Return to Video

Recruiting and Retaining Employees with Disabilities

  • 0:03 - 0:04
    >> Sean Marihugh:
    My name is Sean Marihugh
  • 0:04 - 0:07
    and I work at Microsoft.
    I’m an escalation engineer
  • 0:07 - 0:09
    on what's called the
    Disability Answer Desk
  • 0:09 - 0:11
    which is a free
    technical support service
  • 0:11 - 0:12
    for customers with disabilities.
  • 0:12 - 0:15
    >> Jean Hodgson:
    I'm Jean Hodgson.
  • 0:15 - 0:16
    I work for PROVAIL.
  • 0:16 - 0:18
    We're a nonprofit organization
  • 0:18 - 0:21
    that advocates for
    folks with disabilities.
  • 0:21 - 0:25
    We help them get into
    the mainstream job market,
  • 0:25 - 0:28
    into mainstream jobs
    working with Americans
  • 0:28 - 0:31
    in the fields of all
    different types of work.
  • 0:31 - 0:33
    >> Sam Sepah:
    I'm Sam Sepah.
  • 0:33 - 0:36
    I am an HR professional
    and I have worked
  • 0:36 - 0:40
    for a variety of tech companies
    over the last 10 years of my career.
  • 0:40 - 0:44
    And now I'm focusing on
    recruitment for software engineers.
  • 0:46 - 0:50
    >> Susan Sears: I'm Susann Sears
    and I work for the University of Illinois,
  • 0:50 - 0:54
    specifically with the Disability Resources
    and Educational Services office.
  • 0:54 - 0:56
    >> Mike Forehand:
    I'm Mike Forehand.
  • 0:56 - 0:58
    I work in the recruiting space
  • 0:58 - 1:03
    with a focus on
    creating diversity outreach
  • 1:03 - 1:05
    primarily towards the
    disabled community.
  • 1:06 - 1:08
    >> Tony Baylis:
    My name is Tony Baylis.
  • 1:08 - 1:12
    I work at Lawrence Livermore
    National Laboratory
  • 1:12 - 1:14
    that's in Livermore, California.
  • 1:14 - 1:18
    It's one of 17 Department of Energy labs.
  • 1:18 - 1:20
    Our focus is on national security.
  • 1:20 - 1:21
    [music]
  • 1:27 - 1:28
    >> Sean Marihugh:
    People with disabilities
  • 1:28 - 1:32
    are in general fairly underrepresented
    in a lot of fields.
  • 1:32 - 1:37
    Computing’s definitely one
    of the top fields there.
  • 1:37 - 1:40
    I think it's really critical
    that we, that students,
  • 1:40 - 1:43
    feel encouraged and empowered
    to pursue fields of computing
  • 1:43 - 1:46
    because I think they
    can pave the way
  • 1:46 - 1:48
    to make everyone else's experience
    with technology better.
  • 1:49 - 1:52
    >> Tony Baylis: How are we
    supposed to solve societal problems
  • 1:52 - 1:56
    if we're not representing
    society as a whole?
  • 1:56 - 2:00
    And in that regard,
    you need to be inclusive
  • 2:00 - 2:05
    with the individuals that you're serving
    and that's the entire population.
  • 2:05 - 2:10
    If you have 2 billion
    people with disabilities,
  • 2:10 - 2:11
    how can you ignore that?
  • 2:11 - 2:17
    How can you ignore not inviting
    them into the discussion?
  • 2:19 - 2:21
    >> Sam Sepah:
    Candidates with disabilities
  • 2:21 - 2:24
    have a unique thought process
    to bring to a company.
  • 2:24 - 2:27
    Our country is diverse so the
    marketplace needs to attract
  • 2:27 - 2:29
    a lot of diverse people who will
  • 2:29 - 2:33
    use the products that we're selling
    or the services we're providing.
  • 2:33 - 2:40
    If a country is diverse, your team
    needs to be diverse as well
  • 2:40 - 2:45
    to parallel what our
    country's demographics are.
  • 2:46 - 2:48
    >> Mike Forehand:
    As team members
  • 2:48 - 2:52
    they're just as passionate
    about making a contribution
  • 2:52 - 2:57
    and being a part of a broader team
    as everyone else is,
  • 2:57 - 3:00
    the difference being that
    they look at the world
  • 3:00 - 3:03
    and they have different
    problem-solving and coping skills
  • 3:03 - 3:05
    that lead them to
    different solutions.
  • 3:05 - 3:07
    >> Sean Marihugh:
    I don't think it's the case
  • 3:07 - 3:11
    that someone with a disability knows
    everything about everyone else's disability,
  • 3:11 - 3:13
    but I think they bring a
    certain empathy to a company
  • 3:13 - 3:16
    so they'll understand people
    have different experiences
  • 3:16 - 3:19
    and having interns and
    employees with disabilities,
  • 3:19 - 3:22
    I think they can bring
    that perspective.
  • 3:22 - 3:26
    >> Tony Baylis: I think having people
    with disabilities in your culture
  • 3:26 - 3:30
    actually helps people
    to better understand
  • 3:30 - 3:33
    about our cultural differences,
    about our learning differences,
  • 3:33 - 3:37
    about how you can have
    different perspectives.
  • 3:38 - 3:39
    >> Sam Sepah:
    More sensitivity is needed
  • 3:39 - 3:43
    when you're talking about interviewing
    these type of candidates.
  • 3:43 - 3:46
    You need to think about the support
    that they're going to need
  • 3:46 - 3:49
    in the interview beforehand.
  • 3:49 - 3:50
    And have more of a streamlined process
  • 3:50 - 3:54
    that makes the candidates feel welcomed
    right at the start of the interview
  • 3:54 - 3:57
    so that they feel welcomed
