By Rob McInnes

Years ago, if an employer asked me “Where can I find someone with expertise on how best to employ people with disabilities?”, I would run through a mental directory of competent folks from various disability-focused community-based organizations - and recommend the best person to respond to that employer’s particular situation. Recently I became aware that I have unconsciously made a significant shift in the way I respond to those requests. At some point a list of employers, not human services professionals, has become my default directory for those kinds of questions. Now, I first try to refer employers to other employers. How and why did that happen? As I reflected on that question, I came up with some interesting reasons:

• Employers have developed expertise - By employing increasing numbers of people with disabilities, many employers have developed a tremendous amount of expertise over the past decade or so. While the majority of North American businesses still have little or no disability-related expertise, a significant number of companies have made important strides in hiring and employing folks with disabilities. Personnel in those companies have consciously evaluated and improved their policies and practices in recruiting, accommodating and retaining employees with disabilities. Through that effort, they have developed workplace-based expertise that, in many cases, equals or surpasses the expertise of many human services professionals.

• Employers relate best to one another – On a professional level, most of us have a greater level of comfort in relating to folks from within our own professions. When seeking to solve work-related issues, we welcome and trust the advice of people who have solved those problems within situations similar to our own. Because of this trust issue, tradespersons seek professional advice from other people in their trade. Educators seek professional advice from other educators. Employers seek professional advice from other employers with similar jobs and responsibilities. It only makes sense.

• Employers inspire confidence in each other - There is an important difference between advice offered from an outside “expert” and that offered by a peer. Just the fact that an employer doesn’t need to go to an outside expert; but can readily get the solution from one of their peers is confidence-building. If it has worked for another employer, why won’t it work for them?

• Employers know the business environment - Many human services professionals, while they may have a wealth of disability expertise, likely have little or no experience in applying solutions within a business culture or within a broader business environment – particularly within the complex policies and procedures which are inherent to large companies. Very few human services professionals can offer sage advice to a recruiter on how to overcome the biases of hiring managers, on how to best allocate accommodation expenses to different departments, or even on how to develop a strategy to make all of the company’s communications available in alternate formats… but other employers can.

These are the reasons (and I think they are good ones) that my default directory has become employers. This is not to say, that I don’t also refer employers to competent human services professionals, but I am certainly more pleased when I can respond with; “Okay, here is the number for Janet over at ABC Company. She had an interesting way of handling that situation in her own company last year.”

“Employer to employer” is a wonderful principle to use in developing the capacities of companies to more effectively employ people with disabilities. “Best Practices” is another concept to keep in mind. You don’t hear that term used too frequently in human service organizations, but you hear it over and over in the business world. Successful companies focus on finding out what works best. At every level in the company, the burning question is “Who does this best and how do we learn from them?” The quest for Best Practice is integral to success in today’s business world and it is business-to-business. Businesses love to learn from other businesses. In fact, there is good money being made around this quest for Best Practice. In a grown-up and expensive version of show-and-tell, organizations like the Conference Board organize events for leading companies to showcase their Best Practices and then charge other companies thousands of dollars to come and listen to them.

“Best Practice”, Business-to-business”, “Employer-to-employer”… how do these relate to improving employment for people with disabilities? Or, perhaps a better question is “How are we making these work for people with disabilities?”

There are some business-driven organizations that directly address issues of employment and disability. For the most part, these are organizations for people in human resources functions within large companies. Even more specifically, they are for people with responsibility for workforce diversity, equal employment opportunity and/or affirmative action. Two prominent organizations in the U.S. are the diversity division of the Society for Human Resource Management (SHRM) which has a focus on workforce diversity and the National Industry Liaison Group (NILG) which is predominantly comprised of companies that contract with the federal government and are responsible to the Office of Federal Contract Compliance Programs (OFCCP). Both of these organizations are national in scope and have a focus on improving the workforce participation of groups that are underrepresented in the workplace – including people with disabilities. Both of these have local chapters throughout the country. They are both organizations that provide forums for companies to exchange ideas and learn from one another. From what I have seen, however, disability has poor “cousin status” in relation to how these organizations address the other targeted diversity groups – it doesn’t get proportionate focus and attention. How and when is that going to change? SHRM and the NILG are perfect vehicles for employer-to-employer contact on disability and employment issues. There is certainly an opportunity for some organization to develop a more orchestrated and conscious effort to heighten their interest in disability issues.

