Employer Seminar Series Spotlight

RETAIN Employer Seminar Series: Becoming a Change Agent in Inclusivity

August Series Spotlight

How can businesses increase inclusivity for people with disabilities? RETAIN Kentucky’s August Employer Seminar Series sought to answer this question. The webinar, “Becoming a Change Agent in Inclusivity,” featured Sherry Glenn, diversity and inclusion specialist at Brown–Forman, who shared her expertise and innovative approaches to recruitment and retention of employees with disabilities to address workforce shortages and improve retention while achieving organizational goals. Brown-Forman’s journey began with a simple question posed by Glenn: “What can Brown-Forman do to be more inclusive?” This inquiry sparked a partnership with EDGE Employment, which facilitated the placement of skilled employees into roles that aligned with their capabilities.

Glenn utilized various approaches and strategies upon setting out on the path to increase and retain diversity at Brown-Forman, she said. These actions included encouraging employee resource groups, utilizing temporary talent pools, and conducting needs or capacity analyses to identify opportunities for hiring individuals with disabilities. These analyses can reveal how the need within departments might align with potential employees’ strengths. In some cases, these tasks could be combined to create permanent, full-time positions. Glenn credited much of the success to Brown-Forman’s partnership with EDGE Employment, an agency that helps Louisville businesses address organizational needs by matching skilled employees with disabilities to create opportunities for competitive, integrated employment. Organizations like EDGE Employment play a key role in these efforts, providing customized job placements with ongoing support in the accommodation process to help both employees and employers succeed.

Glenn emphasized the importance of cross-departmental collaboration as a strategy for businesses beginning their efforts to diversify and strengthen their workforce. She highlighted the value of involving all relevant voices in brainstorming and jumpstarting these initiatives. Collaborating across departments, such as HR, allows organizations to assess their needs, build team-wide support, and develop effective approaches to inclusive hiring and retention.

Encouraging employees to share personal experiences with disability — whether their own or those of family and friends — proved instrumental for Brown-Forman in combatting workplace stigma surrounding disability. Employee resource groups created spaces for open dialogue and a more supportive, engaging work environment. Tools like Chatter, an internal communication platform, were used to educate employees and highlight disability-related events, strengthening engagement and building a culture of trust and understanding.

The mutual benefits of inclusive hiring were a focus of the seminar. For employees, inclusive practices provide opportunities to develop valuable skills while gaining a sense of confidence, independence and purpose. For employers, Brown-Forman reported an expanded culture of inclusion, an improved reputation within their local community, and a stronger organizational identity. Glenn also said that inclusive hiring served as a tangible demonstration of supporting organizational goals of fostering a positive workplace culture and promoting a sense of belonging.

Employers interested in customized disability employment support are encouraged to explore resources like EDGE Employment and RETAIN Kentucky. Glenn reminds employers that disability can affect anyone at any point in life, making inclusivity essential for creating workplaces where everyone can succeed. By fostering inclusivity, employers can not only address workforce challenges but also create a workplace culture that values the contributions of all employees.

For more information, contact Sherry Glenn at sherry_glenn@b-f.com, or learn more about EDGE Employment at https://edgeemployment.org/about-us/.

RETAIN Kentucky is funded by the U.S. Department of Labor and the Social Security Administration under a grant award of $21,600,000 to the Kentucky Office of Employment and Training that will be incrementally provided. 100% of grant funding is from U.S. Federal funds. This document does not necessarily reflect the views or policies of the U.S. Department of Labor or the Social Security Administration, nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government.

RETAIN Employer Seminar Series Highlights Autism-Informed Employment

July Series Spotlight

RETAIN Kentucky’s July Employer Seminar Series, led by Bev Harp, project director for Innovative Supports for Autistic Workers (ISAW) at the University of Kentucky Human Development Institute, provided attendees with valuable perspective and resources to better support autistic employees in the workplace. Harp shared ISAW’s origins, guiding principles and innovative approaches to creating autism-friendly work environments, offering key takeaways for employers navigating workforce shortages and employee retention challenges.

Harp explained that ISAW was established in 2016 in response to requests from Kentucky Career Center (KCC) staff seeking more information and resources on autism. At the time, just 18% of KCC’s Business Service Team (BST) leaders had attended autism-related training, and only 12% felt confident discussing autism with employers. KCC Business Services is part of Kentucky’s federal one-stop system established under the Workforce Innovation Act of 2014. BST leads engage employers across the state to identify business challenges and develop strategies to modernize and retrain their workforce. The need for autism-informed BST leads was further underscored by Kentucky’s employment rate for people with autism, which stood at just 15%. 

