Enhancing Employment Opportunities for People with Developmental Disabilities QUANTITATIVE survey research, conducted by Market Response International, April 2023 For the Minnesota Governor's Council on Developmental Disabilities.(Proj. 2511) Phase I: Qualitative research was conducted to gather knowledge and experiences to inform the design of a quantitative survey of employers: 1) In-depth interviews (IDIs) with subject matter experts in State Government and the private sector (n=6). 2) In-depth interviews among employers of individuals with developmental disabilities (n=10). Studies Regarding Employment Opportunities for People With Developmental Disabilities First conducted in 2005 Repeated 18 years later in 2023 with a focus on the new challenges and opportunities for employment Phase II: Quantitative survey of businesses in Minnesota, n=200 from an opt-in panel of business managers. Research objectives: Obtain measures of current employment of people with developmental disabilities, and other disabilities; Gauge employers' attitudes regarding employment of people with disabilities; Gain insights regarding the future outlook for employment of people with disabilities. Thank you to these agencies, businesses and other organizations for participating in the qualitative portion of this very important study: Minnesota Department of Employment and Economic Development, DEED Vocational Rehabilitation Services Minnesota Department of Human Services, DHS HIGH IMPACT Mission Based Consulting Services, Allan Bergman We very much appreciate the insights provided by these 10 employers who participated in the qualitative interviews. PROFILE of companies that employ people with disabilities MOTIVATION Why some companies employ people with disabilities FLEXIBILITY and ACCOMMODATIONS Why new and different hiring mindsets and processes are needed PERFORMANCE EVALUATION Ratings of employees with, and without, disabilities NON-EMPLOYERS Why companies DO NOT currently employ people with disabilities FUTURE OUTLOOK For hiring people with disabilities MINNESOTA'S PERFORMANCE Ratings of the State of Minnesota's disability employment efforts At the location where you work does your organization employ any individual with any disability? Q8 Don't Know 2% No 29% Yes 69% Do any of the individuals employed at your location have a developmental disability?** Q11 Don't Know 6% No 10% Yes 84% n=138 Among employers in Minnesota at locations with 5 or more employees: Two-thirds (69%) employ persons with disabilities And eight-out-of-ten of them (84%) believe they employ persons with developmental disabilities; n=201 Employers at locations with less than 5 employees were not included in this survey The respondents were shown this definition of developmental disability: Developmental disability refers to people with the most significant disabilities, such as intellectual disability, cerebral palsy, autism, epilepsy, or individuals with two or more disabilities; manifested before age 22; attributable to a mental and/or physical impairment; and the lifelong need for assistance that is individually planned and coordinated. See appendix for detail on employees' types of disabilities. PROFILE of Employers of People With Disabilities Companies that employ people with disabilities tend to be much larger, and more likely to be involved in retail trade or manufacturing, compared to those that do not currently employ people with disabilities. 5 Ð 19 people 11% Yes 50% No 20 Ð 99 people 15% Yes 19% No 100 Ð 499 people 39% Yes 29% No 500 or more people 35% Yes 2% No * Employers at locations with less than 5 employees were not included in this survey See appendix for detail on the number of people with disabilities employed, by company size. MOTIVATION Why some companies employ people with disabilities Having a company culture that embraces diversity, with a workforce that represents their communities, are more important reasons why companies employ people with disabilities, compared to the practical need of filling positions when there is a shortage of workers in Minnesota. Quote from an Employer The most recent change is the aftermath of George Floyd's murder, with racial and cultural inclusion. Businesses get their act together in expectation of the public and of their employees. Hopefully this will lead to long term diversity. DEI opens the door to a lot of marginalized groups. MOTIVATION Why some companies employ people with disabilities Over half of the businesses that employ people with disabilities (57%), were assisted by Vocational Rehabilitation Services (VRS) from the MN Department of Employment and Economic Development (DEED). 38% Through a government CareerForce Center 45% Through a non-governmental, employment agency 57% One or more individuals with disabilities, alone or with a family member or other advocate, have come directly to us and applied for employment Voice of Employer regarding Vocational Rehabilitation Services: I'm not a special ed teacher, I don't have the training. I partner with Vocational Rehabilitation (services); they have the understanding. They come into my business and learn what we need. it's scary, but partner with an expert and they'll help with the process. MOTIVATION Why some companies employ people with disabilities Employers gave high satisfaction ratings for services received from Minnesota DEED and CareerForce Centers, and slightly lower but still high satisfaction ratings for non-governmental employment agencies. How satisfied are you with: the Vocational Rehabilitation Services from DEED? 97% Top Box Total Q18 n=79 the service you received from the CareerForce Center? 