For the past several years, I have been involved with an organization called the Business Leadership Network (BLN). BLNs have been developing over the last ten years or so and there are local chapters in most U.S. states and in several Canadian provinces. Having a focus on identifying and promoting best practice, it is an active network of employers who are committed to improving their own effectiveness at employing people with disabilities – and encouraging other companies to do likewise. For me, it has been exciting and encouraging to be part of employer-only forums – where employers are free to share their issues and problems, solutions and expertise, commitment and enthusiasm with one another.

Former California Congressman Tony Coelho, who has a disability himself, commented: "What BLN does is to take companies that are hiring people with disabilities and have them be the advocate for us with other employers. So it's fellow employers that are telling their colleagues they've had great experiences hiring persons with disabilities. And that's the best endorsement you could ever get." Katherine McCary is Vice President of HR for SunTrust Bank and current President of the USBLN. Speaking to employers she has said; “… here's a new lesson in diversity initiatives that is paying off for employers who are members of 51 BLNs across 37 states today. BLNs are employer organizations… who educate other employers on the benefits of hiring and retaining the largest and fastest-growing population in the diversity spectrum - workers with disabilities. Started by a presidential task force, the USBLN, the national organization of BLN chapters, is now firmly in the hands of business and making a difference.”

In advocating the importance of employer-to-employer contact, in no way do I mean to diminish the importance of the disability-related expertise of human service professionals and the valuable services of their organizations. I do, however, want to bring attention to this relatively new and important source of expertise. We need to tap into it more effectively. With growing numbers of workplaces becoming proactive in their efforts to successfully employ people with disabilities, some employers are getting wise, experienced and savvy in the best ways to employ the talents of people with disabilities. It is in everyone’s best interest to give other employers the opportunity to learn from them.

If you are a human services professional working in employment services for people with disabilities, explore innovative ways to create dialogue between employers in your community. Consider holding an event that focuses on Best Practice in employing people with disabilities and profiles some successful companies. If a local company asks you to deliver an educational event for their staff, see if a “savvy” employer will be willing to be part of your presentation. Perhaps set up an employer-based mentoring network – recruit a group of knowledgeable employers who are willing to provide answers and counsel to other employers in your community on disability-related issues.

If you are one of those savvy employers, find ways to share your knowledge with other employers. If there is a Business Leadership Network in your area, get involved. (If there isn’t, start one!) If there is a local SHRM or ILG chapter, volunteer to make a presentation on your experiences employing people with disabilities. You have probably learned some valuable dos and don’ts – find ways to let others benefit from them!

© Rob McInnes, Diversity World, April, 2005

(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.)

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.

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!

Welcome to the Team - VHS Video Cassette (Running Time: 20 Minutes) Intended to help employers to more effectively successfully integrate new employees into their workplaces, this video provides a great overview of all the main factors that need to be addressed for an employee with a disability to become an effective part of the workplace team. (Complete Trainer's Pack also available.)

An interesting article. The idea of a corporate affinity group is at once appealing as a valuable networking environment. However, in my time with a large telecommunications company to the best of my knowledge there was nothing remotely like this available. Since many people with disabilities are reluctant to disclose or would prefer not to disclose them it is curious to know how this fits in with the right to privacy. My own disability is visible so I do not attempt to hide it. I believe there is an enormous opportunity for disabled people to be a resource within companies to provide feedback on product development and making the working environment friendlier to the workers. I believe that when a movie or TV program has a disabled character who is not disabled there should be a disabled consultant with that disability providing key information something sadly lacking from a certain movie. I believe that manufacturers who do not have disabled people on staff but are building products for the disabled community need to understand that different disabilities have different needs--one chair does not meet every need. Sadly I still believe that way too many companies are fearful of the disabled worker and unwilling or unable to see past the disability to view the individual as a resource. The greatest problem solvers and most creative folks in the world are those who deal with challenges each and every moment. We are a rare commodity and wish to be viewed for what we offer. Someday that will be true.

