From the web site http://www.pcepd.gov OPENING DOORS TO ABILITY July 1998 President's Committee on Employment of People with Disabilities 1331 F Street, NW, Washington, DC 20004-1107 http://www.pcepd.gov ---------- Education Kit 1998 Included in this Kit: * Cover * A Message From Chairman Tony Coelho * Introduction * About the President's Committee * JAN: Opening Doors to Job Accommodation * Affirmative Action and People with Disabilities * Recruitment Resources * Self-Employment Profiles * Providing Quality Services to Customers with Disabilities * Recruiting Disabled Veterans: A Primer * Disability and Cultural Diversity ---------- A MESSAGE FROM CHAIRMAN TONY COELHO "Opening Doors to Ability." The theme of this year's education and awareness program signifies the President's Committee's ultimate objective: the removal of attitudinal and structural barriers to employment in order for all Americans to be judged by their abilities and given an opportunity to contribute to our nation's workforce. Eight years after the passage of the Americans with Disabilities Act (ADA), doors are opening, however slowly. More and more places of business are accessible to both customers and employees with disabilities. Curb cuts are facilitating mobility for everyone from wheelchair users to in-line skaters. People with disabilities abound among our nation's commuters, many using accessible mass transit to get to work. Our country is in the midst of transforming the proverbial ladder of success for some Americans into a ramp of opportunity for all Americans. In the ADA's preamble, Congress laid out four goals for individuals with disabilities: equality of opportunity, full participation, independent living, and economic self-sufficiency. Adopting these goals in our nation's policies and workplaces requires a profound philosophical shift --- from the presumption that people with disabilities are either incapable or less capable of work --- to a presumption that all individuals have the ability to contribute to our country's economy. People with disabilities have a right to work, a right to take care of ourselves and our families, a right to contribute to our communities, and a right to participate in the political process. We also have a responsibility to do so. Earning a paycheck symbolizes economic and social independence. People with disabilities are the only group in society who want to pay their taxes. We want to work. We want to be contributors to our nation's economy. Yet, little more than half of working age Americans with disabilities are employed; and only one-quarter of those with severe disabilities hold a job. Many of the rest receive Social Security Income or Social Security Disability Income, costing the federal government $72 billion annually. With Medicaid, Medicare, and other direct and indirect costs of unemployment factored in, the price tag becomes $300 billion a year. The tragedy is that most individuals with disabilities in these programs are capable of employment. Who pays for them to stay home? All working Americans do, through our taxes. Employers do, through FICA payments. And too many people with disabilities do, by collecting monthly checks at the expense of their self-worth. We as a society cannot afford to continue shutting people with disabilities out of the workforce. Employers, government officials, organized labor, service providers, people with disabilities and their families must work together to remove all remaining barriers to employment for Americans with disabilities. Together we must open doors to welcome the contributions and abilities of all. Tony Coelho ---------- INTRODUCTION The materials in the 1998 Educational Kit can be used to foster employment opportunities for people with disabilities throughout the year. The materials are to be utilized for programs held to celebrate the anniversary of the Americans with Disabilities Act (ADA) in July and National Disability Employment Awareness Month (NDEAM) in October. In addition, local community events linked to Martin Luther King Jr. Day in January, Labor Day in September and Veterans Day in November offer opportunities to focus on employment of people with disabilities. The ADA signed into law on July 26, 1990, clearly prohibits discrimination on the basis of disability. This law is opening the door of opportunity in the workplace for millions of Americans with disabilities. Forty-five years intervened between Congressional enactment of Public Law 176 in 1945 and the passage of ADA. Public Law 176 designated the first week in October each year as "National Employ the Physically Handicapped Week," and the President's Committee was charged with carrying out the intent of this Act. In 1962, the word "physically" was removed from the week's name to recognize the employment needs of all persons with disabilities. Congress in 1988 expanded the week to a month and changed its name to "National Disability Employment Awareness Month." October has become the kick off month for year-long programs that highlight the abilities and skills of Americans with disabilities. The theme for this year's educational program is " Opening Doors to Ability. " The American challenge for the 21st century is to become a nation in which all citizens have the opportunity for full employment. The ability of a diverse workforce provides the framework to meet this challenge. Persons with disabilities want to be a vital component of the diverse workforce. America is in an excellent position to be a winner in the global economy of the 21st century because of the strength of its diversity, the power of the economy and the depth of the nation's values. Nevertheless, we must not overlook the abilities of the 54 million Americans with disabilities. And that means inclusion, not exclusion. Persons with disabilities have demonstrated their abilities to work in all venues from Pennsylvania Avenue to Wall Street to Main Street. By opening doors to ability, employers gain the skills and talents of persons with disabilities. Listed below are samples of activities to foster employment of individuals with disabilities carried out in 1997. The President's Committee encourages you to adopt or adapt similar activities for an exciting and profitable year-long educational campaign: * SAFECO Corporation utilized materials from the kit to train recruiters and managers regarding the employment of persons with disabilities. * The Access Center Partnership in San Diego, CA, started an information and referral hotline to help employers locate qualified people with disabilities to employ. * Burbank, CA, city government promoted National Disability Employment Awareness Month on a bumper sticker, prominently displayed on all city-owned vehicles during October. * The Bluegrass Assistive Technology Center, Paducah, KY, conducted an ADA Training Workshop. * The Council for the Arts, Gaithersburg, MD, presented a performance of the Cleveland Ballet Dancing Wheels. The company, which includes artists with and without disabilities, works to dispel myths regarding individuals with disabilities as performers. * The Diversity Council of the U.S. Department of Commerce included fact sheets from educational kits in a resource guide for senior department officials entitled "Advancing the Employment of People with Disabilities." * At Mesa State College in Colorado materials from the kit were used to teach an upper level college class on Disability Employment Law to students majoring in Human Resource Management. * The Mayor's Office for People with Disabilities, Chicago, IL, distributed a message with paychecks in October in which the mayor called on city employees to "celebrate and utilize the many abilities of people with