SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 SHRM Survey Findings: Employing People With Disabilities : Practices and Policies Related to Retention and Advancement In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute May 31, 2012

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 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 focused on in this survey research included:  Part 1: Recruitment and Hiring (Released April 11, 2012)  Part 2: Accessibility and Accommodation (Released May 17, 2012)  Part 3: Retention and Advancement (Released May 31, 2012) In addition, the survey explored metrics that organizations track for all employees as well as for employees with disabilities, and potential barriers in the employment of and advancement of people with disabilities. The data findings included in this document focus on Part 3 of the research: Practices and Policies Related to Retention and Advancement. Introduction 2

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 Part 3: Policies and Practices Related to Retention and Advancement 3

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 Study Purpose, Partners and Funding  Study Purpose: 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 Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 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 Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 Key Findings 6  What policies and practices related to retention and advancement for people with disabilities are currently being implemented by organizations? More than three out of four (81%) organizations have a return-to-work or disability management program for employees who are ill/injured or become disabled. Over one-half (59%) of organizations encourage flexible work arrangements for all employees (e.g., flextime, part-time, telecommuting). Approximately four out of 10 organizations (42%) invite employees to confidentially disclose whether they have a disability (e.g., staff surveys).  Among organizations that have implemented policies and practices related to retention and advancement of employees with disabilities, which policies and practices were found to be very effective? Over one-half (54%) of organizations indicate that disability-focused employee networks (e.g., employee resource groups or affinity groups) were a very effective practice related to the retention and advancement of employees with disabilities. Nearly one-half (49%) of organizations say that having a return-to-work or disability management program for employees who are ill/injured or become disabled is very effective. Encouraging flexible work arrangements for all employees (e.g., flextime, part-time, telecommuting) was also found to be a very effective practice according to nearly one-half (47%) of organizations.

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 Key Findings (Continued) 7  Are some organizations more likely to have policies and practices related to retention and advancement for people with disabilities depending on the organization’s staff size or sector? Larger organizations are more likely to have polices and practices related to retention and advancement of people with disabilities compared with smaller organizations. Publicly owned for-profit organizations and nonprofit organizations are also more likely to have some of these policies and practices in place compared with privately owned for-profit organizations.  Which metrics do organizations specifically track for employees with disabilities? Approximately one-third of organizations indicate tracking metrics related to employees with disabilities. These metrics include data on accommodations (32%), the number of job applicants with disabilities that were hired by organizations (29%) and the number of job applicants with disabilities that applied for a position at the organization (23%).

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM Policies and Practices Related to Retention and Advancement 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 Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM Policies and Practices Related to Retention and Advancement (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 Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM Our organization… Very Effective Somewhat Effective Not Effective Effectiveness Not Known Has a disability-focused employee network (e.g., an employee resource group or affinity group) (n = 79) 54%20%3%23% Has a return to work or disability management program for employees who are ill/injured or become disabled (n = 479) 49%36%1%14% Encourages flexible work arrangements for all employees (e.g., flextime, part-time, telecommuting) (n = 356) 47%37%3%13% Has a structured mentoring program to support employees with disabilities (n = 103) 47%31%3%19% Note: Respondents who answered that a policy or practice related to retention and advancement was “not in place,” “in development / under review” or “don’t know” were excluded from this analysis. Effectiveness of Policies and Practices

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 Effectiveness of Policies and Practices (Continued) 11 Our organization… Very Effective Somewhat Effective Not Effective Effectiveness Not Known Offers special career planning and development tools for employees with disabilities (n = 96) 46%31%3%20% Has explicit organizational goals related to retention and advancement of employees with disabilities (n = 73) 40%30%1%29% Includes progress toward retention and advancement goals for employees with disabilities in the performance appraisals of senior management (n = 49) 39%24%0%37% Employees are invited to confidentially disclose whether they have a disability (e.g., staff surveys) (n = 242) 36%37%2%25% Note: Respondents who answered that a policy or practice related to retention and advancement was “not in place,” “in development / under review” or “don’t know” were excluded from this analysis.

