FINISHED COPY

GETTINGHIRED
THE JOURNEY OF JOB SEEKERS WITH DISABILITIES:  UNDERSTANDING THE APPLICATION PROCESS, DISCLOSURE & ACCOMMODATION
FRIDAY, OCTOBER 23, 2015
1:00 P.M. ET

	
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This text is being provided in a rough draft format.  Communication Access Realtime Translation (CART) is provided in order to facilitate communication accessibility and may not be a totally verbatim record of the proceedings.
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	>> Okay.  Hello, and welcome to the second part of our webinar series.  Hopefully everyone can hear me okay.  I think there may be a little bit of a wait when you call up to use the audio from the phone.  You can either call up to use the audio from the toll-free number, or if you have speakers on your computer, you should be able to just use them and listen directly from your computer.  
	And you should be asked for your conference ID in order for them to connect you to this conference on the phone.  Hopefully you will be able to get through shortly if you are having any trouble.  If anyone is also having trouble, we are recording this, so you will be able to access it early next week from the website.  And you know, if there are any parts you missed to begin with, you should be able to catch up on that.  
	Apologies if there are any audio problems.  We are using a simply platform than last week's -- sorry -- than last time's, so we shouldn't have the problems that we had last time.  
	And hopefully you can all get through on the phone line or, as I said, just use the speakers on your computer.  
	Let's get started, then.  
	Hopefully everyone can hear me okay.  If not, type in the Chat box if you are not able to hear me or if you are having any problems.  
	So hello, and welcome, and thank you for joining the second part of this three-part webinar about The Journey of Job Seekers with Disabilities.  My name is Gabby Nagle, and my job is outreach.  
	If you missed the first part, you can find the recording on the blog section of the GettingHired website, and as I mentioned, the recording of this part will also be uploaded there next week.  
	At the end of each of these webinars, a few questions will pop up on a new page in your browser asking for your thoughts about the webinar, so please feel free to let us know how we did and what you found useful and what we could improve on.  
	If there are any topics or something you'd like to have more information about, please do let us know so that we can continuously improve the resources that we provide to help you in your employment search.  
	So as with all of our webinars, we do offer a live captioning service.  Their link is posted at the bottom of this screen.  During the presentation, everyone is set to mute, so as some of you have already discovered, there is a chat box to the right of your screen, so if you have any questions, please type them in, and I will do my very best to answer them at the end of the presentation.  
	If we run over time and I am not able to get to all of the questions, I will email you after the presentation is finished.  
	So as I said, audio is available over the phone line, with is 866-246-4691.  You then type -- you should be asked for your conference code, which is 1185626071.  And you can also email me directly.  I won't be seeing them till after the webinar, but feel free to email me afterwards.  I will give you my email again at the end of the presentation, which is gnagle@GettingHired.com.  
	Feel free to tweet if you are on Twitter.  You can tweet us @GettingHired using #GHWebinar as your hashtag.  
	So firstly, before we start, I'd like to thank our NDEAM sponsors.  If you are not familiar with NDEAM, it is the National Disability Employment Awareness Month, which is through October, and these are some of our sponsors that have helped us to do the celebrations that we've been doing throughout the month.  General Dynamics Information Technology, UCLA Health, Time Warner Cable, T-Mobile, Spectra Energy, Kiewit, KPMG, ZF, TRW, Shell, and CEB.  So you can apply to all these inclusive employers and many, many more on GettingHired.com.  
	So today's agenda.  We will take a look at why you may feel like you are applying twice for the same jobs, additional application tests and job description requirements.  This will lead us nicely on to the disclosure question, which has had legislation changes for federal contractors and subcontractors.  And lastly, we'll be talking about managing requests for accommodation.  
	So why I feel like I'm applying twice.  So you create an account on GettingHired, and then you apply to a job on a company's website.  I get it.  It feels like you are doing double duty.  But there is an actual reason.  The businesses we work with are proactively looking for candidates in our database in addition to them receiving an application for a specific job.  They use what's referred to as an Applicant Tracking System, or ATS.  This is where they post jobs and can look for job seekers who recently applied to positions on their personal website.  Some businesses have set up what's known in the industry as Talent Communities.  These communities are created using the information you enter, and sometimes tailored to specific areas within an organization.  They use them to send out relevant information or new open positions to job seekers that may be interested. 
