1

Employing people with learning disabilities: benefits to workers

and employers

Dr. Stephen Beyer

Welsh Centre for Learning Disabilities

School of Medicine Cardiff University

Supported employment began with people with intellectual disabilities n  Key problems people with intellectual disabilities

face ¨ Majority of people will have problems with speech and

language ¨ More people with severe intellectual disabilities are

are likely to experience multiple disability : n  sensory and physical impairments n  poor vision n  measurable hearing loss n  Epilepsy

Beyer, S. an Robinson, C. (2009)

2

Key problems people with intellectual disabilities face n  Ability to understand verbal instruction and to provide

information is poor n  Cue dependency creates difficulty transferring tasks

learned here (training) to there (job) n  Small changes can lead to the person being unable to do

a well known task : n  task sequence n  machinery n  materials n  a co-worker role n  workplace environment

n  Weakens the relevance of pre-training- Supported Employment designed to overcome this

The Answer?: The right support to person & employer

Place

Train

Maintain

ProfilingJob findingJob AnalysisJob MatchPlacement Plan

Task AnalysisTask TrainingProblem SolvingNatural support

MonitoringAccountabilityCareer Development

THE SUPPORTED EMPLOYMENT MODEL

3

People can do the job

n  Tse† (1994)- 38 employers, 25 work related attributes employees with intellectual disabilities: ¨  Exceeded expectations in 7 aspects ¨  Fulfilled employers' expectations in 13 aspects ¨  Performed below expectation in only 5 aspects ¨  Employees had good record of work safety, were reliable, well-motivated

and honest. n  Smith et al (2004)- 656 employers, differences in employers'

ratings of employees with and without a disability: ¨  Employers were generally less satisfied with employees with a disability

than with other employees ¨  Employers were more satisfied with employees with a disability in relation to

work performance

Employers want all round performance n  Salzberg et al (1988) n  Job success=

¨  task performance+ ¨  job responsibility+ ¨  Social/vocational skills

n  Provide the support and the employer gets a good deal on overall job success

4

Importance of hands-on support to employers n  Hernandez (2000)- Review of 37 studies of employer views

¨  Employers expressed generally positive attitudes towards workers with disabilities, and in the main express very affirmative and humane views about disability

¨  Physical disabilities continue to be viewed more positively than workers with intellectual or psychiatric disabilities

¨  When appropriate supports are provided, employers express positive attitudes toward workers with intellectual and psychiatric disabilities

n  Butterworth & Pitt-Catsouphes (1997) ¨  Employers may express a willingness to hire people with disabilities, but are typically

at a loss as to how to identify workplace supports and accommodations that might be necessary.

n  Lueckin (2000)- focus groups of employers with & without experience ¨  Many companies technical positions want people with skills unless….. ¨  …applicants can offer an employer more than straight worker-to-job match e.g. “job

carving” by disability employment specialists. ¨  Chief concern matching of a person to a specific company need not simply the

matching of an individual applicant to a job.

Importance of hands-on support to employers n  Fabian, Luecking & Tilson (1995)- comparison of views of

disabled people, job coaches and employers n  What factors contribute to successful employment of people

with disabilities? ¨  People with disabilities and job coaches: “employers’ understanding attitudes and flexibility to make accommodations” ¨  Employers: “quality service from employment specialists and competence in particular workers ”

5

Youth placement schemes- Support is still important n  Luecking (2003) - A review of the literature and case study

illustrations ¨  Employer attitudes toward disability are less significant when

deciding to bring youth into the workplace than other factors ¨  Identification of workplace supports, accommodations, and

interventions that contribute to improvement of companies’ operational and organizational processes

¨  Companies gain when hiring for work experience means the way the company works is enhanced as a result of the design of workplace support and “accommodations”

¨  Combining education and disability employment interventions with typical company human resource interventions works for employers

Youth placement schemes- Support still important n  Luecking and Fabian (2000) n  77% of young people, regardless of nature or severity of

disability, completing a work-based internship programme in high school were offered continuing employment by their host companies.

n  Once young people are in the job and workplace supports are effectively in place, employers clearly value the contribution the young people are making to the business

n  Education and employment schemes can offer expertise to employers (e.g. specialised knowledge about accommodations and job analysis to benefit all workers).

6

Youth placement schemes- Support still important n  Luecking and Fabian (2000) n  77% of young people, regardless of nature or severity of

disability, completing a work-based internship programme in high school were offered continuing employment by their host companies.

n  Once young people are in the job and workplace supports are effectively in place, employers clearly value the contribution the young people are making to the business

n  Education and employment schemes can offer expertise to employers (e.g. specialised knowledge about accommodations and job analysis to benefit all workers).

Placing people without support

does not work well

Youth placement schemes- Support still important n  Luecking and Fabian (2000) n  77% of young people, regardless of nature or severity of

disability, completing a work-based internship programme in high school were offered continuing employment by their host companies.

n  Once young people are in the job and workplace supports are effectively in place, employers clearly value the contribution the young people are making to the business

n  Education and employment schemes can offer expertise to employers (e.g. specialised knowledge about accommodations and job analysis to benefit all workers).

Placing people without support

does not work well Real Opportunities Project

offering offers supported

placement in the South &

West Wales areas.

7

Hiring disabled workers can bring positive consumer reaction

n  Attitudes to companies that hire individuals with disabilities have been assessed through national public survey (N=803).

n  75% had direct experience of people with disabilities in a work environment.

n  All participants responded positively towards companies that are socially responsible, including 92% of consumers who felt more favourable toward those that hire individuals with disabilities.

n  87% specifically agreed that they would prefer to give business to companies that hire individuals with disabilities.

