New regulations from the federal government are aimed squarely at motivating employers to more actively recruit, hire, promote, and retain employees with disabilities. While the regulations are particularly important for employers who are federal contractors, employers who are not federal contractors will almost certainly experience increased competition for this diverse and largely untapped talent pool. In this webinar, Cornell University Professor Susanne M. Bruyère provides an overview of workplace policies and practices that facilitate the recruitment, hiring, retention, advancement and inclusion of people with disabilities, with an emphasis on creating a culture where people with disabilities are comfortable asking for accommodations and disclosing their disabilities. Finally, we will discuss how companies can self-assess their effectiveness in moving toward a truly disability-inclusive workplace. Susanne M. Bruyère, Ph.D., CRC, is Professor of Disability Studies, the Director of the Employment and Disability Institute, and Associate Dean of Outreach at Cornell University’s ILR School in Ithaca, N.Y. Dr. Bruyère is currently Project Director and Co-Principal Investigator of numerous federally-sponsored research, dissemination, and technical assistance efforts focused on employment and disability policy and effective workplace practices for people with disabilities including: the Rehabilitation Research and Training Center on Employer Practice to Improve Employment Outcomes for Persons with Disabilities; and the Organizational Practices to Increase Employment Opportunities for People with Disabilities: The Power of Social Networks. She is a past president of the Division of Rehabilitation Psychology (22) of the American Psychological Association, the American Rehabilitation Counseling Association, and the National Council on Rehabilitation Education. She holds a doctoral degree in Rehabilitation Counseling Psychology from the University of Wisconsin-Madison, is a Fellow in the American Psychological Association, a member of the National Academy of Social Insurance, and currently serves as an Executive Board Member of the Division of Rehabilitation Psychology (22) American Psychological Association, a past-chair of GLADNET (the Global Applied Disability Research and Information Network on Employment and Training), and a past-chair and current Board Member of CARF (rehabilitation facility accreditation organization).

1. Building a Disability-Inclusive
Workplace
April 15, 2015
1
Susanne Bruyère
Director, Employment &
Disability Institute (EDI)
smb23@cornell.edu
This webinar is sponsored in part by the Cornell University Employer Practices RRTC funded through a grant from the U.S. Department
of Education, National Institute on Disability and Rehabilitation Research (Grant No. H133B100017). The contents of the webinar do not
necessarily represent the policy of the Department of Education or any other federal agency, and you should not assume endorsement
by the Federal Government (Edgar, 75.620 (b)). The views presented are not necessarily endorsed by Cornell University or the National
Institute on Disability and Rehabilitation Research (NIDRR).

2. Participants Will Learn:
• What new regulations will require of employers
• What current data tells us about areas where individuals with
disabilities perceive the occurrence of workplace exclusion;
• Workplace policies that contribute to a disability- inclusive
environment;
• Types of environments in which employees with disabilities are
comfortable asking for accommodations and disclosing their
disabilities.
• The critical role supervisors play in creating a disability inclusive
environment
• How companies can self-assess their effectiveness in moving
toward a truly disability-inclusive workplace
2
© 2015 Cornell University, ILR School, Employment and Disability Institute

3. The
big
picture
Sec.on
503
Who
must
comply:
Employers
with
federal
contract
or
subcontract
of
>$10,000
Who
has
rights:
Anyone
with
a
disability
as
defined
by
ADAAA
VEVRAA
Who
must
comply:
Employers
with
federal
contract
or
subcontract
of
>$100,000
Who
has
rights:
Several
categories
of
veterans,
including
“disabled
veterans”
Both
• Took
effect
March
24,
2014
• Enforced
by
OFCCP
of
the
US
DOL

4. Where do People Perceive
Discrimination Occurs?
4

5. Most Common Issues Cited on ADA
Charges: 2005-2010
Condition Percent of Charges
Discharge
58.4
Reasonable
Accommoda7on
28.2
Terms
and
Condi7ons
19.8
Harassment
14.8
Discipline
8.6
Hiring
6.7
Note: a charge may cite one or more issues.
Von Schrader, S. (2011). Calculations from EEOC Charge Files. RRTC on Employer Practices Related to Employment Outcomes
Among Individuals with Disabilities. Ithaca, NY: Cornell University, ILR School, Employment and Disability Institute.
5