92% Top Box Total Q20 n=53 the service you received from the non-governmental, employment agency? 89% Top Box Total Q22 n=62 FLEXIBILITY AND ACCOMMODATIONS Why new and different hiring mindsets and processes may be needed Flexibility in hiring processes are often required of companies that employ people with disabilities. Quotes from Employers With a typical job you Apply Ð Interview Ð Tour the workplace. For people with developmental disabilities, we do that backwards: Tour Ð Interview (what do they want to do and is this appropriate for them) Ð Tour again Ð Apply. Applications can be a huge barrier; we do that as a later part of the process. Our hiring process is maybe slightly modified depending on what the candidate needs... If somebody needs their job coach to come along with him to the interview, that's completely fine. If there's some other assistance that they need, we talk through that before the interview process. Do you have any positions that you have created specifically for individuals with disabilities? Q29 Don't Know 3% No 43% Yes 54% Has an employment specialist ever been provided to your organization, to support an employee with a disability? Q32 Don't Know 4% No 38% Yes 59% FLEXIBILITY AND ACCOMMODATIONS Physical accommodations for employees with disabilities Just over half of employers (54%) have needed to provide accommodations for their employees with disabilities. (Various physical accommodations are shown below; process accommodations are shown on the next slide.) Did any of your workers require any type of workplace accommodations for their disability? Q24 Don't Know 4% No 25% Yes 71% FLEXIBILITY AND ACCOMMODATIONS Process accommodations for employees with disabilities The most common process accommodations enable employees with disabilities to work from home. Did any of your workers require any type of workplace accommodations for their disability? Q24 Don't Know 4% No 25% Yes 71% FLEXIBILITY AND ACCOMMODATIONS Costs and attitudes regarding accommodations Half of the accommodations made for people with disabilities cost their employers less than $1,000; about a third (35%) costs between $1,000 and $5,000. Though costs were more than anticipated for 28% of employers, only 3% believed the costs of accommodations outweighed the benefits of employing people with disabilities. FLEXIBILITY AND ACCOMODATIONS Important factors to consider when hiring people with disabilities The top-2 most important factors to successfully employ individuals with disabilities have to do with motivation and skills of the prospective employee. Quotes from Employers You must have leadership from the top-down communicating that this is important to the organization, because there will be some growing pains. There can't be enough communication about why we're doing this, why this is important. If we know that there's somebody that's going to be coming in who, for instance, has a job coach and needs an accommodation, we talk through all that before the individual starts, in detail with the manager. And I also make sure that they understand that if anything ever comes up and you're scared or it seems weird or you just don't know how to handle it, just call me. PERFORMANCE EVALUATION Ratings of employees with, and without, disabilities Employers appear to be equally satisfied with employees with disabilities as they are with their employees without disabilities, but for different reasons. Quotes from Employers Maybe they won't be as efficient, but an employee with developmental disabilities will bring a lot to your team culturally. They've motivated our other associates, also our guest experience has been elevated... They're so happy to be there working, it brings up the whole team. Happier associates provide better guest services which means more repeat business. Employees with disabilities are valuable. They bring a lot to the job work ethic, attitude and loyalty. In a convenience store there is typically high turnover, but for people with developmental disabilities it's significantly less, at least half. It costs a lot of money to hire and train new employees, so loyalty is important. PERFORMANCE EVALUATION Ratings of employees with, and without, disabilities Employees with disabilities are valued and appreciated for their positive attitude, loyalty, and impact on other employees and the companies as a whole. All things considered, how satisfied are you with your employee(s) with disabilities, as compared to your other employees, who do not have a disability? Very Satisfied Employees with disabilities 51% Employees without disabilities 54% Somewhat Satisfied Employees with disabilities 43% Employees without disabilities 39% Voice of Employers The most amazing thing I saw was the complaining almost stopped from my current employees. It was unbelievable. They got to see how important it was to somebody else. It