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Diversity World - DISABILITY NETWORK Newsletter

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Large Companies and Disability: Eight Key Characteristics

In the April 2006 issue of this newsletter, I compiled a list of ten

Characteristics of Small Business - as they influenced employment opportunities

for people with disabilities. At the time, I knew that I would eventually need

to do an article on " big " business, but I had put that notion on the shelf for a

while. In recent days, I received a phone call from someone that prompted me to

devote this issue to that topic.

Here are eight Characteristics of large companies that I believe can

be influential in their employment of people with disabilities and can be useful

considerations for job seekers with disabilities and/or job developers:

1. A Multitude of Entry Points

When discussing job search strategies, one of my favorite lines is

" One employee does not a company make. " I have talked to so many job seekers who

say " Well, I applied at XYZ Corporation but never heard back from them. " I

usually ask " how many people did you talk to? " Too frequently the answer is

" One " - to which I respond; " Well, there are 10,000 employees at XYZ Corporation

- that leaves you with 9,999 more opportunities! "

Employee referral is a favored mode of recruiting for many

companies. They often give special attention to job seekers that are recommended

by existing employees. In fact, especially in times of labor shortages, many

large companies have been known to give cash bonuses to employees who make

referrals that become hires. If a job seeker is seeking employment with a

particular company, making a solid connection with an existing employee is an

important tactic - and the more employees that a company has, the more

opportunity there is to make that one important connection.

2. Deep Pockets

Typically big companies have big budgets. This is a particularly

important consideration for job seekers with expensive accommodation needs. Many

of them won't even blink at accommodation costs below $5000 - and will readily

take more expensive accommodations in stride. In fact, many large companies have

centralized budgets for job accommodations - so these costs are not an issue in

hiring decisions for individual departments. For job seekers with high

accommodation needs, it might be a good reason to focus their job search on

larger companies.

3. Decision-Making Layers

In larger companies, individual jobs tend to become more and more

specialized which also tends to add more people to the decision-making

processes. A small business owner, in addition to being the Chief Chef and

bottle washer, likely recruits, interviews and hires his/her own employees. In a

larger company, there are likely to different people in these various roles - a

recruiter, someone who does screening interviews and a hiring manager. It is

typically true that the larger the company, the more people who are likely to be

involved in the hiring process. A job seeker with a disability may be welcomed

by a progressive and enthusiastic recruiter - only to be later turned down by

the bias and discomfort of a hiring manager. In larger companies, applicants

have to " sell " themselves multiple times in order to get the job offer.

4. Fear Factor/Risk-taking

Some folks may take exception to this, and I offer it only as a

personal observation, a perspective that I have developed over time, and one

that I believe strongly influences the ability of people with disabilities to

secure jobs in corporate settings. Within corporate settings, most employees are

held highly accountable for their performance and actions. There isn't a lot of

job security any more and there is not a lot of tolerance for poor performance

or bad decisions. Pay, promotions and tenure are all based on performance

evaluations.

Contrary to popularly-held notions, entrepreneurship and risk-taking

are not particularly valued traits in many corporate cultures. When bad

decisions are made, large companies generally aren't often very forgiving. When

one bad decision can end your career (or at least delay your opportunities for

advancement), there isn't much incentive to make anything but " safe " decisions.

When, rightly or wrongly, people with disabilities are still generally held

suspect about their ability to really perform well on the job, it can take a lot

of personal courage for someone in a corporate culture to stick their neck out

in order to support an applicant with a disability. When, as a recruiter or

hiring manager, you are going to be held personally accountable for the success

or failure of a new hire, you may be inclined not to " take a chance " on someone

who introduces new variables to the employment environment.

All this is to say that I believe that job seekers with disabilities

have a much greater " burden of proof " to bear when approaching larger companies

than they might with smaller ones.

5. Legal Responsibilities

Large companies are particularly influenced by legislated

responsibilities around disability and employment. In the United States, under

the Americans with Disabilities Act, large companies have had to align their

policies, procedures and environments to make it possible for people with

disabilities to equitably be considered for employment opportunities. The

influence of the Equal Employment Opportunity Commission has also caused many

companies to be more proactive about their efforts to employ people with

disabilities - particularly if they want to secure and maintain federal

government contracts. Similarly, in Canada, the Employment Equity Act has caused

many of the country's largest employers to institute practices and initiatives

that will lead to greater participation of people with disabilities within their

workforces.

6. Job Specialization

In contrast to smaller companies, the duties and responsibilities of

corporate jobs tend to be more specialized, more focused. This can be

particularly attractive to people with disabilities who have significant

accommodation needs - as environments and job tasks tend to be much more routine

and predicable.

7. Disability Sophistication

Larger companies have the resources to be well-informed and

responsible about their disability-related responsibilities. While this

knowledge and information may not permeate the organization, there will be

identifiable people who are responsible (and typically well-informed) on issues

like accessibility of facilities, workplace harassment, job accommodation

policies, etc. There is likely to be some form of disability-related training

and/or information that all employees have been given. Employees with

disabilities can be reasonably confident that they will be treated with respect

and have the tools and supports to do their jobs well.

