ItemWorksite wellness and dIsability: Annotated bibliographyJoseph, Jeffrey; Cook, LaWanda (2013-12-13)This document represents an attempt to evaluate the current literature available on worksite wellness, with a specific focus on disability issues. The articles included in this document represent three strands of literature that were investigated in order to understand the intersection of disability and worksite wellness. The issues addressed by these articles include the effectiveness and benefits of worksite wellness/health promotion broadly: health promotion initiatives for people with disabilities, as well as laws that impact disability in workplace wellness programs. In evaluating the literature on these topics, it was noted that there is an array of literature that deals with each of the topics, and that demographic and legal changes have increased the availability of literature addressing these issues. The articles listed and discussed below represent just a fraction of the relevant literature; however, they provide a foundational understanding of these issues and are representative of the larger body of related literature. ItemIn Memory of Thomas P. GoldenK. Lisa Yang and Hock E. Tan Institute on Employment and Disability (K. Lisa Yang and Hock E. Tan Institute on Employment and Disability, 2021)Within these pages are memories and messages of dozens of people whose lives Thomas Golden touched. Thomas left this world, or "winged" as his wife Janel characterized it, on November 1, 2020, after a battle with pancreatic cancer. He battled this disease as he lived his life, with a positive outlook and concern for his family, friends, and his Yang-Tan Institute (YTI) community. This memory book was lovingly prepared by his friends and colleagues. To best view it electronically, please set the viewing mode in Adobe Acrobat to “Two Page View” and check “Show Cover Page in Two Page View.” This will provide the best book viewing experience in Acrobat. ItemWIOA Title I partnership development for vocational rehabilitation professionals: A curriculum guideO'Sullivan, Kate; Osmani, Kimberly J.; Romero, Kristal; Saleh, Matthew; Spangler, Don; Showalter, Thomas (Institute for Educational Leadership, 2020)This guide is one of a series of resources developed by Y-TAC to help VR professionals expand and strengthen transition services avail-able to eligible youth, ages 16-to-24. Prepared for Y-TAC by the National Youth Employment Coalition (NYEC) and the K. Lisa Yang and Hock E. Tan Institute on Employment and Dis-ability at Cornell University’s School of Indus-trial and Labor Relations (ILR), this document is informed by 23 in-depth conversations with VR and workforce officials in 14 states, who graciously offered their time and insights. The programs and practices described throughout this guide as well as quotes and success stories were gathered through interviews. The guide contains the following parts: Part I: An overview of Title I of WIOA, with emphasis on youth activities and potential connections to Title IV VR services. Part II: A detailed look at the characteristics of the 16-to-24 year old out-of-school youth (OSY) population, including effective strategies for recruitment, engagement, and training. Part III: A primer on partnership formation, including research-based practices and numerous examples from the field. The guide was informed by 23 in-depth conversations with VR and workforce officials in 14 states, who graciously offered their time and insights. ItemInitial impact of Section 503 rules: Understanding good employer practices and the trends in disability violations among federal contractors: Final ReportEnayati, Hassan (2020-06-15)In March 2014, new regulations went into effect related to the implementation of Section 503 of the Rehabilitation Act of 1973, as amended (Section 503), setting new requirements for federal contractors and subcontractors, related to non-discrimination and affirmative action in the employment of qualified individuals with disabilities. The overall goal of this project is to understand the initial impact of these regulations on employer practices and consequently on the employment environment for individuals with disabilities. The study uses both existing administrative and field survey data to achieve three supporting objectives: 1) understand the characteristics of firms with and without evidence of a disability violation under EEO laws; 2) examine the initial impact of changes to Section 503 regulations on the observed patterns of employers with disability violations; and 3) build an understanding of effective practice and policy as contractors have initially responded to Section 503 regulations. ItemEmpowering neurodiverse populations for employment through inclusion AI and innovation science: Policy and practice briefBruyere, Susanne; Chang, Hsiao-Ying (Vicki); Saleh, Matthew (2021-07)To explore what barriers and facilitators exist for neurodiverse job seekers, this report summarizes a study conducted by researchers from the Yang-Tan Institute on Employment and Disability at Cornell University, in partnership with the Owen Graduate School of Management at Vanderbilt University, on experiences in the employment interview and at work from multiple stakeholder perspectives (Autistic individuals, service providers, and employers). ItemConnecting Practices to Outcomes: Lessons from the Federal Sector Workplace - Preliminary Findings from the