	So this is basically companies keeping your information when you apply for a job if you aren't suitable but maybe they think you would be suitable for a position in the future, they can create groups of, you know, applicant information and keep you up-to-date and keep you engaged with what's happening in the company, and that way they can send you opportunities that come up rather than you having to keep applying and keep actively checking their website.  So it's a great way to stay, you know, engaged and up-to-date with a company that you are really interested in working with.  
	Not all companies have this, but it is getting increasingly popular, so you may find that companies are contacting you after you've applied, whether or not you have been asked in for an interview or not.  
	Applying or having a resume in multiple locations is not a new thing.  Businesses want to track where job seekers are coming from and required job boards to send candidates to them, which is how GettingHired functions.  
	Additional tests and requirements.  
	Additional application steps, like testing, are required for an application to be considered complete.  There are several reasons why they are becoming increasingly popular for businesses.  They want to know which candidates are serious and have the basic skills needed for the job.  Also, they can narrow down the candidate pool through the assessment so they don't receive the hundreds of applicants per post.  So this is something we spoke briefly about in the last webinar.  You know, each job posting on average tends to receive about 250 applications for one job.  So you can imagine the speed at which, you know, hiring managers and recruiters are having to go through resumes to find the most suitable ones and, you know, not to take weeks on end narrowing it down.  
	So you know, things like testing and extra application steps have been used quite often to try to narrow down that pool a little bit more.  
	The job seekers who drop off are automatically disqualified, limiting the number of candidates they have to look at.  
	If you can't take the test or it's not accessible, request an accommodation.  So this is very important.  We are following up with job seekers who have applied on a monthly basis to understand why they are not completing the applications with employers, and some of the feedback has to do with these tests.  Employers should include contact information for any applicants requesting an accommodation, but unfortunately, this isn't always the case.  So it really is down to being, you know, proactive and asking the company how you can request one.  
	You may need to request it in writing or orally, but employers must legally provide an accommodation to enable you to apply.  You don't need to go into detail about your disability, but you do need to explain what accommodation would enable you to access the application or test.  For example, using alternate formats, such as Braille or large print or reading instructions out loud.  The askjan.org website has lots of information about this and practical examples for accommodations you and your employ may find useful.  
	So that website, again, is askjan.org.  That's really your go-to for any questions, you know, any more detailed questions about accommodation.  It's really useful to read up on those things, even before you speak to your employer about it, because there could be, you know, accommodations that you hadn't even considered that could, you know, really help make a difference in supporting you to do better in your job or, you know, accessing job applications.  
	So after the application.  Applying to everything will get you noticed in the wrong way.  Now, some job seekers have a difference of opinion on this one, but I can tell you from experience, you will be seen as spamming the system.  Most people aren't qualified to work in IT and banking and legal.  If you do have the various skill sets, by all means apply, but you will always be better off applying for positions that directly align or are very close to your skill set.  
	Secondly, don't reach out to the company the day you apply or the day after.  Give the company a few days to gather some resumes before reaching out as a follow-up.  If you have a contact at the company, do follow up.  You know, call or email if you have a contact at the business to follow up, and introduce yourself.  
	If you had problems with the application process and want to verify it was submitted and complete, you can call or email the company's Application Accommodation Team.  This information should be listed.  
	So they should have that information -- specifically an Accommodations Team should be listed on their website or possibly in the application itself, in the job ad.  
	Here are just a couple examples of what a couple of our partners have done.  So this is -- I'll just go into this one.  
	So this is the Accommodation Statement from Exelon.  It's not too important to read all of it.  It's basically where you would be directed if you were, you know, doing a job application with them and had to take an additional step and had to do, you know, one of the tests to get through.  
	In the corner of it is a little box that says:  Americans with Disabilities.  If you need assistance completing this application because of a medical condition that may qualify as a disability under state or federal law, please email your request for assistance to Recruiter@exeloncorp.com.  You may be asked to provide documentation to support your request.  
	So that's an example of a company that, you know, has that extra awareness and has a dedicated information line or team for any applicants that need, you know, some extra support in accessing their job application.  
