Employer Seminar Series Spotlight

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 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’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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