    into the team.
  • 3:57 - 3:59
    They know what's going to
    have to be happening
  • 3:59 - 4:01
    in the process
    of the interview.
  • 4:01 - 4:03
    It empowers them
    and really allows
  • 4:03 - 4:06
    for that magic to happen
    in the interview process.
  • 4:07 - 4:10
    >> Jean Hodgson: We work currently
    as a partner with Microsoft
  • 4:10 - 4:12
    on their autistic hiring program.
  • 4:12 - 4:17
    We help them recruit,
    we help them obtain lots of individuals
  • 4:17 - 4:20
    that they might include
    in their hiring pool.
  • 4:20 - 4:23
    We coach the folks that are
    going to be interviewing them,
  • 4:23 - 4:25
    we coach the interviewees
  • 4:25 - 4:28
    in helping them through
    some of the difficult areas
  • 4:28 - 4:30
    like phone screenings,
  • 4:30 - 4:34
    making a little bit of a
    softer job interview process
  • 4:34 - 4:37
    so that you can get to the core
    of the skills of the individual
  • 4:37 - 4:41
    and see if they are a great fit
    for your employment.
  • 4:42 - 4:45
    >> Sam Sepah: One study
    that really inspired me
  • 4:45 - 4:52
    that I read about was asking
    customers in the marketplace
  • 4:52 - 4:58
    if they learned about a company
    that hired people with disabilities.
  • 4:58 - 5:01
    What they found out was that customers
    that found this out about companies
  • 5:01 - 5:04
    would be more willing to buy
    their products and services
  • 5:04 - 5:06
    and we learned that it's because
    customers have more respect
  • 5:06 - 5:08
    for a business that does that
  • 5:08 - 5:11
    not only because it's
    the right thing to do
  • 5:11 - 5:15
    but because they're really
    taking charge of that responsibility.
  • 5:15 - 5:18
    They're committed to diversity
    and hiring a diverse workforce,
  • 5:18 - 5:20
    including people with disabilities.
  • 5:21 - 5:27
    >> Jean Hodgson: Anytime that inclusion
    is part of a goal, everyone benefits.
  • 5:27 - 5:30
    And when there's technology
    that is inclusive,
  • 5:30 - 5:32
    such as videos
    that are captioned
  • 5:32 - 5:40
    or websites where it's more accessible
    to someone with any type of difficulty,
  • 5:40 - 5:42
    then there’s a more
    expansive audience,
  • 5:42 - 5:45
    there’s more expansive
    ability for profiting.
  • 5:46 - 5:49
    >> Susann Sears: I think that
    the investment in everybody's future
  • 5:49 - 5:54
    has to do with building and
    designing things that are accessible
  • 5:54 - 5:56
    from the very beginning.
  • 5:56 - 5:58
    It's an investment for
    all our futures,
  • 5:58 - 6:02
    not just the person,
    individuals, with disabilities.
  • 6:02 - 6:07
    None of us know what's going
    to happen to us individually.
  • 6:07 - 6:09
    In a matter of seconds,
    your whole life can change
  • 6:09 - 6:12
    and you yourself may join
    the disability community
  • 6:12 - 6:14
    and need these accommodations,
  • 6:14 - 6:18
    so it's not just about, you know,
    hiring and recruiting people
  • 6:18 - 6:20
    but it's an investment
    for all of us.
  • 6:21 - 6:23
    >> Tony Baylis:
    I think we have a challenge,
  • 6:23 - 6:28
    but to include
    people with disabilities
  • 6:28 - 6:33
    we have to start to work on
    shedding biases in general,
  • 6:33 - 6:36
    these implicit and unconscious
    biases across the board
  • 6:36 - 6:39
    and that’s even with
    people with disabilities.
  • 6:39 - 6:42
    I think we'll have
    a long road, unfortunately,
  • 6:42 - 6:47
    but I think it's a road
    that we can work together.
  • 6:47 - 6:49
    I think we need organizations
    and companies
  • 6:49 - 6:51
    to collaboratively
    work on this effort.
  • 6:51 - 6:53
    >> Mike Forehand:
    In an environment
  • 6:53 - 6:59
    where industry is based on
    cross-cultural collaboration
  • 6:59 - 7:02
    and everything is
    kind of team-oriented,
  • 7:02 - 7:08
    having a completely different
    point of view is invaluable.
  • 7:09 - 7:12
    >> Sean Marihugh: When we're
    bringing the perspectives of,
  • 7:12 - 7:14
    at least considering the different
    perspectives that other people have,
  • 7:14 - 7:17
    I think we can make our products
    way more inclusive,
  • 7:17 - 7:20
    make our culture,
    make our workplace
  • 7:20 - 7:22
    just way more inclusive
    and a better place to be.
  • 7:23 - 7:24
    >> Susann Sears: Truly,
  • 7:24 - 7:30
    attitudinal access is the most
    important part of being inclusive.
  • 7:30 - 7:33
    It's not physical access.
    It's attitudinal access.
  • 7:33 - 7:39
    So we have to impact culture
    and I know that takes a while
  • 7:39 - 7:41
    and that can be challenging
  • 7:41 - 7:45
    but I think starting out small
    and having one good success
  • 7:45 - 7:48
    is an incredible start and then
    you build momentum from there.
Title:
Recruiting and Retaining Employees with Disabilities
Description:

more » « less
Video Language:
English
Team:
DO-IT
Duration:
09:14

English subtitles

Revízie Compare revisions