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Diversity Includes Disability
Workforce diversity has become a major management strategy for
many employers in the 1990's because it makes good business sense. A diverse
workforce gives companies a competitive advantage by enabling them to better
meet the needs of their customers, successfully compete in the global
marketplace, and hire from an expanded labor pool.
Managing diversity involves the creation of an open, supportive,
and responsive organization in which diversity is acknowledged and valued.
Diversity is defined as all of the ways in which we differ. Some of these
dimensions are race, gender, age, language, physical characteristics,
disability, religion, sexual orientation, and other differences irrelevant to
one's capacity to perform a job.
Why Do I Need To Know about Diversity and
People with Disabilities?
According to recent studies, America's workforce is changing and
rapidly growing more diverse. Over the next few decades, the largest percentage
of new growth will be composed of women, ethnic minorities, and immigrants. The
number of employees with disabilities will also increase. The current
generation of Americans with disabilities is well prepared to be tapped for the
job market and able to provide an added solution for the labor shortages facing
American business.
People with disabilities are the nation's largest minority, and
the only one that any person can join at any time. If you do not currently have
a disability, you have about a 20% chance of becoming disabled at some point
during your work life. People with disabilities cross all racial, gender,
educational, socioeconomic, and organizational lines.
Companies that include people with disabilities in their diversity
programs increase their competitive advantage. People with disabilities add to
the variety of viewpoints needed to be successful and bring effective solutions
to today's business challenges. The American economy is made stronger when all
segments of the population are included in the workforce and in the customer
base.
How Can My Company Support Diversity,
Including Employees with Disabilities?
- Educate Yourself
- Before moving ahead, study the issue.
- Learn more about people with disabilities. A good way to
start is to contact disability-related organizations for information.
- Contact your local Governor's Committee on Employment of
People with Disabilities, Centers for Independent Living, State/Local
Vocational Rehabilitation Agencies, and organizations and agencies that serve
or represent specific disabilities. Many of these organizations want to assist
the business sector, and some provide free training and literature.
- Talk to people with disabilities in your company and ask
for their ideas and input.
- Develop A Plan
- Establish a system for educating and sensitizing all levels
of your workforce on the value of hiring people with disabilities.
- If you have a diversity training program, make sure that
employees with disabilities are included in this effort.
- Consider The Following Action Items:
Recruitment and Outreach
- Even before positions open, seek out opportunities to
develop relationships with organizations, agencies, and programs that represent
or train people with disabilities.
- Participate or increase participation in summer internships
or similar programs to increase the flow of qualified individuals with
disabilities in the "pipeline."
- When a position is approved for external hire, seek out
qualified professional organizations that represent and serve people with
disabilities.
- When contracting with a retainer or contingency search
firm, develop the contract to include qualified people with disabilities in the
search. The contract should outline the steps that will be implemented to
locate qualified people with disabilities.
Development and Planning
- When task forces or other special committees are
established, they should include people with disabilities.
- Monitor to ensure that internal developmental programs are
available to employees with disabilities.
- Provide employees with disabilities candid and prompt
feedback on their performance.
- When providing training or other off-site activities, make
sure that they are accessible to employees with disabilities.
Compensation and Recognition
- Monitor bonuses and stock awards so that consistent
job-related standards are applied.
- Monitor appraisal and total compensation systems so
individuals with disabilities are treated without discrimination.
Where Can I Obtain Additional
Information?
Office of Disability Employment Policy (202) 693-7880 (VOICE),
(202) 693-7881 (TTY/TTD),
(202) 693-7888 (FAX)
Office of Disability Employment Policy's
Job
Accommodation Network(JAN) (800) 526-7234 (VOICE/TTY/TTD), (304)
293-5407(FAX) jan@jan.icdi.wvu.edu (e-mail)
Disability and Business Technical Assistance Centers (DBTACs)
(800) 949-4232 (VOICE/TTY/TTD), (703) 525-6835 (FAX)
July 1996 |