1. 1 Developing Business Partnerships Jeffrey J. Tamburo, LMSW, CESP Employment & Disability Institute Cornell University Robert Statham, BA The Center for Human Services Education

2. GROUP EXERCISE: I GOT A NAME I GOT A NAME

4. A Brief Review

5. Making the Transformation

6. JOB DEVELOPERSBUSINESSES PRE-EMPLOYMENT ⟺ RECRUITING JOB PLACEMENT ⟺ HIRING POST-PLACEMENT ⟺ RETENTION & ADVANCEMENT (Simonsen et al., 2011) 6

7. 7

8. Making the Transformation Developing and Maintaining Relationships (Simonsen et al., 2011)

9. (Job Development?) 9

10. Jack Welch on Trust 10

11. The Fundamentals Trust & Authenticity 11

12. Exercise: From Trust to Credibility To gain Trust…we must be Credible and Authentic : Are You InCREDIBLY Authentic? 12

13. Heart of the Matter The Transcen Study found a disparity between what employers say they want and what job developers are doing. (Simonsen et al., 2011) 13

14. Survey Says! ◦ 80% of employers surveyed found the most persuasive recruitment strategy is demonstrating how job developers address the BOTTOM LINE. (Simonsen et al., 2011) 14

15. Costs vs. Benefits 15

16. The Start Line ⊘⊘ SELLING TAX CREDITS SELLING THE DISABILITY CHARIT Y JOB SEEKER NEEDS ACCOMMODATIONS

17. The Goals of Business Remember….benefits we offer should help the business: 1. MAKE MONEY 2. SAVE MONEY 3. LOOK GOOD

18. (Job Placement?)

19. Which side are YOU on?

20. Supply Side ◦ Focus is upon benefits for the job seeker ◦ Focus is upon job seeker’s needs and accommodations

21. Demand Side ◦ Focus is upon adding value to the business ◦ Quantifies the benefits ◦ Explains how features lead to benefits

22. The Dance

23. EXERCISE: POINT/COUNTERPOINT

24. The Business Viewpoint 24

25. (Post-Placement?) (Extended Services?) (Follow Along?)

26. ETHICS Supported Employment Ethics ◦ Autonomy ◦ Beneficence ◦ Fidelity ◦ Justice ◦ Nonmaleficence ◦ Veracity (CRCC Ethics, 2014) Business Ethics ◦ Build Trust & Credibility ◦ Respect for the Individual ◦ Create a Culture of Open & Honest Communication ◦ Set Tone at the Top ◦ Uphold the Law ◦ Avoid Conflicts of Interest ◦ Be Loyal ◦ Do the Right Thing (SHRM Ethics, 2014)

27. Saving the Job ≠ Saving the Relationship

28. “ The bottom line is the bottom line. Businesses view the employment process from a cost/benefit or value-added approach.” (Simonsen et al., 2011)

30. Section 503 ◦ Section 503 of the Rehabilitation Act of 1973 ◦ prohibits federal contractors & subcontractors from discriminating in employment against individuals with disabilities ◦ requires these employers to take affirmative action to recruit, hire, promote, and retain individuals with disabilities

31. 31 RA Section 503 New Rules cover all businesses who have more than $100,000 in federal contracts. True False True or False?

32. Section 503 Who must comply: Employers with federal contract or subcontract of >$10,000 Who has rights: Anyone with a disability as defined by ADAAA Enforcement: U.S. Dept. of Labor, OFCCP 32

33. ◦ Federal government as model employer ◦ Federal contracts/subcontracts are a good tool to move disability inclusiveness forward in the US workplace ◦ About 200,000 workplaces are under OFCCP jurisdiction = 25% of all US workers ◦ The Top 100 Contractors Report for Fiscal Year 2010 lists contracts total $284.7 billion* Federal Procurement Data (2011). "Top 100 Contractors Report - Fiscal Year 2010"Federal Procurement Data (2011). "Top 100 Contractors Report - Fiscal Year 2010". fpds.gov RA Section 503

34. *See OFCCP. (2013). Final Rule: Section 503 of the Rehabilitation Act Highlights. Accessed at http://www.dol.gov/ofccp/regs/compliance/section503.htm. Seven Percent Aspirational goal Use EEO clause Assessment Track Disability Data for annual assessment Build Recruitment Pipelines & Partnerships Align with ADAAA Invitation to voluntarily self-identify… Business Partnership Opportunity! 34

35. BUSINESS PARTNERSHIP RESOURCES

36. New resources from the Northeast ADA Center Making Work Happen Free Online Tutorials General Employment Tools ◦ For Employers ◦ For Disability Service Providers Veteran’s Employment Tools ◦ For Employers ◦ For Disability Service Providers ◦ For Veterans www.makingworkhappen.org 36

37. New resources from the Northeast ADA Center Leadership in a Disability Inclusive Workforce: The Just-in-Time Program Blended (online & in-person) offering to enable managers/supervisors to be effective in a disability inclusive workforce Call 800 949 4232 or email northeastada@cornell.edu 37

39. THANK YOU! Jeffrey Tamburo Employment & Disability Institute Cornell University 607.255.0583 jt693@cornell.edu Robert Statham The Center for Human Services Education 585.208-2555 rstatham@humanservicesed.org 39

40. References ◦ Simonsen, M., Fabian, E.S., Buchanan, L., & Luecking, R.G. (2011). Strategies Used by Employment Service Providers in the Job Development Process: Are they consistent with what employers want? Transcen Inc. 40