Federal Employee Focus Groupsvon Schrader, Sarah; MacDowell, Kate (2021-03-30)[Excerpt] Employment inequity for Americans with disabilities remains a significant problem. To explore and remedy this inequality, the Cornell University Yang-Tan Institute on Employment and Disability, in partnership with key federal partners, is working on a three-year project entitled, “Connecting Practices to Outcomes: Lessons from the Federal Sector Workplace.” This project uses federal sector secondary data and qualitative focus groups to assess the impact of employer practice adoption on the retention, advancement, separation, and the workplace perceptions of individuals with disabilities. ItemEmpowering Neurodiverse Populations for Employment through Inclusion AI and Innovation Science (B-6970) (Raise C-Access Phase 1 Grant Final ReportBruyere, Susanne M. Dr.; Chang, Hsiao-Ying Vicki; Saleh, Matthew C. (2020-08-31)The unemployment and underemployment of people with Autism Spectrum Disorder (ASD) have been well documented, and traditional approaches to the interview process identified as one area that poses multiple barriers that disadvantage qualified candidates with autism. This report summarizes research conducted by researchers from the Yang-Tan Institute on Employment and Disability at Cornell University, in partnership with the Owen Graduate School of Management at Vanderbilt University, examined employment experiences from the perspective of Autistic people, employers, service providers, and educational institution representatives who work with people with autism. The goal of the research is to explore and depict insights into factors that influence the interview process and job success. This study is part of a series of studies that is part of an NSF C-Accel study to Vanderbilt University entitled Empowering Neurodiverse Populations for Employment. The current study included semi-structured individual and focus group interviews with employers with autism affirmative hiring programs, community employment service providers, and educational representatives (career counselors) who have experience of hiring and working with individuals with ASD people on employment, as well as ASD people. A total of 23 individuals participated in the study through group or individual interviews. Content analysis, triangulation, inter-rater tests were performed to captures the themes and agreement of the findings. The findings suggest that employers, Autistic individuals, and service providers are consistent in experiencing challenges and opportunities that influence the interview and employment experience of Autistic individuals, although from different perspectives. Particularly, ASD people have interview preparation and support, and that employers demonstrate knowledge of neurodiversity and willingness to alter the traditional interview process aids the interview and job success. Employers that we interviewed were all involved in autism hiring programs. Therefore, their responses often highlight the utilization of strategies that minimize challenges that are often reported by Autistic individuals during interviews. While these organizations are more cognizant of the needs of Autistic applicants/employees, the employers' comments suggest that many managers continue to need support even after autism awareness training. Their comments also underline a potential issue; that is, human resource (HR) professionals or managers who know the needs of Autistic applicants may not always be present to support these applicants or to influence the hiring decision. ItemServing Justice-Involved Youth with DisabilitiesSaleh, Matthew C.; Cook, LaWanda (2020-06-01)Disability is an important intersectional identity in juvenile justice trends. Youth with intellectual disabilities, developmental disabilities, and mental health disabilities are more likely to be involved in the juvenile justice system or multiple systems, and intersecting identities can increase the risk of justice involvement, particularly when disability overlaps with other identities associated with higher rates of discipline or justice involvement, such as race and lower socioeconomic status. This points to the importance of practitioners being aware of personal and systemic barriers that may influence youths’ experiences and outcomes related to key transition points. Youth with disabilities often require more intense and individualized services during and after justice involvement, and overall have poor post-release education and employment outcomes. Many youth experience challenges in obtaining resources and navigating multiple systems, necessitating additional transition support as they pursue life outcomes. Locating and reaching out to justice-involved youth with disabilities served by multiple systems is a known challenge. Success in this area requires strong collaborations between state and local government agencies, and the community partners and stakeholders who support youth upon release. In this policy brief, the authors discuss barriers and evidence-based practices in locating, serving, and supporting justice-involved youth with disabilities, focusing on efforts to re-engage youth with their former setting (school, home, and community), while also preparing them for future education, employment, independent living, and reducing the risk of recidivism through appropriate resources, services, and supports. ItemSmall organizations and Title I of the