January 17, 2018
In this Issue: Employer Incentive Guide, Mental Health in Higher Ed and more
Guide to Employer Financial Incentives
A variety of federal and state government financial incentives can help employers capitalize on the skills and talents people with disabilities have to offer their workplaces. Such incentives serve to advance two interrelated goals: to encourage the employment of people with disabilities and support modifications and accommodations to enhance workplace accessibility and individual productivity. To assist employers in understanding them, EARN recently developed a new website guide containing detailed descriptions of federal and state tax incentives, including those specific to veterans and return-to-work/stay-at-work initiatives. Visit the Employer Financial Incentives webpage.
Mental Health in the Higher Education Work Environment
In academia, as in all fields, workplace policies and practices that support employment success for people with mental health conditions are also sound management practices that benefit all workers and employers. Recently, the Chronicle of Higher Education shed light on this issue in an interview with Margaret Price, associate professor of English at Ohio State University and co-author of a resource guide on the topic, Promoting Supportive Academic Environments for Faculty with Mental Illnesses, which was developed with support from the Rehabilitation Research and Training Center on Community Living and Participation for Individuals with Psychiatric Disabilities. Read the interview or access the resource guide.
The Business Case for Disability Inclusion
A recent article in the Harvard Business Review explored the business case for disability inclusion, noting the many benefits inclusive companies reap beyond those related to compliance with nondiscrimination laws. In addition to citing U.S.-specific statistics from a recent global study conducted by the Center for Talent Innovation, the article outlines four key actions companies can take to create a culture of support and inclusion for people with disabilities, including those with non-visible disabilities who may be reluctant to disclose due to fear of stigma and bias, whether conscious or unconscious. Read the Harvard Business Review article.
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Workforce Recruitment Program
The Workforce Recruitment Program (WRP) connects federal and private sector employers with highly qualified and motivated students and recent graduates with disabilities seeking internships or permanent positions – and its 2018 database is now available! This page of the AskEARN.org website explains how the program works and profiles several WRP participants who have obtained employment through it.
MARK YOUR CALENDAR
January 17, 2018, 1:00 p.m. ET
Twitter Chat: Inclusion@Work: Strategies for Building a Disability-Inclusive Culture
Workplace disability inclusion is about more than hiring; it’s about facilitating a disability-inclusive culture across an organization’s employment lifecycle, from application to onboarding to advancement. In this Twitter chat, EARN will join the Campaign for Disability Employment to discuss “Inclusion@Work,” EARN’s employer policy framework outlining seven core components of a disability-inclusive workplace. Don’t miss this opportunity to engage, learn and share. Join using the hashtag #CDEInclusion.
February 15, 2018, 2:00 p.m. ET
Virtual Talk: Facebook and the Accessible Workplace
In this installment of the Partnership on Employment and Accessible Technology’s (PEAT) monthly PEAT Talks series, Facebook’s Director of Accessibility Jeff Weiland and Director of Policy Monica Desai will discuss why and how the company has made accessibility a priority and provide an overview of accessibility features on Facebook as well as its popular enterprise collaboration software, Workplace. Learn more about the February 15 PEAT Talk.
March 1, 2018
Deadline: Disability Employment Tracker
The deadline to participate in the 2018 Disability Employment Tracker™ is March 1, 2018. Sponsored by the National Organization on Disability (NOD), this tool provides companies a confidential assessment of their disability inclusion policies and practices, providing tailored reports in four areas. By completing the 2018 survey, companies may be eligible to compete for the 2018 “NOD Leading Disability Employer Seal” and the 2018 DiversityInc Top 50 Companies for Diversity. Learn more about the Disability Employment Tracker.
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In an op-ed for Diverseability magazine, PNC Chairman, President and CEO Bill Demchak outlined the reasons, both personal and professional, he has made disability inclusion a priority at his company, both at its headquarters in Pittsburgh and the other 35 markets where it does business. He also shared the concrete steps the bank has taken to deliver on this commitment, such as partnering with other local business and civic leaders to host forums and career fairs and host students with disabilities for job shadowing and mentoring.
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The Employer Assistance and Resource Network on Disability Inclusion (EARN) is a resource for employers seeking to recruit, hire, retain and advance qualified employees with disabilities. It is funded by the U.S. Department of Labor’s Office of Disability Employment Policy under a cooperative agreement with The Viscardi Center. For more information, visit AskEARN.org
Preparation of this material was funded by the Office of Disability Employment Policy, U.S. Department of Labor, Grant No. [OD-26451-14-75-4-36]. This document does not necessarily reflect the views or policies of the Office of Disability Employment Policy, U.S. Department of Labor, nor does the mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government.