden Disability
Up to 80% are hidden disabilities. Extension of the ADAAA more types of disabilities may now be afforded protection. Don’t be distracted by trying to “guess” about a hidden disability based on background information in an applicant’s resume. Simply focus on skills & ability. Positioning Positioning the Candidates Step 1 : Ensure supported & trained.
Step 2 : Positon the candidate as you would any candidate.
Step 3 : Once agreed, schedule the interview and confirm.
Step 4 : Once confirmed: On or before the interview inform only if apparent. Face to face or over the phone. Offer to assist the hiring manager as required. Inform hiring manager of support and possible reasonable accommodation needed during the interview. On-Boarding Onboarding Like any employee, make the new hire feel welcomed, comfortable, and appreciated.
Assign a mentor.
Personally give the employee a tour of the office.
Show the employee his or her work area.
Introduce to co- workers.
Keep it casual – no need to mention the person’s disability unless it comes up naturally.
Be the role model – employees are watching your reaction. Inclusive
Staff meetings
Growth and development training
Company events
Lunch
After work gathering
Inclusion in every aspect of the workplace
Accessibility- event, off site Integrated Workforce
Step 1: Commitment: Commit to employing, advancing and retaining people with disabilities. Make workforce diversity part of your company’s culture.
Step 2: Recruitment: Aggressively seek job candidates with disabilities. Inform disability- related organizations and agencies of your job openings.
Step 3: Interviewing: As you would with any other job seeker, focus on the individual’s skills, abilities and achievements. Integrated Workforce
Step 4: Accommodations: Include the employee in the process of determining appropriate accommodations.
Step 5: Awareness Training: Educate your workforce on interacting with individuals with disabilities, reasonable accommodations and misconceptions about disabilities.
Step 6: Employee Resource Group: Involve and assist with ideas, events, and education. Contact Information
• Christina Eisenberg Manager, National Business & Disability Council (NBDC) at The Viscardi Center [email protected] (516) 465-1587 • Carmen Daniels Jones Sr. Consultant, National Business & Disability Council (NBDC) at The Viscardi Center [email protected] • Sheridan Walker President, HirePotential [email protected] (303) 398-6035 Audience Questions Takeaways
• Make workforce diversity part of your company’s ongoing culture . • Focus on the individual’s skills, abilities and achievements and not on their disability. Audience Assessment Question
On a Scale of one to five, how would you rate your understanding of interviewing, hiring and onboarding individuals with disabilities? Thank You!
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