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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.

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Findings from the 2008 ODEP Employer Survey

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

  2. 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

  3. 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

  4. 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

  5. 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

  6. 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

  7. 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

  8. 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

  9. 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

  10. 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

  11. 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

  12. 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

  13. 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

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

  15. 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

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