HireABILITY: Hiring Students With disABILITIES to Gain the Recruiting Edge
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Transcript of HireABILITY: Hiring Students With disABILITIES to Gain the Recruiting Edge
HireABILITY:Hiring Students With DisABILITIES to Gain the Recruiting Edge
Vanessa Patrick, M.Ed
Assistant Director for Career and Professional Development
Jim Faubel, MHS
Assistant Director/ Learning Specialist;Disability Resource Center
Today We'll Discuss:
UF/DRC Student
Population Overview
Stigmas and
Strengths of
Recruiting Students
w/ Disabilitie
s
Best Practices
Recruitment
Strategies
UF Student ProfileDisability Resource Center
Student Population Overview:
Summer 2016 • 1,741 (3.4%) of UF Students are currently utilizing
DRC services • Certificate, undergraduate, graduate and professional
students• Traditional (campus), distance education program &
distance learning students
• Higher Education Studies predict that 7%-11% of the student population has a disability
Categories of Disabilities by Primary Disability
Students with AD/HD ; 31%
Learning Disorders; 24%
Mental Health Disorders; 21%
Medical/Chronic Health Conditions; 13%
Hearing, Vision, TBI, Asperburgers; 7%
Physical/ Mobility Impairements ; 4%
Students with AD/HD Learning Disorders Mental Health DisordersMedical/Chronic Health Conditions Hearing, Vision, TBI, Asperburgers Physical/ Mobility Impairements
Stigmas & Misconceptions:• Accommodating workers with disabilities is expensive
(Less than $1,000 per employee)
• The ADA forces employees to hire unqualified individuals (must be able to perform essential job functions)
• Disabilities are always visible (don’t make assumptions & be aware of company policy)
• All people with disabilities require job accommodations (Less than 1 quarter)
• http://www.in.gov/spd/files/Myth.pdf
Employee Strengths:• Creativity• Perseverance•Determination• Ability to Overcome Obstacles•Different Perspective•Diversity in the Workplace
The Recruitment EdgeBest Practices for Creating an Inclusive Environment
• What things is your company or industry currently doing well to recruit students with disabilities?• What things could your company
implement to create a more inclusive work environment for students with disabilities?
PAIR & SHARE
NACE Best PracticesFeaturing
Employees on Website
Disability-Friendly
ApplicationsLinkedIn Groups
Disability Etiquette Training
Participating in WRP
Collaborating within the
Career Center
Posting on Customized Databases
Employee Resource Groups
Training Staff on Reasonable
Accommodations
The American Association of People With Disabilities (AAPD) & US Business Leadership Network (USBLN)
• Culture and Leadership• Enterprise-Wide Access• Employment Practices• Community Engagement • Support Services
Connect @ UFSG-Disability
Cabinet AffairsGators for All
AbilitySecond Chance for
Gators
Stronger Than Stigma
Florida Disability Access &
Awareness Foundation
Disability Resource Center
Partner w/ the CRC to host a
customized program
• Jason is one of your top recruits for your management in training program; however, he has a visual impairment & is unable to travel alone at night; your official hiring process requires an overnight interview process. How can you advocate & support this candidate?
• Caroline recently completed a computer engineering internship and was offered a full-time job at your company. However, she expressed that she has Asperger's and is apprehensive about building relationships with colleagues. How can you advocate & support this candidate?
TALK IT OUT: