10 Things You Should Know for National Disability Employment Month
- NDEAM Celebrates 70 Years. National Disability Employment Awareness Month (NDEAM) is held each October to raise awareness about the many contributions of America’s workers with disabilities. This year’s theme is “My Disability is One Part of Who I Am.” The theme echoes the Campaign for Disability Employment’s “Who I Am” television public service announcement (PSA), which features people with disabilities sharing the many ways they describe themselves. Visit the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP) slideshow to get ideas for ways you can celebrate NDEAM. ODEP also offers a resource toolbox to help organizations plan NDEAM activities, and NDEAM posters in both English and Spanish. Read President Obama’s proclamation to learn more about this important celebration.
- Work Experience is Key for Youth. Gaining work experience as a young adult is a key to future career success for youth with disabilities. The Youth Transitions Collaborative recently released a video campaign, “Work Early, Work Often,” to encourage young people with disabilities to see the value of working as an important part of transitioning to adulthood. Of equal importance are work-based experiences such as service learning and volunteering. Internships are also a great way to begin building a professional resume. The National Collaborative on Workforce and Disability for Youth website provides a wealth of resources on employment for youth with disabilities, internship opportunities that can help develop leadership skills and career options. The Workforce Recruitment Program (WRP) is a helpful resource for youth with disabilities to search for internships and for employers to find internship candidates.
There are also many ways for employers to support youth with disabilities who are pursuing work or work-based experiences. Contributing to the availability of work-related opportunities for youth with disabilities is critical. ODEP includes work and work-based experiences, as well as other career preparation activities, in their Guideposts for Success for youth with disabilities.
- R-E-S-P-E-C-T. When working with colleagues or employees with disabilities, the most important thing to do is show them the same respect you would show anyone else in your workplace. However, knowing basic disability etiquette can help avoid potential sources of conflict or awkward situations. For instance, it is essential to know how to communicate with and about people with disabilities in the workplace. The Job Accommodation Network (JAN) has an in-depth resource on Disability Etiquette in the Workplace, which covers topics including best practices for recruiting, interviewing and interacting with employees with disabilities. For a humorous, yet insightful take, watch this sensitivity training video from the Washington, D.C. government.
- On the Job Hunt. The Internet has transformed the way people search for jobs. There are many resources available by simply going online to learn about career options, research accommodations and find other employment related information. ODEP funds a variety of projects dedicated to helping people with disabilities find employment. Disability.gov’s Guide to Employment also offers a broad range of resources about finding a job. The WRP is a recruitment and referral program that connects federal and private sector employers nationwide with highly motivated college students and recent graduates with disabilities. JAN is a full service site for information about workplace accommodations and the Americans with Disabilities Act (ADA) and related legislation. The Employer Assistance and Resource Network (EARN) helps employers recruit, hire, retain and advance qualified employees with disabilities. The Partnership on Employment and Accessible Technology (PEAT) offers numerous resources on accessible workplace technology for people with disabilities, employers and technology developers. The S. Social Security Administration’s Ticket to Work program provides free employment support services for people who receive Social Security disability benefits and want to work.
- Employment Help for Service Members and Veterans with Disabilities. Veterans and transitioning Service Members with disabilities face unique challenges when returning to the civilian workforce. There are several resources that can help ease this transition. The National Resource Directory is a good place to start to find employment The U.S. Department of Defense (DOD) offers a variety of employment support programs for wounded, ill and injured Service Members, including the Operation Warfighter internship program and the Education and Employment Initiative. DOD’s Computer/Electronic Accommodations Program (CAP) provides assistive technology and other job accommodations for Service Members with disabilities. The U.S. Department of Veterans Affairs (VA) offers VA for Vets and an Online Employment Center, which includes a military skills translator.
Other resources include the Wounded Warrior Project’s Warriors to Work program, Paralyzed Veterans of America’s Operation PAVE and MyNextMove. Learn more by reading the fact sheet “Ten Points for Veterans to Consider When Returning to Work with a Disability.” Employers interested in hiring Veterans with disabilities can read the National Organization on Disability’s “Employers’ Guide to Welcoming and Supporting Wounded Warriors.” DOL’s Veterans Hiring Toolkit and the White House “Guide to Hiring Veterans” provide additional information.
