In order to retain and advance workers with disabilities, 54 percent of human resources professionals say employers should implement a disability-focused employee network, such as an employee resource group or affinity group, according to a joint survey by the Society for Human Resource Management and the Cornell University ILR School Employment and Disability Institute.
These 54 percent of respondents say the practice of creating a disability-focused employee network is very effective, while 20 percent of respondents say it's somewhat effective. Another 49 percent of respondents say offering a return-to-work or disability management program for employees who suffered a work-related illness, injury or disabling condition is very effective, and 36 percent of respondents say it is somewhat effective.
When it comes to encouraging flexible work arrangements for all employees, approximately 47 percent of respondents say it is very effective. Thirty-seven percent of respondents say those arrangements are somewhat effective.
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They survey also finds that 47 percent of respondents say providing a structured mentoring program for employees with disabilities is very effective, and 31 percent of respondents say it is somewhat effective. Another 46 percent of respondents say implementing career planning and development tools are very effective while 31 percent of respondents say it is somewhat effective.
"It is critical that management be provided the insight and tools to in turn create real career opportunities for workers with disabilities," says Susanne M. Bruyère, Ph.D., CRC, professor of disability studies and director of the EDI at the Cornell University ILR School.
Additionally, only 9 percent of respondents include senior-management performance appraisals toward retention and advancement goals for employees with disabilities.
"Don't forget basics and don't make assumptions — be sure supervisors know where to find needed information about specific accommodations when an employee with a disability inquires," Bruyère says.
Twenty-three percent of respondents say a supervisor's understanding of what accommodations to offer can act as a barrier when it comes to retaining and advancing employees with disabilities, and 32 percent of respondents say their organizations record accommodations data, including type and cost.
"Metrics are also important but underused based on survey responses," says Mark Schmit, vice president of research at SHRM. "As the old adage goes, 'what gets measured gets done.'"
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