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Federal Hiring of People With Disabilities Continues to Disappoint

/in /by The Arc

Washington, DC – The federal government’s Office of Personnel Management (OPM) recently released Fiscal Year 2013 data on the hiring of people with disabilities in the government’s workforce. Once again, the report demonstrates that hiring of people with targeted disabilities, including intellectual disability (ID), continues to lag, and the federal government is missing an opportunity to be a model employer of people with disabilities.

“While the last few years have seen some modest increases in the numbers of people with disabilities employed by the federal government, The Arc remains deeply concerned that many people with the most significant disabilities, including jobseekers with intellectual and developmental disabilities, are being left behind. The federal government should implement the strategies the Department of Labor has laid out to meet their goal, and that should involve working with organizations like The Arc, with our nearly 700 chapters across the country, to proactively fill job openings with people with disabilities qualified for a variety of positions open in our government,” said Peter V. Berns, Chief Executive Officer of The Arc.

The federal government, through the Department of Labor, has initiated a new effort to increase the number of people with disabilities employed by entities that contract with the government, asking contractors to aspire to a goal of 7 percent of their workforce with disabilities. In explaining why there is a need to step up hiring of people with disabilities, the Department of Labor has stated: “A substantial disparity in the employment rate of individuals with disabilities continues to persist despite years of technological advancements that have made it possible for people with disabilities to apply for and successfully perform a broad array of jobs.” Meanwhile, in Fiscal Year 2013, the federal government only hired 1,389 people with targeted disabilities, representing 1.32 percent of new hires overall. The category of targeted disabilities includes people with intellectual disability (ID).

One factor in the federal hiring picture is the congressionally mandated budget cuts known as sequestration. These cuts forced federal agencies to put in place furloughs, hiring freezes, and reduce overtime. These budget cuts have trickled down to impact hiring of all new employees, including people with disabilities. Several federal agencies, however, have used their Schedule A hiring authority to make hiring people with disabilities a priority. The Schedule A process is a non-competitive hiring method that provides people with disabilities a path to federal employment.

“The numbers demonstrate that successful employment for people with disabilities is doable with the Schedule A process. Agencies that haven’t used this tool in their toolbox should look to their peers for guidance on how to improve their outreach, in addition to utilizing the competitive process to reach people with disabilities that match the skill sets needed for job opportunities,” said Berns.

The agencies that have demonstrated willingness to hire via with Schedule A include the Equal Employment Opportunity Commission (EEOC), the Department of Health and Human Services, the Department of Labor, the Office of Personnel Management, and the Treasury Department. However, 14 agencies hired no people using this hiring authority in 2013, including the Federal Deposit Insurance Corporation, Federal Trade Commission, and Department of Housing and Urban Development, which each made over 100 new hires but none through Schedule A.

One federal agency that The Arc has recently partnered with to boost the number of people with intellectual disability employed is the Federal Communications Commission (FCC). They have hired five individuals at GS3 and GS4 levels with the opportunity to be promoted to a GS5.

In July, The Arc submitted comments to the EEOC calling on the federal government to become a model employer of people with disabilities, including individuals with intellectual and developmental disabilities (IDD).

“While we are pleased that the EEOC is moving forward with strengthening federal regulations, the shockingly low rate of federal employment of people with intellectual disability persists. Agencies can act now to step up their efforts,” said Berns.

The U.S. Bureau of Labor Statistics regularly reports that the percentage of working-age people with disabilities in the labor force is about one-third that of persons with no disability. On average, workers with disabilities face significant gaps in pay and compensation, compared to workers with no disability. Additionally, about one in three employment discrimination charges filed with the EEOC allege discrimination on the basis of disability (often, in combination with charges of other types of discrimination).

The Arc’s own research suggests that the employment picture for people with IDD may be even bleaker. In 2010, The Arc conducted a national online survey, called the FINDS Survey, to obtain perceptions of people with IDD and their families on a range of life-span issues. Over 5,000 people participated. Only 15 percent of FINDS survey respondents reported that their family member with an intellectual and/or developmental disability was employed.

