Recruiting, Retaining and Honoring a World-Class Workforce to Serve the American People Michael Murray Office of Diversity and Inclusion Dec. 3rd, 2013 Office of Disability Employment Policy

Increasing Federal Employment of Individuals with Disabilities Hire an additional 100,000 individuals with disabilities over 5 years Each agency needs to include the following: Designate a senior-level agency official to be accountable for enhancing employment opportunities Include performance targets and numerical goals Provide training of employment process: Schedule A Increase accommodations and accessibility: physical and virtual Increase agencies’ retention and return to work for individuals with disabilities and work-related injuries and illnesses OPM’s Website for the Executive Order, supporting model strategies and other related disability employment resources: Executive Order 13548

– First Two Quarters NumberPercentageNumberPercentageNumberPercentageNumberPercentage Permanent Workforce 169,7269.7%187, %204,18911% New Hires16, %18, %18, %4, % Disability Data Overview

FYAll New HiresAll Disability% ,1197,9544.9% ,0597,1985.2% ,0875,9574.9% ,5645,5814.9% ,8336,9054.9% ,7717,1614.7% ,9776,4155.0% ,9076,4774.8% ,0236,2404.9% ,8217,8985.3% ,3996,3305.4% ,8957,6936.2% ,5927,3727.2% ,5405,7718.2% ,6214,2997.5% ,3608,6457.1% ,4263,7627.0% ,5964,3167.2% ,4744,7777.3% ,2395,1427.5% ,9265,9817.4% ,7457,4787.9% ,0149,4267.1% ,42813,0876.4% ,7267,3508.3% ,4088,8088.8% ,9499,5489.3% ,66910,8569.6% ,25715, % ,30616, % ,99918, % ,48718, % Disability New Hires ( ) In the past 32 years, people with disabilities have not been hired at such a high percentage in the Federal Government.

FYAll On BoardAll Disability % 19731,748,02035,9692.1% 19741,792,35033,3651.9% 19751,806,34031,8581.8% 19761,824,06731,4641.7% 19771,821,317133,0207.3% 19781,815,727131,2807.2% 19791,792,875125,1767.0% 19801,779,834123,5906.9% 19811,772,572122,9426.9% 19821,779,131122,1086.9% 19831,764,968122,3706.9% 19841,780,789125,0727.0% 19851,809,339127,5107.0% 19861,789,529126,3497.1% 19871,822,004128,0637.0% 19881,821,824129,5287.1% 19891,845,876133,7257.2% 19901,848,435136,8897.4% 19911,877,323141,8217.6% 19921,879,894149,5848.0% 19931,823,193146,8568.1% 19941,755,221141,0698.0% 19951,693,177136,0078.0% 19961,640,258130,6898.0% 19971,585,408125,8957.9% 19981,556,531123,0797.9% 19991,536,156121,7157.9% 20001,524,883120,9397.9% 20011,536,627122,2848.0% 20021,579,254126,6478.0% 20031,582,636129,0328.2% 20041,602,773133,3168.3% 20051,611,400136,9098.5% 20061,608,157139,9828.7% 20071,618,159144,8529.0% 20081,673,249153,9169.2% 20091,757,105168,8839.6% 20101,831,719186, % 20111,856,580203, % Permanent Federal Workforce More people with disabilities work for the Federal Government now than in the past 32 years.

Unfinished Business: Making Employment of People with Disabilities a National Priority nate.gov/documents/ pdf/500469b49b364. pdf “I call for public and private sector employers to set goals for boosting disability employment, greater opportunities for entrepreneurs with disabilities, improved services to young people with disabilities that can lead to better employment outcomes after graduation, and bipartisan reforms to the largest disability entitlement programs so that they consistently support the efforts of people with disabilities to achieve success in the labor market and become part of the middle class.” Senator Tom Harkin Change is Now!

Walgreens, the country’s largest drug store chain with over 7,000 stores nationwide, developed a plan to recruit a diverse workforce made up of at least 20 percent workers with disabilities in two of its distribution centers. In its Windsor, Connecticut site, employing over 400 employees, over 50 percent of those employees have a disability, including individuals with seizure disorders, autism, hearing impairments, visual impairments, cerebral palsy, intellectual disabilities and mental health disabilities. “Broadening our workforce by employing people with disabilities is not only the right thing to do, but it also makes good business sense and has benefits that reverberate across our company and culture.” Randy Lewis, Walgreen’s Senior Vice President for Distribution Private Sector

On August 27, 2013, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs announced a Final Rule that makes changes to the regulations implementing Section 503 of the Rehabilitation Act of 1973, as amended (Section 503) at 41 CFR Part Section 503 prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities (IWDs), and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals. pliance/section503.htm pliance/section503.htm The new regulations under Section 503 of the Rehabilitation Act will have as great an impact on the lives of Americas with disabilities as the ADA. Tony Coelho, Former House Majority Whip and primary sponsor of the Americans with Disabilities Act Federal Contractors