ADA: A survey study in Region 2Chang, Hsiao-Ying Vicki; von Schrader, Sarah; Strobel Gower, Wendy (2019-04-09)While both small and large employers cite barriers to employing and advancing individuals with disabilities, some issues are more common among smaller employers than their larger counterparts. The purpose of the current survey study is two-fold: 1) to understand the barriers to effective implementation Title I of the ADA among small employers, 2) to identify effective ways to educate and support small employers as they implement the ADA. We began survey development with a literature review and a set of interviews with leadership or HR professionals who implement Title I within the small organizations. Through these interviews, we identified themes related to the implementation of the employment provisions of Title I of the ADA. The survey includes questions that examine organizational policy and processes, topical areas of interest, ways of accessing information, and respondent/organizational characteristics. The survey respondents were from New York, New Jersey, Puerto Rico, and the US Virgin Islands (representing Region 2). The survey results highlighted the need to (1) establish a basic understanding of the terms, including disability and reasonable accommodations, (2) provide more guidance on practical implementation of the Title I, (3) support systematic information gathering and an accommodation process that considers small business work setting, (4) promote disability awareness at the workplace and among human resources personnel. ItemResearch summary: Anxiety and Depression from Adolescence to Old Age in Autism Spectrum DisorderUljarević,, Mirko; Hedley, Darren; Rose-Foley, Kitty; Magiati, Iliana; Cai, Ru Ying; Dissanayake, Cheryl; Richdale, Amanda; Trollor, Julian (2019-01-01)[Excerpt] Our team recently published a journal article reporting on a study that looked at the relationship between anxiety and depression, age, sex (male, female), and autism symptoms in autistic adults. So far there has been little research into mental health challenges such as anxiety and depression across the lifespan of autistic individuals. To inform and provide appropriate supports we need to better understand the challenges experienced by autistic individuals and looking at mental health across the lifespan can help us do that. It is also important to understand what factors can be related to good and poor mental health, so we can investigate that relationship and understand it. ItemTechnology Changes Everything: Inclusive Tech and Jobs for a Diverse Workforce: Pierce Memorial Foundation ReportBruyere, Susanne M. Dr. (2019-01-01)This document serves as the final report to the Pierce Foundation for funding to support the design and implementation of a 1.5-day Forum entitled “Technology Changes Everything: A Forum on Inclusive Tech and Jobs for a Diverse Workforce” conducted in NYC on October 26-27, 2017 at Baruch College. The conference idea was conceived to address the need to raise awareness across a number of distinct areas where technology is currently impacting employment outcomes for people with disabilities. The topics ranged from one as straightforward as the critical need for attention on equitably integrating individuals with disabilities into the rapidly exploding tech sector workforce, to the much more nuanced and complex application of algorithmic screening and job-matching tools increasingly used in online job applications and selection processes. Other topics focused on were equitable access to entrepreneurship opportunities, inclusive design in technology-based products and services, and the growing targeted focus of technology sector and tech-intensive industries in affirmative recruitment and hiring of individuals with Autism. ItemResearch Brief: ADA Employment Discrimination Charges Citing Harassmentvon Schrader, Sarah (2018-12-01)This brief presents some descriptive information about charges filed under the ADA that cite harassment and a summary of a qualitative analysis of case notes from a subset of the charge data. According to the EEOC, discriminatory behavior that qualifies as harassment under the ADA is unwelcome conduct based on disability, “Where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive”. ItemDisability in the Workplace in China: Situation AssessmentThe Conference Board; Bruyere, Susanne M. Dr. (2018-12-01)A compelling argument can be made that employment of people with disabilities should be gaining recognition as an underutilized weapon in the talent wars of Asia. One has only to look at the proportion of people with disabilities that make up our communities, the continuing employment disparities that people with disabilities continue to face and the resulting high levels of poverty for this population – up against the talent shortages in fast-growth markets across the region. As China’s skewed demographic dynamics become increasingly apparent, resulting in a rapidly aging population and a diminishing supply of workforce entrants, an increasing share of the workforce will include older employees with disabilities, necessitating a fundamental change in workplace practices involving people with disabilities, as well as a greater need to look at persons with disabilities as a potential source of talent. Although China has created a broad legislative framework to protect the right to work for persons with disabilities, it lacks specificity and