Articles

‘How To Give A Chance To This Under-Represented Group Of Your Would-Be Workers’ – Forbes

*There are thousands of formerly incarcerated Americans who want to and can work. (Getty)*

Across the country, job vacancies are outnumbering available workers by almost five million, according to the Bureau of Labor Statistics (BLS).

Where and how will we find those workers? The so-called Great Resignation has seen swathes of people switch jobs leading to solid wage growth, and it’s also created many entry-level positions across a range of sectors.

With demand for labor outstripping the supply industry, employers need to try new strategies for their talent pipeline by diversifying their workforce. It’s the most effective way to resolve the current challenges.

Would-be workers at the ready

A cohort of would-be workers hiding in plain sight deserves to be considered for these roles despite being historically under-employed. They need a second chance.

You can probably guess who I’m talking about. Formerly incarcerated people. You might have heard a statistic that one in three US adults has a criminal record. Still, The Poynter Institute’s Politifact says to treat that with a grain of salt because there’s no federal data on how many people with a criminal conviction live in the US. However, they won’t all have spent time in prison bars.

And just to challenge your thinking that all incarcerated people have been convicted of a crime, consider this. About 49,000 youth in confinement in the US are there for a serious offense, i.e., a crime, says the Prison Policy Initiative. Others may have done time without a conviction simply because they couldn’t afford bail while investigating their charges. The initiative details that minorities are most likely to fall through such cracks.

Some 45% of those who’ve been incarcerated report zero earnings in that first year after release, says the Brookings Institution. According to the Harvard Business Review, their unemployment rate is 27%. That’s about 1.35 million formerly incarcerated people without employment, though many could work. The Center for Economic and Policy Research looks at the statistics differently. It says that per year, almost two million formerly incarcerated people are out of work, and, as a result, our nation loses $80 billion in gross domestic product. And because of unemployment, many turn to criminal activities to meet the basic human needs of shelter, food, and clothing, thereby furthering the cycle of recidivism unnecessarily.

To understand the impact a criminal history can have, search policies by keywords, jurisdiction, and consequence on the National Inventory of Collateral Consequences of Criminal Conviction. The site defines ‘collateral consequences’ as the “legal and regulatory restrictions that limit or prohibit people convicted of crimes from accessing employment, business and occupational licensing, housing, voting, education, and other rights, benefits, and opportunities .”It may open your eyes to a vast range of barriers former prisoners experience (the very obstacles that land many behind bars in the first place- socio-economic gaps and little to no opportunity).

The barriers to employment start early in the process. The HBRsays if you have a criminal record, that halves the chance of getting a call back after applying for a job (compared to those with a clean record). But asking candidates about their criminal record could be illegal, depending on the state where you’re based. Check to see if yours has adopted the Fair Chance Act. It has been in force in California since January 2018, prohibiting employers with five or more employees to ask a candidate about their criminal record before making a job offer. In 15 states and 22 cities, the Federal Government has adopted this law, also known as Ban the Box.

Last November, the Council of State Governments Justice Center set up the Fair Chance Licensing Project. This follows the reforms across the states that reduce barriers to employment for people with criminal and juvenile records. Knowing what’s happening in your state is good, so your recruitment policies and practices are above board.

Skills to tap into

There are thousands of formerly incarcerated Americans who want to and can work. This is a population that needs a second chance to gain stability and avoid reoffending to make a living. There are conscious and unconscious biases built into systems and processes and many misconceptions. Often labels affixed by the larger society lead to a self-fulfilling prophecy for those previously incarcerated or those who have had minor run-ins with the justice system. Usually, fear stops employers from looking beyond labels to see what skillsets and personal attributes formerly incarcerated people could bring to the workplace.

Where apprenticeships could fit in

Employers should think about (such people) justice-involved or formerly justice-involved as would-be apprentices. The registered apprenticeship model has had a solid history of helping people successfully transition from the prison system into ongoing employment. Such programs mix pre-apprenticeship formal classroom instructions with access to on-the-job training in commercial workplaces. When combined with high-quality mentoring, these models have stood the test of time and consistently delivered improved employment outcomes for participants across sectors.

Such approaches are successfully used throughout the European Union and the United Kingdom. Last month, the UK government announced a law change to allow prisoners at low-risk jails to access pre-apprenticeship training while incarcerated. They can also apply for apprenticeship jobs in different sectors, which boosts their employment prospects post-release.

If we can’t improve employment outcomes for formerly incarcerated people – and all disadvantaged and under-represented groups – during a red-hot labor market, then when can we expect to?

Forbes

The Valuable 500 – Ongoing Support to Ending Disability Exclusion

Today we are proud to announce IWSI America will be listed on the Valuable Directory – a unique r

Today, @IWSI America is PROUD to announce our participation in @TheValuable500’s First Global Directory of Disability Inclusion Specialists. The Directory convenes business disability intelligence and experts from across the globe spanning 6 continents and 19 countries to assist the Valuable 500 collective in advancing disability inclusion within their businesses.

IWSI America is one of only 77 organizations worldwide to be part of this incredible directory — and reaffirms IWSI America’s commitment to disability inclusion in apprenticeship, workforce development and the equally – from Main Street and Wall Street.

You can find out more information here: https://www.thevaluable500.com/press-release/business-disability-directory

‘Disability advocates say improving inclusivity makes good business sense’ – 90.1 FM WABE

While Georgia is experiencing record-low unemployment and a growing workforce, there still remain many barriers to employment for residents with various disabilities.

According to the Institute for Workplace Skills & Innovation, one in four adult Americans live with a disability and experience unemployment rates nearly double the general population.

Nicholas Wyman, president of the Institute, and Sara Hart Weir, former president of the National Down Syndrome Society, recently co-authored a report outlining how employers can make their workplaces more inclusive and explaining why it’s in their best interest to do so.

Play story:

https://www.wabe.org/disability-advocates-say-improving-inclusivity-makes-good-business-sense/

‘Despite Talent Shortage, People With Disabilities Are Still Underemployed’ – chiefexecutive.net

As we emerge from Covid-19, we have a chance to rethink outdated hiring processes and reach out to an under-represented population.

Authored by Nicholas Wyman – November 12, 2021, for Chief Executive.

This past October marked the 76th observance of National Disability Employment Awareness Month (NDEAM), which celebrates the contributions of Americans with disabilities in the workplace. NDEAM prompts employers to re-evaluate their personnel policies and make an extra effort to hire and retain people with disabilities across the entire spectrum of jobs.

NDEAM’s 2021 theme was “America’s Recovery: Powered by Inclusion.” As we all know, the Covid crisis hit employers and employees hard, with numerous business shutdowns and ensuing layoffs. But those layoffs affected people with disabilities much more harshly. According to the Bureau of Labor Statistics, 1 in 5 workers with disabilities had been dismissed from employment as of March 2020, compared with 1 in 7 in the general population.

Even before Covid-19, people with disabilities were more likely to unemployed. The employment gap between people with and without disabilities was a staggering 47% prior to the pandemic—only 19.3% of people with disabilities were in the workforce, compared to 66.3% of people without a disability.

Why are people with disabilities consistently unemployed or under-employed? There are numerous reasons. One is an outdated perception of their capabilities. Many employers believe people with disabilities can’t do the job without significant assistance. But this is not the case. The accommodation most people with disabilities require on the job is modest and low-cost, and there are numerous resources available to help employers, including the federal Job Accommodation Network.

But perhaps an even greater barrier than employer perception is the web of outdated laws and policies that limit the ability of people with disabilities to earn a living wage. For those who require federal assistance with necessary medical benefits, there is an upper limit on how much they can earn before they lose those benefits—and the limit is well below a livable wage. Extremely capable people with disabilities can find themselves trapped in poverty because they can’t afford to lose medical support.

As we emerge from Covid-19, however, we have a chance to rethink outdated hiring processes and reach out to this under-represented population. We have a chance to widen the talent pool and take advantage of everything people with disabilities have to offer. For the benefit of our employees, communities and even the bottom line, we can make hiring people with disabilities a central goal of every Human Resources department.

IWSI America believes with some planning and consistent follow up, workforce policies can easily be changed to include more people with disabilities. We’ve outlined detailed steps employers can take in recruitment, retention and reward in our recently released report: “Ready, Willing and Able: Why It Pays to Hire People with Disabilities,” but I’ll summarize a few key points below.

Recruitment. Recruitment is the first opportunity to reach out to people with disabilities, and you need to make sure your processes are not unintentionally screening out this population.

• Ensure your websites, digital tools and job postings are accessible and use Universal Design

• Use accessible technology platforms (such as Zoom) when meeting people with disabilities and local support groups to promote job opportunities.

• Consider working with school districts to design an educational pathway compatible with company labor needs.

• Build relationships with Think College organizations (which help students with disabilities get career-ready).

Retention. Most employers can improve retention of people with disabilities by making sure their workplaces are accessible, providing inclusive training for the entire workforce, and assigning a coach or mentor to employees with a disability.

• Develop an organization-wide strategy for disability employment.

• Create customized workplace accommodations for individuals, and also develop a company-wide policy for accommodations.

• Ensure your on-boarding process is inclusive.

• Develop company-wide training on inclusion and disability awareness.

• Deploy flexible work arrangements.

• Make sure employees with disabilities can access leadership and career development opportunities.

• Use a formal mentoring and job coaching system.

Reward. Employers can rethink their rewards systems (pay and promotion) so employees with disabilities can be fairly rewarded for good work without adverse effects on necessary federal and state benefits.

• Help employees with disabilities choose between the company package or public benefits (e.g., Medicaid or Social Security).

