SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. April 6, 2012

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. SHRM, in collaboration with and commissioned by the Cornell University ILR School Employment and Disability Institute, conducted a survey of its members about organizational practices and policies related to employing people with disabilities. Areas of focused in this survey research included:  Part 1: Recruitment and Hiring  Part 2: Accessibility and Accommodation  Part 3: Retention and Advancement In addition, the survey explored metrics that organizations track for all employees and for employees with disabilities, as well as potential barriers in the employment of and advancement of people with disabilities. The data findings included in this document focus on Part 1 of the research: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. Introduction 2

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. Part 1: Policies and Practices Related to Recruitment and Hiring 3

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. Study Purpose, Partners and Funding  Study purpose: to provide new knowledge about differences in HR practices in hiring, retaining and advancing individuals with disabilities and the relationship between these practices and positive employment outcomes.  Partners: SHRM, in collaboration with Cornell University.  Funding: U.S. Department of Education, National Institute on Disability and Rehabilitation Research grant to Cornell University, Rehabilitation Research and Training Center on Employer Practices (Grant No. H133B040013). 4

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. For this survey, we define a “person with a disability” as someone who has a physical and/or mental impairment that substantially limits a major life activity. This could include (but is not limited to) individuals with a physical disability, a chronic health condition, a vision or hearing impairment, a mental health condition, or a workplace injury or illness. We define an “effective practice or policy” as one that leads to improved recruitment, hiring, retention, engagement, workplace climate and/or advancement of people with disabilities. 5 Definitions

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. Key Findings 6  What policies and practices related to the recruitment and hiring of people with disabilities are currently being implemented by organizations? Nearly two-thirds (61%) of organizations indicate including people with disabilities explicitly in their diversity and inclusion plans, 59% require subcontractors/suppliers to adhere to disability nondiscrimination requirements, 58% train HR staff and supervisors on effectively interviewing people with disabilities, and 57% have developed relationships with community organizations that promote the employment of people with disabilities.  Among organizations that have implemented policies and practices related to the recruitment and hiring of people with disabilities, which policies and practices were found to be very effective? Nearly one-half (45%) of organizations found that training HR staff and supervisors on interviewing people with disabilities was very effective. Several organizations also believe that requiring subcontractors/suppliers to adhere to disability nondiscrimination requirements (38%) and having explicit organizational goals related to the recruitment or hiring of people with disabilities (34%) were very effective practices.

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. Key Findings (Continued) 7  Are some organizations more likely to have policies and practices related to the recruitment and hiring of people with disabilities depending on the organization’s staff size or sector? Larger organizations are more likely to have polices and practices related to recruitment and hiring of people with disabilities compared with smaller organizations. Publicly owned for-profit organizations also are more likely to have some of these policies and practices in place compared with privately owned for-profit organizations and nonprofit organizations.

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. 8 Policies and Practices Related to Recruitment and Hiring Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Our organization…

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. 9 Policies and Practices Related to Recruitment and Hiring (Continued) Our organization… Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. Level of Implementation and Effectiveness 10 Our organization… Very effective Somewhat effective Not effective Effectiveness not known Trains HR staff and supervisors on effective interviewing of people with disabilities. (n = 334) 45%37%17%1% Requires subcontractors/suppliers to adhere to disability nondiscrimination requirements. (n = 310) 38%30%3%29% Has explicit organizational goals related to the recruitment or hiring of people with disabilities. (n = 149) 34%31%9%25% Participates in internships or similar programs that target people with disabilities. (n = 111) 33%37%5%25% Note: Respondents who answered that a specific policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review” or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. Level of Implementation and Effectiveness (Continued) 11 Our organization… Very effective Somewhat effective Not effective Effectiveness not known Includes people with disabilities explicitly in its diversity and inclusion plan. (n =349) 29%36%7%27% Has relationships with community organizations that promote the employment of people with disabilities. (n = 326) 28%37%7%28% Has senior management that demonstrates a strong commitment to disability recruitment and hiring. ( n = 223) 27%42%8%23% Note: Respondents who answered that a specific policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review” or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. Level of Implementation and Effectiveness (Continued) 12 Our organization… Very effective Somewhat effective Not effective Effectiveness not known Actively recruits people with disabilities. (n = 273) 26%37%6%30% Takes advantage of tax incentives for hiring people with disabilities (e.g., Small Business Tax Credit, Architectural/ Transportation Tax Deduction or Work Opportunities Tax Credit). (n = 128) 26%34%6%34% Includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management. (n = 99) 29%33%11%28% Note: Respondents who answered that a specific policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review” or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. Comparison by Organization Sector 13