- Recruiting, Diversity and Inclusion. ODEP is committed to helping employers make their workforce more diverse and inclusive for people with disabilities. The Guide to Building an Inclusive Workforce makes the case for why people with disabilities are a critical component of the workforce and provides information on how to create an inclusive culture in your workplace. Find additional recruitment and retention resources from ODEP, including some specifically for federal employers. The White House’s disability employment toolkit outlines steps and considerations employers should keep in mind. Tips from the Society for Human Resource Management include posting open positions at job service and workforce employment centers, partnering with disability-related advocacy organizations and establishing internship and mentoring programs, among others. EARN has detailed information on recruiting and hiring practices – learn how to plan recruitment, find sources for potential employees and assess candidates. Finally, state vocational rehabilitation agencies are also excellent places to find employees with disabilities.
- Workplace Accessibility. Fully inclusive employment for people with disabilities means ensuring that the workplace is both physically accessible and technologically accessible. The ADA requires employers to provide reasonable accommodations for job applicants with disabilities during the application process and for employees with disabilities so they’re able to perform their jobs effectively. JAN’s Searchable Online Accommodation Resource (SOAR) and A to Z of Disabilities and Accommodations make finding workplace solutions a breeze. PEAT’s Accessible Technology Action Steps: A Guide for Employers walks employers step-by-step through evaluating the accessibility of their workplace and making their technology accessible. Use PEAT’s TechCheck to assess current tech practices and find tools to improve them, if needed. Government employees may use DOD’s CAP to find and purchase assistive and information technology for federal employees with disabilities.
- Mentor Relationships. A good mentor can make a difference in your career. This type of relationship is especially important for youth with disabilities. Read Creating Mentoring Opportunities for Youth with Disabilities: Issues and Suggested Strategies for information on types and benefits of mentoring and how to make it accessible to youth with disabilities. The National Center for Mentoring Youth with Disabilities provides customized trainings to organizations interested in creating their own disability inclusion programs. Partners for Youth with Disabilities offers one-to-one and group mentoring to motivate youth with disabilities, ages 6 to 24, to reach their personal, educational and career goals. The National Mentoring Partnership can help you start a mentoring program in your workplace. Plan ahead and remember that January is National Mentoring Month. Find out if being mentored is for you and review these tips for mentees on managing a successful relationship with a mentor.
- Disability disclosure, or telling people information about your disability, can sometimes be tricky to handle in the workplace. Disclosing your disability to employers or colleagues is a personal decision. For young people with disabilities who are just starting out in the workforce, determining if, how and when to disclose may seem intimidating. Youth service providers can work with young people to help them make the decision that feels best for them. In addition, to help inform your decision on whether to disclose, the 411 on Disability Disclosure: A Workbook for Youth with Disabilities is a great resource. When applying for a job or preparing for an interview, it is important to consider how best to discuss your disability, if at all, during the interview. It may be necessary to disclose your disability to a supervisor, manager or human resources representative to ensure that you receive proper reasonable accommodations. This may raise concerns that you will experience discrimination, but according to the ADA, it is illegal for employers to discriminate against an job applicant or employee with a disability. In fact, employers should work to create an environment in which employees feel comfortable being open about their disability identity.
- Legal Responsibilities. Employers have certain key responsibilities under the law when it comes to recruiting, hiring and retaining employees with disabilities. First and foremost, employers must adhere to the ADA. There are, however, certain myths surrounding the ADA and employment. Among the employment issues addressed by the ADA are non-discrimination, accessibility and making reasonable accommodations available. Employers should especially note that they cannot ask if someone has a disability during an interview. In addition to the ADA, certain employers have specific legal responsibilities to use accessible technology in the workplace. PEAT provides guidance on adhering to laws regarding accessible technology. Furthermore, Section 503 of the Rehabilitation Act and the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) prohibit federal contractors from discrimination based on disability. Also important to note is that employers may have certain responsibilities to their employees if medical or disability-related leave is needed.
For more employment information, read Disability.gov’s Guide to Employment. Don’t forget to like Disability.gov on Facebook, follow us on Twitter and use #DisabilityConnection to talk about this newsletter. You can also read Disability.Blog for insightful tips and information from experts and disability advocates.
