Findings from the 2008 ODEP Employer Survey


Andrew J. Houtenville, Ph.D.

New Editions Consulting, Inc.

August 19 2009


Slide 1
Purpose of the Employer Survey


• 
Identify employer perspectives on the 
employment of people with disabilities collected 
with scientifically-based methods from various 
types of employers. 


• 
Focus on hiring, retention, and advancement 
challenges and strategies.



Slide 2



Study Design


• 
Nationally representative sample
– 
First ever to focus on disability issues



• 
Sample designed to yield statistics by 
– 
12 major industries and
– 
3 size categories (5-15, 16-249, 250+ 
employees)



• 
3,797 observations/senior executives 
represents over 2.4 million companies 
nationwide
• 
15 minute interview, on average



Slide 3



Who Responded?


• 
Asked to speak to the person who makes 
decisions on hiring at the overall company 
level:
– 
President/Owner 
660
– 
Manager 
571
– 
Director 
339
– 
Vice-President 
112
– 
Vice-President , HR 
75
– 
Supervisor 
28
– 
Vice-President , Finance 19
– 
Assistant Director 
15
– 
Assistant Managers 
15
– 
Other (specify) 
1,963






Slide 4



•19.1% are employing people with disabilities
•8.7% hired a person with a disability in the past 12 


months

•13.6% are actively recruiting people with 


disabilities


What We Learned


Slide 5



Most commonly cited hiring challenges:

•Nature of the work
•Not knowing accommodation costs
•Cannot find qualified candidates


Most commonly cited hiring concerns:

•Costs 
•Lack of skills and experience 
•Less safe and productive



Hiring Issues


Slide 6



Most commonly cited strategies:

•Employment tax credit and incentives
•Disability awareness training
•Visible top management commitment


Least common cited strategies:

•Targeted recruitment program
•Centralized accommodation fund
•Reassignment



Hiring Strategies


Slide 7



Most Persuasive:

•Satisfactory performance, attendance, and retention
•Increases in company’s productivity
•Benefits to company bottom line


Less Persuasive:

•Testimonials from line managers
•Benefited nationally recognized companies
•Addressing concerns about cost



*Only companies that do not actively recruit.


Persuasiveness of Information


Slide 8



Challenges:

•Cost
•Lack of advancement potential 
•Returning employee to work (retention only)
•Attitudes NOT considered a major challenge


Strategies:

•Tax Incentives
•Top management commitment
•Mentoring



Advancement and Retention


Slide 9



Employer Attitudes and Hiring


Attitudes are cited as a challenge when hiring people 
with disabilities

– 
Customers (34.3%)
– 
Co-workers (29.1%)
– 
Supervisors (20.3%)


Lack of supervisor comfort was cited as a hiring 
concern

– 
All companies (30.8%)
– 
Large companies (44.9%)



Slide 10



Employer Attitudes and Advancement


Attitudes are cited as a challenge when advancing 
people with disabilities

– 
Customers (25.3%)
– 
Co-workers (21.4%)
– 
Supervisors (19.4%)


Attitudes of supervisor more of a challenge for larger 
companies

– 
Large companies (26.7%)
– 
Small companies (16.%) and medium companies (17.7%)



Slide 11



Employer Attitudes and Retention


Attitudes are cited as a challenge when advancing 
people with disabilities

– 
Customers (22.4%)
– 
Co-workers (21.4%)
– 
Supervisors (18.9%)


Attitudes of supervisor more of a challenge for larger 
companies

– 
Large companies (23.4%)
– 
Small companies (14.7%) and medium companies (19.1%)



Slide 12



Emerging Patterns


• 
Nature of the work and the bottom-line are central to 
all aspects of employing people with disabilities.
• 
Cost issues are a bigger issue for small and mid- 
sized companies. 
• 
Attitudes continue to be a barrier to recruitment, 
hiring, advancement and retention.
• 
Visible commitment from top management is key. 
• 
Stay tuned ... more findings to come.



Slide 13



Other Employer-Related Initiatives


• 
2006 & 2008 Science Conferences
• 
Corporate Culture Study
• 
Job Accommodation Network (JAN)
• 
Employer Assistance and Recruiting Network 
(EARN)



Slide 14



Contact Information


• Andrew J. Houtenville, Ph.D.


Senior Research Associate

6858 Old Dominion Drive, Suite 230

McLean, VA 22101

E-mail: AHoutenville@NewEditions.net

• Richard L. Horne, Ed.D. 
Director, Division of Policy Planning and Research 
US Department of Labor 
Office of Disability Employment Policy (ODEP) 
200 Constitution Avenue, NW 
Room S-1303 
Washington, DC 20210 
E-mail: Horne.Richard@dol.gov



Slide 15
(presentation conclusion)

Thank-you