• Be flexible with the hours of employees who receive public benefits so they don’t lose necessary federal and state assistance.

• Encourage employees with disabilities to use ABLE accounts to save resources without jeopardizing benefits.

Employers can also look beyond the workplace and support larger initiatives aimed at making it easier for people with disabilities to access engaging, well-paid work. Right now, there’s a bill in Congress to eliminate sub-minimum wages for certain people with disabilities. Reforming this outdated practice is long overdue, and should be supported by anyone interested in a more inclusive workforce.

We’ve all had a tough 18 months, with businesses shut down, employees laid off and now the need to restart and re-staff. But crisis can bring opportunity. Let’s use this opportunity to employ people with disabilities in meaningful, challenging jobs and make sure they thrive in those jobs. Individuals, companies and communities will all reap the benefits.

‘Why It Pays To Train And Hire People With Disabilities’ – Forbes

Authored by Julia Brodsky and published on Forbes.com

Learn more about DEI programs and what companies can do to better include individuals with disabilities in the workforce. (Getty)

The Institute for Workplace Skills and Innovation America (IWSIA) is a non-profit organization promoting workplace equity, advocacy, education, and job training for the most underemployed segment of the United States – youth and adults with disabilities. IWSIA recently released a free, public report Ready, Willing and ABLE – Why it Pays to Hire People with Disabilities examining the current state of job training and employment for people with disabilities in the US, along with recommendations for improvement. I met with Sara Hart Weir, Senior Associate at IWSIA, former President and CEO of the National Down Syndrome Society (NDSS), and a co-founder of the CEO Commission for Disability Employment, to discuss the report. Ms. Weir has been involved with advocating for the needs of the disability community for over two decades. In particular, she led an effort behind the passage of the landmark Achieving a Better Life Experience Act (ABLE Act), enabling tax-free savings accounts for people with disabilities.

Julia Brodsky: Please tell me more about your ABLE Act efforts and how the IWSIA report is tied to this act.

Sara Hart Weir: The ABLE Act, passed in 2014, was a prominent bipartisan solution to allow families to save for their loved ones with disabilities beyond what is provided by Medicaid and Social Security. I was truly honored to successfully lead that effort on Capitol Hill. The legislation, co-sponsored by 85% of the entire Congress including Sen. Bernie Sanders and Rep. Jim Jordan, was supported by 78 Senators and 381 Representatives. On the heels of the ABLE Act, we launched #DSWORKS, the NDSS employment program, and began to partner with companies from Main Street to Wall Street to push disability apprenticeship, training and hiring. In partnership with IWSIA, we have been leading efforts on workforce development for underserved and underrepresented disability populations. Through the IWSIA report, we offer best practices and strategies for companies to support disability training and hiring processes. We need to shift the focus from educational credentials to skills and talents since many of those we advocate for may have a limited academic background but possess unique gifts that they can bring to the workforce.

JB: So, what do you presently see as obstacles to implementing those programs?

SHW: We need to overcome multiple obstacles. While every company is talking about diversity, equity, and inclusion (DEI), many companies leave people with disabilities out of the conversation. We need to ensure equitable compensation for disabled workers by finally revisiting the wage regulations of 1938 and pushing for systemic reforms to change the way people with disabilities are rewarded in the workplace. The regulations on employment and assets for people with disabilities haven’t been revised since the mid-1960s, further contributing to a vicious cycle of poverty. We need to create a national system of disability programs to achieve greater mobility for individuals with disabilities to move across state lines, increasing their job opportunities. For any of this to happen, the community needs to get engaged: job coaches, business leaders, CEOs, heads of human resources (HR) departments, and of course, special needs educators.

JB: Quoting the IWSIA report, “Schools can help prepare students with disabilities for work through vocational education and school-to-work transition services, but those students also need direct work experience and engagement with employers.” Could you please elaborate on the possible paths students can take to achieve this?

SHW: Seventeen percent of the students about to enter the workforce are on Individualized Education Plans (IEPs). That’s one out of every six graduates. We can’t afford to leave another generation behind. When these students come out of the high school system and start transitioning into community-based support and services, we need to do our best to ensure they can access competitive, integrated employment and equal pay, just like we do for every other student in our education system. We need to focus on the appropriate individualized training in the classroom, in the community, and at the workplace. When it comes to individuals with intellectual and developmental disabilities, a lot of workplace support comes in the form of dedicated mentors and job coaches. And when you give individuals with disabilities a chance, any misconceptions that exist about them are put to rest.

Apprenticeship partnerships are also the cornerstone of what we do at IWSIA. The changes to the work environment brought about by COVID-19 have left many people with disabilities even worse off than the general population. The situation is more urgent than ever. No matter who you are, we believe you must enter adulthood with a set of solid skills and comprehensive support along the way. A good apprenticeship program allows individuals with disabilities to achieve their dreams.