Success Strategies For Hiring Individuals with Disabilities Dr. Darleen Claire Wodzenski Orchard Human Services, Inc. D@OrchardHumanServices.org [770] 686-0894

Success Strategies For Hiring Individuals with Disabilities “There’s place and means for every man alive.” - William Shakespeare

Success Strategies For Hiring Individuals with Disabilities Part I – Overview of Resources and Laws Part II – Success Strategies

After this presentation, attendees shall be able to Identify benefits of hiring special populations Access related laws and resources Utilize 7 strategies to maximize success

General Benefits of Hiring Individuals with Disabilities Promote Social Justice Encourage organizational equity and diversity Create opportunities for deserving individuals Create hope in minds and hearts of individuals with disabilities and their families

Employer Benefits Tap underutilized talent pool Facilitate recruiting – Financial Benefit Establish dedicated workforce Detail oriented and focused workforce Minimize employee turnover – Financial Benefit Enhanced employer public image – Financial Benefit Tax credits – Financial Benefit

Individuals with Disabilities Strategies to Engage Individuals with Disabilities Direct Hire Internship Program Employment Agency Engage Services Thru Services Agency Veteran Related Organization Engage Contractor Who Hires Special Populations

Organizations Who Train, Place, Support Individuals with Disabilities Department of Vocational Rehabilitation Bobby Dodd Institute Tommy Nobis Center All About Developmental Disabilities Resource Sheet - OrchardHumanServices.org/hire

Who Must Comply with ADA American with Disabilities Act Private employers, state and local government, agencies Employers cannot discriminate against qualified applicants and employees on the basis of disability ADA's requirements apply to employers with 15+ employees Two-Phase Implementation for smaller employers

Employment Practices Regulated By Title I of ADA Employers cannot discriminate against people with disabilities in regard to any employment practices or terms, conditions, and privileges of employment. This prohibition covers all aspects of the employment process, including continued

Employment Practices Regulated By Title I of ADA application promotion testing medical exam hiring layoff/recall assignments termination evaluation compensation disciplinary actions leave training benefits

Undue Hardship Title I of ADA An employer is not required to provide an accommodation if it will impose an undue hardship. Undue hardship is defined by the ADA as an action that is: "Excessively costly, extensive, substantial, or disruptive, or that would fundamentally alter the nature or operation of the business."

Job-Related Qualification Standards The ADA does not restrict an employer's authority to establish needed job qualifications, including requirements related to - Licenses or certification Physical and mental abilities Health and safety Other job-related requirements, such as judgment, ability to work under pressure or interpersonal skills. Education Skills Work experience

7 Strategies for Employers under ADA education skills work experience licenses or certification physical and mental abilities health and safety other job-related requirements, such as judgment, ability to work under pressure or interpersonal skills.

7 Strategies for Employers Education Skills Work experience Physical and mental abilities Health and safety Judgment Interpersonal skills

1. Education Make implicit explicit Break info down into small bites Repeated exposure and review Practice applying info to work situation Routine practice and review

2. Skills Basic skills Technical skills Interpersonal skills Problem solving skills Ability to represent brand

3. Work Experience Training programs Internships Trial/Practice placements Volunteerism Life experience

4. Physical and Mental Abilities Employee health and fitness program Lunch + learn health/fitness classes Discounted membership at gym/facility Weekly job satisfaction/performance talks Refer to agencies for ongoing support

5. Health and Safety Make implicit explicit Break health and safety rules into smaller bites Post rules in obvious places Routine review/testing of rules and regulations Employee recognition program Employee of the week

6. Judgment Lunch + learn scenario play Situation of the Day Challenge Role play real work situations Work with supportive agencies Employee recognition program

7. Interpersonal Skills Practice, practice, practice Lunch + learn interpersonal skills review After hours and weekend workshops Collaborate with agencies Invite local educators, therapists, trainers to guest speak Weekly job satisfaction/performance talks

OrchardHumanServices.org/hire Access this presentation plus Resources Sheet At: OrchardHumanServices.org/hire Dr. Darleen Claire Wodzenski Orchard Human Services, Inc. D@OrchardHumanServices.org [770] 686-0894