1. Findings from the 2008 ODEP Employer Survey Andrew J. Houtenville, Ph.D. New Editions Consulting, Inc. August 2009

2. Identify employer perspectives on the employment of people with disabilities collected with scientifically-based methods from various types of employers. Focus on hiring, retention, and advancement challenges and strategies. Purpose of the Employer Survey 2

3. Nationally representative sample –First ever to focus on disability issues Sample designed to yield statistics by –12 major industries and –3 size categories (5-15, 16-249, 250+ employees) 3,797 observations/senior executives represents over 2.4 million companies nationwide 15 minute interview, on average Study Design 3

4. Asked to speak to the person who makes decisions on hiring at the overall company level: –President/Owner660 –Manager571 –Director339 –Vice-President112 –Vice-President, HR75 –Supervisor28 –Vice-President, Finance 19 –Assistant Director15 –Assistant Managers15 –Other (specify)1,963 Who Responded? 4

5. 19.1% are employing people with disabilities 8.7% hired a person with a disability in the past 12 months 13.6% are actively recruiting people with disabilities What We Learned 5

6. Most commonly cited hiring challenges: Nature of the work Not knowing accommodation costs Cannot find qualified candidates Most commonly cited hiring concerns: Costs Lack of skills and experience Less safe and productive Hiring Issues 6

7. Most commonly cited strategies : Employment tax credit and incentives Disability awareness training Visible top management commitment Least common cited strategies : Targeted recruitment program Centralized accommodation fund Reassignment Hiring Strategies 7

8. Most Persuasive: Satisfactory performance, attendance, and retention Increases in company’s productivity Benefits to company bottom line Less Persuasive: Testimonials from line managers Benefited nationally recognized companies Addressing concerns about cost *Only companies that do not actively recruit. Persuasiveness of Information 8

9. Challenges: Cost Lack of advancement potential Returning employee to work (retention only) Attitudes NOT considered a major challenge Strategies: Tax Incentives Top management commitment Mentoring Advancement and Retention 9

10. Attitudes are cited as a challenge when hiring people with disabilities –Customers (34.3%) –Co-workers (29.1%) –Supervisors (20.3%) Lack of supervisor comfort was cited as a hiring concern –All companies (30.8%) –Large companies (44.9%) Employer Attitudes and Hiring 10

11. Attitudes are cited as a challenge when advancing people with disabilities –Customers (25. 3 %) –Co-workers ( 21.4 %) –Supervisors ( 19.4 %) Attitudes of supervisor more of a challenge for larger companies –Large companies (26.7%) –Small companies (16.%) and medium companies (17.7%) Employer Attitudes and Advancement 11

12. Attitudes are cited as a challenge when advancing people with disabilities –Customers (22.4%) –Co-workers (21.4%) –Supervisors (18.9%) Attitudes of supervisor more of a challenge for larger companies –Large companies (23.4%) –Small companies (14.7%) and medium companies (19.1%) Employer Attitudes and Retention 12

13. Nature of the work and the bottom-line are central to all aspects of employing people with disabilities. Cost issues are a bigger issue for small and mid- sized companies. Attitudes continue to be a barrier to recruitment, hiring, advancement and retention. Visible commitment from top management is key. Stay tuned... more findings to come. Emerging Patterns 13

14. 2006 & 2008 Science Conferences Corporate Culture Study Job Accommodation Network (JAN) Employer Assistance and Recruiting Network (EARN) Other Employer-Related Initiatives 14

15. Andrew J. Houtenville, Ph.D. Senior Research Associate 6858 Old Dominion Drive, Suite 230 McLean, VA 22101 E-mail: AHoutenville@NewEditions.net Richard L. Horne, Ed.D. Director, Division of Policy Planning and Research US Department of Labor Office of Disability Employment Policy (ODEP) 200 Constitution Avenue, NW Room S-1303 Washington, DC 20210 E-mail: Horne.Richard@dol.gov Contact Information 15