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute.  Publicly owned for-profit organization is a limited liability company that offers its securities (stock/shares, bonds/loans, etc.) for sale to the general public, typically through a stock exchange or through market makers operating in over-the-counter markets. This is separate and distinct from a government-owned corporation that might be described as a publicly owned company.  Privately owned for-profit organization is a business company owned either by nongovernmental organizations or by a relatively small number of shareholders or company members. A privately owned for-profit organization does not offer or trade its company stock (shares) to the general public on the stock market exchanges, but rather the company's stock is offered, owned and traded or exchanged privately. Less ambiguous terms for a privately held company are unquoted company and unlisted company.  Nonprofit organization is neither a legal nor a technical definition, but generally refers to an organization that uses surplus revenues to achieve its goals rather than to distribute them as profit or dividends. States in the U.S. defer to the IRS designation conferred under United States Internal Revenue Code Section 501 when the IRS deems an organization eligible. A nonprofit organization may or may not have shareholders. Definition of Sectors 14

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. 15 Our organization… actively recruits people with disabilities. Organization sectorDifferences based on organization sector Publicly owned for-profits (58%)Privately owned for-profits (41%) Publicly owned for- profits > Privately owned for- profits Comparison by Organization Sector Organization sectorDifferences based on organization sector Publicly owned for-profits (64%)Privately owned for-profits (52%) Publicly owned for- profits > Privately owned for- profits Organization sectorDifferences based on organization sector Publicly owned for-profits (24%)Privately owned for-profits (14%) Publicly owned for- profits > Privately owned for- profits has relationships with community organizations that promote the employment of people with disabilities. includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management. Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown.

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. 16 Our organization… takes advantage of tax incentives for hiring people with disabilities. Organization sectorDifferences based on organization sector Publicly owned for-profits (42%) Privately owned for-profits (21%) Nonprofits (23%) Publicly owned for- profits > privately owned for- profits, nonprofits Comparison by Organization Sector (Continued) Organization sectorDifferences based on organization sector Publicly owned for-profits (80%) Privately owned for-profits (48%) Nonprofits (55%) Publicly owned for- profits > privately owned for- profits, nonprofits requires subcontractors/suppliers to adhere to disability nondiscrimination requirements. includes people with disabilities explicitly in its diversity and inclusion plan. Organization sectorDifferences based on organization sector Publicly owned for-profits (77%) Privately owned for-profits (54%) Nonprofits (60%) Publicly owned for- profits > privately owned for- profits, nonprofits Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown.

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. 17 Our organization… has explicit organizational goals related to the recruitment or hiring of people with disabilities. Organization sectorDifferences based on organization sector Publicly owned for-profits (40%) Nonprofits (34%) Privately owned for-profits (19%) Publicly owned for- profits, nonprofits > privately owned for- profits Comparison by Organization Sector (Continued) Organization sectorDifferences based on organization sector Publicly owned for-profits (49%) Nonprofits (48%) Privately owned for-profits (32%) Publicly owned for- profits, nonprofits > privately owned for- profits has senior management that demonstrates a strong commitment to disability recruitment and hiring. Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown.

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. Comparison by Organization Staff Size 18

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. Smaller organizationsLarger organizationsDifferences based on organization staff size 1 to 99 employees (37%) 100 to 499 employees (39%) 2,500 to 24,999 employees (64%) 25,000 or more employees (78%) Larger organizations > smaller organizations 19 Our organization… actively recruits people with disabilities. Smaller organizationsLarger organizationsDifferences based on organization staff size 1 to 99 employees (48%) 100 to 499 employees (50%) 2,500 to 24,999 employees (75%)Larger organizations > smaller organizations has relationships with community organizations that promote the employment of people with disabilities. Comparison by Organization Staff Size includes people with disabilities explicitly in its diversity and inclusion plan. Smaller organizationsLarger organizationsDifferences based on organization staff size 1 to 99 employees (47%) 500 to 2,499 employees (66%) 2,500 to 24,999 employees (72%) 25,000 or more employees (85%) Larger organizations > smaller organizations Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown.

