Wages and Benefits

Diversity Training is key to providing an inclusive climate in the workplace for disabled workers, as well as for creating these opportunities in the first place. The attached presentations are part of Florida’s Agency for Persons with Disabilities training curriculum. Intended to highlight the positive impacts working has on the disabled and on the workplace, these presentations are for employers and could be useful to other MIG grantees as well.

How can states more effectively accommodate employment for the disabled? One approach Florida has taken is training Supported Living Assistants in their roles and responsibilities, emphasizing working closely with employment coaches. The attached training presentation focuses on communication, maintaining benefits and reporting wages. This training tool could be useful to other MIG grantees with similar programs.

How can states better engage the public and the disabled about employment issues for the disabled in their communities? A unique approach Hawaii has taken is to host a monthly Disability Perspective TV show on public television. Meant to educate the public on employment barriers for people with disabilities and the work incentives available for them, this program covers different topics and personal experiences relating to MIG grant programs. Online streaming of the show is available.

It’s not just a matter of semantics or being “politically correct”. The language we use reflects how we feel about disability. The words you use can create either a positive view of people with disabilities or it can reinforce common myths. In this training document developed as part of Florida’s MIG grant program, communicating with people with disabilities is discussed in-depth and could be applicable to employers and service providers alike.

How is the District of Columbia marketing their disabled population to employers? The DC Metro Business Leadership Network (DC Metro BLN) promotes the best practices in hiring retaining, and marketing to people with disabilities in the District of Columbia, Northern Virginia, and Suburban Maryland. Their website and newsletter highlight the program and offers resources aimed at employers, including survey questions. It‘s a marketing approach that could be useful to other states.

How can states address the employment of youth with disabilities? One approach Connecticut is taking is through workshops that provide mentor program professionals with an overview of the ways in which consciously including youth with disabilities positively impacts programming. Parts one and two of the training curriculum are available for download, and are a good resource for other states planning programs such as these.

Providing regular and current information about the various programs funded by the MIG program is essential to keeping this community informed, up to date and active. Connecticut’s "connect-ability" newsletter spotlights new programs, events and legislation in a bright and engaging way. A sample of their Fall 2009 issue, covering employment for youth with disabilities workshops, transportation funding and more, is available for download here and a good example for other states.

Connect-Ability is searching for a group of Connecticut employers of all types, all across the state, to join their Employer Designation Pilot. This Pilot is a collaborative effort that will provide employers in the public and private sector an opportunity to share ideas and learn how they can increase their organization’s recruitment effectiveness by reaching a virtually untapped employment pool – people with disabilities. Review information, including participant resources.

How can states facilitate business and disabled employee connections? In Connecticut, AAPD and Connect-Ability sponsored Disability Mentoring Day: Career Development for the 21st Century. Designed to assist employers and job seekers in finding the “perfect match” in employment, it’s part of a commitment to making mentoring a year-round effort to raise awareness and promote the training and hiring workers with disabilities. A sample of the employers guide that was distributed is attached below.

Personal stories of successful employment speaks volumes of a MIG program’s success and is a great marketing tool. Arkansas created a YouTube channel called ArkWrkDisabilities where it showcases inspiring video clips of Arkansans with disabilities who are successfully employed. This approach could be useful to other states trying to find ways to get the word out about their MIG programs.