A statewide lack of employer understanding surrounding autism, coupled with low employment rates among autistic people, highlighted the need for comprehensive, autism-informed strategies in Kentucky. Since its inception, ISAW has been guided by the belief that everyone who wishes to work should have the opportunity to do so, and that autistic people can thrive in workplaces where there is understanding and acceptance.

ISAW exemplifies its neurodiversity-affirming values by fostering them within its own workplace. All ISAW staff are autistic, ensuring that the trainings and consultations given are deeply rooted in lived experience and firsthand understanding. This internal commitment strengthens their ability to support autistic jobseekers and guide employers in creating workplaces that celebrate neurodiversity.

The range of services offered by ISAW are extensive and adaptable. Harp noted that the program customizes its approach to meet the specific needs of both job seekers and employers so that individual concerns may be addressed, and employment specialists understand how to facilitate meaningful job placements. Through ISAW, employers can receive customized training, consultations and site visits to assess workplace accessibility. For autistic job seekers, ISAW provides a range of services from resume reviews and interview coaching to direct support in negotiating workplace accommodations. Harp spotlighted ISAW’s Autism Informed Employers Initiative, a free three-and-a-half-hour course designed to educate employers on various topics, including the basics of neurodiversity, accessible hiring practices and on the job solutions. The program equips employers to build inclusive workplaces and experience the benefits of informed employment practices.

Harp also provided fascinating insights into how autism shapes brain function. She explained that each part of the brain is likely to have differences when compared to a neurotypical brain. These differences can lead to both challenges, such as heightened anxiety, and strengths, such as exceptional long-term memory. These distinctions, she stated, reinforce the need to view autism not as a collection of behaviors, but as a brain-based set of differences that can drive unique workplace strengths. Further emphasizing that to support autistic employees effectively, employers must first strive to understand them.

ISAW continues to expand its offerings to meet the needs of both employers and job seekers. Recent efforts include developing accessible resources, such as easy-read materials for individuals with intellectual disabilities, and interactive workshops like the recent “Drawing on Employment” session, which encouraged creative self-expression through art.

For more information on ISAW’s programs and resources, visit their resource page. Additionally, you can learn how to become an Autism Informed Employer and register for their course here or review their educational modules.

Employer Seminar Series Separates Fact from Myth in Hiring Persons with Disabilities

May Series Spotlight

There are many myths surrounding hiring people with disabilities causing concern for employers. In this Employer Seminar Series episode, RETAIN Kentucky and the Kentucky Employment First Council discussed common myths surrounding employing people with disabilities and presented the facts dispelling them. Deana Wilson-Kimbler, an employer services branch manager with the Kentucky Office of Vocational Rehabilitation, explored five common myths in hiring workers with disabilities.

A common myth that many believe, is that people with disabilities would rather not work. “The fact is, the employment rate in 2023 was at an all-time high for working-aged persons with a disability,” said Wilson-Kimbler. This data, she notes, is deemed from the American Community Survey in a February 2024 report.

Another common misconception is that disabled workers require too many accommodations. In the episode, Wilson-Kimbler explains that when providing accommodations, the Americans with Disabilities Act (ADA) only requires employers to consider reasonable requests that do not create undue hardships for the company – including the employer, employees and consumers.

“There’s no need to fear that someone needs an accommodation,” she said. Highlighting her experience as an employee with disabilities, she explained that working with human resources and leadership allowed her to implement her accommodations and continue working. Wilson-Kimbler stated that her team of employment specialists across the state can provide training on accommodations and the ADA to employers at no cost.

Further discussion focused on employer costs – general and insurance costs, respectively. Various agencies, including OVR, are available to help offset the general costs required for employees with disabilities to perform the essential duties of their job. In addition to state resources from OVR, the University of Kentucky Human Development Institute offers free assistive technology and training resources for Kentuckians with disabilities seeking accommodations. Addressing the myth of increased insurance costs, Wilson-Kimbler pointed to research finding that companies’ insurance costs rarely rise when hiring people with disabilities.

People also believe that communicating with a person who has a disability may be difficult on the job. In the episode, Wilson-Kimbler noted that simple actions like passing notes, using an interpreter, giving audible instructions or using a translator can support communication.