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The Arc Calls on Federal Government to Hire More People With Intellectual and Developmental Disabilities

/in /by The Arc

Washington, DC – Yesterday, The Arc submitted comments to the U.S. Equal Employment Opportunity Commission (EEOC) calling on the federal government to become a model employer of people with disabilities, including individuals with intellectual and developmental disabilities (IDD).

“While the last few years have seen some modest increases in the numbers of people with disabilities employed by the federal government, The Arc remains deeply concerned that many people with the most significant disabilities, including jobseekers with intellectual and developmental disabilities, are being left behind,” said Peter V. Berns, Chief Executive Officer of The Arc.

Data obtained by The Arc from the Office of Personnel Management (OPM) reveal that in fiscal year 2012, the federal government employed only 813 non-seasonal, full time permanent employees with intellectual disability (ID), representing 0.044% of all federal employees. Only 28 people, or 3/100ths of one-percent of total new hires, were people with ID. That same year, the federal government employed only 118 part-time employees with ID. Only 17 people with ID were hired as part-time employees, about 9/100ths of one-percent of new hires.

“While we are pleased that the EEOC is moving forward with strengthening federal regulations, the shockingly low rate of federal employment of people with intellectual disability is unacceptable. The Arc calls on the federal government to act immediately to remove barriers to employment for people with disabilities in the federal workforce, establish strong goals for hiring of people with disabilities, including people with intellectual and developmental disabilities, and hold agencies accountable for meeting those goals.

“There is no need for OPM to wait for the EEOC to complete the rulemaking process before it takes action to address this problem. OPM already has authority under existing law and under Executive Order 13548 to take action now,” Berns said.

Issued by President Obama on July 26, 2010, E.O. 13548, titled “Increasing Federal Employment of Individuals with Disabilities,” calls on the Federal Government to hire 100,000 people with disabilities over five years.

“As a first step, OPM should direct federal agencies to update and revise the “agency-specific plans for promoting employment opportunities for individuals with disabilities” required under the Executive Order so that they specifically address employment of people with intellectual and developmental disabilities. There are other steps that can be taken today. The Federal Communications Commission has already embarked on an initiative to hire people with intellectual and developmental disabilities in that agency. Other agencies should get started too.

“Across the United States, The Arc has nearly 700 state and local chapters in 49 states and DC that stand ready to assist the federal government in identifying people with intellectual and developmental disabilities who are ready to work and whose abilities will be an asset to federal agencies. The federal government can and should be a model employer of people with disabilities. The Arc will continue to closely monitor annual reports on the federal employment of people with disabilities to ensure progress and accountability,” said Berns.

The U.S. Bureau of Labor Statistics regularly reports that the percentage of working-age people with disabilities in the labor force is about one-third that of persons with no disability. On average, workers with disabilities face significant gaps in pay and compensation, compared to workers with no disability. Additionally, about one in three employment discrimination charges filed with the EEOC allege discrimination on the basis of disability (often, in combination with charges of other types of discrimination).

The Arc’s own research suggests that the employment picture for people with IDD may be even bleaker. In 2010, The Arc conducted a national online survey, called the FINDS Survey, to obtain perceptions of people with IDD and their families on a range of life-span issues. Over 5,000 people participated. Only 15% of FINDS survey respondents reported that their family member with an intellectual and/or developmental disability was employed.

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The Arc Applauds Passage of the Workforce Innovation and Opportunity Act

/in /by The Arc

The Arc released the following statement applauding the passage of the Workforce Innovation and Opportunity Act (WIOA). WIOA is a bipartisan, bicameral compromise between the SKILLS Act (H.R. 803), which passed the House of Representatives in March of 2013, and the Workforce Investment Act of 2013 (S. 1356), which passed the Senate Health, Education, Labor, and Pensions (HELP) Committee in July of 2013. The proposal was developed by Senator Tom Harkin (D-IA), Representative John Kline (R-MN), Senator Lamar Alexander (R-TN), Representative George Miller (D-CA), Senator Patty Murray (D-WA), Representative Virginia Foxx (R-NC), Senator Johnny Isakson (R-GA), and Representative Rubén Hinojosa (D-TX).