disabilities." The city also featured Donald Dalton, president of Mico Overflo Corporation, on its "Disability Focus" cable TV program to discuss self employment and entrepreneurial opportunities for people with disabilities. * Fact sheets from the President's Committee's educational kits were used in a seminar American Express Financial Advisors presented to human resource professionals in Minneapolis and St. Paul, MN, on disability awareness, etiquette and interviewing guidelines. * Region 10 of the Rehabilitation Services Administration, Seattle, WA, conducted an employment conference and job fair at which copies of the 1997 Educational Kit were distributed to employers, service providers and persons with disabilities. * The New York State Regional Employment Alliance presented statewide and regional awards to employers and entrepreneurs with disabilities at programs in 10 regions across the state. * The Center for Independence, Grand Junction, CO, used material in the kit to provide disability awareness training to local public and private businesses. Remember: These examples provide only a starting point. Let your imagination be your guide. Employment of persons with disabilities is a year-long concern. ADDITIONAL MATERIALS Here is a sampling of materials that you may order from the President's Committee on Employment of People with Disabilities to assist you with your educational program. Booklets ADA and the Health Professional Worklife: ADA commemorative issue, Fall 1990 ADA Focus Brochures * Focus on Key Provisions * Focus on Telecommunications * Focus on Disabled Veterans * Focus on Employment * Focus on Public Accommodations * Focus on Transportation Fact Sheets * Basic Facts (1997) * Hiring People with Disabilities (1997) * Marketing to Customers with Disabilities (1997) * Workplace Accommodation Process (1997) * Personal Assistance Services in the Workplace (1997) * What to Do if You Have Been Discriminated Against (1997) * Essential Elements of an Effective Job Search (1997) * What Does Business Really Think About the ADA? (1996) * Cost and Benefits of Accommodations (1996) * Dispelling Myths About the Americans with Disabilities Act (1996) * Diversity and Disabilities (1996) * What You Should Know About Workplace Laws (1996) * Insurance and Benefits (1996) * Employment Checklist for Hiring Persons with Disabilities (1996) * Pre-Employment Inquiries (1996) * Communicating With And About People with Disabilities (1995) * Supported Employment (1995) * Worker's Compensation: Developing Company Policies (1995) * Facts About the Americans with Disabilities Act - Public Law 101-336 (1992) * Employer Profiles (1995, 1994) * Job Analysis, An Important Employment Tool (1994) * Interviewing Tips for the Job Applicant (1993) * Guidelines for Conducting a Job Interview (1993) Acknowledgments: Members of the President's Committee's Employer, Disabled Veterans, and Employees with Disability Concerns subcommittees provided valuable assistance in developing the fact sheets contained in this kit. This publication is available in alternate formats. ---------- ABOUT THE PRESIDENT'S COMMITTEE WHAT IS THE PRESIDENT'S COMMITTEE ON EMPLOYMENT OF PEOPLE WITH DISABILITIES? The President's Committee on Employment of People with Disabilities is a small federal agency based in Washington, DC. The Committee's mission is to communicate, coordinate and promote public and private efforts to enhance the employment of people with disabilities. WHO SERVES ON THE PRESIDENT'S COMMITTEE? The President of the United States appoints a Chairman and Vice Chairs. The Chairman, in turn, appoints members to the Executive Board and to six standing subcommittees. Some 300 members, who serve without compensation, represent various industries and groups that impact employment: the business community; labor unions; disabled veterans groups; educators; rehabilitation professionals; service providers; Governor's Committees in states and U.S. territories; more than 600 Mayor's Committees; and disability community leaders throughout the country. WHEN WAS THE PRESIDENT'S COMMITTEE CREATED? During World War II, people with disabilities filled many positions left open by the labor shortage and showed their capability in the workforce. Following the war, veterans, many of them disabled, were eager to return to civilian jobs. This combination of factors encouraged President Harry Truman to appoint a committee of prominent citizens to promote employment for people with disabilities. Thus, the President's Committee was born. Every succeeding President has endorsed the Committee. For over 50 years the President's Committee has provided the leadership necessary to ensure that disability employment issues remain high in the public consciousness. WHAT DOES THE PRESIDENT'S COMMITTEE DO? The Committee provides information, training and technical assistance to America's business leaders, organized labor, rehabilitation and service providers, advocacy organizations, families and individuals with disabilities. Toward these ends, the Committee: * Provides information on the Americans with Disabilities Act (ADA). * Spearheads a number of projects and initiatives, intended to increase the number of people with disabilities in the workplace. * Sponsors periodic employment fairs for job seekers with disabilities. * Makes available a number of free publications and fact sheets on disability employment-related issues. * Reports to the President on the progress and problems of maximizing employment opportunities for people with disabilities. Each year, the President's Committee develops and implements various projects that have the potential to improve work opportunities for people with disabilities. Building partnerships with public and private sector organizations is the hallmark of the Committee's success. Here are a few recent examples: * The Business Leadership Network (BLN) is a business-led nationwide partnership among the President's Committee, employers and state Governor's Committees. Localized to meet the needs of the particular geographic area, each BLN includes a coalition of employers who are committed to hiring employees with disabilities. This program offers employers pertinent disability employment information; a network of companies sharing information on specific disability employment issues; the opportunity to provide training and work experience for job seekers with disabilities; and recognition for best disability employment practices. This employer-to-employer effort has as its national CEO the President and Chief Executive Officer of the U. S. Chamber of Commerce. * The Youth Leadership Forum for Students with Disabilities is a career leadership training program for high school juniors and seniors. The President's Committee has worked closely with the California Governor's Committee for Employment of Disabled Persons, which developed the forum, to replicate this initiative around the nation. The Social Security Administration has provided key financial support to make this goal a reality and the American Legion has committed its national support to the program. * High School/High Tech encourages secondary students with disabilities to consider careers in engineering, science and high technology fields. Cooperative efforts with public and private funding sources, businesses and school districts throughout the United States make paid internships and mentoring opportunities possible. Significant funding for this program has been made available through the National Aeronautic and Space Administration (NASA). Other major sponsors include the Mitsubishi Electric America Company and the National Oceanic and Atmospheric Administration (NOAA). * The Workforce Recruitment