While communication may appear to be a hurdle for employers, Wilson-Kimbler says it’s generally not as much of a barrier as people think. “There’s so many things available, from free apps on Apple and Android and Google Play, out there right now that can help at no cost at all.” Inclusive communication techniques can benefit all employees, including those without disabilities and employees choosing to not self-disclose a disability.

The webinar concluded by discussing the benefits of inclusive hiring, and how OVR and other agencies, including HDI, help employers learn more, navigate and find support in inclusive hiring. Initiatives like RETAIN Kentucky, implemented through both these agencies, can also support employers seeking to foster an inclusive workplace.

To learn more about the myths and facts of hiring people with disabilities, and how state agencies can support employers free of charge, watch the full webinar here.

RETAIN Kentucky and the Kentucky Employment First Council Help Employers Navigate Their Responsibilities Under the Americans with Disabilities Act 

April Series Spotlight

The Americans with Disabilities Act (ADA) stands as a cornerstone of civil rights legislation, guaranteeing equal treatment for individuals with disabilities, including in the workplace. Despite its enactment over 30 years ago, many employers continue to grapple with its complexities and their obligations. Recognizing these challenges, RETAIN Kentucky and the Kentucky Employment First Council dedicated this month’s Employer Seminar Series to demystifying the ADA. This episode equips employers with a clear understanding of their rights and responsibilities under this legislation. Subject matter experts from the Southeast ADA Center, Barry Whaley and Pam Williamson, provided insights into key provisions, who is covered under the ADA and the employer’s role at each step of the accommodation process. Their guidance helps employers ensure compliance while fostering inclusivity in the workplace.

Key objectives include reviewing and understanding ADA coverage, identifying employer responsibilities upon disability disclosure and navigating the reasonable accommodation process. Whaley and Williamson explained the various provisions of the ADA, highlighting Title I as the most relevant for employers. ADA Title I covers employment protections and underscores an employer’s duty to engage in an interactive process upon an employee’s disability disclosure. Employers must confirm disabilities, determine essential job functions and explore accommodation solutions. Whaley outlined each step of this interactive process in detail.

Whaley clarified that reasonable accommodations should enable employees to fulfill essential job functions without compromising performance standards or imposing undue burdens on the business. Outlining only the core job functions and exploring accommodations that support these job functions can simplify this process. Additionally, routine monitoring and documentation of accommodations’ effectiveness emphasize adapting and evolving employee needs over time, ensuring it remains appropriate and beneficial for both the employee and the organization.

The episode also explored specific scenarios relating to substance use disorders, navigating disability inquiries and balancing the rights of individuals with disabilities with the need to ensure safety in the workplace when assessing workplace threats.

Understanding the ADA and adeptly managing reasonable accommodations are pivotal in fostering supportive work environments. April’s episode shares insights and guidance directly from the U.S. Equal Employment Opportunity Commission (EEOC) to ensure compliance and foster a productive, inclusive workforce. RETAIN Kentucky supports employees and employers at every stage of the stay-at-work/return-to-work process. For more support, access our collection of Employer Resources. For employees seeking guidance in requesting reasonable accommodations, check out our Win-Win Approach to Reasonable Accommodations.

You can watch this episode at https://www.youtube.com/watch?v=Zh6wqRtYwWA&t=0s

Employer Seminar Series Showcases How Businesses Can Increase Disability Inclusion

March Series Spotlight

RETAIN Kentucky’s March Employer Seminar Series introduced viewers to the Vocational Rehabilitation Technical Assistance Center for Quality Employment (VRTAC-QE), and covered a history of disability inclusion and strategies to continue growth for businesses. VRTAC-QE seeks to support state vocational rehabilitation agencies and affiliates in increasing their knowledge and skills to support individuals with disabilities to achieve quality employment outcomes. Business leaders play a role in this mission as well.

“Businesses are an important component in terms of the dual customer model,” said Tim Tansey, Ph.D., a principal investigator with VRTAC-QE and guest on the March webinar.

The center began in 2020 at the height of the COVID-19 pandemic with an initial focus on identifying the impact of the pandemic on employment for individuals with disabilities. Tansey acknowledged many benefited from the robust economy and return to the labor force after the pandemic, but there was “a lagging effect of individuals with disabilities.”

In 2021, the employment-to-population ratio for people with disabilities in the U.S. was 30.2%, compared to 71.9% for people without disabilities. This leaves an employment gap of 41.7% between those with and without disabilities, which Tansey described as “strikingly large.” One of the goals of VRTAC-QE is shrinking this gap. To achieve this, they work with businesses to identify barriers that impact an individual’s long-term success in the workplace. For the latest data on the employment of people with disabilities please visit ODEP’s Disability Employment Statistics webpage.