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 Comparison by Organization Sector 12

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012  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, which 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. This 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 it 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(c) when the IRS deems an organization eligible. A nonprofit organization may or may not have shareholders. Definition of Sectors 13

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM Our organization… Organization sectorDifferences based on organization sector Publicly owned for-profits (89%) Privately owned for-profits (78%) Nonprofits (69%) Publicly owned for- profits > privately owned for- profits, nonprofits Comparison by Organization Sector Organization sectorDifferences based on organization sector Publicly owned for-profits (52%) Privately owned for-profits (38%) Nonprofits (35%) Publicly owned for- profits > privately owned for- profits, nonprofits has a return-to-work or disability management program for employees who are ill/injured or become disabled Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown. employees are invited to confidentially disclose whether they have a disability (e.g., staff surveys)

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM Our organization… Organization sectorDifferences based on organization sector Publicly owned for-profits (23%) Nonprofits (29%) Privately owned for-profits (14%) Publicly owned for- profits, nonprofits > privately owned for- profits Comparison by Organization Sector (Continued) Organization sectorDifferences based on organization sector Publicly owned for-profits (21%) Nonprofits (31%) Privately owned for-profits (11%) Publicly owned for- profits, nonprofits > privately owned for- profits has a structured mentoring program to support employees with disabilities Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown. offers special career planning and development tools for employees with disabilities has disability-focused employee network (e.g., an employee resource group or affinity group) Organization sectorDifferences based on organization sector Publicly owned for-profits (19%) Nonprofits (21%) Privately owned for-profits (10%) Publicly owned for- profits, nonprofits > privately owned for- profits

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM Our organization… Organization sectorDifferences based on organization sector Publicly owned for-profits (21%) Nonprofits (21%) Privately owned for-profits (8%) Publicly owned for- profits, nonprofits > privately owned for- profits Comparison by Organization Sector (Continued) has explicit organizational goals related to retention and advancement of employees with disabilities Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. Only statistically significant differences are shown. includes progress toward retention and advancement goals for employees with disabilities in the performance appraisals of senior management Organization sectorDifferences based on organization sector Publicly owned for-profits (13%) Nonprofits (18%) Privately owned for-profits (5%) Publicly owned for- profits, nonprofits > privately owned for- profits

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 Comparison by Organization Staff Size 17

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 Smaller organizationsLarger organizationsDifferences based on organization staff size 1 to 99 employees (72%) 100 to 499 employees (79%) 2,500 to 24,999 employees (92%)Larger organizations > smaller organizations 18 Our organization… has a return-to-work or disability management program for employees who are ill/injured or become disabled Comparison by Organization Staff Size Smaller organizationsLarger organizationsDifferences based on organization staff size 1 to 99 employees (8%) 100 to 499 employees (11%) 25,000 or more employees (32%)Larger organizations > smaller organizations has a disability-focused employee network (e.g., employee resource group or affinity group) employees are invited to confidentially disclose whether they have a disability (e.g., staff surveys) Smaller organizationsLarger organizationsDifferences based on organization staff size 1 to 99 employees (33%) 100 to 499 employees (35%) 25,000 or more employees (69%)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 Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 Barriers for Employment and Advancement of People with Disabilities 19

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM Barriers Organizations Experience in Employing and Advancing People with Disabilities

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 Employee Metrics 21

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM Metrics Organizations Track for Employees with Disabilities

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM Metrics Organizations Track for Disability vs. Other Protected Groups

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 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. 24

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 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. 25

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 Demographics: Respondents by Organization Sector 26

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 Demographics: Respondents by Organization Staff Size n =

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 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 HR department/function for which you responded throughout this survey? Corporate (companywide)57% Facility/location26% Business unit/division17% n = 519 Is your organization a single-unit or a multi-unit organization? Multi-unit organization: An organization that has more than one location 80% Single-unit organization: An organization in which the location and the organization are one and the same 20% n = For multi-unit organizations, 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 Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012 Further Information Available  SHRM® Disability Employment Resource Page  HR Tips  Employer Assistance and Resource Network (EARN)  Job Accommodation Network (JAN)  National ADA Network  Cornell Employment and Disability Institute publications online  Employment and Disability Institute at Cornell University  U.S. Disability Status Report 29

SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities. In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012  Response rate = 23%  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: