1. Welcome!

2. Recruiting and Interviewing People with Disabilities 25 April 2006 By: Heidi Frost Eric Gurley

3. Introduction and Purpose Taking away the “Mystery” of Disabilities Overcoming Perceived Barriers Review of the Hiring Process and the American with Disabilities Act (ADA) Exercises Questions? Close

4. A Bit of Cinema… A short film called… Changes

5. The Hiring Process Recruitment Interviewing Selection Retention

6. Recruiting: Where to start There are approximately 56,000 working age people in Alaska who have a self disclosed disability. About 50% of them are employed (http://www.pascenter.org/state_based_stats/sta te_statistics_2003.php?state=alaska)http://www.pascenter.org/state_based_stats/sta te_statistics_2003.php?state=alaska –Traditional places (Where do you go now?) –Non-traditional places –Ensure your ads and job descriptions are inclusive!

7. Recruiting: Inclusive job descriptions and ads… More than just the EEO statement at the bottom. It’s encouraging all qualified people to apply. How can we be encouraging for all people to apply? What about asking others? Must be able…equals not me Must be able to lift 50 pounds is not accurate. Usually, it’s about moving the 50 pounds. What ways can we move 50 pounds? How can we rephrase that? What are other we can think of? Re-phrasing them?

8. Recruiting: Getting rid of bad karma –Front desk staff must know how to talk people with disabilities Imagine feeling unwelcome at a place you are applying Folks available to teach disability etiquette –Ensuring rest of staff replaces myths and misconceptions about people with disabilities.

9. Application Are your volunteers formal or not formal? Type of Application What you hope to gain?

10. Interviewing Pretty much the same as for people without disabilities… –do the job (is qualified) –will fit in with the rest of the staff –will fit in with customers –stay

11. Hire Why was this class needed? Because there are a few things that are different –Accessibility – structural/environmental –Accessibility – otherwise –Accommodations –Our attitudes

12. Retention Keep as part of the Team Train your Supervisors Disability Friendly Companies are known Treat as others Evaluate regularly Remember the available perks

13. Exercise Group A – Beverly Group B – Thomas Group C – Elizabeth Group D – Franklin Create PLANS and give EXAMPLES

14. Questions? What is next? What can you do quickly? Who can you talk to? Where do you turn? How do you institute change? When is the time to move forward?

15. Information Heidi Frost- anhjf1@uaa.alaska.edu Eric Gurley – Hope Community Resources, Inc. egurley@hopealaska.org www.hopealaska.org