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. 20 Our organization… Smaller organizationsLarger organizationsDifferences based on organization staff size 100 to 499 employees (12%)25,000 or more employees (39%)Larger organizations > smaller organizations has explicit organizational goals related to the recruitment or hiring of people with disabilities. Smaller organizationsLarger organizationsDifferences based on organization staff size 1 to 99 employees (18%) 100 to 499 employees (24%) 25,000 or more employees (52%)Larger organizations > smaller organizations includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management. Smaller organizationsLarger organizationsDifferences based on organization staff size 100 to 499 employees (13%) 2,500 to 24,999 employees (28%) 25,000 or more employees (35%) Larger organizations > smaller organizations participates in internships or similar programs that target people with disabilities. Comparison by Organization Staff Size (Continued) Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown.

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. Smaller organizationsLarger organizationsDifferences based on organization staff size 1 to 99 employees (33%) 100 to 499 employees (33%) 25,000 or more employees (63%)Larger organizations > smaller organizations 21 Our organization… Smaller organizationsLarger organizationsDifferences based on organization staff size 1 to 99 employees (16%) 100 to 499 employees (15%) 500 to 2,499 employees (36%) 2,500 to 24,999 employees (43%) 25,000 or more employees (61%) Larger organizations > smaller organizations takes advantage of tax incentives for hiring people with disabilities. has senior management that demonstrates a strong commitment to disability recruitment and hiring. Comparison by Organization Staff Size (Continued) requires subcontractors/suppliers to adhere to disability nondiscrimination requirements. Smaller organizationsLarger organizationsDifferences based on organization staff size 1 to 99 employees (46%) 500 to 2,499 employees (68%) 2,500 to 24,999 employees (69%) 25,000 or more employees (82%) Larger organizations > smaller organizations Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown.

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. Industry Percentage of Respondents Manufacturing26% Finance and insurance12% Professional, scientific and technical services12% Retail trade12% Wholesale trade9% Transportation and warehousing8% Accommodation and food services7% Entertainment and recreation5% Information5% Utilities5% Construction4% Educational services4% Demographics: Organization Industry Note: n = 637. Total does not equal 100% due to multiple response options. 22

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. Industry Percentage of Respondents Health care and social assistance4% Religious, grantmaking, civic, professional and similar organizations4% Repair and maintenance4% Real estate and rental and leasing3% Administrative and support and waste management and remediation services 2% Management of companies and enterprises2% Public administration2% Agriculture, forestry, fishing and hunting1% Mining1% Personal and laundry services1% Other8% Demographics: Organization Industry (Continued) Note: n = 637. Total does not equal 100% due to multiple response options. 23

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. Demographics: Respondents by Organization Sector n =

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. Demographics: Respondents by Organization Staff Size n =

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. Demographics: Other Does your organization have U.S.-based operations (business units) only or does it operate multinationally? U.S.-based operations only60% Multinational operations40% n = 617 What is the level of HR department/function for which you responded throughout this survey? Corporate (companywide)57% Facility/location26% Business unit/division17% n = 519 In the U.S., is your organization a singe-unit or a multi-unit company? Multi-unit company80% Single-unit company20% n = Are HR policies and practices determined by the multi-unit corporate headquarters, by each work location or both? Multi-unit headquarters determines HR policies and practices 51% A combination of both the work location and the multi-unit headquarters determine HR policies and practices 46% Each work location determines HR policies and practices 3% n = 516

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute.  Response rate = 23%.  Sample consisted of 662 HR professional respondents from a randomly selected sample of SHRM’s membership.  A series of reminders along with a call campaign were used to encourage survey participation.  Margin of error is +/-3%.  Survey fielded October 19-December 15, Survey Methodology For more survey/poll findings, visit For more information about SHRM’s Customized Research Services, visit Follow us on Twitter:

SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute. Further Information Available  SHRM® Disability Employment Resource Page  HR. Tips –  Employer Assistance and Resource Network (EARN)-  Job Accommodation Network -  National ADA Network –  Cornell Employment and Disability Institute publications online  Employment and Disability Institute at Cornell University -  U.S. Disability Status Report