Slide 1 
Employment of People with Disabilities: Employer Policies
and Practices that Promote Non-discrimination 

By 
Susanne M. Bruy‚‚re 
Cornell University

ILRU Web Cast 
Promoting Independent Living 
Through Information Dissemination 
May 22, 2002

Slide 2 
Presentation Purpose 
To provide participants with an opportunity to: 
- Understand more clearly the role of the human resource
professional in workplace disability nondiscrimination 
- Learn about what employers have done to date to comply with
the ADA employment provisions 
- Identify the remaining barriers to the hiring and advancement
of people with disabilities 
- Identify ways to address these barriers 
- Identify the role of CILS in delivering relevant training,
technical assistance, and information dissemination to
employers 
- Learn of further related resources

Slide 3 
About the Study 
This presentation is based on the results of Cornell University
research, in collaboration with the Society for Human Resource
Management (SHRM) 
- Sample was SHRM membership 
- Participants were HR professionals 
- Conducted by telephone survey from Cornell

Slide 4 
About the Study (Continued) 
- A response rate of 73% 
- A total of 813 participants 
- Representative of all sizes of industry: 
43% from businesses of < 500 employees; 32% from
businesses of >2,500 employees

Slide 5 
The Role of HR Professionals 
- Approximately one HR professional to each 100 employees
nationally 
- The role of HR professionals touches all parts of the
employment process (from recruitment and pre-employment
screening, through advancement, and discharge)

Slide 6 
The Role of HR Professionals (continued) 
- HR professionals are often the persons in the organization
where personnel issues are most often addressed 
- In this survey, respondents indicated that the HR professional
either alone (28%) or with another individual (10%) makes the
decision about accommodations

Slide 7 (bar chart) 
Percent Reporting What Their Organization Does to Meet the
Needs of Employees with Disabilities by Organization Size
Percentages for each variable are reported in order for three
different groups: 
< 500 Employees in Organization 
500    2499 Employees in Organization 
2500 + Employees in Organization

Variable a: made existing facilities accessible. 
69 percent 
89 percent 
94 percent 

Variable b: restructured jobs/work hours 
50 percent 
75 percent 
86 percent 

Variable c: reassigned to vacant positions 
28 percent 
43 percent 
64 percent 

Variable d: modified equipment 
36 percent 
61 percent 
26 percent 

Variable e: modified training material 
16 percent 
26 percent 
49 percent 

Variable f: provided readers 
20 percent 
37 percent 
49 percent 

Variable g: flexible HR policy 
72 percent 
85 percent 
87 percent 

Variable h: changed supervisory methods 
28 percent 
31 percent 
45 percent 

Variable I: transportation accommodations 
60 percent 
68 percent 
82 percent 

Variable j: written job instructions 
54 percent 
67 percent 
73 percent 

Variable k: modified work environment 
42 percent 
67 percent 
81 percent

* those who do not make the accommodations don't because
they have not needed to. 

Note: all statistically significantly different across organization
size (p = .001)

Slide 8 
Employer Response to ADA 
Most commonly reported making changes by:
- Making facilities accessible 
- Flexibility in HR policies 
- Restructuring jobs and work hours

Slide 9 
Employer Response to ADA (continued) 

Other more often made changes: 
- Modifying the work environment 
- Making transportation accommodations

Least often made changes were: 
- Modifying training materials 
- Changing supervisor methods

Slide 10 
Employer Response to ADA (continued) 
Organizational structures present for accommodation and
disability 
- Use of data collection for future accommodations and
reporting requirements 
- Engaging unions, when present 
- Use of disability management to promote accommodation

Slide 11 (bar chart) 
Percent Reporting a Great Deal or Somewhat of a Contribution
due to the Disability Management Program by Organization
Size
Percentages for each variable are reported in order for three
different groups: 

< 500 Employees in Organization 
500    2499 Employees in Organization 
2500 + Employees in Organization

variable: supervisor awareness of accommodation * 
73 percent 
77 percent 
79 percent 

variable: organizational structure for accommodation * 
66 percent 
72 percent 
72 percent 

variable: importance of confidentiality 
54 percent 
84 percent 
84 percent 

variable: raising acceptance 
72 percent 
70 percent 
78 percent
* statistically significantly different across organization size

Slide 12 (bar chart)
Percent Reporting Employees Trained in ADA Topics by
Organization Size
Percentages for each variable are reported in order for three
different groups: 