6. Most Common Specific Conditions
Cited on ADA charges: 2005-2010
Condition Percent of Charges
Orthopedic/Structural
Back
Impairment
9.3
Non-­‐paraly7c
Orthopedic
Impairment
6.9
Depression
6.0
Diabetes
4.6
Heart/Cardiovascular
3.6
Anxiety
Disorder
3.5
Cancer
3.2
Hearing
Impairment
3.1
Manic
Depression
(Bi-­‐Polar)
3.1
Note: a charge may cite more than one basis.
Non-specific conditions were not included in the table: Other Disability 26.7%; Retaliation 17.7%; Regarded as Disabled 12.8%
Record of disability 4.8%; Other 3.6%
Von Schrader, S. (2011). Calculations from EEOC Charge Files. RRTC on Employer Practices Related to Employment
Outcomes Among Individuals with Disabilities. Ithaca, NY: Cornell University, ILR School, Employment and Disability Institute.
6

7. More ADA Charges Cited by Those With
Non-obvious Disabilities
Von Schrader, S. (2011). Calculations from EEOC Charge Files. RRTC on Employer Practices Related to Employment Outcomes
Among Individuals with Disabilities. Ithaca, NY: Cornell University, ILR School, Employment and Disability Institute. 7
© 2015 Cornell University, ILR School, Employment and Disability Institute
0
1
2
3
4
5
6
7
2005 2006 2007 2008 2009 2010
PercentofCharges
Depression
Diabetes
Anxiety
disorder
Bi-Polar/Manic
Depression
PTSD

8. Benefits of Inclusive
Climates
8

9. Benefits of Inclusive Climates
1. Across multiple samples, data show members of
historically marginalized groups (e.g., women, ethnic
minorities, people with disabilities, aging workers)
experience less discrimination and overall better work
experiences in inclusive units
2. The demographic-based differences in experiences of
“fit,” perceived fairness, harassment, engagement
perceived organizational support that are commonly
seen disappear in inclusive units, thereby enabling
better group functioning
– Higher cohesion, better information exchange
– Less conflict and miscommunication
– More creative; higher financial performance
9
Nishii, L. & Bruyere, S. (2009). Protecting employees with disabilities from discrimination on the job: The role of unit
managers.

10. Inclusive Climates – Three Dimensions
10
• Do employment practices perpetuate stereotypes by favoring members of
some demographic groups over others?
• In order to “buy” message of inclusion, employees have to perceive HR
practices to be fair
Fairness of employment practices
• Does the culture value integration of differences or expect assimilation to
dominant norms?
• Can employees enact and engage their “whole” selves?
• Is there an expectation that everyone is both a teacher and learner?
Cultural integration of differences
• Are perspectives of diverse workforce actively sought and incorporated into
decision making and core operational processes?
• Do employees and managers share a common commitment to working
through differences as a source of insight and skill?
Inclusion in decision-making
Nishii, L. & Bruyere, S. (2009). Protecting employees with disabilities from discrimination on the job: The role of unit
managers.
© 2015 Cornell University, ILR School, Employment and Disability Institute

11. Perceptions of HR Practices
• Perceived fairness of work arrangements and HR
practices for employee
– Perceived fairness is significantly lower for employees with
disabilities, compared to employees without disabilities
– Biggest differences for perceived fairness of job responsibilities
and access to valuable mentors
– Among people with disabilities, perceptions of fairness of HR
practices were higher when their supervisor(s) had friends with
disabilities
• Procedural and interactional justice experienced during
accommodation process
– Significantly lower for employees with disabilities
– Perceptions of interactional justice are more important than
procedural justice (for predicting commitment and satisfaction)
11
Disability Case Study Research Consortium, 2008. Conducting and Benchmarking Disability Inclusive Employment Policies, Practices, and
Procedures. Funded by the Office of Disability Employment Policy of the U.S. Department of Labor, grant/contract #E-9-4-6-0107.
© 2015 Cornell University, ILR School, Employment and Disability Institute