Program for College Students with Disabilities, which is co-sponsored with the U.S. Department of Defense, identifies college and university students with disabilities seeking summer and permanent jobs. Each year, a free CD-ROM database containing information about pre-screened candidates is made available to interested employers in both the private sector and the federal government. Approximately 10 federal agencies provide recruiters to visit schools nationwide and hire summer interns from the program on an annual basis. * The Cultural Diversity Initiative is a major effort to develop leadership in minority communities in order to improve job opportunities for individuals with disabilities from minority backgrounds. With significant financial support from the U.S. Department of Education, the President's Committee is working closely with the National Association for the Advancement of Colored People (NAACP) and other minority organizations to achieve the goals of this project. HOW CAN THE PRESIDENT'S COMMITTEE HELP ME? The President's Committee provides a variety of resources to help both employers and job seekers. * Chief among the Committee's resources is the Job Accommodation Network (JAN), a toll-free information service on workplace accommodations and the employment provisions of the Americans with Disabilities Act. Anyone may call JAN at (800) 232-9675 (V/TDD) or (800) 526-7234 (V/TDD). Hours of operation are 8:00 a.m. to 8:00 p.m., Monday through Thursday, and 8:00 a.m. to 7:00 p.m. on Friday, Eastern Standard Time. The JAN Website also contains extensive information and links to other sites related to disability and employment issues. Visit JAN at http://www.jan.wvu.edu/english/homeus.htm . * The Committee produces an annual Educational Kit containing fact sheets on timely disability employment issues. Recent topics include "What To Do if You Think that You Have Been Discriminated Against," "Essential Elements in an Effective Job Search," and "Pre-Employment Inquiries." A particular publication, or a list of available publications, may be requested by calling (202) 376-6200, Extension 60 (V) or (202) 376-6205 (TDD). * The Committee's Website on the Internet http://www.pcepd.gov provides visitors direct access to President's Committee publications, speeches and press releases, as well as to information on statistical data, workplace laws, job accommodations, interviewing, hiring and communicating with people with disabilities, among other topics. A special "business Focus" section responds to information generally requested by the business sector and has links to a number of government agencies that provide additional resources. A "Job Links" page takes job seekers directly to lists of job openings at companies seeking to hire people with disabilities. Neither the President's Committee nor its Job Accommodation Network is a job placement service. The Committee does not have the authority to regulate or enforce any laws, nor is it permitted to advocate any federal action on behalf of any individual or group. However, to the degree possible, staff will provide referrals to the most appropriate agencies and organizations. HOW MAY I GET MORE INFORMATION ABOUT THE PRESIDENT'S COMMITTEE? * Visit our Web site at http://www.pcepd.gov * E-mail us at info@pcepd.gov * Call us at (202) 376-6200 (V) or (202) 376-6205 (TDD) * Write to us at 1331 F Street NW, Washington, DC 20004 ---------- JAN: OPENING DOORS TO JOB ACCOMODATION WHAT IS JAN? The Job Accommodation Network (JAN), a service of the President's Committee on Employment of People with Disabilities, is a toll-free resource for anyone who has questions about job accommodations, or about the employment sections of the Americans with Disabilities Act (ADA). Trained consultants respond to questions, discuss specific job accommodations, and suggest additional resources to assist you. WHO SHOULD USE JAN ? Employers, persons with disabilities, service providers, rehabilitation counselors, or anybody involved in helping a person with a disability obtain or retain a job. HOW DOES JAN WORK ? All calls to JAN are kept confidential. If you are calling about accommodating an individual on the job, the more you tell the consultant about the required tasks and the functional limitations and abilities of the individual, the better the consultant will be able to help. When you call, the following steps occur: * The receptionist listens to each question and transfers the caller to the JAN consultant who is most knowledgeable in that particular area. * The consultant asks questions to obtain the information needed in order to develop the best solution(s). * The consultant searches a database of previous accommodations and provides as many potential accommodation options as possible. These may include: * different approaches to job tasks * proposed policy changes * commercially available products * different ways to use existing products * resources for device modification/fabrication. * The consultant provides methods of implementing and maintaining the accommodation(s) and recommends processes for reviewing the effectiveness of the accommodation(s). * JAN staff will prepare and send materials in the format requested. Information can be sent electronically, faxed or mailed using the U.S. Postal Service. * As follow-up, the caller may be asked to complete a questionnaire regarding the recommended accommodation(s) and their usefulness. This feedback helps JAN improve services and assist future callers with accommodation solutions. WHAT HAS BEEN THE RESULT OF JAN SERVICES ? Following are examples of accommodations recommended by JAN that have assisted companies and agencies in hiring, retaining and promoting people with disabilities. Call Request: A teacher with a hearing impairment had difficulties hearing the students' voices over the squeaks of chairs and desks moving over the linoleum floor. Also, the teacher could not see some of the students' faces and therefore could not effectively lip read. Accommodation Used: To eliminate noise, used tennis balls were cut and attached to the feet of the chairs and desks. The teacher rearranged the desks in a horseshoe in order to see the faces of all students. COST: $0 (The tennis balls were donated by an avid tennis player who would have thrown them away.) Call Request: Because of low reading skills a child care assistant with a learning disability had difficulty preparing lessons based on children's books. Accommodation Used: The employee was given a videotape of various children's stories and effective hand motions to review. COST: $50 Call Request: A new restaurant employee who is legally blind used a service dog to travel to and from work. The employee did not need the dog to perform her job duties. Accommodation Used: A dog crate was placed in a back office with a clear path of travel in and out of the facility. The dog was crated during the work day and was out of any contact with food products or supplies used in the restaurant. COST: $75 Call Request: A company vice president with arthritis had difficulty maintaining stamina during the workday. Accommodation Used: The employer provided flexibility in the vice president's work hours and a recliner for her office so that she could change body positions to cut down on fatigue. COST: $750 Call Request: A cashier with mild mental retardation had difficulty making change. Accommodation Used: The worker used a talking calculator and a chart of bills and coins. COST: $150 Call Request: A worker who is deaf was responsible for inspecting underground water utilities. When the employee was underground alone, co-workers above ground needed to communicate with him. Accommodation Used: A wireless portable