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CRHRA presents...TIPS and RESOURCES for Recruiting and Retaining Talented Employees w/ Disabilities!
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Four great reasons to NOT MISS THIS OPPORTUNITY! THIS FORUM WILL SUPPORT YOUR EFFORTS to: • EXPAND your applicant pool…and thereby increase probability of finding the best matches! • MEET ADA expectations - Section 503 of the Rehabilitation Act - especially important for federal contractors! • EARN HRCI/SHRM credits! …We are applying for HRCI Credits and PDC’s from SHRM… and • GAIN effective strategies to retain all loyal, talented employees!

9/12/2017
When: Tuesday, September 12, 2017
9:00 - 11:00 a.m.
Where: MVP Healthcare
625 State Street
Schenectady, New York 
United States
Contact: Marsha Lazarus
518-434-0439 x224

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WIN-WIN:  Fully Utilizing the Talents of your Employees with Disabilities!

MHANYS – CRHRA Co-sponsored Statewide Business Advisory Council Forum

September 12th, 9 to 11 a.m.

at MVP Healthcare, 625 State Street in Schenectady

 

Four great reasons to NOT MISS THIS OPPORTUNITY!

THIS FORUM WILL SUPPORT YOUR EFFORTS to:

  • EXPAND your applicant pool…and thereby increase probability of finding the best matches!
  • MEET ADA expectations - Section 503 of the Rehabilitation Act - especially important for federal contractors!
  • EARN HRCI/SHRM credits! …We are applying for HRCI Credits and PDC’s from SHRM… and
  • GAIN effective strategies to retain all loyal, talented employees! …while enhancing morale and supporting the efforts of all employees that bring value to your organization!

 

To register, go to:  https://mhanys.org/events-main/upcoming-events/

For more information, contact Marsha Lazarus at 518-434-0439 x224 or mlazarus@mhanys.org

 

TIPS and RESOURCES for Recruiting and Retaining Talented Employees with Disabilities!

9/12/17 Statewide Business Advisory Council Forum

Learning objectives:

  • To address fears/concerns of HR professionals/other hiring managers that create hesitation/unwillingness to hire qualified employees with disabilities.
  • To support the efforts of organizations to meet expectations of the new ADA regulation (Section 503 of the Rehabilitation Act for organizations with federal contracts):  to have employees with disabilities comprise at least 7% of their workforce (through recruitment, self-disclosure, retention).
  • To share “best practices” in recruiting and retaining employees with disabilities (physical and invisible).
  • To debunk myths/false assumptions about job candidates with disabilities (physical and invisible).
  • To ultimately promote employment opportunities for job seekers with disabilities.
  • To gain a stronger understanding of the connection between having a diverse, inclusive workforce and the organization’s sustainability and bottom line.
  • To understand the impact of identifying essential job functions for positions within an organization on employee recruitment and retention (including, but not limited to employees with disabilities).
  • To gain ability to develop, implement and evaluate employee retention strategies, including providing well-matched reasonable accommodations to strengthen employee performance.

Format:

  • PANELISTS:  45 minutes of Q & A (or short presentations by each panelist)
  • AUDIENCE:  40 minutes of Q & A
  • BREAK:  25 minutes to allow for networking/one-on-one – small group conversations)
  • Intro and Evaluations:  10 minutes

Employee Recruitment:

1.      Strategies for organizations looking to recruit larger numbers of job candidates

2.      Fears/concerns around hiring individuals with disabilities/other barriers

3.      Discussion of “essential job functions”/impact on hiring

Employee Retention:

 

So the organization has achieved its goal of bringing in employees with disabilities…Of course, given the cost of recruiting AND training people, the organization wants their newly recruited employees to stick around…Going through the recruitment and then training process again is costly!

  • What have you observed/or experienced to make a difference for employees with disabilities – such that these employees have stayed with your organization and done well? 
  • Goal is to hear responses of what’s been helpful for employees with different disabilities.
    • Examples and follow-up questions:  Was it the job fit?  A particular accommodation?  Relationship with supervisor?  Other?  Please elaborate.  Would you say that these success factors are different from those that impact your employees without disabilities?  
    • Discussion of “essential job functions”/impact on retention

In listening to employees with disabilities discuss their experiences, I keep hearing a general hesitation to request an accommodation.  In regard to invisible disabilities (epilepsy, mental health, autism), there’s a lot of stigma/sometimes skepticism/even fear around the disability…As a result, employees with an invisible disability can be very hesitant to self-disclose….and as a result  don’t make a reasonable accommodation request (which could make  a big difference for them and their team.)  Even employees with an obvious physical disability can be hesitant…Someone who has had to fight hard to gain recognition of their abilities (as opposed to their limitations) may not want to encourage focus on the deficit/what they can’t do.

  1. Strategies (and examples) for supervisors/HR managers to encourage an employee to self-disclose and/or make a reasonable accommodation request (which ultimately would enable the employee to stay employed and continue to contribute to the organization)
  2.  Examples that demonstrate that many employees ask for some kind of accommodation (It’s not just restricted to “employees with disabilities.”)
  3. I hear from HR Managers that sometimes when employees see an employee with a disability being given a reasonable accommodation, they feel that that employee is getting special treatment.  How can an employer avoid that perception?
  4. Employers sometimes feel that they should treat employees with disabilities differently…and perhaps avoid conversations around performance issues.  Have you seen that?  In your role, have you had conversations with an employee(s) with disabilities around performance issues?  Please give us an example…If the issue was successfully resolved, what facilitated the resolution?  Or was the issue not resolved and the employee terminated?  Was the process different (or not) for your employee(s) with a disability versus for your employees without disabilities?
  5. Training for Supervisors/Managers:  Patrisia will discuss the training that she has developed for managers and supervisors on how to effectively handle ADA requests (including how managers respond to the training and examples of changed attitudes/behavior by managers that have taken this training)

 

Organization’s Strategic-Planning

  1. How can champions for an inclusive workplace (within an organization) make a difference…both for employees and the organization’s bottom line?

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