“Everyone should have the opportunity to earn a competitive salary while contributing to their community, which is why we are thrilled with the passage of the Workforce Innovation and Opportunity Act. The Arc applauds the bill’s focus on integrated, competitive employment for individuals with disabilities, and on essential transition services for youth with disabilities who need them to attain and hold a job. We are grateful to the Members of Congress who developed and supported this important legislation and stood up for individuals with disabilities who want to work, but need additional supports to reach their career goals,” said, Peter Berns, CEO of The Arc.

The Arc joined with other national disability groups to express strong support for WIOA. Congress last reauthorized the workforce investment programs under WIOA in 1998. Over the last few years, reauthorization of the Workforce Investment Act, including the vocational rehabilitation (VR) services under the Rehabilitation Act, has been a top priority for The Arc’s public policy agenda. The Arc advocated for many improvements to the system now incorporated under WIOA, consistent with its past and current position statements on Employment.

In general WIOA focuses vocational rehabilitation (VR) outcomes on competitive, integrated employment and promotes greater emphasis on transition services for youth with disabilities. WIOA also provides increased emphasis on coordination between VR and other agencies including school systems, extends the initial time period for VR supported employment services (from 18 to 24 months), and modifies eligibility determination to promote access to VR by people with the most significant disabilities.

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The Arc Reacts to President’s Executive Order Raising Minimum Wage for Federal Contract Workers, Including People With Disabilities

/in /by The Arc

This week, President Obama signed an executive order raising the minimum wage to $10.10 an hour for federal contract workers, including people with disabilities. This order applies to new contracts beginning January 1, 2015, and will apply to replacements for expiring contracts as well as new agreements.

“The Arc is pleased that President Obama took this step for federal contract workers, including people with disabilities. This wage boost is an important step forward and will benefit the lives of many people with intellectual and developmental disabilities, helping them achieve their goals of greater financial independence. We will be communicating with the Administration to ensure a smooth phase-in of this change and to encourage the Administration to put in place the infrastructure, safeguards, and supports for people who need more significant accommodations to succeed in the workplace,” said Peter Berns, CEO of The Arc.

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The Arc Applauds National Governors Association for Work to Promote Employing People With Disabilities

/in /by The Arc

At the recent National Governors Association (NGA) meeting, outgoing NGA Chair Governor Jack Markell (DE) wrapped up his year-long Chair’s Initiative, “A Better Bottom Line: Employing People with Disabilities.” The initiative focused on the employment challenges that affect individuals with intellectual and other significant disabilities and the role that both state government and business can play in facilitating and advancing opportunities for employment. At the NGA meeting, Governor Markell released a final Blueprint for Governors summarizing the initiative’s activities, findings, and recommendations.

“Governor Markell’s initiative has brought attention to an issue that is too often ignored in our society – what people with disabilities can do in the workplace. People with disabilities, including people with intellectual and developmental disabilities, are an integral part of our economy. The Arc is thrilled with Governor Markell’s leadership to raise the profile of this important issue to the governors across the country. Chapters of The Arc, found in 700 communities across the country, are ready to support states that make employment for people with disabilities a priority,” said Peter Berns, CEO of The Arc.

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The Arc Reacts to Historic Verdict on Behalf of Workers With Intellectual Disabilities

/in /by The Arc

Washington, DC – Earlier this week a Davenport, Iowa jury awarded damages totaling $240 million to 32 men with intellectual and developmental disabilities who worked for Henry’s Turkey Service in Atalissa for decades. It was the largest verdict in the history of the U.S. Equal Employment Opportunity Commission (EEOC), which filed the case, for disability discrimination and unlawful harassment. Just one day after hearing closing arguments, the jury agreed with the EEOC that Henry’s Turkey Service subjected the men to severe harassment and discrimination that warranted punitive and compensatory damages for each man.

“While this verdict is a victory for the workers who can feel triumph knowing that the abuse they faced did not go unpunished, it’s also a harsh reminder to the disability movement that we must continue to be vigilant in this modern era of progressive employment practices to guard against these kinds of atrocities. The abuse of these men didn’t end decades ago – it was still going on as recently as 2009, and that is unacceptable. I applaud the U.S. Equal Employment Opportunity Commission for their pursuit of justice for people with disabilities in the workplace and urge them to continue this important work. Individuals with disabilities have the right to work in a safe work environment free of exploitation, and this verdict sends a message that this kind of abuse will not be tolerated,” said Peter Berns, CEO of The Arc.

