America's business environment is an ever-changing mosaic of age, gender, ethnicity, race, education and socioeconomic groups. This diversity poses significant challenges and opportunities for the workplace. As the nation's largest minority comprising almost 54 million individuals, people with disabilities contribute to this spectrum of diversity. Disability is the one minority group that anyone can join at any time. In fact, experts from the Council for Disability Awareness estimate that every American has an 80 percent chance of experiencing some kind of disability in their lifetime.

 

Incorporating disability into your organization's diversity strategy is a great way to maximize workplace efficiency. By focusing on disability as a component of diversity, employers can speak to three distinct segments of the population, including adults with disabilities, maturing workers with age-related disabilities, and veterans with service-connected disabilities.

 

Hiring people with disabilities can positively impact a business's bottom line. As Baby Boomers begin to retire in large numbers, recruiting and retaining workers with disabilities is one strategy to counter the effects of a shrinking workforce. A business's commitment to diversity is also reflected in its customer base, and companies are beginning to recognize the value of people with disabilities as a market segment. Organizations such as the National Organization on Disability estimate that Americans with disabilities represent more than $200 billion in discretionary spending. 

 

Employers can enhance their competitive edge by taking steps to ensure all people with disabilities are integrated into their workforce and customer base. The Employer Assistance and Resource Network (EARN) approaches disability inclusion from the employer's perspective and strives to find ways to make people with disabilities a part of the solution, rather than a problem for employers.

 

EARN assists employers of any size in the private and public sectors in efforts to improve the diversity of their organization by including disability as part of their diversity and inclusion practices. As a service of the U.S. Department of Labor's Office of Disability and Employment Policy and Cornell University's Industrial and Labor Relations (ILR) School, EARN provides comprehensive information and technical assistance to employers over-the-phone, through the www.AskEARN.org website, and via free training on topics such as recruitment practices, the aging workforce, welcoming veterans back into the workplace, and supplier diversity. As a sister organization to the well-established Job Accommodation Network (JAN), EARN provides consultations to employers on broad categories such as recruitment, hiring, and the retention of employees with disabilities. Additionally, EARN can help employers address specific questions on issues or situations in

your workplace.

 

EARN assists companies by providing guidance on effective human capital strategies and outreach to diverse labor pools. While many organizations have policy statements that articulate their commitment to equal opportunity for people with disabilities and other minorities, simply posting a statement is not enough to ensure a candidate pool inclusive of people with disabilities. Going a step further, some employers choose to post job announcements on job boards that target people with disabilities.

 

Unfortunately, this passive approach does not necessarily guarantee successful recruitment of qualified applicants with disabilities. EARN recommends a multi-tiered approach to diversity recruitment that not only includes inclusive EEO statements and job postings, but also strategies for partnering with local disability recruitment service providers and the disability services departments of local colleges, universities and other higher education institutions.

 

students with disabilities to help students develop professionally and to test the capabilities of young talent in their own workplace before offering formal positions (for more information on internships, visit: www.askearn.org). The more inclusive the talent pipeline is for job seekers with disabilities, the more likely your organization will be to reach its benchmarking goals.

 

Employers should assess the state of disability inclusion in their organizations by working with key stakeholders to identify their needs, interests and fears related to disabilities in the workplace. Despite the benefits of a diverse candidate pool, some recruiters and HR professionals may experience discomfort with interviewing or communicating with a candidate with a disability. This may be the result of inexperience with people with disabilities or lack of knowledge. To ameliorate this discomfort, EARN recommends effective disability etiquette training and informing recruitment and hiring managers of the organization's commitment to disability inclusion and diversity policy. By familiarizing recruitment staff with the appropriate language when addressing, shaking hands, or accommodating a candidate with a disability, companies can welcome new talent and benefit from having employees with disabilities in the workplace. Such instruction in effective communication and etiquette practices can be helpful for all staff and can contribute to a more inclusive workplace.

 

Research conducted by the Employment and Disability Institute at Cornell University has found that employees who feel engaged in their workforce tend to be more productive. In the case of employees with disabilities, an employee's relationship with their mid-level manager has substantial influence on their level of engagement and ultimately on their productivity.

 

To reduce employee turnover, employers can provide a variety of incentives to retain staff by developing and maintaining an inclusive workplace culture. EARN suggests developing an employee resource group (ERG or "affinity" group) to raise awareness of disability issues.  ERGs can enhance diversity efforts in marketing, policy development, recruitment, promotion, and retention of individuals with disabilities. They can also assist in fostering a culture of respect and inclusion as it relates to people with disabilities and their families. EARN staff also recommends that employers consider adding an Employee Assistance Program (EAP) to support employees in efforts to balance work-life demands, productivity and wellness.

 

Many major employers have recognized the importance of disability in the workplace, the ease of accommodations, and the benefits of a diversity plan that includes workers with disabilities. EARN has developed partnerships with the Circle of Champions, a group identified for their exemplary disability employment practices, as well as many other major federal agencies, non-profit organizations, and international private organizations.

 

EARN has helped employers review benchmarking plans, develop recruitment strategies, and navigate problems in their workplace.

 

As Temple Grandin, renowned animal science professor, bestselling author and autism advocate, stated during a talk in February 2010 on autism, "the world needs all kinds of minds" to cultivate the creativity of great inventors. All it takes is an encouraging, adaptive, and inclusive environment to maximize the benefits of a diverse workplace.

 

In addition to over-the-phone and virtual consultations, EARN provides free webinars, on-site trainings (for employers who can cover travel costs), a monthly newsletter, weekly e-blasts, and an active database of online tools, resources, articles, and general guidance around issues of employment and disability.

 

Kathleen Lee is the Business Outreach Specialist and Anne Lin is the Employment Technical Assistance Specialist for the National Technical Assistance, Policy, and Research Center for Employers on the Employment of People with Disabilities at the Industrial and Labor Relations (ILR) School at Cornell University. Both Kathleen and Anne provide assistance to employers through the Employer Assistance and Resource Network.

 

services or to request assistance with your diversity efforts, visit: http://askearn.org/m-services.cfm or contact us at 855-275-3276.

 

DISCLAIMER: The National Technical Assistance, Policy, and Research Center for Employers on Employment of People with Disabilities is funded by a cooperative agreement from the U.S. Department of Labor, Office of Disability Employment Policy to Cornell University. The opinions expressed herein do not necessarily reflect the position or policy of the U.S. Department of Labor. Nor does the mention of trade names, commercial products, or organizations imply the endorsement of the U.S. Department of

Labor.