12. Perceptions of Climate for Inclusion
Fairness of employment practices
When employees perceive the organization is effective at hiring
people with disabilities, supporting disability networks, and
including disability in diversity policy, they perceive employment
practices to be fairer overall.
Openness of the work environment
Managers’ perceptions of the openness of the work environment
predict discrimination experienced by employees with disabilities.
Inclusion in decision-making
The more inclusive the decision-making environment, the more
psychologically empowered employees feel, the more they feel
supported and valued by the organization, and the less conflict they
experience in their group.
12
Disability Case Study Research Consortium, 2008.

13. Experiences Are Better In Inclusive Units
Individuals with disabilities who work in inclusive
climates report significantly
– Greater success at having their accommodation
requests granted
– Greater coworker support of their accommodations
– Better experiences of procedural and interactional
justice during accommodations
– Lower levels of disability harassment/discrimination
– Higher organizational commitment and satisfaction
– Lower turnover intentions
13
Nishii, L. & Bruyere, S. (2009). Protecting employees with disabilities from discrimination on the job: The role of unit
managers.

14. Experiences Are Better for Employees
With Disabilities Who Enjoy High Quality
Relationships With Their Managers
• Individuals with disabilities who are included in
their manager’s “in-group” report:
– Higher fit between skills and demands of job
– Higher empowerment
– Fairer treatment during the accommodation process
– Higher organizational commitment, satisfaction, and
willingness to engage in citizenship behaviors
– Lower turnover intentions
14
Nishii, L. & Bruyere, S. (2009). Protecting employees with disabilities from discrimination on the job: The role of unit managers.
© 2015 Cornell University, ILR School, Employment and Disability Institute

15. Managers’ Role is Critical
• Managers are key to the experiences of persons with
disabilities in the workplace
• Managers’ perceptions of organizational motivation for
disability inclusion (true inclusion interests rather than
legal compliance) positively impacts disability climate
• In both private and federal sectors, disability disclosure
most often occurs with the manager or co-workers,
rather than with HR, and therefore education and
training about how to deal with disability disclosure is
imperative to fostering inclusive workplace culture
15
Nishii, L., & Bruyère , S. (2014). Inside the workplace: Case studies of factors influencing engagement of people with
disabilities. Research Brief. Ithaca, NY: Cornell University Employment and Disability Institute, Employer Practices RRTC.
© 2015 Cornell University, ILR School, Employment and Disability Institute

16. Impact of Managers’ Perceptions on
Employees with Disabilities
When managers perceive that disability practices
are adopted merely to comply with legal pressures
or keep up with industry trends, team members
with disabilities who report to them have less
positive experiences:
• Less likely to perceive disability practices as effective
• More likely to report experiencing problems as a result
of requesting an accommodation
• Less likely to perceive the workplace as inclusive
Nishii, L., & Bruyere, S. (2013). Inside the workplace: Case Studies of Factors Influencing Engagement of People with Disabilities. A research brief to
summarize a presentation for a state of the science conference entitled Innovative Research on Employment Practices: Improving Employment for People with
Disabilities held October 22-23, 2013 in Crystal City, MD.
© 2015 Cornell University, ILR School, Employment and Disability Institute

17. What are Employers Doing?
17

18. Workplace Policies for Disability Inclusion
• Survey of U.S. human resource (HR) professionals
• Over 250,000 SHRM members; stratified sample
across industries and org. sizes
• Online/phone based survey focused on:
o Recruitment and Hiring
o Accessibility and Accommodation
o Retention and Advancement
o Barriers, Metrics and Training
• Data collected fall of 2011
• Response rate: 23% (n=662)
18
Erickson, W. von Schrader, S. Bruyère, S & VanLooy, S. (2013). The Employment Environment: Employer Perspectives, Policies, and
Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin. doi: 10.1177/0034355213509841
© 2015 Cornell University, ILR School, Employment and Disability Institute

