Not a Member? Get access to HR news and resources that you can trust.
Change can be scary, but deploying new HR software doesn't have to be.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Get the HR education you need without travel expenses or time out of the office.
We don’t just visit a city, we take it over. Join the HR community in NOLA -- June 18-21, 2017.
Employee resource groups and formal staffing plans among HR tools that could be better used
NEW YORK — Employers in the United States are attuned to the needs of employees with disabilities when it comes to readjusting tasks when needed but largely lack concerted efforts to attract and hire these employees, according to
information released today from a national report by the Families and Work Institute (FWI) and the Society for Human Resource Management (SHRM).
Effective and flexible workplaces serve a variety of organizational goals including reducing real estate costs, reaching into markets on the other side of the globe, and enhancing employee retention and productivity. Another advantage of such workplaces is the ability to better attract, develop and retain the talents of qualified employees, including those with disabilities.
While many conversations about employing people with disabilities focus on the physical changes needed to provide access to workplaces (e.g., ramps, elevators, specialized workspaces), procedural adjustments, such as greater workplace flexibility, are also useful tools for creating an environment in which employees with disabilities can succeed.
2014 National Study of Employers (NSE) supplemental report the
“Talents of Employees with Disabilities” found:
“Employers maintain a number of policies that support the inclusion of all employees, with and without disabilities. However, it appears that smaller employers are more likely than large employers to reinvent work for a broad array of employees. On the other hand, small employers are less likely to proactively consider how to do so compared to large organizations with formal opportunities for identifying why and how they can be more inclusive,” said Kenneth Matos, FWI’s senior director of research and author of the report.
The NSE report revealed that two human resource management techniques that could contribute to better applying the talents of all employees, including those with disabilities, were uncommon.
First, the fact that so few employers have employee resource groups reveals a missed opportunity to have employees with disabilities collaborate with one another and the organization to reinforce the value of workplace flexibility for themselves, for employees and for the organization’s bottom line. Organizations that can unify the efforts of employees to create more flexible and effective workplaces should be better able to develop solutions that benefit everyone.
Second, the 2014 NSE asked employers if they had formal staffing plans that included provisions for the hiring and retention of people with disabilities. Overall, the responses broke down into three groups:
The 2014 NSE, conducted as part of the When Work Works partnership between FWI and SHRM, highlights the changing state of flexibility in the nation today.
MethodologyThe 2014 National Study of Employers (NSE) surveyed a representative national sample of 1,051 for-profit (67 percent of the sample) and nonprofit employers (33 percent of the sample) with 50 or more employees by telephone interviews and web surveys (mode determined by respondent preference) with human resource directors.
To read the full NSE supplemental report, please visit:
Media: For more information or to request an interview, please contact Eve Tahmincioglu of FWI at 212-716-1842 and
Eve@Familiesandwork.org or Kate Kennedy of SHRM Public Affairs at 703-535-6260 and
About Families and Work InstituteFamilies and Work Institute (FWI) is a nonprofit research-to-action institute dedicated to providing research for living in today’s changing workplace, changing family and changing community. Since the Institute was founded in 1989, our work has addressed issues in three major areas: the workforce/workplace, youth and early childhood. Families and Work Institute’s research takes on emerging issues before they crest and includes some of the most comprehensive research on the U.S. workforce available. The Institute’s work has helped change the language of debates to move the discussion forward toward more effective and data-driven solutions and to result in action. In addition, because the Institute conducts some of the only research studies of their kind, our studies are quoted in the media more than once a day and are regularly cited by decision makers in business, government, and the public. For more information, visit
www.familiesandwork.org, like us on Facebook at
http://www.facebook.com/FWINews, follow us on Twitter at @FWINews and share with us on LinkedIn at
About the Society for Human Resource Management Founded in 1948, the Society for Human Resource Management (SHRM) is the world’s largest HR membership organization devoted to human resource management. Representing more than 275,000 members in over 160 countries, the Society provides resources to serve the needs of HR professionals and advance the professional practice of human resource management. SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India and United Arab Emirates. Visit SHRM Online at
www.shrm.org and follow us on Twitter @SHRMPress.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 3,200 companies