applicants. have to reach out to that population. Saying “You ‘If we work together and do this well, never have a quota and you’ll only have an aspirational goal and be happy with your workforce’ is how I might sell it to the contractor who sure about the isn’t idea.” Second, counselors may find the regulations a means of encouraging disclosure as a positive benefitting consumers, overriding the fear of reprisal or discrimination. Lissner sums it up this way; think that the way that disclosure will “I they’ll require make it more obvious that I can ask for reasonable accommodations as an employee of this company. not That’s always as clear to people in companies as I might want it to be. When people disclose and get the accommodations they need, no reason to expect that people with disabilities there’s wouldn’t be promoted at the same rate as everybody else.” How Are the Feds Stacking Up Here? According to the People with Disabilities in the “Employing Federal Executive Branch” U.S. Office of Personnel Management (OPM) report, more people with disabilities are working in Federal service both in real terms and by percentage than ever in the past 32 years. By the end of FY 2012, total permanent federal employment for people with disabilities had increased from 203,694 in FY 2011 to 219,975, an increase from 10.97 to 11.89 percent. New disability hires totaled 16,653, representing an increase from 14.65 percent in FY 2011 to 16.31 percent in FY 2012. Since 2010, new disability hires have reached over 50,000, more than half of the 100,000 goal President Obama set in 2010 to realize by 2015.
applicants. “You have to reach out to that population. Saying ‘If we work together and do this well, you’ll never have a quota and only have an aspirational goal and be happy with your workforce’ is how I might sell it to the contractor who isn’t sure about the idea.” Second, counselors may find the regulations a means of encouraging disclosure as a positive benefitting consumers, overriding the fear of reprisal or discrimination. Lissner sums it up this way; “I think that the way that they’ll require disclosure will make it more obvious that I can ask for reasonable accommodations as an employee of this company. That’s not always as clear to people in companies as I might want it to be. When people disclose and get the accommodations they need, there’s no reason to expect that people with disabilities wouldn’t be promoted at the same rate as everybody else.” How Are the Feds Stacking Up Here? According to the “Employing People with Disabilities in the Federal Executive Branch” U.S. Office of Personnel Management (OPM) report, more people with disabilities are working in Federal service both in real terms and by percentage than ever in the past 32 years. By the end of FY 2012, total permanent federal employment for people with disabilities had increased from 203,694 in FY 2011 to 219,975, an increase from 10.97 to 11.89 percent. New disability hires totaled 16,653, representing an increase from 14.65 percent in FY 2011 to 16.31 percent in FY 2012. Since 2010, new disability hires have reached over 50,000, more than half of the 100,000 goal President Obama set in 2010 to realize by 2015.
HireGround%20January%202014%20text%20only.docx