Workers with Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

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Workers with Disabilities: Meeting Your Recruitment Needs and Diversity Challenges

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Welcome and Introductions 2 |

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CareerBuilder's mission is to empower employment. We are striving to organize all the world's human capital data and make it meaningful for society. CareerBuilder’s Mission 2 |

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“Being a Federal contractor is a privilege—one that comes with the reasonable responsibility to abide by the law and provide equal opportunity to all workers. Today’s new rules make those expectations clearer and more meaningful. We are providing specific metrics to help contractors measure their progress toward achieving equal opportunity for people with disabilities.” Tom Perez, Secretary of Labor 4 |

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New Regulatory Requirements 5 |

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Affirmative Action and Nondiscrimination Obligations of Contractors and Subcontractors Regarding Individuals with Disabilities; Final Rule 41 CFR Part 60-741 6 |

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Establishes a 7% workforce utilization goal Requires data collection to measure effectiveness of affirmative action Requires invitation to applicants and existing employees to voluntarily self-identify Main Features 7 |

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Requires contractors to include mandated language in subcontracts to inform of obligation Updates definition of disability to comply with ADAAA Main Features 8 |

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Must post notice in electronic format if use on-line application Must indicate EEO employer in ads Contract must refer to Section 503 regulation Equal Opportunity Clause 9 |

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Required by every Government contractor with 50 or more employees and a contract of $50,000 or more More than a paperwork exercise Includes measurable objectives, quantitative analyses and internal auditing and reporting systems Affirmative Action Program 10 |

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Neither a quota nor a ceiling Failure to meet goal does not constitute discrimination Failure to meet goal requires assessment of: Personnel policies & procedures Outreach and recruitment practices Affirmative Action Program Identified problems addressed in corrections The 7% Goal 11 |

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Pre-employment offer stage Invitation can occur when collecting demographic info If use internet applications, invitation can occur after applicant passes basic qualification screen Periodic invitation to current employees Monitor placement, promotion, retention practices Invitation to Self-Identify 12 |

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Formal arrangements should be made for referral of applicants, follow up with sources, and feedback on disposition of applicants Special recruitment efforts to reach students with disabilities Work study, internships, job shadowing programs Attract PWDs not currently in workforce Consider applicants with known disabilities for all job vacancies Outreach and Positive Recruitment 112 |

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Number of applicants and Number of applicants with disabilities Number of job openings, Number of jobs filled and, Number of jobs filled by applicants with disabilities Total number of applicants hired Retained for 3 years Data Collection 14 |

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Contractor required to perform annual evaluation If % of PWDs in job group is less than 7%, must review personnel processes and physical and mental qualifications; effectiveness of outreach and recruitment efforts Develop and execute action-oriented program Annual Evaluation 15 |

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Contractors may: Develop job training program for individuals with certain disabilities such as TBI or developmental disabilities Use linkage agreements to recruit program trainees Contractor must: Describe the voluntary APP Include name of the official responsible for the program in the AAP Include annual report of activities in the AAP Not use program to segregate IWDs or limit employment opportunities of IWDS Voluntary AAP for IWDs 16 |

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Corporate Experiences 17 |

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A Testament to Work Ethic 18 |

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How The Arc Network Can Help 19 |

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Providing support to companies that are obligated to comply with the 503 guidelines 20 |

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Our National Scope Over 60 years of experience supporting individuals with I/DD Over 670 chapters across the United States 140,000 members A Wealth of Experience and Expertise 21 |

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Through self-advocates, parents, siblings, and service professionals, The Arc network has a high level understanding and expertise in workforce integration. A Deep Understanding 22 |

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A History of Providing Quality Employees 222 |

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Targeted Outreach State Agencies Educational Institutions Local/ National Disability Groups Employment Networks Non-Profit Service Organizations Corporate Services 24 |

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Locally-Based Staffing Solutions Recruitment Assessment Training Placement Services Follow-up Services Corporate Services 25 |

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Training and Consultation For Companies Cultural Competency/Workforce Diversity Training Accommodation training Regulation Required Evaluation and Reporting Services For Newly Hired Employees Interviewing and On-boarding Training Long-term Retention and Effectiveness Support Corporate Services 26 |

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TalentScout includes information relevant to on-boarding, supporting & managing people with Autism Spectrum Disorder in the following areas: 1. Job Descriptions & Announcements 2. Job Interviewing 3. Disclosure 4. Confidentiality 5. Orientation & Job Training 6. Workplace Accommodations 7. Coworker Relationships 8. Feedback & Evaluation Corporate Services 27 |

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Final Rule: http://www.gpo.gov/fdsys/pkg/FR-2013-09-24/pdf/2013-21228.pdf Frequently Asked Questions: http://www.dol.gov/ofccp/regs/compliance/faqs/503_faq.htm Fact Sheet: http://www.dol.gov/ofccp/regs/compliance/factsheets/Sec_503_508c.pdf Chart of Changes: http://www.dol.gov/ofccp/regs/compliance/factsheets/Section503_Crosswalk_QA_508c.pdf Useful Federal Links 28 |

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www.thearc.org Peter Berns Jonathan Lucus berns@thearc.org lucus@thearc.org 202.534.3701 202.534.3706 www.empoweringemployment.com Gretchen Keefner gretchen.keefner@careerbuilder.com 773.527.5589 Contact Information 29 |