- Barney Mayse, Disability Advocate, The Whole Person, Inc., Prairie Village, KS

Great article. In my opinion, the reader is on point with a lot of what they write. "Framing" the affinity group with the purpose of being the sounding board or advisory body to the company gives them immediate common ground. I would even go so far as to say it puts a positive view on the group in what can be perceived as a negative label. Either vantage point though, they are the same group of people, "corporate role" or not. I just think that given the "corporate role" label gives them something easy to latch on to quickly and move forward towards a goal.

For me, I still believe there is a much deeper issue to address. I still think the majority of people with disabilities still regard their disability label as shameful and negative. Many see it as something that if they can hide it, they will. Personally, I see it as something I am very proud of and goes to the core of who I am. Now mind you, I only have the vantage point of a person with an obvious disability so I can not speak for everyone, nor would I wish to. I am simply stating my own observations and opinion.

Every summer for the past eight years, I have been lucky enough to be a part of the Youth Leadership Forum in California. This unique forum teaches young leaders with disabilities that disability is something that makes them who they are and is something to carry proudly. It teaches them that they do share common bonds with their fellow young people with disabilities. They have a common history. share common struggles, and face common prejudices every day. They come out of this experience changed and full of pride, hope, and have a better sense of who they are, and what they need/want to do. They see a commitment to make things better for those with disabilities that come after as those who have come before have done for them.

I absolutely embrace and believe in the shared core values John Kemp has so eloquently spoken and written about with regard to disability culture. They are:

1. People with disabilities have a heightened acceptance of human differences.

2. People with disabilities have independence as an essential part of their priorities.

3. People with disabilities have a strong ability to find humor in everything.

4. People with disabilities have the ability to quickly read people and situations.

We may not have a common food, clothing, or tradition to our culture or to our affinity label, but we share something more, we share a common history, a common struggle, a common heritage, and a potential that through unification things can be easier for those that come after us. However, in my opinion, we first have to recognize and "own the label" proudly! Just my opinion, I may be wrong.

- Shayn Anderson, Founder, Diversity Inclusion

I thought your comments regarding the issues raised in your recent newsletter were right on point. One of your readers asked you to respond to his question as to why workplace affinity groups for people with disabilities didn't always succeed. Your response was articulate and in my opinion, exactly right.

I am a professional speaker and educator specializing in disability awareness, accessibility and assistive technology. Most of my audiences consist of in-home health care providers, family caregivers and social services personnel. As an entrepreneur, I have no contemporary corporate work experience, so I can only address the points you raised from a more personal perspective.

The "corporate role" end of the spectrum you described is more successful because in context it places greater emphasis on individual value and experience. This makes everyone feel acknowledged, validated, valued.

The "social role" has a different context in that it would appear to segregate, separate, isolate. It almost seems to say, "Normal folks don't want to hang around you, so you need your own group". this "birds of a feather" mentality can be problematic to a person's self-esteem.

As a single person who is blind, I cannot tell you how many people say to me, "You should date other blind guys." Or, "Why don't you try dating blind guys? Your chances would be better."

If you follow that logic out to it's natural conclusion, then blondes should only date other blondes, obese people should only date other obese people, men should only date men, etc. Of course, this is utterly ridiculous.

I think another way to express your point is to say that people with disabilities are as individual as any other human being. The so-called "tie that binds" is not necessarily an attribute of which to be proud. It may be the result of unfortunate circumstances. While I am proud of who I am as a person, I cannot honestly say that I am proud that I am blind. Strong, articulate, compassionate, yes. Proud that I am blind? No, not really.

So often in our society we are bombarded with the message, "I'd rather be dead than disabled." There are so many barriers to overcome just in getting that corporate job, perhaps employees with disabilities might rather not be affiliated or confronted with, the icons of their day-to-day struggles. I do not define myself as a "blind person", and my hope is that others do not, either. Perhaps that is part of the mentality behind the behavior that your reader described.

- Laura Gillson, Eloquent Insights

askABLE is a disability-focused online resource for those hard-to-answer questions you might have. Whether your question is related to a specific disability (e.g. Deaf and Hard of Hearing) or related to an area of activity (e.g. employment), you can post your question on askABLE and expect an answer within 48 hours. Prior questions and answers are archived and can be researched. askABLE is sponsored by the University of Wisconsin-Stout and it employs a team of experts in each topic area.