19. Barriers to Employment or Advancement
50%
35%
30%
23%
19%
16%
13%
9%
9%
9%
Lack of qualified applicants
Lack of related experience
Lack of requisite skills and training
Supervisor knowledge of accomm.
Cost of accommodations
Attitudes/stereotypes
Productivity and performance
Additional cost of supervision
Cost of training
Attendance of people with disabilities
19
Erickson, W. von Schrader, S. Bruyère, S & VanLooy, S. (2013). The Employment Environment: Employer Perspectives, Policies, and
Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin. doi: 10.1177/0034355213509841
© 2015 Cornell University, ILR School, Employment and Disability Institute

20. Recruitment and Hiring
Policies and Practices
20
47%
57%
58%
59%
61%
53%
43%
42%
41%
39%
Yes
No
Includes
people
with
disabili.es
explicitly
in
its
diversity
and
inclusion
plan.
(n
=
567
)
Requires
sub-­‐contractors/suppliers
to
adhere
to
disability
nondiscrimina.on
requirements.
(n
=
525)
Has
rela.onships
with
community
organiza.ons
that
promote
the
employment
of
people
with
disabili.es.
(n
=
568)
Ac.vely
recruits
people
with
disabili.es.
(n
=
574)
Trains
HR
staff
and
supervisors
on
effec.ve
interviewing
of
people
with
disabili.es.
(n
=
580)
Cornell/SHRM 2011 Employer Survey
© 2015 Cornell University, ILR School, Employment and Disability Institute

21. Recruitment and Hiring
Policies and Practices
21
18%
20%
27%
27%
40%
82%
80%
73%
73%
60%
Yes
No
Includes
progress
toward
recruitment
or
hiring
goals
for
people
with
disabili.es
in
the
performance
appraisals
of
senior
management.
(n
=
547)
Par.cipates
in
internships
or
similar
programs
that
target
people
with
disabili.es.
(n
=525)
Has
explicit
organiza.onal
goals
related
to
the
recruitment
or
hiring
goals
for
people
with
disabili.es
in
the
performance
appraisals
of
senior
management.
(n
=
540)
Takes
advantage
of
tax
incen.ves
for
hiring
people
with
disabili.es
(e.g.,
Small
Business
Tax
Credit,
Architectural/
Transporta.on
Tax
Deduc.on,
or
Work
Opportuni.es
Tax
Credit).
(n
=
467)
Has
senior
management
that
demonstrates
a
strong
commitment
to
disability
recruitment
and
hiring.
(n
=555)
Cornell/SHRM 2011 Employer Survey
© 2015 Cornell University, ILR School, Employment and Disability Institute

22. Accessibility and Accommodation
Policies and Practices
22
65%
68%
73%
73%
75%
35%
32%
27%
27%
25%
Yes
No
Has
an
established
grievance
procedure
to
address
reasonable
accommoda.on
issues.
(n
=
582)
Requires
training
for
supervisors
on
legal
requirements
of
disability
non-­‐discrimina.on
and
accommoda.on.
(n
=
585)
Has
a
designated
office
or
person
to
address
accommoda.on
ques.ons.
(n
=
613)
Allows
an
employee
to
exceed
the
maximum
dura.on
of
medical
leave
as
an
accommoda.on.
(n
=
557)
Evaluates
pre-­‐employment
occupa.onal
screenings
to
ensure
they
are
unbiased.
(n
=
547)
Cornell/SHRM 2011 Employer Survey
© 2015 Cornell University, ILR School, Employment and Disability Institute

23. Accessibility and Accommodation
Policies and Practices
23
Cornell/SHRM 2011 Employer Survey
20%
30%
47%
63%
80%
70%
53%
37%
Yes
No
Has
a
centralized
accommoda.ons
fund
(i.e.,
company-­‐wide
fund
to
provide
accommoda.ons
for
people
with
disabili.es).
(n
=
505)
Has
a
formal
(i.e.,
wrijen,
documented)
decision-­‐making
process
for
the
case-­‐by-­‐case
provision
of
accommoda.ons.
(n
=
558)
Provides
advance
no.ce
to
job
applicants
that
reasonable
accommoda.ons
are
provided
during
the
job
applica.on
process.
(n
=
552)
Regularly
reviews
the
accessibility
of
its
on-­‐line
applica.on
system
to
people
with
visual,
hearing,
finger,
dexterity,
and
cogni.ve
impairments.
(n
=
481)
© 2015 Cornell University, ILR School, Employment and Disability Institute

