[Ohio-talk] FW: "NOD and Sirota Release Results of Landmark Employee Disability Survey"

[Smith, JW]

fyi

Jw

Dr. JW Smith
Associate Professor
Interim Associate Director for Undergraduate Studies
School of Communication Studies
740-593-4838
smithj at ohio.edu<mailto:smithj at ohio.edu>

"Regarding the past, change what you can, and can what you can't."

From: Purdy, Darrell
Sent: Sunday, March 31, 2013 11:59 PM
To: Gut, Dianne; Fonseca, James; Hall-Jones, Jenny; Pesta, Jenny; Wadley, Joni; Jordan, Jennifer; Butcher, Joan; Smith, JW; Martin, Lacey; Lininger, Leisha; Lonsinger, Linda; Mike Beaver; Blickle, Ruth; Baiye, Inya; Busch, Carey; Nelson, Marjorie; Haberkorn, Judi; Robin Brigante; Lewis, Carolyn; McCarthy, John; Stretton, Paige; Patterson, Stephen; Webb, Abagail; Dagostino, Martin; Planisek, Dick; Kremer, Greg; DeWert, Marjorie; Reynolds, Sharon
Cc: Myers, Laura; Wyatt, Harry
Subject: "NOD and Sirota Release Results of Landmark Employee Disability Survey"

NOD and Sirota Release Results of Landmark Employee Disability Survey
(http://www.nod.org/news/nod_and_sirota_release_results_of_landmark_employee_disability_survey/ )
NEW YORK (March 14, 2013) - The National Organization on Disability (NOD) and Sirota Consulting today released the results of a landmark five-year survey of nearly 850,000 employees to better understand the voice of employees with disabilities. Many companies annually survey employees, but few measure gaps between employees with and without disabilities. This new data demonstrates these gaps are significant. In fact, employees with disabilities are 8% less satisfied than their colleagues without disabilities, on average. This is much larger then differences typically seen in other standard diversity and inclusion areas of study and above the 5% difference considered a 'call to action' for employers.
"This survey provides breakthrough data, as it is the first time that the voice of employees with disabilities is being heard in such large numbers," said Meg O'Connell, Vice President, Corporate Programs at NOD. "As we seek to increase opportunity and economic self-sufficiency for the 29 million working-aged Americans with disabilities, our goal for this survey was to capture, assess and understand the workplace experiences of individuals with disabilities."
During a webinar entitled, The Forgotten Diversity Segment: How Employees with Disabilities Rate their Experiences at Work, leaders from NOD and Sirota today shared data from the national survey conducted over the past five years. Participants also learned how to use the data to develop a strategy to create a culture of inclusion for employees with disabilities.
"With the amount of time, energy and resources that corporate America puts into diversity programs and recruiting, there is a gap in understanding the needs of attracting, hiring and retaining talent with disabilities," said Peter Rutigliano, PhD, Senior Consultant & Team Leader at Sirota Consulting. "They are the forgotten diversity segment. With the help of our partners at NOD, Sirota has been able to uncover those gaps which will be an invaluable tool for HR Leaders and Diversity Professionals, and all those who seek to help this population."
Beginning in 2007, Sirota surveyed nearly 850,000 employees from 13 projects. Approximately 25,000 - or 3% -- of the employees self-identified themselves as having a disability. Sirota collects data on an ongoing basis, with between 1.5 and 2 million people surveyed annually. Of the approximately 60 projects each year, only 4% ask employees about disability.
Among the key findings:
*
*
*         Many of the largest differences were around the relationship between the employee and the company
*         52% of employees with disabilities say their company communicates to employees on matters that affect them; compared to 63% of non-disabled employees (-11%)
*         62% of employees with disabilities say they have enough information to do their job well; compared to 72% of non-disabled employees (-10%)
*         The greatest differences were related to encouragement and opportunity to achieve in their position.
*         55% of employees with disabilities say they have been given an opportunity to improve their skills; compared to 67% of non-disabled employees (-12%)
*         48% of employees with disabilities say they are satisfied with their opportunity for advancement; compared to 59% of non-disabled employees (-11%)
"One of the most compelling findings is that the engagement drivers for employees with disabilities are the same engagement drivers for all other diverse populations," said O'Connell. "Every employee wants to be valued and appreciated, but if you are not even counted, you can't possibly be valued. That is why tracking and measuring is critical for companies to understand what employees with disabilities want and need in the workforce. We know the majority of companies have fairly robust diversity programs and we believe employers who begin to integrate disability into their existing diversity efforts will see results in being able to attract and retain talent."
Research has been the hallmark of NOD for more than 30 years. NOD has conducted research on many different aspects of disability employment policy and practice. Since the 1980s, NOD surveys have generated important data on numerous quality of life differences people with and without disabilities. For decades, NOD's Harris Surveys have been an authoritative resource on the gap in status people with disabilities experience in America.


Darrell Purdy,  M.Ed
Assistant Director for Employee Accommodation and Campus Accessibility
Office for Institutional Equity
An Office of the Executive Vice President and Provost
Ohio University
101 Harry B. Crewson House
Athens, Ohio 45701
(740) 593-1007
purdyd at ohio.edu<mailto:purdyd at ohio.edu>

http://www.ohio.edu/equity/

http://www.ohio.edu/policy/03-003.html

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"Never doubt that a small group of thoughtful, committed citizens can change the world. Indeed, it is the only thing that ever has."
Margaret Mead
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"All Things Are  Possible...Nothing Has To Be!"
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The Americans With Disabilities Act (ADA): Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.



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