vibrating paging system was purchased for the employee. COST: $445 Call Request: A department store retail clerk with multiple sclerosis used a scooter and had problems with stamina. Accommodation Used: The employee was reassigned to a department on the first floor, provided with space for the scooter, given a sit/lean stool at the register, and scheduled for first shift with every third day off. COST: $200 Call Request: A technical editor in the publishing industry had a spinal cord injury and needed to work lying on his back. Accommodation Used: A work station was provided that enabled the editor to work on a computer while in a supine position. COST: $2,000 Call Request: An insurance claims adjuster became ill when exposed to certain chemicals in the air (chemical sensitivity). Accommodation Used: The ventilation system in the employee's office was modified, and co-workers were asked not to use scented products. The employee was also permitted to attend staff and training meetings remotely by speaker phone and to wear a mask when needed. COST: $650 Call Request: A greenhouse worker with mental retardation had difficulty correctly mixing various chemicals. Accommodation Used: Measuring cups, a checklist, and the chemicals were color-coded in a coordinated manner so the person could accomplish tasks by matching colors. COST: $25 Call Request: A human resources manager has seasonal affective disorder, a condition requiring adequate light during a sufficient number of daytime hours to ward off depression. Accommodation Used: A simple device called a sunlight box was installed in the person's office. COST: $265 These accommodations are only a few examples of the types of effective solutions provided by the President's Committee's Job Accommodation Network. JAN staff has cumulatively over 100 years of experience and has delivered information on over 100,000 job accommodations since 1984. HOW DO I REACH JAN? Phone: (800) 526-7234 (V/TDD), (800) 232-9675 (V/TDD) Mail: President's Committees' Job Accommodation Network, 918 Chestnut Ridge Road, Suite 1, WVU PO Box 6080, Morgantown, WV 26506-6080 E-mail: JAN@jan.icdi.wvu.edu Website: Visit the President's Committee's Web site at http://www.pcepd.gov . Then click on "Job Accommodation Network" in the table of contents, or go directly to JAN at http://janweb.icdi.wvu.edu/english/homeus.htm . ---------- AFFIRMATIVE ACTION AND PEOPLE WITH DISABILITIES WHAT IS AFFIRMATIVE ACTION ? Affirmative action is a set of positive steps that employers use to promote equal employment opportunity and to eliminate discrimination. It includes expanded outreach, recruitment, mentoring, training, management development and other programs designed to help employers hire, retain and advance qualified workers from diverse backgrounds, including persons with disabilities. Affirmative action means inclusion, not exclusion. Affirmative action does not mean quotas and is not mandated by the Americans with Disabilities Act. WHY SHOULD PEOPLE WITH DISABILITIES BE INCLUDED IN AFFIRMATIVE ACTION PROGRAMS? * To increase the pool of qualified job applicants available for hiring . Nearly one half of working age people with disabilities are unemployed. Any one of these individuals may be the best person for the job an employer is seeking to fill. * To obtain diverse skills, viewpoints and backgrounds in the workforce that can lead to improvements in the bottom line. Including employees with disabilities on product development, marketing, advertising and sales teams can help employers gain insight about how best to tap into and serve the disability community. * To demonstrate to customers a commitment to equal employment opportunities. Consumers with disabilities control more than $175 billion in discretionary income. They, like all consumers, are more likely to patronize businesses where they feel welcome. Accessible stores, products and services, along with employees with disabilities, will help customers with disabilities feel that their business is appreciated. * To comply with the following laws. Section 503 of the Rehabilitation Act of 1973, as amended, and Section 4212 of the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA), as amended, require federal contractors and subcontractors to take affirmative action to ensure that all individuals have an equal opportunity for employment, without regard to disability or status as a Vietnam era or "special disabled" veteran. Government contracts of more than $10,000 must include a clause that a contractor agrees to take affirmative action to employ, advance in employment, and treat qualified individuals with disabilities without discrimination in all employment practices. When a government contractor has 50 or more employees and a contract of $50,000 or more, the contractor also must prepare and maintain an affirmative action program. As part of this program, contractors are obligated to institute outreach and recruitment efforts to employ and advance qualified individuals with disabilities at all levels of employment, including the executive level. The U.S. Department of Labor is responsible for administering Sections 503 and 4212 through its Office of Federal Contract Compliance Programs (OFCCP). If OFCCP determines that a contractor has violated these provisions, it may impose a variety of sanctions, including canceling, terminating or suspending a contract or debarring the contractor from future government contracts. W HAT ARE THE COMPONENTS OF A SUCCESSFUL AFFIRMATIVE ACTION PLAN TO RECRUIT, EMPLOY AND ADVANCE PEOPLE WITH DISABILITIES? OFCCP regulations implementing Section 503 of the Rehabilitation Act require covered federal contractors and subcontractors to develop affirmative action plans that include the 10 major components outlined below. These are equally effective for employers that are voluntarily implementing affirmative action plans. An employer should: * Assign a company official to be responsible for the implementation of affirmative action activities. * Prepare and post an equal opportunity policy statement. * Review personnel processes to ensure job applicants and employees with disabilities are considered for all job vacancies and training opportunities, and are not stereotyped in a manner which limits their access to all jobs for which they are qualified. * Review all job qualification standards to ensure that they are job-related for the position in question and consistent with business necessity. * Make reasonable accommodations to the known functional limitations of otherwise qualified individuals with disabilities. * Develop and implement procedures to ensure that employees with disabilities are not harassed because of disability. * Undertake appropriate outreach and positive recruitment activities such as: a. establishing formal arrangements for applicant referrals with recruitment sources such as state employment security agencies, state vocational rehabilitation agencies, college placement offices, labor organizations and organizations of or for individuals with disabilities; b. participating in work-study programs with schools which specialize in training or educating individuals with disabilities; c. including current employees with disabilities in promotional literature and career programs; d. sending written notification of company affirmative action policy to subcontractors, vendors and suppliers; and e. considering applicants with known disabilities for all available positions for which they may be qualified, not just for which they have applied. * Train all personnel involved in recruitment, screening, selection, promotion, disciplinary action and related processes to ensure that affirmative action steps are taken. * Develop procedures