24. Retention and Advancement
Policies and Practices
24
Cornell/SHRM 2011 Employer Survey
18%
42%
59%
81%
82%
58%
41%
19%
Yes
No
Has
a
structured
mentoring
program
to
support
employees
with
disabili.es.
(n
=
578)
Employees
are
invited
to
confiden.ally
disclose
whether
they
have
a
disability
(e.g.,
staff
surveys).
(n
=
580)
Has
a
return-­‐to-­‐work
or
disability
management
program
for
employees
who
are
ill/injured
or
become
disabled.
(n
=
595)
Encourages
flexible
work
arrangements
for
all
employees
(e.g.,
flex.me,
part-­‐.me,
telecommu.ng).
(n
=
599)

25. Retention and Advancement
Policies and Practices
25
Cornell/SHRM 2011 Employer Survey
9%
13%
14%
17%
91%
87%
86%
83%
Yes
No
Includes
progress
toward
reten.on
and
advancement
goals
for
employees
with
disabili.es
in
the
performance
appraisals
of
senior
management.
(n
=
542)
Has
a
disability-­‐focused
employee
network
(e.g.,
an
employee
resource
group
or
affinity
group).
(n
=
581)
Offers
special
career
planning
and
development
tools
for
employees
with
disabili.es.
(n
=
572)
Has
explicit
organiza.onal
goals
related
to
reten.on
and
advancement
of
employees
with
disabili.es.
(n
=
543)

26. Do HR policies and practices matter?
26
© 2015 Cornell University, ILR School, Employment and Disability Institute

27. Effects of selected practices on hiring PWDs
Organizations with: Increased likelihood of hiring:
• Internships for PWDs : 5.7 times
• Strong senior management commitment: 4.8 times
• Explicit PWD organizational goals : 4.1 times
• Actively recruiting PWD: 3.2 times
• Including PWD in diversity & inclusion plan: 3.2 times
• Relationships with community orgs: 2.7 times
27Erickson, W., von Schrader, S., Bruyère, S., VanLooy, S., & Matteson, D. (in press). Disability-inclusive employer practices and hiring of individuals with disabilities. Journal
of Rehabilitation Research, Policy and Education.

28. Disability Disclosure and
Inclusive Workplaces
28

29. Disability Disclosure as an Index
of an Inclusive Workplace
• Organizations are increasingly concerned with
accurately capturing the proportion of their
employees who have a disability.
• Their ability to do this is dependent in large part
on the willingness of employees to disclose that
they have a disability.
• Little is known about the factors that influence
disclosure.
• Results of recent Cornell/AAPD study 29
© 2015 Cornell University, ILR School, Employment and Disability Institute

30. “Very Important” Factors When Deciding to
Disclose a Disability to an Employer
Emerging Employment Issues for People with Disabilities: Disability Disclosure, Leave as a Reasonable Accommodation, Use of Job
Applicant Screeners by Sarah von Schrader, Valerie Malzer, William Erickson, Susanne Bruyère.
http://digitalcommons.ilr.cornell.edu/edicollect/1288
Persons with a disability
(N=598)
Need for accommodation 68.2
Supportive supervisor relationship 63.5
Disability friendly workplace 56.8
Active disability recruiting 50.5
Knowing of other successes 49.9
Disability in diversity statement 48.9
Belief in new opportunities 40.7
© 2015 Cornell University, ILR School, Employment and Disability Institute