8. Good Places to Become Disabled

While I believe that it is generally more difficult for someone with

a significant disability to secure a position within a large company than a

smaller one, they can be great places to be employed when someone becomes

disabled. This is particularly true for employees who have proven to be valuable

and well-liked within the organization. The wide variety of jobs and the

availability of accommodation funds can make it much easier for employees to

retain their positions or to be reassigned to different jobs within the same

company.

***

Generally speaking, it can be more difficult for people with

disabilities to find employment within larger companies. At the same time, these

larger companies can be better at accommodating and supporting employees who

have significant disabilities. These eight characteristics obviously aren't the

whole story on large companies. However, I do hope that they will offer some

helpful insight to some of our readers. I certainly invite helpful comments on

these, or additional characteristics of large companies, that we can include in

July's newsletter.

~ Rob McInnes

© Rob McInnes, Diversity World, June, 2006

(If not used for commercial purposes, this article may be

reproduced, all or in part, providing it is credited to " Rob McInnes, Diversity

World - www.diversityworld.com " . If included in a newsletter or other

publication, we would appreciate receiving a copy.)

Read the April 2006 article: " Small Business: Boundless

Opportunities " ...

We welcome your comments and feedback on this article!

Please consider sending us your opinions, perspectives, experiences

or related resources on this topic. Unless you specify otherwise, your comments

and contact information may be edited/published in a future edition of this

Newsletter.

Email your comments on this article... DNET@...

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READERS RESPOND: To last month's " Mr. Mxyzptlk Reports That Most

Disabled Americans Have Jobs " Article

" Thanks as always for your articulate, impassioned, but balanced

perspective on the critical issues facing those of us living with disability

(and the rest of the world). After reading your editorial this month related to

the skewing and misrepresentation of employment figures among people with

disabilities, I forwarded to several associates. I think your voice is one that

needs to be heard as widely as possible. "

* * *

" I've just read the article about Most Americans with Disabilities

Having jobs and I had to laugh before I could put my hands back to the computer

keyboard and write this letter.

I'm a blind individual who trained people to use adaptive equipment

and operate a computer to supposedly be able to work alongside their coworkers

and get " Gainful employment. " Some of my students got work and are successful

today while the majority of them looked for work for a time and then just gave

it up. What's sad is the people who come and take the computer training and

learn to work with the computer and do a very good job but they can't find a job

nor can they get a computer from the State Rehab Agency who sent them to be

trained in the first place. I've watched this happen time and time again.

I'm told 70% of the blind community is not employed. Because of the

wages we now are paid, many do not want to give up their Supplemental Security

Income because of their fear of not being able to pay their bills. "

Read Last Month's Article " Mr. Mxyzptlk Reports That Most Disabled

Americans Have Jobs " ...

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ON SALE: Employees With Disabilities

We believe this is one of the VERY BEST videos ever produced on

employment & folks with disabilities. We were delighted to discover it and add

it to our store a few months ago. Profiling several people with significant

disabilities in key a variety of sectors, it is a short (9 minute), fast-paced

and compelling portrayal of the competency of employees with disabilities in

today's workplaces.

It is perfect for corporate audiences & employers who need to be

jolted out of their outdated attitudes about employees with disabilities. As a

stand-alone piece, as a conversation-starter, or as a component of a longer

presentation, it is a perfect toll for Human Resources Managers, Diversity

Managers or Employment Specialists who have opportunities to educate audiences

about disability in the workplace. ly, we don't know why anyone who works

in this area wouldn't want to have a copy at their disposal.

Unfortunately, it really hasn't " caught on " yet. A lot of folks just

aren't aware of it. The word isn't out! We really want to encourage people to

start using it - to get it out to the public. To do this, for a short time only,

we are making it available at a 20% discount - only $39.95.

For More Information... www.diversityshop.com

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ARTICLE: Life in a Cube

Hand it to the folks at the Job Accommodation Network. They

keep coming up with some fascinating articles on job accommodation issues. The

latest article from JAN's Consultant's Corner is called " Life in a Cube:

Problems Experienced by Employees with Cognitive Impairments " . Cubicles have

become the predominant working environment for most modern white collar workers

yet, as this article points out, they can actually present some functional

difficulties to workers with some types of disabilities.

For more information... www.jan.wvu.edu/corner/vol03iss06.htm

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WEBSITE: Worldwide Disability/Employment Sites

The International Center for Disability Resources on the Internet

has developed a list of sites, all over the world, dealing with employment

issues related to disabilities.

For more information. www.icdri.org/Employment/Employment_Issues.htm

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DVD: Increasing Employment Outcomes for Individuals with

Disabilities

This new DVD from Virginia Commonwealth University contains a

collection of 6 webcasts with national speakers on topics related to increasing

customized employment outcomes for individuals with disabilities. Each webcast

includes a 45 minute lecture, PowerPoint presentation, handouts, and other

resources. Available for $74.99.

