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

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findings from the 2008 odep employer survey

Findings from the 2008 ODEP Employer Survey

Andrew J. Houtenville, Ph.D.

New Editions Consulting, Inc.

August 2009

purpose of the employer survey
Purpose of the Employer Survey
  • 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.

2

study design
Study Design
  • 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

3

who responded
Who Responded?
  • Asked to speak to the person who makes decisions on hiring at the overall company level:
    • President/Owner 660
    • Manager 571
    • Director 339
    • Vice-President 112
    • Vice-President , HR 75
    • Supervisor 28
    • Vice-President , Finance 19
    • Assistant Director 15
    • Assistant Managers 15
    • Other (specify) 1,963

4

slide5

What We Learned

  • 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

5

slide6

Hiring Issues

  • 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

6

slide7

Hiring Strategies

  • 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

7

slide8

Persuasiveness of Information

  • 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.

8

slide9

Advancement and Retention

  • 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

9

employer attitudes and hiring
Employer Attitudes and Hiring

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%)

10

employer attitudes and advancement
Employer Attitudes and Advancement

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%)

11

employer attitudes and retention
Employer Attitudes and Retention

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%)

12

emerging patterns
Emerging Patterns
  • 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.

13

other employer related initiatives
Other Employer-Related Initiatives
  • 2006 & 2008 Science Conferences
  • Corporate Culture Study
  • Job Accommodation Network (JAN)
  • Employer Assistance and Recruiting Network (EARN)

14

contact information
Contact Information
  • 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

15