clear measures of enforcement, as evidenced in continued employment marginalization, poor educational outcomes, and thus higher poverty levels of persons with disabilities. To further understanding of workforce inclusion of persons with disabilities in China, and to identify practical ways forward for employers, The Conference Board China Center and the K. Lisa Yang and Hock E. Tan Institute on Employment and Disability (YTI) at Cornell University’s ILR School partnered to explore how companies can tap the talent pool of people with disabilities and improve their employment outcomes. The scope of the research encompassed a series of interviews with disability rights-focused NGOs in China, a detailed literature review, a comprehensive review of China’s regulatory framework supporting employment for persons with disabilities, and a detailed assessment of the demographics of disability and the status of people with disabilities in China such as prevalence rates, access to education, employment disparities and resulting poverty and household income rates. This report draws from the broader research findings and provides business practitioners with an overview of the current situation, challenges, and root causes of employment barriers for persons with disabilities in China. To complement this work, The China Center and YTI convened a practitioner roundtable in Beijing in September 2018. Participants explored in detail how the official, publicly available data on living and working conditions of persons with disabilities compare to actual experiences of employers in China, whether companies are actively recruiting disabled workers, what the internal and external obstacles are to recruitment, and what the impact of the government quota system is, for good or for bad. A separate report on this roundtable is also available ItemDisability in the Workplace in China: Current Realities and Ways Forward (Roundtable Summary Report)The Conference Board; Bruyere, Susanne M. Dr. (2018-12-01)According to official statistics, there are an estimated 85 million persons living with a disability in China. Due to stigma, discrimination, and a lack of successful government strategies, they are economically and socially marginalized, with limited access to education, training programs, and work opportunities. The quota system currently in place in is not effective in enabling labor market participation for persons with disabilities in China. In 2015, a mere 0.3 percent of China’s total urban employment consisted of persons with a disability–a far cry from the mandated 1.5 percent. Further analysis and subsequent discussions with employers suggest that the quota system rarely encourages real employment opportunities. Instead, employers tend to view hiring persons with disabilities as part of regulatory compliance or charitable programs rather than as an element of their talent acquisition strategies. To move the disability discussion from compliance to competitive advantage, The Conference Board China Center collaborated with the K. Lisa Yang and Hock E. Tan Institute on Employment and Disability (YTI) at Cornell University’s ILR School to convene a groundbreaking roundtable on September 19, 2018 in Beijing. The event was part of a broader research collaboration between The Conference Board China Center and YTI to increase understanding of workforce inclusion of persons with disabilities in China, and to identify practical ways forward for employers. A dozen large multinational companies and NGOs gathered in person to share current approaches and challenges to hiring persons with a disability in China, including recruitment practices, accessibility and accommodation in the workplace and training and skills development. Participants also shared experiences with partnerships, on-the-job training, and retention programs. Senior managers attending included leaders from human resources, operations, corporate communications and government relations. Key learnings from the workshop’s expert presentations and group discussions are summarized. ItemNYS PROMISE Case Management: A Field Guide for Case Managers and Family CoachesPodolec, Michelle; Golden, Thomas P. (2018-04-01)Case management services under NYS PROMISE are provided by a robust and diverse network of case managers and family coaches. Case managers work predominantly with youth in the research demonstration sites, while family coaches work exclusively with the families of intervention group youth enrolled in NYS PROMISE through regional Parent Training Centers. Regardless of the title of the practitioner, or their organizational placement, they provide similar critical care, coordination and access to the core services and supports provided under the NYS PROMISE intervention, as well as information and referral for other needed services and supports. In addition, they provide intermittent “light touch” data gathering on control group youth and families. While “field guides” have traditionally been employed in the study of plants and fauna, they have increasingly been created to support practitioners in an array of professional fields as they face the obstacles and challenges that can arise while accomplishing specific tasks. The NYS PROMISE Case Management Field Guide was designed for the express purpose of assisting case managers and family coaches in navigating their day-to-day roles, functions, and expectations, while adhering to high quality standards, and