Steven Fletcher is Canada’s first Member of Parliament with quadriplegia. Stephen ran as the candidate for the Conservative Party and won the federal election in his riding in June of 2004. A month after the election, Steven was also appointed as his party’s Senior Health Critic. "I am not here and have refused to be the poster boy for disability. I am the senior healthcare critic for the Conservative party, a very important [role], and it touches every Canadian's life. I am not going to be pigeonholed as the token guy in the chair, but as the guy who is making a real and meaningful contribution to Canada, particularly in the healthcare debate, and 'he happens to be in a wheelchair.' I think that's a real paradigm shift for the Canadian public, and actually for the people who elected me." (For a real treat, visit Steven’s website and click on his video interview with Rick Mercer!)

Muhlenberg College has a handy online publication called “The Employer’s Guide to Hidden Disabilities”. Much of the content has been borrowed from the Job Accommodation Network; but it is still a nice focused source of information on the topic.

The Learning Disabilities Association of Ontario has produced a new brochure designed to assist employers in breaking down employment barriers for people with learning disabilities. Learning Disabilities on the Job! provides information on the nature of learning disabilities – providing employers with information and examples on how affordable accommodations will enhance work performances of their employees with learning disabilities. The brochure is available online in pdf format and as audio files.

There are many talented people with disabilities who are available for conferences and educational events. While it is not an exhaustive listing; we have compiled a directory that may help some organizations to find the right person for their event. We do not have first-hand experience with all of these folks and their presence on this list does not imply any endorsement on our part.

Canada’s Contact Point is ”a practitioner-driven, Canadian website dedicated to providing multi-sectoral career development practitioners and career counsellors with career resources, learning and networking.” The Spring 2005 edition of its online Bulletin features articles on the challenges people with disabilities face when seeking employment and strategies they utilize to overcome these obstacles. Articles include: Searching for Employment, Gaining Meaningful Employment, Mapping a Way to Success and Putting Abilities to Work.

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?

May 10, 2005 – Portland, OR

“Self Employment Assessment Strategies for Rehabilitation Professionals” This interactive Specialized Training Institute will provide rehabilitation counselors with the tools and resources needed to effectively assess and facilitate the vocational goals of promising entrepreneurs with disabilities. Participants will gain practical insights regarding identifying entrepreneurial individuals, hobby vs. business, and other issues commonly experienced when self-employment is expressed as a client’s vocational goal.

May 18 - June 1, 2005 – Online

A two-week web-based training course on effective job design, instructional and behavioral support strategies, and the development of natural and co-worker supports.

June 1 – 3, 2005 – Raleigh, NC

“Exploring Career Opportunities for Latinos with Disabilities” sponsored by Proyecto Visión. Providing a vast array of job connections and technology training opportunities, the conference is a national forum about issues concerning Latinos with disabilities.

"From Roots to Wings: Guiding Youth With Disabilities to Employment" This conference will bring together vocational rehabilitation and education policy makers and practitioners, as well as personnel from collaborating agencies who work with transitioning youth with disabilities from school to post-school activities.

September 26 & 27, 2005 – San Francisco, CA

“Empowering Employers to Build an Inclusive Workforce” For over 21 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.

Kim Bruno is a Rehabilitation Counselor for Deaf and Hard of Hearing Persons in Wisconsin who wrote to ask us about sign language interpreters at interviews. Kim wonders how employers can be educated about their responsibilities when interviewing folks who need sign language interpreters. Kim points out that many employers won't agree to pay for interpreters - and unless the applicant can get one through DVR, they are out of luck. Even if the employer agrees to paying for an interpreter, the job is often gone before all the arrangements can be made.

Would you like information or advice on a particular issue related to disability & employment? Tie into our network of over 3000 readers! Send us an email and we will post your question in our next newsletter.

Archives of past issues are available on our website - www.diversityworld.com

We also publish the "True Livelihood Newsletter" by Denise Bissonnette. You can subscribe to this Newsletter simply by clicking the "change profile" link below.

NOTE: This Newsletter is available in both plain text and HTML formats. (HTML format has colorful pictures and graphics.) To change your format, click on the "change profile" link below.

Was this Newsletter forwarded to you? For your own free subscription, click the "Subscribe" link below.

To subscribe: click here.