31. “Very Important” Factors When Deciding NOT
to Disclose a Disability to an Employer
31
Emerging Employment Issues for People with Disabilities: Disability Disclosure, Leave as a Reasonable Accommodation, Use of
Job Applicant Screeners by Sarah von Schrader, Valerie Malzer, William Erickson, Susanne Bruyère.
http://digitalcommons.ilr.cornell.edu/edicollect/1288
Persons with a
disability (N=598)
Risk of being fired/not hired 73.0
Employer may focus on disability 62.0
Risk of losing health care 61.5
Fear of limited opportunities 61.1
Supervisor may not be supportive 60.1
Risk being treated differently 57.8
Risk being viewed differently 53.8
No impact on job ability 44.0
Desire for privacy 27.9
© 2015 Cornell University, ILR School, Employment and Disability Institute

32. 32

33. Percent Who Disclosed in Current
or Most Recent Job
33
74.1
80.1
88.1
0
20
40
60
80
100
Not Apparent Somewhat
Apparent
Very Apparent
Emerging Employment Issues for People with Disabilities: Disability Disclosure, Leave as a Reasonable Accommodation, Use of Job Applicant
Screeners by Sarah von Schrader, Valerie Malzer, William Erickson, Susanne Bruyère. http://digitalcommons.ilr.cornell.edu/edicollect/1288
© 2015 Cornell University, ILR School, Employment and Disability Institute

34. Percent Who Disclosed at Different
Points in the Employment Process
34
39.3
24.9
35.8
50.6
34.1
15.3
0
10
20
30
40
50
60
During recruitment During interview After being hired
Not/somewhat apparent Very apparent
Emerging Employment Issues for People with Disabilities: Disability Disclosure, Leave as a Reasonable Accommodation,
Use of Job Applicant Screeners by Sarah von Schrader, Valerie Malzer, William Erickson, Susanne Bruyère.
http://digitalcommons.ilr.cornell.edu/edicollect/1288
© 2015 Cornell University, ILR School, Employment and Disability Institute

35. Percent Who Experienced Negative
Consequences of Disclosure
35
10.6
26.9
6.9
19.8
0
5
10
15
20
25
30
Immediate consequences Longer-term consequences
Not/somewhat apparent Very apparent
von Schrader, S. Malzer, V., Erickson, W., & Bruyère , S. (2010). Emerging Employment Issues for People with Disabilities:
Disability Disclosure, Leave as a Reasonable Accommodation, Use of Job Applicant Screeners.
© 2015 Cornell University, ILR School, Employment and Disability Institute

36. Accommodation Requests
Across our surveys, about 50% of people with
disabilities had requested accommodation
• Less than 3% reported not requesting accommodation
because of fear of negative consequences.
• For private sector, “Knowledge of unsuccessful
requests by others” was ranked highest reason (this
was lowest worry for public sector).
• Federal employees most feared “limitations on future
opportunities.”
• “Being treated differently by supervisor” was the second
most important fear for both groups.
36
Sources: Nishii & Bruyère (2013, 2014), Rubineau (2013). Presentations on unpublished survey data

37. Under what conditions are employees
more likely to disclose their disability?
When cues in their organizational environment indicate it is safe to do so:
1 Perceived fairness of HR practices
2 Pro-disability climate
3
Perceived management commitment to
disability
4
Perceptions that disability advisory/employee
resource group is effective
37
Nishii, L., & Bruyere, S. (2013). Inside the workplace: Case Studies of Factors Influencing Engagement of People with Disabilities. A
research brief to summarize a presentation for a state of the science conference entitled Innovative Research on Employment Practices:
Improving Employment for People with Disabilities held October 22-23, 2013 in Crystal City, MD.

38. • Company offers flexible work opportunities
• Disability awareness/anti-stigma training offered
to all employees
• “HR personnel who are familiar with disabilities,
accommodations and understand it is a goal for
companies.”
• “Knowing the employer has a fair system in
place to resolve complaints.”
38
Choosing to Disclose:
Other Important Factors
Emerging Employment Issues for People with Disabilities: Disability Disclosure, Leave as a Reasonable Accommodation,
Use of Job Applicant Screeners by Sarah von Schrader, Valerie Malzer, William Erickson, Susanne Bruyère.
http://digitalcommons.ilr.cornell.edu/edicollect/1288
© 2015 Cornell University, ILR School, Employment and Disability Institute

