Typically, when we think of building an inclusive and diverse community, it is racial/ethnic, gender and gender identity diversity that immediately comes to mind. Also, many times, members of a diverse population are thought of on a univariate dimension and not on a multiple layers. However, there is one underrepresented group of people whom contribute to diversity across all races, ethnicities, agesĚýand genders; people with disabilities. As the nation’s largest minority, people with disabilities make up over 50 million individuals (19% of the population) as reported by the U.S. Census Report in 2010. By attracting, employing, advancing, and retaining people with disabilities organizations increase their competitive edge and opportunities for innovation by tapping an underrepresented group of qualified future employees.
People with disabilities often exhibit the ability to adapt to various situations and creativity in solving problems. These skills in employees help businesses succeed by contributing to new perspectives and fresh ideas on how to accomplish tasks, execute strategies, and resolve problems. People with disabilities possess a strong dedication to succeed and commitment towards their work. As employees, they are less likely to leave an organization resulting in a lower turnover and saving the organization money since replacing employees are costly. CU Boulder can achieve diversity goals while employing innovative, productive, and skilled workforce by expanding efforts to recruit and advance people with disabilities.
The community of people with disabilities is an untapped resource. According to the U.S. Census Bureau's American Community Survey, people with disabilities were less likely to be employed than individuals without disabilities, and those who were employed typically held jobs with lower earnings and also earned less than their colleagues with no disability. Overall, people with disabilities accounted for 9.4 million, or 6.0 percent, of the 155.9 million civilian labor force. Research shows that the employment rate for college-educated people with disabilities is approximately 30% lower than the rate at which their non-disabled peers are employed. According to the U.S. Department of Labor, the overall unemployment rate for people with disabilities is roughly twice that of the general population. At CU Boulder, only 1.17% of faculty and staff employees self-identify as having a disability. As a federal contractor Section 503 of the Rehabilitation Act of 1973, CU Boulder has the requirement to take “affirmative action” in order to achieve 7% employment rate of persons with disabilities. Affirmative action refers to strategic efforts designed to increase the opportunity to employ and advance qualified people with disabilities. It does not mean the 7% goal represents a quota, or that failure to meet the goal results in a penalty.
Why are people with disabilities not being employed at the rate equivalent to the population?
One reason people with disabilities may be overlooked by employers is that several misconceptions exist.
Many organizations believe employing people with disabilities is costly. From time not worked to costs attributed to work accommodations, employers feel it will add unnecessary expenses. According to the U.S. Department of Labor, Job Accommodations Network annual report, “”, the minority of workers with disabilities who do need some sort of special equipment or accommodation, 56% of these cost less than $600, with many costing nothing at all. Further, studies by firms such as DuPont show that employees with disabilities are not absent any more than employees without disabilities.
Managers sometimes think the ADA (American Disabilities Act) requires the university to hire and employ unqualified people with disabilities, or that employees receiving disability accommodations cannot be terminated. To be protected from discrimination in hiring, an individual must first meet all requirements for a job and be able to perform its essential functions with or without reasonable accommodations. Employers can hold employees with disabilities to the same performance standards as non-disabled employees, and may terminate an employee with a disability if they would do the same for a non-disabled employee.
Another factor that could affect low representation may simply be people with disabilities do not always self-identify. It has only been since 2014 that federal contractors are required to solicit confidentially the disability status of its employees and applicants. Prior to that, employers did not have much incentive to ask an employee to identify disability status, unless it was in connection with a reasonable accommodation. All that changed when the OFCCP (Office of Federal Contracts Compliance Programs) required federal contractors to collect data and make good-faith efforts to employ and advance people with disabilities. Still, many people with disabilities feel uncomfortable with identifying as having a disability for a number of reasons, including concern that their supervisor may not be supportive, or that their co-workers will view them differently
What can CU Boulder do to make a difference?
We can begin making an impact towards the recruitment, training, and advancement of people with disabilities through education, outreach, and employee participation to identify.
Education is crucial for any person involved in the selection process of new employees or advancement of existing workforce. This involves increasing the understanding of the contributions of people with disabilities and how much value is added to CU Boulder in accomplishing our inclusive excellence and innovation goals. There are several resources available to assist selection personnel and hiring managers, such as the “” developed by The White House. The Division of Vocational Rehabilitation State of Colorado has many presentations and activities for employers at . Additional resources for educational material can be provided to you by contacting the Affirmative Action Officer at aao@colorado.edu or 303-735-3846.
Effective outreach for employment opportunities ultimately is how CU Boulder can make a life-long difference in being an employer of choice for qualified people with disabilities. Whenever possible, employment opportunities need to be void of potential barriers that may occur in the application process in terms of accessibility and providing accommodations for applicants as needed. Further, as we examine our evaluation and selection process, we must be mindful of implicit biases that exists which negatively impact people with disabilities. We must create an employment culture that allows people of all differences feel they are given equal opportunity and treated fairly. CU Boulder must make meaningful partnerships with the community to attract more people to disabilities to apply. This includes broadening our advertisements of employment opportunities and thinking creatively on how to reach this largely untapped resource, possibly through entry-level internship or developmental opportunities.
It is not only the employer that needs to act to create an inclusive environment, but our employees can make a great impact. Employees with disabilities can assist in this effort. We need existing employees to identify and recognize the value they bring to our campus. By identifying your disability status, it allows CU Boulder to determine what resources are needed to ensure we are meeting the needs of our workforce and to do more to increase the representation of people with disabilities. We also need to be aware of how successful we are in our actions and strategies to employ, advance, and retain employees with disabilities. As an employer, we need to know what’s working and what’s not.
As an employee, your disability status is confidential and cannot be used against you in any personal decision. It’s easy to update your status. Simply login into your and under the “My Info and Pay” is the disability info link, which will allow you to select your disability status. There is no additional information required, such as type of disability or other medical information. This information is not shared with anyone except the Affirmative Action Officer. Ěý
Nearly one in five Americans has a disability and many of them are not visible. They occur across all races, ethnicities, ages, and gender. It is the most represented group of diversity and our commitment to increase employment for people with disabilities would effectively benefit CU Boulder in building and fostering an inclusive community to work, teach, and study while bringing new and fresh ideas to campus.Ěý
By Torrey S. Tiburzi, Affirmative Action Officer & Michael Roseberry, ADA Coordinator
“CU Boulder can achieve diversity goals while employing innovative, productive, and skilled workforce by expanding efforts to recruit and advance people with disabilities."
“We must create an employment culture that allows people of all differences feel they are given equal opportunity and treated fairly.”