Last year, EEOC claimed that Henry’s Turkey Service violated the Americans with Disabilities Act (ADA) by paying 32 workers with intellectual disabilities severely substandard wages. The company denied the workers their full wages by claiming a “credit” for substandard living conditions. In September 2012, a district court judge ordered the company to pay its former employees a total of $1.3 million for jobs they performed at a turkey processing plant in West Liberty, Iowa between 2007 and 2009 for about 41 cents an hour. Combining last year’s ruling and this week’s verdict, the total judgment in this case is $241.3 million.

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How The Arc Los Angeles & Orange Counties Helps Employ People With Disabilities

/in /by Guest Blogger

By Kevin P. MacDonald, Chief Executive Officer of The Arc Los Angeles & Orange Counties

It is an exciting time in Southern California for individuals with intellectual and developmental disabilities (IDD)! On July 20, we celebrated the opening of a franchise to further our mission of employing people with IDD. With an unemployment rate of 85% for people with developmental disabilities and state funding at a standstill for years – we decided to find a creative way to employ people with disabilities in our community.

Partnering with a New York based franchise called “Just-A-Buck” and with the assistance of a local benefactor we were able to make this dream come true.

The store employs 5 people with IDD, each of them earning a salary at or above minimum wage, working alongside employees without disabilities. The employees participate in all aspects of making the store a success. The new store will also provide an added bonus: to have people come into the store and see our workers and what they are capable of instead of their disability, you just can’t measure that! We believe that work gives everyone, especially those with disabilities, purpose and dignity and it helps them achieve independence and economic self-sufficiency.

To learn more about the store visit our website. Also, if you live in the Los Angeles area stop by and visit us: 141 E. Willow Street in Long Beach at the Wrigley Shopping Center (Willow & Long Beach Boulevard).

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The Arc Commends Governor Jack Markell’s New Initiative to Employ Individuals With Disabilities

/in /by The Arc

Washington, DC – This week, Delaware Governor Jack Markell was named Chair of the National Governors Association (NGA). Shortly after his appointment became official, the Governor announced that during his year-long term, his Chair’s initiative will be increasing employment among individuals with disabilities. The Arc fully supports Governor Markell’s efforts and applauds him for his work on behalf of individuals with intellectual and developmental disabilities (IDD) and other disabilities.

“Individuals with intellectual and developmental disabilities are capable of excelling in the workforce and giving back to the communities in which they live. We commend Governor Markell for bringing national attention to the employment challenges facing individuals with disabilities and for working to create employment opportunities for them through innovative public-private partnerships. The Arc has long recognized the need for employment opportunities for individuals with disabilities, and we look forward to supporting the Governor’s initiative,” said Peter Berns, CEO of The Arc.

A major emphasis of the Governor’s initiative will be on people who have significant intellectual and developmental disabilities and may require supports like job coaches and personal attendants in order to live and work in the community. Throughout the year he will convene governors, businesses, disability leaders, and other thought leaders. The initiative will focus on educating public and private sector employers and supporting state governments to join with business partners to develop and build out blueprints to promote the hiring and retention of people with disabilities.

The Department of Labor released statistics in 2011 stating that 17.8 percent of Americans with a disability are employed, compared to 63.6 percent of those with no disability. The Arc’s own research suggests that the employment picture for people with IDD may be even bleaker. In 2010, The Arc conducted and received over 5,000 responses to a national online survey called the Family and Individual Needs for Disability Supports, or FINDS Survey, to obtain perceptions of people with IDD and their families on a range of life-span issues. Only 15% of FINDS survey respondents reported that their family member with IDD was employed.

“The bottom line is that there are so many people with disabilities who have the time, talent and desire to make meaningful contributions to interested employers,” Governor Markell said. “More companies are recognizing that creating greater economic opportunity for these workers improves their own bottom line as well. It doesn’t matter whether you were born with additional challenges to face or – in the case of our wounded veterans for example – acquired them later in life. What matters is what you have to offer.”

