Barriers to Employment of Individuals with Targeted Disabilities Christy Compton VA Disability Program Manager Margaret Mele Disability Program Intern Office of Diversity and Inclusion Office of Human Resources and Administration

Rehabilitation Act of 1973, as amended “ The Federal government shall become a model employer of individuals with disabilities. Agencies shall give full consideration to the hiring, placement, and advancement of qualified individuals with mental and physical disabilities.” 2

Americans with Disabilities Act The Americans with Disabilities Act (ADA) has several sections. Title I covers employment and originally covered only state and local governments and the private sector. It requires employers to provide qualified individuals with disabilities an equal opportunity to benefit from the full range of employment-related opportunities available to others. The Rehabilitation Act was amended in 1992 to include coverage under Title I of the ADA. 3

Targeted Disabilities Blindness Deafness Missing Extremities Partial Paralysis Complete Paralysis Epilepsy Severe intellectual disability Psychiatric disability Dwarfism 4 The targeted disabilities were established by EEOC and recently updated by OPM (July 2010). These disabilities were chosen because of chronically high unemployment rates.

General Barriers Myth or perception that there is a lack of qualified candidates with targeted disabilities. Concerns regarding the cost of accommodations. Discomfort or unease with people who have a severe disability. Studies show that when interviewing a person with a severe disability, the interviewer tends to focus (internally) on how s/he would function in the applicant’s shoes instead of focusing on the applicant’s abilities. 5

How Will VA Address the Barriers? VA will contract with OPM to provide candidates with targeted disabilities who are qualified for VA positions. VA’s centralized fund is a “best practice” for reducing concerns regarding the cost of accommodations. Attitudinal barriers are best addressed by providing incentives to hiring (2% goal is in the EEO element of the performance plans of SES). 6

Attitudinal Barriers Per research, working with a competent peer who has a targeted disability is the best way to overcome negative attitudes. VA’s goal is to hire people with targeted disabilities at all levels and in every possible job series. 7

VA Program Barriers Lack of a corporate system for recruiting qualified applicants with disabilities, especially those with targeted disabilities. Underutilization of Schedule A to hire non- competitively. Lack of knowledge on the legal requirement to provide reasonable accommodation and/or the process. Fitness for duty exams conducted in lieu of providing reasonable accommodation. 8

VA Program Barriers Reluctance to allow Tele-work, flexi-time, or other accommodation. Job announcements that do not specify the physical requirements or have outdated or non- bona fide requirements. (Candidates do not pass the pre-employment physical.) Job offers being withdrawn without considering possible accommodations. Lack of knowledge on the Centralized Fund. High complaint rates and termination/separation rates reveal “bumps” in VA’s efforts to create a welcoming work environment. 9

Sources of People with Targeted Disabilities –Vocational Rehabilitation Programs (state and VA) –Disabled Student Programs/Services at Universities (many have Career Center liaisons) –Community Disability Organizations (Centers for Independent Living, etc.) –Workforce Recruitment Program (WRP) –ODEP 10

Sources of People with Targeted Disabilities Paralyzed Veterans of America American Federation for the Blind Gallaudet University National Technical Institute for the Deaf (affiliated with Rochester University) Local non-profits that work with individuals with disabilities. 11

12 Contact Information Christy Compton VA Disability Program Manager Outreach and Retention Division Office of Diversity & Inclusion (202) VA’s Disability Program web site