More than 3.5 million Americans are on the autism spectrum. Helping them find the right employment should be a priority for recruiters.
The Advisory Committee on Increasing Competitive Integrated Employment for Individuals with Disabilities, formed in September 2014 to map out solutions under the Rehabilitation Act of 2014, released the findings from its two-year study recently. Increasing competitive job opportunities for candidates with disabilities, extending the availability and use of technology that aids employees with disabilities, and improved oversight of hiring and HR practices are among the topics addressed in this study. The full report can be read here . It includes more than 120 pages of information, including recommendations for employers, educators and job seekers with disabilities.
Job hunters everywhere are facing challenging times in the uncertain economic climate, but jobs for people with disabilities somehow always seem just a bit harder to come by. While no business can operate with the wrong people on staff, disabled persons often infuse their work environments with creativity, innovation, and community spirit. Supporting everyone in ways that allow them to make a meaningful contribution is as critical to the well being of America today as it was in better times. The good news is, jobs for disabled people can still be found today, but it might take a little more ...
With two new broad rules the world of recruitment is changing. The U.S. Department of Labor, Office of Contractor Compliance Programs (OFCCP), has recently updated regulations regarding the recruitment and hiring of employees with disabilities (Section 503 of the Rehabilitation Act of 1973). Another new rule updates the Vietnam Era Veterans’ Readjustment act of 1974 (VEWRA) which, of course, also applies to Veterans who are disabled. “Never in my lifetime have we had such aggressive changes for federal contractors and subcontractors,” said Janet Fiore, President of The Sierra Group in Philadelphia. “They are now being required to track their efforts ...
Small employers that offer long-term disability (LTD) benefits believe such benefits serve the interests of both their company and their employees, according to a 2015 survey of more than 500 benefits decision-makers at companies with 10 to 99 employees. While those that don’t provide this benefit often overestimate its cost—and underestimate its appeal. The survey was conducted in April 2015 on behalf of the Consumer Federation of America (CFA), a trade group, and benefits provider Unum. Among the findings, a large percent of small employers indicated that most of their employees would face significant financial hardship if they were disabled ...
When Vickie Peirano-Thompson’s employer told her they’d be turning to people with disabilities to fuel their workforce, she was skeptical. “I had a fear,” said Peirano-Thompson, manager of UCB, an accounts receivable firm located in Ohio. “I was thinking ‘how is someone who is visually impaired going to perform? How are they going to be able to collect the money? How are they going to be able to make the phone calls? How is this going to happen?’” But, she said, the company discovered “there are all kinds of technologies out there to accommodate all sorts of disabilities.” Peirano-Thompson spoke ...
A few months ago, a friend of mine was officially diagnosed with bipolar disorder. The shock and confusion caused by this revelation was intensified by the fact that it came soon after being laid off from her job. While she struggled with both her illness and her new jobless status, the diagnosis itself had given her a sense of relief. She said it was somehow comforting to know that there was a name to this illness and that it could be at least controlled, if not conquered. As admirable as it is for my friend to confront her illness and ...
Technological accessibility for employees and job seekers with disabilities is an issue of increasing importance for the Labor Department and employers. According to Chris Lu, writing for the U.S. Department of Labor blog: To put it simply, our commitment to accessible technology is about basic civil rights, as well as the collective productivity of America’s workforce. That’s because inaccessible technology — from websites, to software applications, to online job applications — is preventing many people with disabilities from doing their jobs effectively, or even applying for jobs in the first place. One way in which the Labor Department seeks to ...
When we talk about hiring people with disabilities, we are also discussing the broader issues of labor shortages, diverse hiring practices, and the social reactions to an impairment . Therefore, it is of importance to note that the reported benefits of hiring as referenced by the sources included in this summary are not comprehensive and do not necessarily reflect all aspects of these broad issues. What is represented, however, is a list of valid benefits to businesses who hire veterans and other individuals with disabilities. Statistics and findings from studies conducted from 1998 through 2010 - along with anecdotal observations ...
The U.S. government on Tuesday established its blueprint for moving American workers with profound disabilities out of low-paying sheltered workshops and other segregated settings into mainstream jobs in the public midst. U.S. Department of Justice officials announced in a morning news conference that they had reached a settlement with the state of Rhode Island that will put 2,000 of its citizens with intellectual and developmental disabilities in position to work real jobs with competitive wages. The Ocean State, resolving violations of the Americans with Disabilities Act with government civil rights lawyers, also will provide training and services to another 1,250 ...