to disseminate information about affirmative action policies within a company in order to ensure greater employee cooperation and participation. * Design and implement an audit and reporting system to measure the effectiveness of an affirmative action program. Where an affirmative action program is found to be deficient, actions must be taken to remedy the situation. WHERE CAN I OBTAIN ADDITIONAL INFORMATION ? * Office of Federal Contract Compliance Programs: Please contact your nearest OFCCP regional office or the OFCCP ombudsperson at (888) 376-3227 (V). * OFCCP Public Education Kits are available at (202) 219-9475 (V) or (202) 208-0452 (TDD). * Internet http://www.dol.gov/dol/esa . ---------- RECRUITMENT RESOURCES "The cry of every employer is: I need people whose skills are better matched with our needs," says Mitchell S. Fromstein, Chairman of Manpower, Inc. Persons with disabilities represent an untapped labor pool and may very well be the answer to this critical need. Recent employer surveys clearly show that the number one problem for American companies today is finding an adequate supply of qualified employees. The high costs of employee turnover coupled with the insufficient number of qualified employees present a risk to America's businesses maintaining the competitive edge. One step an employer can take to find qualified applicants with disabilities is to disseminate vacancy announcements to disability-related agencies and organizations. Another is to state clearly in job advertisements and on application forms the company's interest in receiving applications from persons with disabilities. Community based disability-related organizations are listed in local telephone directories. The President's Committee on Employment of People with Disabilities can also provide information on recruitment sources and disability organizations. The following list of national agencies and organizations offers a good starting point to employers looking for recruitment sources to locate qualified people with disabilities. Workforce Recruitment Program President's Committee on Employment of People with Disabilities Job Accommodation Network (JAN) (800) 232-9675 (V/TDD) Through JAN, employers may request a data base of pre-screened college students with disabilities to fill summer or permanent hiring needs. These candidates, from more than 140 colleges and universities, represent all academic majors and range from college freshmen to students in graduate school or law school. Rehabilitation Services Administration (202) 205-8719 (V) The Rehabilitation Services Administration (RSA) oversees programs that help individuals with physical or mental disabilities obtain employment. RSA's major formula grant program provides funds to state vocational rehabilitation agencies to provide employment-related services for people with disabilities. State and local vocational rehabilitation agencies are listed under state government agencies in the telephone directory. Department of Veterans Affairs (800) 827-1000 (V) The Department of Veterans Affairs supports a nationwide employment training program for veterans with service-connected disabilities who qualify for vocational rehabilitation. Regional or local offices are listed under federal government agencies in the telephone directory. Social Security Administration Attn: Project ABLE (757) 441-3362 (V), (757) 441-3374 (Fax), projable@opm.gov Project ABLE is a national resume bank which offers employers an accessible applicant pool of qualified individuals with disabilities who are receiving Social Security or Supplemental Social Security disability benefits. The resume bank operates through the joint efforts of state vocational rehabilitation agencies, Rehabilitation Services Administration, Office of Personnel Management, Social Security Administration and Department of Veterans Affairs. State Governors' Committees on Employment of People with Disabilities http://www.pcepd.gov/state.htm (Internet) The governors' committees serve as state liaisons to the President's Committee on Employment of People with Disabilities. The committees provide employment information and referral service. Governors' Committees are listed under state government agencies in the telephone directory. Office of Special Education Programs (OSEP) Division of Educational Services, Secondary Education and Transitional Services Branch (202) 205-8112 (V), Bill_Halloran@ed.gov (E-mail) The Secondary Education and Transitional Services for Youth With Disabilities program assists youth with disabilities in the transition from secondary school to post-secondary environments, such as competitive or supported employment. Through awards to institutions of higher education, state educational agencies, local educational agencies and other appropriate public and private nonprofit institutions, the program ensures that secondary special education and transitional services result in competitive or supported employment for youth with disabilities. Contact the Division for the location of transition programs in your area. I-NABIR, The Association of Projects with Industry (202) 543-6353 (V) or inabir@paltech.com (E-mail) I-NABIR is an organization of federally funded programs that provide employment preparation and job placement services for persons with disabilities under the guidance of employers. Contact I-NABIR for the location of projects with industry programs in your area. Association of Higher Education and Disability (AHEAD) (614) 488-4972 (V/TDD), (614) 488-1174 (Fax) AHEAD is a member organization involved in the development of policy and in the provision of quality support services to serve the needs of persons with disabilities in higher education programs. The organization can provide the name and number of the college and/or university coordinators of services for students with disabilities in your area. Goodwill Industries International (301) 530-6500 (V), http://206.135.232.3/index.htm (Internet) Goodwill Industries of America offers employment, training and placement services for people with disabilities in programs throughout the United States. Contact Goodwill headquarters for the programs in your area or visit the Web site at http://206.135.232.3/states/map.htm . Career and Employment Institute (CEI) National Center for Disability Services (516) 465-3737 (V), http://nestegg.iddis.com/ncds/ (Internet) CEI offers education, training and job placement services. To learn more about CEI visit the Web page at http://nestegg.iddis.com/ncds/cei.html . Material for this fact sheet was developed from a 1997 President's Committee's Employer Subcommittee forum "Recruitment and Retention of Employees with Disabilities." ---------- SELF -EMPLOYMENT PROFILES Changes in the global marketplace have resulted in companies downsizing; reengineering; increasing their use of contingent, temporary and contract employees; eliminating jobs; and implementing new ways to deliver services and products. The changing employment landscape and the need for more flexibility in employment has led many to explore self employment or entrepreneurial opportunities. Being self employed is an option persons with disabilities may want to consider. The following success stories feature entrepreneurs with disabilities whose businesses have proven to be profitable. Travel Headquarters, Inc. Injured at age 16 from a gunshot wound, Heidi VanArnem was paralyzed from the neck down. She completed high school, college and law school. Not wishing to pursue a career in law, she tried unsuccessfully to find a job. Discouraged with employers' reactions to her disability, she launched a travel business in 1989 in Birmington, MI. Travel Headquarters, Inc., has grown from a