14 Oct National Disability Employment Awareness (Part III)
National Disability Employment Awareness (Part III): In today’s workplace, it has never been more important to include everyone, and accessibility is the vehicle to inclusion. It is a responsibility and an opportunity. Integrated Staffing is passionate about helping people with disabilities unlock their full potential in their career, as well as create awareness of National Disability Employment Awareness Month (NDEAM). This is our Part III blog series of WHAT CAN YOU DO?
This year’s National Disability Employment Awareness Month arrives at a precarious time in our country’s history: we continue to face the ravages of the COVID-19 pandemic and one of the direst economic recessions in recent memory. The coronavirus pandemic has caused more than 200,000 deaths and infected more than 7 million people, while also creating immense challenges for the American business community and workforce. Despite some signs that the economy is beginning to pick back up again, the Bureau of Labor Statistics still reports that more than 11.5 million jobs were lost since the beginning of the pandemic in February.
When you dig into the numbers, the research shows that this recession has not been felt evenly across the labor force, and that systematically marginalized communities—such as communities of color, immigrants, women and others—have experienced higher unemployment than average. Jobseekers with disabilities are among the groups that have been hit the hardest. Research conducted by Global Disability Inclusion suggests that close to 40% of people with disabilities were laid off or furloughed as a result of the pandemic.
For jobseekers with disabilities, the safety threat posed by the coronavirus—coupled with pre-existing barriers to employment and a now struggling national economy—creates compounding barriers that now make finding a job in the community extremely difficult. Industries such as brick and mortar retail, hospitality, and others that have historically been open to hiring people with disabilities have suffered tremendous losses. Many small businesses in the community have shut down either temporarily or permanently.
Individuals with disabilities face these barriers—and more—in their efforts to get back to work, but these are all challenges that employers and disability services agencies can work together to solve. In the next part of this four-part series, we will go over some of the things that employers can do right now and in the future to support individuals with disabilities to overcome these challenges and return to work. Check out the various ideas recommended by the U.S. Labor Department for the month of October and beyond. We are continuing with Day#16 of the month.
Disability-related organizations can cultivate community-wide support for NDEAM by asking their mayor, governor or other officials to formally proclaim the event. A template that organizations can easily customize is available to assist in soliciting such a proclamation. In addition, community leaders could be encouraged to mention NDEAM during various public appearances leading up to and during October.
Day #18 — Reach Out to Local Media
During NDEAM and year round, both private and public employers can use the Workforce Recruitment Program (WRP) to identify qualified, pre-screened college students and recent graduates with disabilities for summer and permanent positions for the coming year. The WRP is coordinated by ODEP and the U.S. Department of Defense, and its database of participants is updated annually.
Day #19 — Access the Workforce Recruitment Program
During NDEAM and year round, both private and public employers can use the Workforce Recruitment Program (WRP) to identify qualified, pre-screened college students and recent graduates with disabilities for summer and permanent positions for the coming year. The WRP is coordinated by ODEP and the U.S. Department of Defense, and its database of participants is updated annually.
Day #20 — Take advantage of the Job Accommodation Network (JAN)
Employers, service providers, and individuals can receive free, confidential and expert one-on-one guidance on workplace accommodations and disability employment issues during NDEAM and year round from the Job Accommodation Network (JAN). Just visit AskJAN.org or call 1-800-526-7234 or 1-877-781-9403 (TTY).
Day #21 — Assess eRecruiting Accessibility
Today, job application and on-boarding processes are increasingly conducted electronically. For employers, it is essential to ensure that all qualified applicants can get in the “virtual” door. NDEAM is a great time to assess the accessibility of the technical side of an organization’s recruiting operations. To help, the Partnership on Employment & Accessible Technology (PEAT) developed TalentWorks— a free tool to help employers and HR professionals ensure their eRecruiting tools are accessible to everyone.
Day #22 — Join a Business Organization
For employers, NDEAM is a great time to learn how you can take action to expand employment opportunities for people with disabilities by joining a business organization committed to increasing the employment of people with disabilities.
Day #23 — Foster Inclusive Internship Programs
During NDEAM, and all year round, employers should ensure their internship opportunities are open to all qualified candidates, including those with disabilities. For help in this area, check out ODEP’s Inclusive Internship Programs: A How-to Guide for Employers. The free publication discusses the value of internships and effective practices for recruiting and retaining interns with disabilities.