managing the impact of their work on their own health and wellbeing. The aim is to ensure that all NYS PROMISE case managers and family coaches (case management practitioners) are equipped to perform their job in a manner that leads to the expected youth and family outcomes of the NYS PROMISE intervention—holding to a common measure of fidelity. While the aim for each case management practitioner will employ different strategies, based on the heterogeneity of the NYS PROMISE population, they will draw from a common set of strategies to ensure consistency in delivery of services and supports. This field guide is presented in modules and is indexed to assist case management practitioners in easily accessing the information they need, when they need it. Following is a summary of the specific modules included in this field guide: ItemLeveraging Employer Practices in Global Regulatory Frameworks to Improve Employment Outcomes for People with DisabilitiesSaleh, Matthew C.; Bruyere, Susanne M. Dr. (2018-01-01)Work is an important part of life, providing both economic security and a forum to contribute one’s talents and skills to society, thereby anchoring the individual in a social role. However, access to work is not equally available to people with disabilities globally. Regulatory environments that prohibit discrimination and support vocational training and educational opportunities constitute a critical first step toward economic independence. However, they have not proven sufficient in themselves. In this article, we aim to infuse deeper consideration of employer practice and demand-side policy reforms into global policy discussions of the right to work for people with disabilities. We begin by documenting the employment and economic disparities existing for people with disabilities globally, followed by a description of the international, regional, and local regulatory contexts aiming to improve labor market outcomes for people with disabilities. Next, we examine how policies can leverage employer interests to further address inequalities. We discuss employer policies and practices demonstrated in the research to facilitate recruitment, hiring, career development, retention, and meaningful workplace inclusion. The goal of the article is to synthesize existing international literature on employment rights for people with disabilities with the employer perspective. ItemWhat Works? How Federal Contractors are Implementing Section 503: Survey Reportvon Schrader, Sarah; Bruyere, Susanne M. Dr. (2018-01-01)In September 2013, The Office of Federal Contract Compliance Programs (OFCCP) published the final rule making changes to the regulations implementing Section 503 of the Rehabilitation Act of 1973, as amended (Section 503). In March 2014, new regulations went into effect, setting new requirements for federal contractors and subcontractors, related to non-discrimination and affirmative action in the employment of qualified individuals with disabilities. For example, contractors now are required to offer applicants and employees the opportunity to self-identify as a person with a disability and further to use the data collected to understand their progress toward a 7% utilization goal for employment of individuals with disabilities.1 This survey is part of a larger project entitled Initial Impact of Section 503 Rules: Identifying Effective Employer Practices and Trends in Disability Violations among Federal Contractors funded by the US Department of Labor, Chief Evaluation Office. The overall goal of this project is to understand the initial impact of these regulations on employer practices and consequently on the employment environment for individuals with disabilities. The purpose of the survey summarized in this report is to build an understanding of contractor disability-inclusive policy and practice in initially responding to Section 503 regulations. The survey is titled: What Works? How Federal Contractors Are Implementing Section 503, and is referred to as Section 503 Survey in this report. ItemWhat Works? How Federal Contractors are Implementing Section 503: Executive Summaryvon Schrader, Sarah; Bruyere, Susanne M. Dr. (2018-01-01)This survey is part of a larger project entitled “Initial Impact of Section 503 Rules: Identifying Effective Employer Practices and Trends in Disability Violations among Federal Contractors” funded by the US Department of Labor, Chief Evaluation Office. The overall goal of this proposed project is to understand the initial impact of these regulations on employer practices and consequently on the employment environment for individuals with disabilities. The purpose of the survey summarized in this report is to build an understanding of contractor disability inclusive policy/practice in initially responding to Section 503 regulations. The survey is titled: What Works? How Federal Contractors Are Implementing Section 503, and is referred to as Section 503 Survey in this report. ItemResearch Brief: Facilitating Self-Identification in Federal Contractor Workplacesvon Schrader, Sarah; Bruyere, Susanne M. Dr. (2018-01-01)In a survey of federal contractor representatives conducted in fall 2017 by Cornell University, self-identification was the most frequently mentioned challenge in implementing Section 503 regulations for respondent organizations (n=235). This informational brief describes the efforts of survey respondents to promote self-identification.