one-person to a six-person operation and grosses $1.5 million in sales annually. In addition to successfully managing the travel arrangements for major events, the business specializes in making travel arrangements for people with disabilities. Nomad Art Glass Tiffany-style lamps, door panels, signs and three dimensional window hangings all attest to the talent and creativity of Russell Jennings, Jr., a Columbus, OH, resident. Jennings contracted Guillain-Barre Syndrome, a rare condition that involves weakness of muscles in the upper body, and became a client of the Ohio Rehabilitation Services Commission (ORSC). In late 1995, he started Nomad Art Glass from his home. At first, Jennings' friends and relatives provided word-of- mouth advertising while ORSC arranged printing of business brochures and cards. His first job was to make five lampshades for a cocktail lounge. The owner was so pleased he ordered eight more for another location. Local newspapers mentioned Jennings' work in reviews of the establishment. Nomad Art Glass is growing and making a profit. Fishtales Marine Consultants John McKinney was one of the first graduates of Maryland's Reaching Independence Through Self-Employment (Project RISE) initiative. With 16 years of experience in maintenance and yacht repair, McKinney had attained the position of foreman, supervising a staff of 28. A serious workplace injury left him with a severe back injury and unemployed. Project RISE assisted John by identifying the need for marine consultants specializing in the maintenance, repair, purchase and use of both recreational and commercial marine craft. McKinney now operates Fishtales Marine Consultants with special emphasis on the 3,700+ registered vessels and 30 marinas in Southern Maryland along the Chesapeake Bay. Lapidary With the help of his Vocational Rehabilitation Counselor, Charles Montenaro from Columbus, OH, was able to transform his hobby into a profit-making venture. As a boy, he collecting rocks and fossils. His father, who repaired watches, introduced him to his acquaintances in the jewelry business. Montenaro's interest in rocks and stones, coupled with his familiarity with jewelers, evolved into a lapidary business. Now Montenaro facets precious and semi-precious gems out of rough blocks of quartz, topaz, garnet, and ruby."Each stone has a life of its own," he says. From the work area in his basement, he communicates via fax with suppliers and dealers in Thailand, Israel and Africa. His hobby is now a full-time business which provides a profitable livelihood. Narrative Television Network (NTN) NTN was launched in 1988 from a makeshift sound booth in James Stovall's basement. The Tulsa, OK, company creates soundtracks describing actions, settings and other visual elements of film and television programming to make these media accessible to persons who are blind or have low vision. Stovall conceived the idea for audio described programming after he lost his sight at age 29 and found that he could no longer follow a favorite movie. He consulted technical experts, who discouraged him from pursuing what they regarded as an impossible venture. Stovall persevered, using equipment borrowed from a local company and the limited eyesight of partner Kathy Harper, who is legally blind. Harper labored to watch the television monitor and to write the scripts for each production. From the scripts, she recited lines to Stovall, who narrated them between sets of dialogue. Today, a staff of seven operates NTN, which reaches over 25 million homes around the globe. The network has achieved annual sales in excess of $6 million. Nova Sign & Design Ed Terranova of Kettering, OH, was an award-winning master sign maker who hand painted his designs. A stroke left him with limited movement in his arm and hand and with no business to which to return. After becoming a customer of Ohio Rehabilitation Services, Terranova was referred to a self-employment program, where he developed a business plan for a computer-based design firm. Terranova learned how to create everything from simple text signs to sophisticated designs. Outgrowing his home, he moved his business into commercial space and plans on training and hiring persons with disabilities. RESOURCES For information on self-employment for persons with disabilities, contact: * Small Business Development Centers (SBDCs) The centers provide technical assistance to new business start-ups and expansion of existing businesses. These centers are often funded in educational institutions. The funding is from the Small Business Administration (SBA), with a local partner (e.g., chamber of commerce). Contact your chamber of commerce for the program in your area or visit the Small Business Administration's Web site at http://www.sba.gov * The President's Committee on Employment of People with Disabilities' Promoting Small Business and Self-Employment Opportunities for People with Disabilities project (202) 376-6200 (V), (202) 376-6205 (TDD), info@pcepd.gov (E-mail) The goal of this project is to identify, on a national level, appropriate resources for planning, training, technical assistance, and capital development for individuals with disabilities who wish to start or expand their own businesses. * Rehabilitation Services Administration (RSA) (202) 205-8719 (V) The Rehabilitation Services Administration (RSA) oversees programs that help individuals with physical or mental disabilities obtain employment through the provision of such supports as counseling, medical and psychological services, job training, and other individualized services. RSA's major formula grant program provides funds to state vocational rehabilitation agencies to provide employment-related services for individuals with disabilities. State and local vocational rehabilitation agencies are listed under state government agencies in the telephone directory. * Yahoo Search Engine on Small Business Start-up Opportunities http://www.yahoo.com/ Business-and-Economy-Small-Business- Information (Internet) This Internet site features a nationwide service listing over 138 business start-up Web sites. ---------- PROVIDING QUALITY SERVICES TO CUSTOMERS WITH DISABILITIES POTENTIAL CUSTOMER BASE The business community constantly tries to provide better services to existing customers and to expand its market by developing new customer bases. A large untapped customer market is the disability market, which can be an economically advantageous niche for business. At 20 percent of the population, people with disabilities comprise the nation's largest minority group. As the population ages, approximately 40 percent of those over 65 will likely have disabilities. According to the Census Bureau's 1997 edition of "Current Population Reports," there are 54 million Americans with disabilities, a figure which does not include friends or relatives who wish to share business and entertainment activities. Serving customers with disabilities provides significant opportunities for the business community. More than 20.3 million families in the U.S. have at least one member with a disability. Persons with disabilities themselves have a combined income of nearly $700 billion. Of that figure, $175 billion is discretionary income. KEY TO QUALITY CUSTOMER SERVICE The key to providing quality services to customers with disabilities is to remember that all customers are individuals. Persons with disabilities come in all shapes and sizes with diverse personalities, abilities, interests, needs, and preferences --- just like every other customer. Below are some basic tips for interacting with customers who have disabilities. However, in most cases, the best way to learn how to accommodate customers with disabilities is to