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Achieving in the Workforce With Acadia Windows and Doors

/in /by The Arc

The Arc Northern Chesapeake Region (The Arc NCR) in Aberdeen, Maryland works closely with the business community to provide employment opportunities to individuals that they support. In 2005, The Arc NCR established a business partnership with Acadia Windows and Doors in Baltimore. This partnership has employed over nine workers with intellectual and developmental disabilities from The Arc NCR to date with great success. Today, five of those workers are making a difference on the manufacturing floor by performing tasks resulting in production line improvements. They earn wages comparable to people without disabilities doing the same job for Acadia and interact with their peers at the company in an integrated work environment.

Jessica Markle, one of the individuals receiving services at The Arc NCR, works on the manufacturing production line installing wool pile used as weather stripping in every window. She received on-the-job training and support from a job coach, as well as transportation support to the work site each day. Jessica works independently in a warehouse with 63 other co-workers with and without disabilities on the manufacturing floor. She is able to accomplish her job independently even though she is legally blind and developmentally disabled. As a result of employing people with intellectual and developmental disabilities, Acadia Windows & Doors has a safer work environment and was awarded the Safety and Health Achievement Recognition Award from OSHA (Occupational Health & Safety Administration) in 2007 and again in 2011.

Here’s what Acadia’s Vice President of Manufacturing, Neill Christopher, had to say about this partnership with The Arc NCR:

Question: How did Acadia Windows and Doors’ partnership with The Arc NCR begin?

Answer: We didn’t partner with The Arc NCR to be altruistic; we partnered with them because to do so makes sense as a business decision. This is a great pool of workers. We had a great deal of trepidation when The Arc NCR first approached us. This is a manufacturing environment, with large sheets of glass, saws, and presses, all capable of inflicting serious injury. What we learned is that everything that we did to make things safer for our team members from The Arc NCR, made it safer for everyone else as well. We’re an OSHA SHARP site; proud of our safety record while striving to always make our facility safer for all who work or visit here.

Question: What are a few of the outcomes that have been evident through this partnership?

Answer: As promised, our team members from The Arc NCR are reliable. They consistently have exemplary attendance records, and always hit their production goals. As our partnership with The Arc NCR developed, we found that our company was changing in several positive ways. First of all, we worked better as a team. In planning to assimilate our new employees, we problem solved in a way that was different for us, and this new ability carried over into all aspects of our teamwork. We were learning to think differently, and forming interdepartmental relationships that hadn’t existed before.

Question: Are there any changes that surprised you as a result of hiring people with disabilities?

Answer: We found ourselves becoming a kinder company. Along with looking out for our team members from The Arc NCR, we began to look out for one another, too. It was a subtle change at first, but we’ve learned to embrace this change as we work together on a daily basis.

If I’m having a tough day, I’ll take a quick walk around our factory floor. Our team members from The Arc NCR take visible joy in their accomplishments, and are always eager to show what they’ve produced so far each day. Their joy is contagious, and I return to my office recharged and inspired by their example.

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Finding Your Perfect Summer Job

/in /by The Arc

With summer’s arrival, thousands of teens across the country are looking for their perfect summer job. Individuals with intellectual and developmental disabilities (IDD) have a lot to consider as they start applying for summer jobs, and we hope the following resources will be useful as they begin the process not only for summer employment, but for a meaningful long-term career.

For a comprehensive list of terms that will help you or your loved one as they begin to look for a job, visit the Autism NOW Center’s employment glossary. This compilation will explain some terms that may otherwise be confusing and answer questions about different work environments.

Planning is key. If you break your job search down into a series of small, workable tasks, the process will be more manageable. One way to keep tasks in order is to create a 30-Day Placement Plan. The following brief provides a placement plan form, along with instructions about how to use it: The 30-Day Placement Plan: A Road Map to Employment.

The Arc’s Resource Center has a number of links to help you learn about additional programs, and how to utilize the transition services that you already have in place to find employment.

There are also a number of resources available in your community:

  • Contact your state or local IDD agency or State Vocational Rehabilitation Agency for information about employment services for people with disabilities in your area.
  • If you are a student age 16 or older who receives special education services, your Individualized Education Program, or IEP, should include a transition plan with goals for your transition to adult life, including employment. While you are still in school, you should be learning how to find a job or continue your education after you graduate.
  • Contact your local chapter of The Arc. They can assist you in finding out what you need to do and who to contact in your area. Find your local chapter’s contact information.