Positive employer costs & benefits n  Graffam et al (2002)- 643 Australian employers-

comparison of the employee with a disability and the "average" employee. ¨  A large majority considering the financial effect of modifications and

changes cost-neutral ¨  Financial benefit more common than net cost ¨  Employers reported short-term, but no long-term or broader benefits

from employer subsidies and/or incentives

8

15

2 1 0 1 2 Working skills

Following safety rules Follow given instructions

Attendance record Punctuality

Quantity of work Quality of work

Initiative Interest in tasks

Breaks (according to rules) Productivity

Relationship co-workers Relationship with supervisor

Appearance

Satisfaction

Worker Performance

Very Satisfied

Benefit No Benefit Employer

Very Satisfied Satisfied Neutral Unsatisfied Very unsatisfied

Employer return- performance

Nautilus Project, Portugal, 2007, N=51

16

4 3 2 1 0 1 2 3 4

Help attract/retain talented workers Improve motivation/efficiency staff

Make staff happier Improve innovation/creativity of staff

Lead to better teamwork Improve training in workplace

Help overcome labour shortages Reduce labour turnover

Lower absenteeism Positive change in recruitment

Agreement

Workforce Benefit

Agree Disagree 9 8 7 6 5 4 3 2 1

Benefit No Benefit Employer

Nautilus Project, Portugal, 2007, N=51

Employer return- social responsibility

9

17 Nautilus Project, Portugal, 2007, N=51

Employer return- social responsibility

4 3 2 1 0 1 2 3 4

Strengthen values & tolerance to difference Enhance company reputation

Enhance service & customer satisfaction Brought more customers

New ideas for products/markets Help avoid litigation- Equality

Improved management Improved company image

Company more receptive diversity Positive change work/production

Positive change flexibility in work schedules Positive change in training

Agreement

Workforce Benefit

Agree Disagree 9 8 7 6 5 4 3 2 1

Benefit No Benefit

Employer

Conclusions n  Employers and their attitudes are

not always the problem n  Establishing the benefit to the

company of having a good supported employee is successful

n  There can be wide employer benefits

n  This benefit usually through both: n  the work of the person with a

disability n  The contribution of support

n  Establishing good support builds employer confidence and jobs

n  Partnership between education and employment support is key

10

References n  Beyer, S. (2008) An evaluation of the outcomes of supported employment North

Lanarkshire (2007). Motherwell: North Lanarkshire Council. n  Beyer, S. an Robinson, C. (2009) A Review of the Research Literature on Supported

Employment: A Report for the cross-Government learning disability employment strategy team. London: Department of Health.

http://www.realroles.org/rrdocs/supported_employment_lit_review.pdf n  Beyer, S (2007) The Nautilus Project: Employer return on social responsibility.

Cardiff: Welsh Centre for Learning Disabilities. n  Butterworth, J., & Pitt-Catsouphes (1997). Employees with disabilities: What

managers, supervisors, and co-workers have to say. Employment in the mainstream, 22, 5-15.

n  Carter, E, Trainor, A, Cakiroglu, O, Cole O, Sweedon B, Ditchman N and Owens L (2009) Exploring School-Employer Partnerships to Expand Career Development and Early Work Experiences for Youth With Disabilities. Career Development for Exceptional Individuals, 32: 145-159.

References n  Cimera, RE. (2010) National Cost Efficiency of Supported Employees With

Intellectual Disabilities: 2002 to 2007. AJIDD. 115, 1: 19–29. n  Fabian, E., Luecking, R., & Tilson, G. (1995). Employer and rehabilitation personnel

views on hiring persons with disabilities: Implications for job development. Journal of Applied Rehabilitation Counseling, 61, 42-49.

n  Graffam J, Smith K, Shinkfield A and Polzin U (2002) Employer benefits and costs of employing a person with a disability, JVR, 17, 4 251-263.

n  Hernandez, B. (2000). Employer attitudes towards disability and their ADA employment rights: A literature review. Journal of Rehabilitation, 16, 83-88.

n  Kilsby, M and Beyer S (2010) A Financial Cost:Benefit Analysis of Kent Supported Employment- Establishing a Framework for Analysis: An Interim Report.

https://shareweb.kent.gov.uk/Documents/adult-Social-Services/kent-supported-employment/kse_financial_costs_report.pdf n  Luecking, R (2003) Employer Perspectives on Hiring and Accommodating Youth in

Transition, Journal of Special Education Technology, 18, 4. n  Luecking, R. & Fabian, E. (2000). Paid internships and employment success for youth

in transition. Career Development for Exceptional Individuals, 23, 205-222.

11

References n  Smith K, Webber L, Graffam J, Carlene and Wilson C (2004) Employer satisfaction

with employees with a disability: Comparisons with other employees. JVR, 21, 2, 61-69.

n  Tse†, J (1994) Employers' expectations and evaluation of the job performance of employees with intellectual disability, Vol. 19, No. 2 , P 139-147

Acknowledgements n  Thanks to Kent SE, North Lanarkshire SE and the Valued in Public

document (Employer’s Forum on Disability/DoH) and Learning Disability Wales for photographs

Thank you

For further information contact: Dr. Stephen Beyer

Email: beyer@cf.ac.uk Tel: + 44 (0) 2920 687206