39. Choosing to Disclose:
Other Important Factors (cont.)
• Accessible workplace building and facilities
• Organization supports diversity more generally
• “Data presented on hiring and promotion of
people with disabilities”
• “Participation and support by employers in
community awareness events/activities”
39
Emerging Employment Issues for People with Disabilities: Disability Disclosure, Leave as a Reasonable Accommodation,
Use of Job Applicant Screeners by Sarah von Schrader, Valerie Malzer, William Erickson, Susanne Bruyère.
http://digitalcommons.ilr.cornell.edu/edicollect/1288
© 2015 Cornell University, ILR School, Employment and Disability Institute

40. Creating an Environment that
Encourages Disclosure
Demonstrate disability inclusiveness
through:
– Actively recruiting people with disabilities
– Conducting disability awareness training for staff
– Enacting flexible workplace policies
– Having fair systems to address complaints
– Creating accessible workplaces
– Fostering supportive supervisor-staff relationships
– Including disability in the diversity statement
40
von Schrader, S. Malzer, V., Erickson, W., & Bruyère , S. (2010). Emerging Employment Issues for People with Disabilities: Disability Disclosure,
Leave as a Reasonable Accommodation, Use of Job Applicant Screeners. http://digitalcommons.ilr.cornell.edu/edicollect/1288

41. Creating an Environment that
Encourages Disclosure
Avoid:
– Focusing on disability
– Treating employees with disabilities differently
in relation to:
• Interpersonal interactions
• Opportunities for advancement
• Performance reviews
• Hiring/termination
41
von Schrader, S. Malzer, V., Erickson, W., & Bruyère , S. (2010). Emerging Employment Issues for People with Disabilities: Disability Disclosure,
Leave as a Reasonable Accommodation, Use of Job Applicant Screeners. http://digitalcommons.ilr.cornell.edu/edicollect/1288

42. Promising Practices to
Promote Inclusion
42

43. Positive Workplace Culture Factors
Disability-friendly cultures have:
• Top management support for the employment of people
with disabilities
• An emphasis upon a business case for employing people
with disabilities
• Disability initiatives aligned with corporate strategy
• Disability philosophy that focuses on abilities rather than
upon disability
• Systematic accommodation policies and procedures
• Systems to address supervisors’ and coworkers’
negative attitudes and concerns
43
Colella & Bruyere, 2010, p. 494, 496, citing Legnick-Hall, 2007.

44. Positive Workplace Culture Factors (con’t)
• Partnerships with community resources and schools to
recruit people with disabilities.
• Affinity groups, task forces, and information
clearinghouses related to disability.
• Employee diversity training and orientations that address
disability issues.
• Systems to monitor the progress of individuals with
disabilities within the organization.
• Means of publicizing the achievements of people with
disabilities.
• Procedures for examining personnel policies that could
stimulate the hiring of more people with disabilities.
44
Colella & Bruyere, 2010, p. 494, 496, citing Legnick-Hall, 2007.

45. Ways to Benchmark Progress
45

46. Metrics
What are organizations measuring?
46
Cornell/SHRM 2011 Employer Survey

47. % Organizations tracking disability metrics
47
32
29
23
18
17
14
11
0
5
10
15
20
25
30
35
Data
on
accommoda7ons
(e.g.,
types
and/or
costs)
Number
of
job
applicants
hired
Number
of
job
applicants
Employee
reten7on
and
advancement
Grievances
from
employees
with
disabili7es
Compensa7on
equity
Turnover
rate
for
employees
with
disabili7es
Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013) The Employment
Environment: Employer Perspectives, Policies, and Practices Regarding the Employment
of Persons with Disabilities. Rehabilitation Counseling Bulletin
http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf

48. Metrics Tracked by Organizations
48
65
60
46
41
29
23
18
14
Number
of
job
applicants
Number
of
job
applicants
Employee
reten.on
and
Compensa.on
equity
By
Disability
Erickson, W. von Schrader, S. Bruyère, S & Sara VanLooy, S. (2013) The Employment
Environment: Employer Perspectives, Policies, and Practices Regarding the Employment
of Persons with Disabilities. Rehabilitation Counseling Bulletin
http://rcb.sagepub.com/content/early/2013/11/14/0034355213509841.full.pdf

