A new report looking at federal agencies’ hiring, retaining and effective management of employees with disabilities finds shortfalls and key areas for improvement.
The Alexandria, Va.-based Telework Exchange released its report, Unnecessary Barriers in the last month. The findings are from an online survey conducted Jan. 25-Feb. 5, 2010, with 513 federal government employees involved in hiring or managing employees. Among respondents, 69% work in federal civilian agencies and 31% work in Department of Defense agencies.
While 71% of federal employees think their agency is committed to hiring employees with disabilities, only half say their agency is equipped to make good on its commitment.
Among the findings:
- 84% think their organization offers reasonable accommodations, but few offer telework, technical support, job-share options or personal care assistance.
- 72% of respondents at agencies lacking the proper tools and knowledge about hiring and retaining Americans with disabilities see stereotypes as a barrier.
- 54% of employees at agencies lacking the proper tools and knowledge report that they are not prepared adequately to provide accommodations.
- 50% say their agency has the knowledge and tools needed to hire, retain and promote employees with disabilities.
- 46% say their agency is not monitoring progress, or they are unsure if they are monitoring progress, related to the hiring, advancement and/or retention of employees with disabilities.
- 45% of federal managers have not received adequate training to retain employees with disabilities effectively.
- 44% don’t know who is responsible for decisions related to the hiring, advancement and/or retention of employees with disabilities in their agency.
- 40% of federal managers have not received adequate training to manage employees with disabilities effectively. (workersxzcompxzkit)
Telework Exchange recommends securing management’s commitment to workers with disabilities and monitoring their progress; training hiring and program managers on recruiting, managing and retaining workers with disabilities; educating managers on key mandates and advocating for equal opportunity; and offering improved physical access, communications and technical accommodations.
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