New regulations require that government contractors ask U.S. job applicants and employees to self-identify if they have a disability. How can employers build an inclusive workplace where people feel safe answering “yes” to this question?
Companies doing business with the U.S. government have a new mandate as of March 24, 2014: People with disabilities (PWDs) must represent at least 7 percent of job applicants and 7 percent of every job group.
New research from The Conference Board shows what companies are doing today to build a disability-inclusive culture. Hear Prudential’s strategy for achieving this while also meeting the new federal requirements for government contractors.
While 20 percent of workers will have a disability during their career, disclosing this in the workplace can be risky. Are PWDs more likely to self-identify in organizations that have a disability-inclusive culture?
- Dr. Mary Young, Principal Researcher Human Capital, The Conference Board
- Michele C. Green, Vice President and Chief Diversity Officer, Prudential Financial, Inc.
- Ashton A. Holt, Director, EEO & Diversity Analytics, Prudential Financial, Inc.
Audience learning objectives or takeaways
- How are companies collecting information about the representation of people with disabilities in their applicant pool and workforce?
- Which strategies do companies find most effective for building a disability-inclusive workplace?
- How can companies increase the number of applicants and employees with disabilities who self-identify as such?
HRCI credits will be available to participants.
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