ask them directly. Etiquette considered appropriate when interacting with customers with disabilities is based primarily on respect and courtesy. Listen and learn from what the customer tells you regarding his or her needs. Remember, customers with disabilities will continue to patronize businesses that welcome them, are helpful, are accessible and provide quality products and/or services at competitive market prices. SERVING CUSTOMERS WHO ARE BLIND OR VISUALLY IMPAIRED * Speak to the customer when you approach her or him. * State clearly who you are; speak in a normal tone of voice. * Never touch or distract a service dog without first asking the owner. * Tell the customer when you are leaving; never leave a person who is blind talking to an empty space. * Do not attempt to lead the customer without first asking; allow the customer to hold your arm and control her or his own movements. * Be descriptive when giving directions; give the customer verbal information that is visually obvious to persons who can see. For example, if you are approaching steps mention how many and the direction. * If you are offering a seat, gently place the customer's hand on the back or arm of the chair and let her or him sit down by her or himself. * When dealing with money transactions, tell the customer the denominations when you count the money he or she is receiving from you. * Make sure the customer has picked up all of her or his possessions, before leaving. * Ask if the customer needs assistance signing forms. Offer to guide her or his hand to the appropriate space for signature. * Offer assistance if the customer appears to be having difficulty locating a specific service area. SERVING CUSTOMERS WHO ARE DEAF OR HARD OF HEARING * Gain her or his attention before starting a conversation (i.e., tap the person gently on the shoulder or arm). * Identify who you are (i.e., show them your name badge). * Look directly at the customer, face the light, speak clearly, in a normal tone of voice, and keep your hands away from your face; use short, simple sentences. * Ask the customer if it would be helpful to communicate by writing or by using a computer terminal. * If the customer uses a sign-language interpreter, speak directly to the customer, not the interpreter. * If you telephone a customer who is hard of hearing, let the phone ring longer than usual; speak clearly and be prepared to repeat the reason for the call and who you are. * If you telephone a customer who is deaf, use your state telecommunications relay service. The number is listed in the front of the telephone directory. Consideration should also be given to purchasing a TDD. * Discuss matters that are personal (e.g., financial matters) in a private room to avoid staring or eavesdropping by other customers. SERVING CUSTOMERS WITH MOBILITY IMPAIRMENTS * Put yourself at the wheelchair user's eye level. If possible, sit next to the customer when having a conversation. * Do not lean on a wheelchair or any other assistive device. * Do not assume the customer wants to be pushed --- ask first. * Provide a clipboard as a writing surface if counters or reception desks are too high; come around to the customer side of the desk/counter during your interaction. * Offer assistance if the customer appears to be having difficulty opening the doors. * Make sure there is a clear path of travel. * If a person uses crutches, a walker, or some other assistive equipment, offer assistance with coats, bags, or other belongings. * Offer a chair if the customer will be standing for a long period of time. * If you telephone the customer, allow the phone to ring longer than usual to allow extra time for her or him to reach the telephone. SERVING CUSTOMERS WITH SPEECH IMPAIRMENTS * If you do not understand something do not pretend that you do; ask the customer to repeat what he or she said and then repeat it back. * Be patient; take as much time as necessary. * Try to ask questions which require only short answers, or a nod of the head. * Concentrate on what the customer is saying; concentrate on listening and communicating. * Avoid barriers like glass partitions and distractions, such as noisy, public places. * Do not speak for the customer or attempt to finish her or his sentences. * If you are having difficulty understanding the customer, consider writing as an alternative means of communicating, but first ask the customer if this is acceptable. * If no solution to the communication problem can be worked out between you and the customer, ask if there is someone who could interpret on the customer's behalf. * Discuss matters that are personal (e.g., financial matters) in a private room to avoid staring or eavesdropping by other customers. SERVING CUSTOMERS WITH COGNITIVE DISABILITIES * Be prepared to provide an explanation more than once. * Offer assistance with and/or extra time for completion of forms, understanding written instructions, writing checks, and/or decision-making; wait for the customer to accept the offer of assistance; do not "over-assist" or be patronizing. * If a customer has difficulty reading or writing, she or he may prefer to take forms home to complete. * Be patient, flexible, and supportive; take time to understand the customer and make sure the customer understands you. * Consider moving to a quiet or private location, if in a public area with many distractions. REMEMBER * Provide access to facilities and services. * Relax. * Listen to the customer. * Maintain eye contact without staring. * Make the customer feel comfortable. * Treat the customer with dignity, respect, and courtesy. * Offer assistance but do not insist. * Ask the customer to tell you the best way to help. * Deal with unfamiliar situations in a calm, professional manner. ---------- RECRUITING DISABLED VETERANS : A PRIMER Each year, in service to our nation, thousands of former military personnel join the ranks of disabled veterans. Overall, there are approximately 2.5 million disabled veterans. Disabled veterans represent a rich talent pool that is too often overlooked. Consider this. * Disabled veterans have proven their ability. They have been trained in various military specialties that often offer knowledge and experiences transferable to the civilian workforce. * Disabled veterans have proven their loyalty. They volunteered to serve their nation and have proven they can commit to a job and an organization. * Disabled veterans know the meaning of discipline and teamwork. From following orders to watching out for their buddies, they are serious and mature workers. * Disabled veterans come with support systems that enhance their employability. A grateful nation acknowledges their sacrifice by offering disabled veterans special employment and training services. RECRUITMENT RESOURCES 1. Vocational Rehabilitation The U.S. Department of Veterans Affairs supports a nationwide employment training program for service connected disabled veterans who qualify for vocational rehabilitation. There are 56 regional offices which administer this program. These offices are a good place to recruit qualified disabled veterans. For the number of the vocational rehabilitation office nearest you call the VA's national toll free number (800) 827-1000 (V) or visit the VA Web site at http://www.va.gov . In addition to employment and educational training programs, these offices can provide eligible disabled veterans with job specific and job related training. Therefore, employers may be able to work with these offices to develop training programs that suit their employment needs. 