In addition to evaluating the impact of the pandemic on inclusive employment, VRTAC-QE also looks at past events, such as the 2007-09 recession. Before the recession, Tansey indicated there was “greater inclusion of persons with disabilities,” specific to diversity and inclusion policies and procedures, where the focus was on abilities rather than limitations.

Tansey observes continued use of disability in inclusion policies post-recession. During the webinar, he highlighted a greater approach in using an “in-house disability management program” where companies rely on training internal staff, particularly human resources, rather than relying on the public sector or state vocational rehabilitation systems. These developments focus not only on hiring strategies for people with disabilities, but retention. Noting the similarity with the RETAIN project, Tansey explained that these systems focus on working with current employees that may acquire disability.

To help companies evaluate and adapt their work environments toward inclusion, the Disability Inclusion Profile, or “DIP,” was created. In 2022, VRTAC-QE revised the DIP to be an online, self-administered, self-reporting instrument. The tool was developed in partnership with business leaders, and companies can use it to evaluate and compare their inclusion policies to other, similar companies.

Businesses play a key role in disability inclusion in the workplace, and organizations like RETAIN Kentucky and VRTAC-QE provide employer resources to support their staffing needs. To learn more, the webinar can be viewed here: https://youtu.be/-F3icic_xpI?si=0Z0h3yNSm0PMh7OH.

RETAIN’s Employer Seminar Series Focuses on Creating a Trauma Responsive Workplace

January Series Spotlight

Workplace dynamics shifted dramatically in the aftermath of the COVID-19 pandemic, with stress and trauma becoming prevalent concerns for both employees and employers. RETAIN Kentucky’s January Employer Seminar Series focused on the important topic of trauma-responsive workplaces, shedding light on the impact of trauma on employee well-being and organizational success.

The seminar began by addressing the prevalence of workplace stress and acknowledging its effects on employee engagement and turnover. In a Harvard Business Review survey, a staggering 82% of respondents feel that workplace stress is a problem in their organization. According to the Surgeon General’s Framework for Mental Health and Well-Being in the Workplace, 84% of survey respondents said their workplace conditions had contributed to at least one mental health challenge. Trauma, often intertwined with stress, manifests in various forms. It contributes to mental and physical illnesses such as depression, anxiety, PTSD and burnout. Recognizing the impact of trauma is key for employers fostering supportive work environments.

To cultivate a trauma-informed workplace, employers should understand what trauma is and how it affects employees. This includes creating an environment that prioritizes employee well-being and offers choices and accommodations to support individuals in managing their trauma responses effectively. Offering employee training on trauma-informed practices and aligning company policy with the principles of universal design helps to ensure that employees of all ranges of ability, age, learning styles, culture and trauma responses are considered. The webinar also referenced the Substance Abuse and Mental Health Services Administration’s four R’s of a Trauma-Informed Workforce. These emphasize the importance of realizing the impact of trauma, recognizing its signs and symptoms, responding by integrating trauma knowledge into company policies and practices, and resisting re-traumatization through mindful workplace practices. Embracing these strategies can help foster an inclusive and accessible work environment for all employees.

Employers can implement several strategies to support employees with trauma experiences. These include promoting self-regulation through mindfulness activities, minimizing sensory overload and providing visual aids to enhance engagement and comprehension. These strategies can mitigate the impact of trauma on employees’ professional lives and effect on workplace performance.

As the workforce evolves, the demand for trauma-informed workplaces continues to grow, with 81% of individuals expressing a preference for supportive mental health environments. RETAIN Kentucky offers support and resources for employers. Employers can access a Mental Health Resource Guide for Employers and Policymakers, as well as comprehensive checklists and guides on integrating universal design, reasonable accommodations and inclusive workplace communication practices.

To learn more about creating a trauma-responsive workplace and supporting employee well-being, watch RETAIN’s January Employer Seminar Series trauma informed practices you can incorporate to increase employee retention and engagement and prioritize employee health and wellbeing.

Employer Seminar Series Highlights Gig Economy, Telehealth as Growing Workforce Trends

November Series Spotlight

Since the onset of the COVID-19 pandemic, navigating the return-to-work transition has led to the reconstruction of jobs and workplaces as industries meet the needs of employees. Employers are utilizing options such as remote opportunities, integrating return to work protocols, and increasing worker’s benefits to address the needs of workers. RETAIN Kentucky’s November Employer Seminar Series addressed post-pandemic workforce trends, introduced impacts for both workers and employers, and highlighted opportunities to promote recruitment and retention.

