About a year and a half ago, in my post, "Physically Disabled Need Jobs, Not Just Wheelchair Ramps," I wrote about the need for companies to provide employment opportunities for people with disabilities, a group that has long suffered a disproportionately high unemployment rate. I was encouraged to see that a new survey suggests that the issue is at least on the radars of most employers.
Earlier this month, the Society for Human Resource Management released the results of a survey on the practices and policies companies have adopted related to recruiting and hiring employees with disabilities. Here's a snapshot of what these organizations' policies and practices entail:
- Includes people with disabilities explicitly in its diversity and inclusion plan (61 percent)
- Requires subcontractors/suppliers to adhere to disability nondiscrimination requirements (59 percent)
- Trains HR staff and supervisors on effective interviewing of people with disabilities (58 percent)
- Has relationships with community organizations that promote the employment of people with disabilities (57 percent)
- Actively recruits people with disabilities (47 percent)
- Has senior management that demonstrates a strong commitment to disability recruitment and hiring (40 percent)
- Takes advantage of tax incentives for hiring people with disabilities (27 percent)
- Has explicit organizational goals related to the recruitment or hiring of people with disabilities (27 percent)
- Participates in internships or similar programs that target people with disabilities (20 percent)
- Includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management (18 percent)
Here's a summary of the policies and practices that were found to be most effective:
- Training HR staff and supervisors on interviewing people with disabilities (45 percent)
- Requiring subcontractors/suppliers to adhere to disability nondiscrimination requirements (38 percent)
- Having explicit organizational goals related to the recruitment or hiring of people with disabilities (34 percent)
And here's what the survey found with respect to company size and sector:
- Larger organizations are more likely to have policies and practices related to recruitment and hiring of people with disabilities compared with smaller organizations.
- Publicly-owned, for-profit organizations are more likely to have some of these policies and practices in place compared with privately-owned, for-profit organizations and nonprofit organizations.