changed the whole attitude and people became very accepting, very forgiving, very understanding. It was amazing to see how my own people changed for the better when we started doing this. They've NON-EMPLOYERS Why companies DO NOT currently employ people with disabilities Among companies that do not currently employ individuals with disabilities, six-out-of-ten (62%) have employed individuals with disabilities in the past. At the location where you work, does your organization employ any individual with any disability? Q8 Don't know 2% No 29% Yes 69% HESITATION Concerns that may be holding companies back from hiring people with disabilities 1/3 Some employers are fearful of the unknown, and express concerns about the potential complexities of employing, managing, and working with people with disabilities. Voice of Employers They're scared, right? "Like, I don't know how to manage that person. I don't know how to talk to that person." So, there's kind of a fear factor that nobody would admit to. If employers don't have experience, it's fear of the unknown. Employers are just trying to do what they have to do with limited resources, and knowing what they know. n=201 HESITATION Concerns that may be holding companies back from hiring people with disabilities 2/3 Concern for making a hiring decision that cannot be defended to senior management Employers 23% Non-employers 50% Concern for safety issues Employers 29% Non-employers 47% Concern for cost of accommodations Employers 25% Non-employers 43% Concern for higher supervision and training costs Employers 24% Non-employers 43% Concern for lower quality of work Employers 21% Non-employers 43% Supervisors' inadequate knowledge of what accommodations should be made Employers 23% Non-employers 43% Concern for increased worker's compensation claims Employers 26% Non-employers 43% Current non-employers of people with disabilities are most concerned about senior management reactions to their hiring decisions, as well as concerns for safety and costs of employing people with disabilities. Employers (n=138) Non-Employers (n=58) HESITATION Concerns that may be holding companies back from hiring people with disabilities 3/3 Our company's lack of information on disabilities Employers 26% Non-employers 41% Concern about productivity levels Employers 28% Non-employers 41% Our company's unfamiliarity regarding hiring of people with disabilities Employers 21% Non-employers 40% Concern for employees with disabilities exhibiting unusual behavior Employers 20% Non-employers 40% Concern for increased insurance rates Employers 12% Non-employers 40% Concern for coworker acceptance Employers 28% Non-employers 36% Fear of lawsuits brought by employees covered under the Americans with Disabilities Act Employers 21% Non-employers 34% Concern employees with disabilities would lack skill and experience that we need Employers 18% Non-employers 34% Employers that currently do not employ people with disabilities are more likely to Agree Strongly with every statement representing a barrier, or hesitation, to employing individuals with disabilities, as compared to current employers of people with disabilities. Employers (n=138) Non-Employers (n=58) FUTURE OUTLOOK for Hiring People with Disabilities For both current employers and non-employers, the most attractive benefits of employing people with disabilities were the same: Enhancing a culture of DEI Gaining appreciative, loyal employees Positive atmosphere impacts all employees Improved morale, and customer and community relations Compared to current employers of people with disabilities, the non-employers were more attracted to the idea that people with disabilities could fill positions when there is a shortage of workers in Minnesota. FUTURE OUTLOOK for Hiring People with Disabilities All respondents were shown the following statement . . . Professionals from the Minnesota Department of Employment and Economic Development (DEED), along with its partnering organizations, work directly with businesses to help them find the right candidates, resulting in successful integrated employment for people with disabilities. ... and then they were asked this question: If someone from the Minnesota Department of Employment and Economic Development (DEED), or one of its partnering organizations, were to contact you regarding employment opportunities for people with disabilities, how likely would your organization be to pursue the possibility of hiring a person with a disability? Q44 Among employers that currently do not employ people with disabilities, 72% would be likely to pursue the possibility of hiring a person with a disability, if contacted by DEED or one of its partnering organizations. Currently Employ People with Disabilities (n=138) Likely Total 89% Do Not Employ People with Disabilities (n=58) Likely Total 72% MINNESOTA'S PERFORMANCE Ratings of the State of Minnesota's disability employment efforts Minnesota's private sector employers gave very high ratings to the State for its efforts to enhance employment opportunities for people with disabilities. Employers rated the State's employment efforts on a 1-9 Excellence scale The State of Minnesota has a vested interest in improving job opportunities for people with disabilities. From your experiences, and anything you may have read, seen, or heard, how would you rate the State of Minnesota as a whole, on its efforts to enhance employment opportunities for people with disabilities? 