One growing workforce trend is the gig economy, which grew 15% between 2010 and 2020. The gig economy is characterized by independent workers entering into agreements to perform contract or consultation work, as opposed to full-time work. This offers a variety of appeals to workers, notably flexibility. As such, workers are increasingly seeking participation within the gig economy. In 2024, 76.4 million freelancers are expected to work in industries such as home care, independent contracting, delivery and rideshare.

Given the autonomy of the gig economy, job seekers can benefit from self-employment and a personalized work-life balance. Additionally, the gig economy offers one the ability to experience a job opportunity prior to committing to full-time employment or create an additional source of income.

Another return-to-work trend is telehealth, a trend that has become more popular since the onset of the pandemic. Telehealth is defined by the Health Resources and Services Administration Office for the Advancement of Telehealth as, “the use of electronic information and telecommunication technologies to support long-distance clinical health care, patient and professional health-related education, health administration, and public health.” The technology provides immediate access to personalized clinician care regardless of location. Further telehealth benefits highlighted in this seminar were promoting self-management of care and earlier return-to-work plans.

As the workforce emerges from the pandemic, legislation is beginning to trend toward providing worker benefits, with two policies being highlighted in the webinar. In 2022, 18 states, including Kentucky, extended workers’ compensation benefits for employees who contract COVID-19 on the job. The second policy highlighted was the Pregnant Workers Fairness Act, which went into effect in June 2023. This federal law requires employers to provide “reasonable accommodations” to qualified workers with limitations related to pregnancy, childbirth or other related medical conditions.

Lastly, the webinar briefly featured trends to watch, which included discussion of wearable technology (e.g., smartphones and smart watches) and the challenges of medical cannabis in the workplace.

Employers, health care providers and workforce professionals play a vital role in addressing return-to-work needs, challenges and transitions. Remaining informed and observant of trends will improve workplace decision making, and employee support and success. The “Return to Work Trends” webinar can be viewed by accessing the following link: youtube.com/watch?v=NnzY8L18Iho.

October 2023 Employer Seminar Series Spotlight: Resources Employers Can Use Today

October Series Spotlight

RETAIN Kentucky’s October Employer Seminar Series showcased a range of resources helping employers support individuals with disabilities in the workplace. The webinar, “Resources Employers Can Use Today,” featured University of Kentucky Human Development Institute employees, Morgan Turner and Austin Nugent. The speakers introduced a variety of resources for employers, employees, workforce professionals, health care providers and others to build an inclusive workplace.

The webinar highlighted resources from Kentucky organizations, such as the Kentucky Career Center, RETAIN Kentucky and the Kentucky Chamber of Commerce. The Kentucky Career Center offers resources for finding jobs and retaining a skilled workforce. RETAIN Kentucky focuses on helping employees stay-at-work or return-to-work after a nonworkplace injury or illness. The Kentucky Chamber of Commerce’s Center for Diversity, Equity, and Inclusion seeks to “create deliberate, meaningful and sustainable change to address inequalities that hinder progress.” All three of these agencies emphasize workforce accessibility through enhancing opportunity and creating equity for people with disabilities, and recently hosted Kentucky’s Inclusive Workforce Summit.

One federal resource designed to identify successful accommodations is the Job Accommodation Network. The network provides free, expert and confidential guidance on job accommodations and disability employment issues to employers. Those seeking resources for members of the deaf or hard of hearing community can review the Kentucky Commission on the Deaf and Hard of Hearing guide on Hiring Deaf and Hard of Hearing Employees. This guide helps employers in determining accommodations and best practices.

The webinar also spotlighted assistive technology as an accommodation to support employees with disabilities. The Kentucky Assistive Technology Service provides training, demonstrations and technical assistance on such tools and has created a funding guide, designed to provide information on financing options for assistive technology in Kentucky. Kentucky Assistive Technology Service also maintains a “lending library,” offering short term technology loans to provide an opportunity for individuals to try equipment and decide whether it is a good fit.

The webinar series further spotlighted national resources available to aid workforce professionals including the Office of Disability Employment Policy, Employer Assistance and Resource Network on Disability Inclusion and Disability: IN. Additional resources on building an inclusive workforce can be found here. The full episode is available online.

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