Please join us on October 7, 1:00 PM EDT, to celebrate National Disability Employment Awareness Month (NDEAM). The theme is “My disability is one part of who I am” and we hope you will join the discussion and ask questions about important disability hiring issues like disability inclusion, disability etiquette and more.
How to participate
- You must have a Twitter account. If you don’t have one, just visit Twitter.com and fill out the form with your name and email and create a password to sign up
- To help make this Twitter chat easier for you to follow along and participate, we created a “room” using Twubs. Simply go to: http://twubs.com/NDEAMchat
- You will need to authenticate Twitter to be able to participate and tweet directly from here.
- Type in #NDEAMchat in the search bar
- At 1:00 PM, EDT, we will begin and our moderator will welcome participants, begin asking questions. You will see Q1, Q2, Q3 … to signal that a question is being asked. For our first Twitter chat, we have some topics and questions outlined, but encourage all participants to chime in with questions and comments
- As a guest, we welcome you to answer our questions and ask questions of your own. When participating, please use @ajejobs and #NDEAMchat so we know you are participating
- Feel free to share Tweets from within the chat with your network, perhaps by re-tweeting with comments, but don’t forget to use hashtags so people can follow along
- Pause is a good option if there are too many Tweets and you need time to catch up
- Feed Speed is the tab name on Twubs that allows you to control the speed. The conversation should auto-refresh for you every 10 seconds, but you are welcome to refresh as needed
- If you ask a question or reply to someone in the chat, use the hashtag so everyone can be in on the conversation
We look forward to your participation and your feedback! See you on October 7 at 1:00 PM, EDT. In the meantime, follow us @ajejobs.
America’s Job Exchange is participating in National Disability Employment Awareness Month, an annual awareness campaign that takes place each October. The purpose of National Disability Employment Awareness Month is to educate about disability employment issues and celebrate the many and varied contributions of America’s workers with disabilities. This year’s theme is “My disability is one part of who I am.”
During an OFCCP audit, employers are required to submit documentation pertaining to their outreach practices. As per the amended Section 503, the goal for disability hiring is 7% across all job groups.
Preparation is key and there are steps you can take in advance. Here are some guidelines to help you prepare:
Has your HR staff received disability training?
The Department of Labor Employment Training Administration (ETA) provides disability employment and training services. For more information on their training programs follow Disability Employment and Training Services.
For companies with federal contracts, OFCCP would like to see employees with disabilities totaling 7% across all job groups. For successful recruitment and retention, such companies need effective outreach and recruitment measures that would allow them to reach this goal. Below are examples of three companies who have made a big difference in the lives of candidates with autism.
Mary Ellen Smith, Microsoft’s corporate vice president of worldwide operations, in a blog post early this year (April 3, 2015), announced the company’s pilot program to hire candidates with autism for full time positions at the firm’s Redmond offices in Washington. For this initiative, Microsoft has partnered with Specialisterne, a company that helps candidates with autism find meaningful employment. Microsoft’s pilot scheme will initially recruit 10 people with autism. If successful, the scheme could extend to more vacancies worldwide.
Disclosing a disability when in the midst of a job search is a complex decision. While some disabilities are clearly visible, others are not. Although the Americans with Disabilities Act of 1990 (ADA) makes it unlawful for an employer to discriminate against prospective job applicants with a disability, statistics show that the percentage of disabled people who are unemployed in spite of the law, has not decreased significantly. The revisions to Section 503 of the Rehabilitation Act of 1973, that went into effect March 24, 2014, holds federal contractors accountable for 7% utilization goal for candidates with disabilities. This is a noble goal federal contractor will need to aspire to. This should give candidates with disabilities enormous confidence about increased job opportunities in the near and distant future. Another component of the new regulations is that it allows employers to ask candidates to voluntarily disclose their disabilities by using an OFCCP approved form. Here are some tips about disclosing a disability:
There is a myth out there that companies do not hire in the summer. The truth could not be farther off. For companies, summer is business as usual. So to keep your job search moving in the dog days, here are some suggestions: