April 11, 2012

1. SHRM Survey Findings: Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities In collaboration with and commissioned by Cornell University ILR School Employment and Disability Institute April 11, 2012

2. Introduction SHRM, in collaboration with and commissioned by the Cornell University ILR School Employment and Disability Institute, conducted a survey of its members about organizational practices and policies related to employing people with disabilities. Areas of focused in this survey research included: • Part 1: Recruitment and Hiring • Part 2: Accessibility and Accommodation • Part 3: Retention and Advancement In addition, the survey explored metrics that organizations track for all employees and for employees with disabilities, as well as potential barriers in the employment of and advancement of people with disabilities. The data findings included in this document focus on Part 1 of the research: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities.

3. Part 1: Policies and Practices Related to Recruitment and Hiring

4. Study Purpose, Partners and Funding • Study purpose: to provide new knowledge about differences in HR practices in hiring, retaining and advancing individuals with disabilities and the relationship between these practices and positive employment outcomes. • Partners: SHRM, in collaboration with Cornell University. • Funding: U.S. Department of Education, National Institute on Disability and Rehabilitation Research grant to Cornell University, Rehabilitation Research and Training Center on Employer Practices (Grant No. H133B040013).

5. Definitions For this survey, we define a “person with a disability” as someone who has a physical and/or mental impairment that substantially limits a major life activity. This could include (but is not limited to) individuals with a physical disability, a chronic health condition, a vision or hearing impairment, a mental health condition, or a workplace injury or illness. We define an “effective practice or policy” as one that leads to improved recruitment, hiring, retention, engagement, workplace climate and/or advancement of people with disabilities.

6. Key Findings • What policies and practices related to the recruitment and hiring of people with disabilities are currently being implemented by organizations? Nearly two-thirds (61%) of organizations indicate including people with disabilities explicitly in their diversity and inclusion plans, 59% require subcontractors/suppliers to adhere to disability nondiscrimination requirements, 58% train HR staff and supervisors on effectively interviewing people with disabilities, and 57% have developed relationships with community organizations that promote the employment of people with disabilities. • Among organizations that have implemented policies and practices related to the recruitment and hiring of people with disabilities, which policies and practices were found to be very effective? Nearly one-half (45%) of organizations found that training HR staff and supervisors on interviewing people with disabilities was very effective. Several organizations also believe that requiring subcontractors/suppliers to adhere to disability nondiscrimination requirements (38%) and having explicit organizational goals related to the recruitment or hiring of people with disabilities (34%) were very effective practices.

7. Key Findings (Continued) • Are some organizations more likely to have policies and practices related to the recruitment and hiring of people with disabilities depending on the organization’s staff size or sector? Larger organizations are more likely to have polices and practices related to recruitment and hiring of people with disabilities compared with smaller organizations. Publicly owned for-profit organizations also are more likely to have some of these policies and practices in place compared with privately owned for-profit organizations and nonprofit organizations.

8. Policies and Practices Related to Recruitment and Hiring Our organization… • Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.

9. Policies and Practices Related to Recruitment and Hiring (Continued) Our organization… • Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.

10. Level of Implementation and Effectiveness • Note: Respondents who answered that a specific policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review” or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.

11. Level of Implementation and Effectiveness (Continued) • Note: Respondents who answered that a specific policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review” or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.

12. Level of Implementation and Effectiveness (Continued) • Note: Respondents who answered that a specific policy or practice related to recruitment and hiring was “not in place” at their organization, “in development/under review” or “don’t know” were excluded from this analysis. Percentages may not equal 100% due to rounding.

13. Comparison by Organization Sector

14. Definition of Sectors • Publicly owned for-profit organization is a limited liability company that offers its securities (stock/shares, bonds/loans, etc.) for sale to the general public, typically through a stock exchange or through market makers operating in over-the-counter markets. This is separate and distinct from a government-owned corporation that might be described as a publicly owned company. • Privately owned for-profit organization is a business company owned either by nongovernmental organizations or by a relatively small number of shareholders or company members. A privately owned for-profit organization does not offer or trade its company stock (shares) to the general public on the stock market exchanges, but rather the company's stock is offered, owned and traded or exchanged privately. Less ambiguous terms for a privately held company are unquoted company and unlisted company. • Nonprofit organization is neither a legal nor a technical definition, but generally refers to an organization that uses surplus revenues to achieve its goals rather than to distribute them as profit or dividends. States in the U.S. defer to the IRS designation conferred under United States Internal Revenue Code Section 501 when the IRS deems an organization eligible. A nonprofit organization may or may not have shareholders.

15. Comparison by Organization Sector Our organization… actively recruits people with disabilities. has relationships with community organizations that promote the employment of people with disabilities. includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management. • Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. • Only statistically significant differences are shown.

16. Comparison by Organization Sector (Continued) Our organization… takes advantage of tax incentives for hiring people with disabilities. requires subcontractors/suppliers to adhere to disability nondiscrimination requirements. includes people with disabilities explicitly in its diversity and inclusion plan. • Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. • Only statistically significant differences are shown.

17. Comparison by Organization Sector (Continued) Our organization… has explicit organizational goals related to the recruitment or hiring of people with disabilities. has senior management that demonstrates a strong commitment to disability recruitment and hiring. • Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. • Only statistically significant differences are shown.

18. Comparison by Organization Staff Size

19. Comparison by Organization Staff Size Our organization… actively recruits people with disabilities. has relationships with community organizations that promote the employment of people with disabilities. includes people with disabilities explicitly in its diversity and inclusion plan. • Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. • Only statistically significant differences are shown.

20. Comparison by Organization Staff Size (Continued) Our organization… has explicit organizational goals related to the recruitment or hiring of people with disabilities. includes progress toward recruitment or hiring goals for people with disabilities in the performance appraisals of senior management. participates in internships or similar programs that target people with disabilities. • Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. • Only statistically significant differences are shown.

21. Comparison by Organization Staff Size (Continued) Our organization… has senior management that demonstrates a strong commitment to disability recruitment and hiring. takes advantage of tax incentives for hiring people with disabilities. requires subcontractors/suppliers to adhere to disability nondiscrimination requirements. • Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis. • Only statistically significant differences are shown.

22. Demographics: Organization Industry Note: n = 637. Total does not equal 100% due to multiple response options.

23. Demographics: Organization Industry (Continued) Note: n = 637. Total does not equal 100% due to multiple response options.

24. Demographics: Respondents by Organization Sector n = 611

25. Demographics: Respondents by Organization Staff Size n = 627

26. Demographics: Other

27. Survey Methodology • Response rate = 23%. • Sample consisted of 662 HR professional respondents from a randomly selected sample of SHRM’s membership. • A series of e-mail reminders along with a call campaign were used to encourage survey participation. • Margin of error is +/-3%. • Survey fielded October 19-December 15, 2011. • For more survey/poll findings, visit www.shrm.org/surveys • For more information about SHRM’s Customized Research Services, • visit www.shrm.org/customizedresearch • Follow us on Twitter: http://twitter.com/SHRM_Research

28. Further Information Available • SHRM® Disability Employment Resource Page http://www.shrm.org/hrdisciplines/Diversity/Articles/Pages/disability_072110.aspx • HR. Tips– www.hrtips.org • Employer Assistance and Resource Network (EARN)- www.askEARN.org • Job Accommodation Network - http://askjan.org/ • National ADA Network – www.adata.org • Cornell Employment and Disability Institute publications onlinehttp://digitalcommons.ilr.cornell.edu/ • Employment and Disability Institute at Cornell University - www.ilr.cornell.edu/edi/ • U.S. Disability Status Report - www.disabilitystatistics.org