< 500 Employees in Organization 
500    2499 Employees in Organization 
2500 + Employees in Organization

variable a: Non-discriminatory recruiting 
76 percent 
87 percent 
93 percent 

variable b: Accommodation process 
58 percent 
76 percent 
81 percent 

variable c: Equal access 
52 percent 
64 percent 
69 percent 

variable d: Mental health problems 
34 percent 
47 percent 
62 percent 

variable e: defining job functions 
72 percent 
85 percent 
85 percent 

variable f: confidentiality requirements 
84 percent 
86 percent 
90 percent 

variable g: limitations on health plans 
49 percent 
50 percent 
52 percent 

variable h: non-discriminatory discipline 
82 percent 
84 percent 
90 percent 

variable i: conflict resolution 
49 percent 
53 percent 
59 percent 

variable j: Disability awareness/sensitivity 
60 percent 
63 percent 
74 percent 

variable k: Interaction with legislation 
46 percent 
51 percent 
56 percent 

variable l: Print resources on accommodations 
35 percent 
42 percent 
55 percent
*all statistically significantly different across organization size
(p < .05)

Slide 13 
Employer Response to ADA (continued) 
Training conducted 
- Most of the training for HR to date 
- Needs to be targeted to others like supervisors, health and
safety 
- Further information on mental health accommodations
desired

Slide 14 (bar chart)
Percent Reporting Barriers to Employment or Advancement for
Persons with Disabilities
Percent of respondents who said yes to each variable
variable: cost of accommodation: 16 percent 
variable: cost of training: 10 percent 
variable: cost of supervision: 12 percent 
variable: attitudes/stereotypes: 22 percent 
variable: supervisor knowledge/accom to make: 31 percent 
variable: lack of requisite skills/training: 29 percent 
variable: lack of related experience: 51 percent
* No statistically significant differences in responses by
organization size

Slide 15 
Remaining Barriers 
Seen least often as a remaining barrier: 
- Cost of accommodation, training, or supervision 
Barriers inside the organization identified by HR professionals: 
- Attitudes/stereotypes of supervisors and co-workers 
- Supervisor knowledge of accommodation

Slide 16 
Remaining Barriers (continued) 
Barriers perceived in the person: 
- Lack of related work experience 
- Lack of requisite skills/training

Slide 17 (bar chart)
Percent Reporting Difficult or Very Difficult to Make Changes
to Meet Needs of Employees with Disabilities by Organization
Size
Percentages for each variable are reported in order for three
different groups: 

< 500 Employees in Organization 
500    2499 Employees in Organization 
2500 + Employees in Organization

variable: change in leave policy 
9 percent 
8 percent 
7 percent 

variable: adjusting medical policies * 
6 percent 
9 percent 
6 percent 

variable: changing co-worker/supervisor attitudes * 
26 percent 
34 percent 
35 percent 

variable: ensuring equal pay & benefits 
3 percent 
1 percent 
1 percent 

variable: creating flexible management system 
16 percent 
20 percent 
14 percent 

variable: modifying return to work policy 
14 percent 
16 percent 
18 percent
* statistically significant differences by organization size (p <
.1)

Slide 18 
Remaining Barriers (continued) 
- Most difficult to change to make (yet most often addressed)   
changing supervisor and co-worker attitudes 
- Also perceived greater difficulty and less familiarity with
communication access issues/requests

Slide 19 (bar chart)
Percent Reporting Difficult or Very Difficult to Make Changes
(of those who made changes)
(a) indicates approximately 20% didn't need to make any of
these changes 
(b) indicates approximately 40% didn't need to make these
changes
variable: recruiting locations accessible (a): 5 percent 
variable: change wording job application (a): 5 percent 
variable: changing interview questions (a): 9 percent 
variable: interview locations accessible (a): 4 percent 
variable: modify pre-employment testing (b): 9 percent 
variable: medical tests post offer (b): 3 percent 
variable: orientations accessible (a): 3 percent 
variable: info for hearing impaired (b): 24 percent 
variable: info for visually impaired (b): 35 percent 
variable: restrooms accessible (a): 14 percent

Slide 20 (bar chart) 
Percent saying Familiar or Very Familiar with Applicant
Interviewing Issues
Percentages for each variable are reported in order for three
different groups: 

< 500 Employees in Organization 
500    2499 Employees in Organization 
2500 + Employees in Organization

variable: framing questions about job tasks* 
84 percent 
92 percent 
93 percent 

variable: restrictions on obtaining med info* 
67 percent 
80 percent 
81 percent 

variable: restrictions on medical issues* 
83 percent 
88 percent 
86 percent 

variable: when to ask about job tasks 
79 percent 
86 percent 
86 percent 

variable: accessing sign lang interpreters 
28 percent 
31 percent 
38 percent 

variable: using TTY to set up interviews* 
17 percent 
24 percent 
27 percent 

variable: using a reader 
29 percent 
30 percent 
33 percent 

variable: adapting print material* 
25 percent 
28 percent 
33 percent 

variable: know to test for illegal drugs* 
64 percent 
69 percent 
80 percent
* statistically significant differences across organization size
(p< .1)