2012–2013 National Governors Association (NGA) Chair’s Initiative A Better Bottom Line: Employing People with Disabilities /sites/NGA/files/pdf/2013/N GA_2013BetterBottomLineW eb.pdf /sites/NGA/files/pdf/2013/N GA_2013BetterBottomLineW eb.pdf “This Blueprint for Governors is the culmination of my 2012–2013 National Governors Association (NGA) Chair’s Initiative, A Better Bottom Line: Employing People with Disabilities.” Governor Markell States as Model Employers of People with Disabilities

States in their role as employers can pave the way for how to find, hire, retain, and advance employees with disabilities Nationwide, more than 5 million people are employed in non- education state government positions. 71 Businesses have told states that they are more likely to hire people with disabilities if state government is doing it successfully. We need the talents and skills of people with disabilities. Why is this important?

Disability ≈ Diversity Diversity + Inclusion = Innovation

Promising and Emerging Practices for Enhancing the Employment of Individuals with Disabilities Included in Plans Submitted by Federal Agencies Under Executive Order 13548

The Employment Environment: Employer Perspectives, Policies and Practices Regarding the Employment of Persons with Disabilities by Cornell University Employment and Disability Institute Policies and Practices in Private Industry

Develop a process for self-identification of disability Set hiring goals Evaluate data Accountability Set Hiring Goals and Improve Use of Data

In the 2012 FEVS, Federal employees with disabilities were given an opportunity to confidentially self-identify as a person with a disability and disclose their experience. Based on responses to FEVS workforce demographic questions, approximately percent of Federal employees self-identified as having a disability. This, compared to FY 2012 data showing percent of the Federal workforce self-identify as a person with a disability, results in an estimated data differential of 1.21 percent Federal Employee Viewpoint Survey

E.O is not an isolated effort but works in harmony with Equal Employment Opportunity Commission goals; E.O on Employment of Veterans in the Federal Government issued on November 9th, 2009; the Presidential Memorandum on “Improving the Federal Recruitment and Hiring Process issued on May 11, 2010; Presidential Memorandum on The Presidential POWER Initiative: Protecting Our Workers and Ensuring Reemployment issued on July 19th, 2010; E.O on Establishing a Coordinated Government-wide Initiative to Promote Diversity and Inclusion in the Federal Workforce issued on August 18th, 2011, to make sure people with disabilities have a fair shot in the Federal service. Set Goals

Separations% % % All Disability Resignation After Notice % % % Other1, %2, %2, % Sub Total1, %2, %2, % Death Other % % % Sub Total % % % Termination RFI/Funds/etc Other % % % Sub Total % % % New Placement Other1, %1, %2, % Sub Total1, %1, %2, % Removal Conduct % % % Conduct and Performance % % % Moved80.085%70.067% % Other % % % Performance % % % Sub Total % %1, % Other % % % Sub Total % % % Retirement Other4, %5, %6, % Sub Total4, %5, %6, % Grand Total9, %10, %12, % Separation Reasons and Rates for Individuals with Disabilities from

How are we doing in Minnesota? How do we improve?

Designate a task force or advisory body Ensure websites and other materials are welcoming, accessible, and easy to navigate Formalize partnerships among human resources and state agencies that work with people with disabilities Create opportunities for work experiences in state government. Fast-Track Hiring System Hiring preferences Civil service exam exemptions Special appointment lists Trial work periods and provisional appointments Mandatory interviews Outreach and Recruitment

How are we doing in Minnesota? How do we improve?

Conducting outreach to educate employees with disabilities about how to request accommodations. Centralized Accommodation Funding Establishing reasonable accommodations policies and procedures Reasonable Accommodations

How are we doing in Minnesota? How do we improve?

Establishing return to work as the first option for workers who acquire disabilities Conducting exit interviews and stay interviews Career development Trainings and plans Hiring and promoting people with disabilities at all levels Create and support Employee Resource Groups Train managers on disability etiquette and best practices Develop emergency management plans that specifically address the needs of employees with disabilities. Develop communities of practice on employment of people with disabilities. Retention and Advancement

How are we doing in Minnesota? How do we improve?

A Better Bottom Line: Employing People with Disabilities – BetterBottomLineWeb.pdf BetterBottomLineWeb.pdf OPM Disability Employment – data-oversight/disability-employment/getting-a-job/ data-oversight/disability-employment/getting-a-job/ Summary of Promising and Emerging Practices for Enhancing the Employment of Individuals with Disabilities Included in Plans Submitted by Federal Agencies under Executive Order – Office of Disability Employment Policy – Additional Resources

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