For more information. www.worksupport.com/store/index.cfm

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AWARDS: Top 10 companies for People with Disabilities

Okay, I am skeptical about such lists but according to Diversity

Inc., they have identified the Top 10 companies in demonstrating " a nurturing,

respectful corporate environment where all employees can reach their potential. "

(Note: You may have to give them your email address to see the list, but you

don't have to subscribe to their newsletter.)

For more information. www.diversityinc.com/public/21636print.cfm

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TOOLKIT: Guidance and Career Counselor's Toolkit

This Toolkit is intended to help guidance and career counselors to

better assist high school students with disabilities in accomplishing

transitions into postsecondary education and employment.

For more information... www.heath.gwu.edu/Toolkit/Toolkit.pdf

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DiversityShop Resources on Disability and Employment

Are you interested in learning more about disability and employment

issues? Are you an employer? An educator? A service provider? A job seeker with

a disability? In our store, DiversityShop, we carry over 20 of the best books

and videos that we have found on issues of disability and employment. Check them

out now!

See Diversity World's Employment & Disability

Resources...www.diversityshop.com

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READER REQUESTS: Do you have a question?

Would you like information or advice on a particular issue related

to disability & employment? Tie into our network of over 5000 readers! Send us

an email and we will post your question in our next newsletter.

Send Us Your Question... DNET@...

Personal Assistance Services at Work

InfoUse, a subcontractor to the University of California San

Francisco (UCSF) Center for Personal Assistance Services, which is funded by the

National Institute on Disability and Rehabilitation Research (NIDRR), Department

of Education, is conducting a study on the experiences of employers who hire

people with disabilities who may or may not use personal assistance services in

the workplace and the experiences of people with disabilities who are employed.

The purpose is to find out what types of personal assistance employees with

disabilities are getting in the workplace and what types of accommodations for

Personal Assistance services are being made in the workplace.

Are you a person with a disability who uses Personal Assistance

Services (PAS) at work? We will be talking with people with disabilities across

the United States that have experience in using PAS at work. We want to

understand the needs, approaches and questions. Our goal is to improve

information and to identify what works.

If you are interested in participating, or for more information,

please contact InfoUse.

Email InfoUse...

Self-Employment for Persons with Developmental Disabilities

I work for an Employment Agency that assists persons with

developmental disabilities in preparing for, finding, obtaining and retaining

meaningful-paid employment. In my search for opportunities I have come discover

that self-employment is an interest of many of my clients. I have searched and

searched for resources regarding self-employment opportunities and small

business ideas yet keep coming up with generally the same information. Can you

help? - Cheri Lee, Job Developer

Email Cheri Lee...

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EVENT LISTINGS

Is your organization holding an event that might be of interest to

our 3000+ readers? Would you like to add your event to our listings?

To have your event listed, please see here...

EVENT: AHEAD 2006 Conference

San Diego, California: July 18-22, 2006

" Charting the Course for Change "

The annual international AHEAD conference brings together

professionals in the fields of higher education and disability for a week of

information-sharing, networking and theoretical and practical training.

For more information... www.ahead.org/training/conference/index.htm

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EVENT: National Conference on Mentoring for Youth with Disability

Boston, MA: September 13-15, 2006

" Aspire, Achieve, Empower "

Partners for Youth with Disabilities is pleased to announce that

Aspire, Achieve, Empower: First National Conference for Mentoring Youth with

Disabilities will be hosted in Boston on September 13-15, 2006. The conference

will bring together experts in the field, researchers, program providers, and

others who have an interest in the inclusion of youth with disabilities in the

mentoring movement. Topics covered will include best practices, funding, and

much more.

For More Information...

www.regonline.com/eventinfo.asp?eventid=94889

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EVENT: 5th Annual Job Accommodation Network Conference

Boston, MA: September 18 & 19, 2006

" Empowering Employers to Build an Inclusive Workforce "

For over 22 years, the Job Accommodation Network (JAN) has provided

focused, trusted, and informed answers to these and other questions. This annual

conference unites JAN consultants with featured speakers who have expertise in

employment law, innovative employment practices, and disability issues.

For more information... http://conference.jan.wvu.edu/

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EVENT: 2006 USBLN Annual Conference

Minneapolis, MN: October 4 - 6, 2006

" Inclusion: The time is Now "

Over 300 attendees are expected from Business Leadership Networks

across the country, as well as other corporations and individuals who are

seeking best practices and solutions for recruiting, hiring, employing and

marketing to people with disabilities. Companies throughout the U.S. are

striving to bring awareness, inclusion and innovation into their workplaces for

people with disabilities.

For More Information... www.mnbln.org/USBLNconference/index.html

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EVENT: The Future of Disability Statistics Conference

Arlington, VA: October 5 & 6, 2006

" What We Know and Need to Know "

This two-day conference will (a) cover current statistic on the

characteristics and status of working-age people with disabilities derived from

current survey and administrative data and ( explore options for improving

future data collection and data distribution efforts.

For more information.

www.ilr.cornell.edu/edi/srrtc-2006conference.cfm

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