63% Better than good! 23% Good 13% Less than good State's efforts acknowledged by employers: Equal opportunity activism There is increasing conversation and activism concerning fair representation and equal opportunity for people with disabilities. Vocational Rehabilitation Services It is possible for companies to recruit and hire people with disabilities by partnering with agencies that specialize in serving people with disabilities, such as vocational rehabilitation agencies. Tax Credits and other Incentives Businesses in Minnesota that hire people with disabilities may receive tax credit or other incentives. SUMMARY OF FINDINGS Study of employers in Minnesota A majority of employers in Minnesota, at locations with 5 or more employees, employ individuals with disabilities: Two-thirds (69%) say they employ persons with disabilities Eight-out-of-ten of them (84%) believe they employ persons with developmental disabilities Companies that employ people with disabilities tend to be much larger, and more likely to be involved in retail trade or manufacturing, compared to those companies that do not currently employ people with disabilities. Almost half of the companies that do not currently employ people with disabilities (47%) said their business was inProfessional, Scientific, Tech Services Just over half of employers (54%) have needed to provide accommodations for their employees with disabilities. Half of the accommodations cost less than $1,000 on average, per employee; About a third (35%) cost between $1,000 and $5,000. Though costs were more than anticipated for 28% of employers, only 3% believed the costs of accommodations outweighed the benefits of employing people with disabilities. SUMMARY OF FINDINGS Study of employers in Minnesota Employers are equally satisfied with their employees with disabilities as they are with their employees without disabilities, but for different reasons. Employees with disabilities are valuable. They bring a lot to the job work ethic, attitude and loyalty. For all employers at locations with 5 or more employees, whether they currently employ people with disabilities or not, the most attractive perceived benefits of employing people with disabilities were the same: Enhancing a culture of diversity, equity and inclusion (DEI) Gaining appreciative, loyal employees Positive atmosphere impacts all employees Improved morale, and customer and community relations Compared to current employers of people with disabilities, the non-employers were more attracted to the idea that people with disabilities could fill positions when there is a shortage of workers in Minnesota. Employers that do not currently employ people with disabilities, 72% would be likely to pursue the possibility of hiring a person with a disability, if contacted by DEED or one of its partnering organizations. Over half of the businesses that employ people with disabilities (57%), were assisted by Vocational Rehabilitation Services (VRS) from the MN Department of Employment and Economic Development (DEED). 97% were satisfied with VRS services, 56% were very satisfied 38% of businesses that employ people with disabilities were assisted by a government CareerForce Center. 92% were satisfied with the CareerForce Center services, 58% were very satisfied Minnesota's private sector employers gave very high ratings to the State for its efforts to enhance employment opportunities for people with disabilities. An exemplary public and private sector partnership! 64% Better than good EMPLOYEES Types of Disabilities Which of the following types of disabilities do (your employees) have? (Please check all that apply) (Q10) (n=138) A condition that substantially limits one or more basic physical activities such as walking, climbing stairs, lifting or carrying 50% Cognitive disability 46% Deaf, DeafBlind, and Hard of Hearing 45% Blindness or low vision 43% Autism 27% Unsure, Don't know 2% Other Disability 1% PROFILE of Employers of People With Disabilities YES (n=138) NO (n=58) 5 Ð 19 people Yes 11% No 50% 20 Ð 99 people Yes 15% No 19% 100 Ð 499 people Yes 39% No 29% 500 or more people Yes 35% No 2% Though the larger organizations are more likely to employ larger numbers of people with disabilities, a third of the largest employers, with 500 or more employees in total, have locations that employ fewer than 5 people with disabilities. Which of the following best describes the location where you work? Q3 Franchise or satellite office for larger corp. 11% Corp HQ or Sole Office 89% THANK YOU! From your MarketResponse Team: TOM PEARSON, Managing Director t.pearson@marketresponse.com SUSAN McCULLOUGH, Sr. Research Director s.mccullough@marketresponse.com DEREK PEARSON, Sr. Research Manager d.pearson@marketresponse.com LYNN SCHREIFELS, Research Analyst l.schreifels@marketresponse.com Enhancing Employment Opportunities for People with Developmental Disabilities QUANTITATIVE survey research, conducted by Market Response International, April 2023 For the Minnesota Governor's Council on Developmental Disabilities.(Proj. 2511)