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 % of PWD 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 Organi zations 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 the ADA 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