49. Coming Soon
An Online Tool - BenchmarkABILITY
49

50. Related Publications
Erickson, W. von Schrader, S. Bruyère, S & VanLooy, S. (2013). The Employment Environment: Employer Perspectives, Policies, and
Practices Regarding the Employment of Persons with Disabilities. Rehabilitation Counseling Bulletin. Published online before print
November 14, 2013, doi: 10.1177/0034355213509841
Erickson, W. von Schrader, S. Bruyère, S & VanLooy, S. Disability-Inclusive Employer Practices and Hiring of Individuals with
Disabilities. Rehabilitation Research, Policy, and Education (manuscript in preparation) . Ithaca, NY, ILR School, Employment and
Disability Institute, Employer Practices RRTC.
Golden, T. P., Bruyere, S., Karpur, A., Nazarov, Z., VanLooy, S., & Reiter, B. (2012). Workforce development policy: Unrealized
potential for Americans with disabilities. Rehabilitation Research, Policy, and Education Journal.
Hallock, K., Jin, X., & Barrington, L. (2013). The Pay Gap and the Total Compensation Gap by Disability Status. Working Paper.
Ithaca, NY, ILR School, Institute for Compensation Studies.
Hallock, K., Jin, X., & Barrington, L. (2013). The Role of Tasks and Skills in Explaining the Disability Pay Gap . Working Paper.
Ithaca, NY, ILR School, Institute for Compensation Studies.
Karpur, A. (2013). Impact of employer-provided health insurance on job mobility among people with disabilities. Working Paper.
Ithaca, NY, ILR School, Employment and Disability Institute, Employer Practices RRTC.
Karpur, A. (In preparation). Job-mobility among workers with disabilities: Role of employer paid health insurance. Health Services
Research.
Karpur, A., & Bruyere, S. M. (2012). Healthcare expenditure among people with disabilities: Potential role of workplace health
promotion and implications for rehabilitation counseling. Rehabilitation Counseling Bulletin, 56 (1), 7 – 22.
Nishii, L., & Bruyère , S. (2014). Inside the workplace: Case studies of factors influencing engagement of people with disabilities.
Research Brief. Ithaca, NY: Cornell University Employment and Disability Institute.
The Conference Board (2013). Leveling the Playing Field: Attracting, Engaging, and Advancing People with Disabilities. Available
online at -- h[p://digitalcommons.ilr.cornell.edu/edicollect/1292/
von Schrader, S., Malzer, V., Bruyère , S. (2013). Perspectives on disability disclosure: The importance of employer practices and
workplace climate. Employer Responsibilities and Rights Journal. DOI: 10.1007/s10672-013-9227-9.
von Schrader, S., Malzer, V.,. Erickson, W. & Bruyere, (2013). Absence and Disability Management Practices for an Aging
Workforce. Available at: http://digitalcommons.ilr.cornell.edu/edicollect/1320/
von Schrader, S., & Nazarov, Z. (in press). Employer Characteristics Associated With Discrimination Charges Under the Americans
With Disabilities Act. Journal of Disability Policy Studies. 50
© 2015 Cornell University, ILR School, Employment and Disability Institute

51. Cornell Related Online Resources
• Employer Practices RRTC Project
http://employerpracticesrrtc.org/
• U.S. EEOC Disability Charge tabulations online tool
http://www.disabilitystatistics.org/eeoc/
• Employer Practices Disability and Compensation Catalog
http://www.disabilitystatistics.org/eprrtc/codebook.cfm
• Employer Assistance Resource Network
http://www.askEARN.org
• Cornell Online Repository of Related Publications
http://digitalcommons.ilr.cornell.edu/edicollect/
• Tips for Human Resource (HR) Professionals
http://www.hrtips.org/
51
© 2015 Cornell University, ILR School, Employment and Disability Institute