Slide 21 
Ways to Address These Barriers 
- Top management support imperative 
- Staff training, mentoring and onsite consultation/TA also
helpful

Slide 22 (bar chart)
Percent Reporting Effective & Very Effective Means of
Reducing Barriers to Employment for Persons with Disabilities
Percent reporting effective or very effective by variable
variable: employer tax incentive: 25 percent 
variable: short-term outside job coach: 40 percent 
variable: staff training: 63 percent 
variable: on-site consultation/tech assistance: 59 percent 
variable: mentoring: 60 percent 
variable: visible top-management commitment: 82 percent
* no statistically significant differences in responses by
organization size

Slide 23 (bar chart)
Top Four Resources Organizations Utilize to Help Resolve
ADA Issues by Organization Size
Percentages for each variable are reported in order for three
different groups: 
< 500 Employees in Organization 
500    2499 Employees in Organization 
2500 + Employees in Organization

variable: legal counsel 
72 percent 
84 percent 
90 percent 
variable: safety staff 
37 percent 
60 percent 
69 percent 
variable: disability staff 
35 percent 
57 percent 
72 percent 
variable: professional society (SHRM) 
65 percent 
65 percent 
59 percent

Slide 24 
Ways to Address These Barriers (continued) 
Preferred resources and information mode 
- Legal counsel among top two for both 
- Internal    EEO, DM, safety/ergonomics 
- External    State VR Agency 
- CILS and other disability local organizations were not very
well known (only 22% reported using them, but when used,
58% found helpful)

Slide 25 
Ways to Address These Barriers (continued) 
- Creating an accommodation data collection strategy 
- Having an organizational process for accommodation 
- Involving the union and its representatives 
- Using the disability management process 
- Link to local disability organizations that can help with
specific accommodations

Slide 26 
Ways to Address These Barriers (Continued) 
- Educating supervisors about accommodation 
- Addressing attitudinal issues in diversity training 
- Becoming aware of organizational and community resources
to assist in accommodation 
- Include accommodation changes/updates in considerations for
organizational change

Slide 27 
The Role for CILs 
- Get to know HR managers    use as point of organizational
contact 
- Promote training and consultation services through HR
managers and other selected internal resources involved in the
accommodation process 
- Seek out local SHRM chapters for presentations on related
topics

Slide 28 
The Role for CILs (Continued) 
- Focus on the articulated information needs of employers
(accommodations for persons with visual and hearing
impairments, mental health disabilities, interaction of the ADA
with other employment laws, etc.) 
- Encourage training throughout the organization (including
supervisors), and collaborate with HR, EAP, occupational
safety and health, union reps., and others

Slide 29 
Further Resources 

- ADA Disability and Business Technical Assistance Centers
(DBTAC) 
1-800-949-4232 (Voice/TTY) 
Call to reach the center nearest you. 
Web site - www.adata.org/ 

- Cornell University - HR Tips 
Program on Employment and Disability 
(607) 255-7727 (Voice), (607) 255-2891 (TTY) 
(607) 255-2763 (Fax); 
ilr-ped@cornell.edu (email) 
www.hrtips

Slide 30 
Further Resources (Continued) 

- Equal Employment Opportunity Commission 
1801 L Street NW 
Washington DC 20507 
(800) 669-4000 (voice), 800) 669-6820 (TTY) 
http://www.eeoc.gov 

- Job Accommodation Network 
1-800-526-7234 (V/TTY) 
1-800-ADA-WORK (V/TTY) 
http://www.jan.wvu.edu/links/

Slide 31 
Further Resources (Continued) 

- Society for Human Resource Management (SHRM) 
To order a copy of the full survey report, call the SHRMStore
at 1-800-444-5006. The cost is $39.95 (U.S.) for SHRM
members and $49.95 for non-members (item code 62.17023).

Slide 32 
Contact Information 
Susanne M. BruyŠŠre, Ph.D., Project Director 
RRTC for Economic Research on Employment Policy for
Persons with Disabilities 
Cornell University 
106 ILR Extension Building 
Ithaca, NY 14853-3901 
Phone: 607-255-7727 
Fax: 607-255-2763 
TTY: 607-255-2891 
Email: smb23@cornell.edu 
Website: www.ilr.cornell.edu/rrtc