2. State Veterans Employment Services The U.S. Department of Labor (DOL), through its Veterans Employment Training Service (VETS), helps support a network of local employment service professionals dedicated to assisting disabled veterans with locating and securing employment. A corps of 1400 local area Disabled Veteran Outreach Personnel (DVOPs) stands ready to provide employers with qualified job candidates who are disabled veterans. To contact them, call your area's employment or job service office and ask for the DVOP. For more information on this program, contact DOL's national Web site at http://www.dol.gov/dol/vets/welcome.html . 3. Veteran Service Organizations (VSOs) Many of the National Veteran Service Organizations (VSOs), such as the American Legion, Veterans of Foreign Wars, Disabled American Veterans, AMVETS, Paralyzed Veterans Association, Blinded Veterans Association, Military Order of the Purple Heart, Vietnam Veterans of America and Non-Commissioned Officers Association, offer employment related services for disabled veterans (and in many cases all veterans) in various localities. They can be excellent resources for locating disabled veteran job seekers. Contact your area's local post or chapter and ask about their services. THE LEGAL FRAMEWORK Several federal laws support the employment of disabled veterans. Here is a brief overview: Title I of the Americans with Disabilities Act (ADA) The ADA establishes nondiscrimination practices for the employment of people with disabilities. Disabled veterans are considered people with disabilities and, therefore, are covered by this Act. For more information on Title I of the ADA, contact your area's EEOC office or call the National EEOC number (800) 669-4000 (V) or (800) 669-6820 (TDD). In addition, the President's Committee on Employment of People with Disabilities' Job Accommodation Network (JAN) offers basic information on the employment provisions of the ADA. Call JAN at (800) 232-9675 (V/TDD). Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) Under this law, employers with federal contracts or subcontracts of $10,000 or more are required to provide equal employment opportunity, take affirmative action, and comply with mandatory job listing requirements to employ and advance protected veterans. This means that federal contractors must take positive steps in all employment practices to enable protected veterans to be considered for employment opportunities, including hiring, promoting, and training. Protected veterans include Vietnam era and qualified "special" disabled veterans. A qualified "special" disabled veteran is: (1) a veteran who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under the laws administered by the U.S. Department of Veterans Affairs for a disability rating of 30% or more; or, rated at 10% to 20% if it has been determined that the individual has a serious employment disability; or, (2) a veteran who was discharged or released from active duty because of a service connected disability. This law is enforced by the Office of Federal Contract Compliance Programs (OFCCP) of the U.S. Department of Labor. For more information, contact OFCCP at (888) 376-32227 (V) or visit the OFCCP Web site on www.dol.gov/dol/esa . State Laws Many states have employment laws covering either veterans or disabled veterans. For more information, contact your State Veterans Employment Service, a department of the State Employment Service. The agency is listed under state government agencies in the telephone directory. ---------- DISABILITY AND CULTURAL DIVERSITY According to the U.S. Census Bureau's 1994-95 data approximately 72.2% of African Americans with disabilities and 51.9% of Hispanics with disabilities are not working. The data further show that 85.5% of African Americans and 75.4% of Hispanics with severe disabilities are not working. Individuals with disabilities who are members of other minority groups are also disproportionately represented among the unemployed. The employment circumstances facing minorities with disabilities are bleak. Attention to this issue must become a priority for the nation. In response to these unacceptably high unemployment statistics for persons with disabilities from culturally diverse backgrounds, the President's Committee on Employment of People with Disabilities has been working with Howard University, the National Association for the Advancement of Colored People, the National Urban League, ASPIRA and other minority organizations in an effort to respond to this challenge. It will take the efforts of many organizations and employers to reverse the negative employment picture for minorities with disabilities. F ACTORS THAT CONTRIBUTE TO HIGH UNEMPLOYMENT Here are some factors that help to perpetuate the high unemployment rates of persons with disabilities from culturally diverse backgrounds: * People with disabilities from culturally diverse backgrounds experience twice the discrimination experienced by non-disabled people in the minority community. Both disability and race complicate the situation. * There is disparity in rehabilitation services provided to minority persons with disabilities. * Educational opportunities are less available and affordable to individuals with disabilities from culturally diverse backgrounds. * Inadequate transportation and housing in disadvantaged communities intensify the employment barriers for minority people with disabilities. * There is a lack of mentors and role models for minority individuals with disabilities in the workplace. * Mainstream job coaching, on the job training and internships are often not readily available to minority individuals with disabilities. * Both mainstream and minority communities and religious organizations tend to overlook their capability to support the employment of minority individuals with disabilities. * Cultural differences are not clearly understood by individuals or organizations designing programs to support the employment of minority persons with disabilities. ACTIONS THAT CAN HELP IMPROVE THE EMPLOYMENT PICTURE Here are some actions that businesses and organizations can take to help reduce the level of unemployment of individuals with disabilities from culturally diverse backgrounds: * Learn More. Focus on public awareness by learning more about minority disability issues. * Change Attitudes. Conduct sensitivity training and awareness sessions for staff. * Reach Out. Involve minority persons with disabilities in organizational programs. * Make a Commitment. Designate an organization official to serve as a disability specialist. * Help Tell the Story. Publicize stories about this issue, whenever possible, in company and organization newsletters, newspapers and magazines. Focus on minority individuals with disabilities who are working successfully. * Educate. Help improve employment opportunities for minority persons by addressing this problem at all minority-related conferences and other events. * Furnish Role Models. Identify role models and mentors for minority persons with disabilities. * Recruit Wisely. Utilize local recruiting sources such as area minority organizations, religious institutions and disability related organizations to identify qualified job applicants with disabilities from culturally diverse backgrounds. * Advance Training. Include minority persons with disabilities in job training and upward-mobility training programs. * Provide Employment Opportunities. Develop targeted internships and job programs for minority persons with disabilities. Resources * President's Committee on Employment of People with Disabilities' Cultural Diversity Initiative (202) 376-6200 (V), (202) 376-6205 (TDD), (202) 376-6219 (Fax) * Howard University Research and Training Center 2900 Van Ness Street, NW, Washington, DC 20008 (202) 806-8086 (V), (202) 224-7628 (TDD), (202) 806-8148 (Fax) ---------- End of Document