	So this is another example, the Accommodation Statement from Waste Connections, also a partner of ours.  So it says:  Waste Connections Inc. is an Equal Employment Opportunity/Affirmative Action employer and provides reasonable accommodation for qualified individuals with disabilities and disabled veterans in job application procedures.  If you have any difficulty using our online system and you need an accommodation due to a disability, you may use the alternative email address below to contact us about your interest in employment at Waste Connections.  
	So they've got a Disability Application Accommodation email.  They've also got a number there you can call.  And it says to make sure you specify which position you are applying to in order to be considered for employment.  
	So these are the kinds of statements you should be looking for when you are applying, and you know, are forward thinking and more inclusive and aware of supporting all employees will have that sort of awareness and information available.  
	So that leads us on to the disclosure question.  What can employers ask me?  
	So in general, the ADA does not allow an employer to ask any questions about disability or to conduct any medical examinations until after the employer makes a conditional job offer to the applicant.  Although employers may not ask disability-related questions or require medical examinations at the pre-offer stage, they may do a wide variety of things to evaluate whether an applicant is qualified for the job.  
	So be prepared with answers to address these points.  Employers may ask about an applicant's ability to perform specific job functions or tasks.  Employers may request that an applicant describe or demonstrate how they would perform job tasks or achieve job outcomes.  And employers may ask about an applicant's qualification and skills, such as the applicant's education, work history, and required certifications and licenses.  
	The exception to the ADA regulations prohibiting employers from asking about candidates' disability is federal contractors.  So this is really important.  As of March 2014, Section 503 of the Rehabilitation Act now requires federal contractors and subcontractors to take affirmative action to recruit, hire, promote, and retain individuals with disabilities.  So depending on the size of the company, they must ensure that 7% of their workforce are individuals with disabilities.  They must also be able to show how they are working to achieve this.  
	So federal contractors are required to ask if you have a disability, but they are not allowed to ask what kind.  
	Disclosure is a pretty scary topic for some, and it is still completely a personal decision.  But it could be beneficial to disclose, as conversations are now changing.  
	More companies, even outside federal contractors, are also looking to diversify their workforce.  We recently found that 54% of our job seekers were willing to disclose having a disability up to the interview process.  That's an increase from 43% a year ago prior to the regulations.  Remember, not all companies are required to ask; only federal contractors.  
	There's a very specific form that federal contractors must use to invite candidates and current employees to identify themselves as a person with a disability, which is called self-ID.  If you do not wish to disclose, you do not have to but again, it could help when applying for federal jobs.  
	
	This is what the actual ID form looks like that all federal contractors must use in the application process.  Applicant responses to the form should only be provided to human resources offices and not shared with interviewing, testing, or hiring officials.  So this form says voluntary self-identification of disability.  Why are you being asked to complete this form?  Because we do business with the government, we must reach out to and hire qualified people with disabilities.  To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you have ever had a disability.  
	Completing this form is voluntary, but we hope that you will choose to fill it out.  If you are applying for a job, any answer you give will be kept private and will not be used against you in anyway.  If you are already working for us, your answer will not be used against you in any way.  
	Because a person may become disabled at any time, we are required to ask all our employees to update their information every five years.  
	You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.  
	Now, the next part is also pretty important.  How do I know if I have a disability?  So you are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity or if you have a history or record of such an impairment or medical condition.  So they state the disabilities that are included but not limited to:  Blindness, deafness, cancer, diabetes, epilepsy, autism, cerebral palsy, HIV and aids, schizophrenia, muscular dystrophy, bipolar disorder, major depression, multiple sclerosis, missing limbs or partially missing limbs, post-traumatic stress disorder or PTSD, obsessive compulsive disorder, impairments requiring the use of a wheelchair, or intellectual disability.  And finally, it says at the bottom, please check one of the boxes below: 
Yes, I have a disability or previously had a disability; no, I don't have a disability; or I don't wish to answer.  
	So this is the kind of form you can expect if you are applying for any federal or subcontracting jobs.  
	What is a reasonable accommodation?  A reasonable accommodation is any change in the work environment or in the way things are usually done that enables an individual with a disability to enjoy equal employment opportunities.  Reasonable accommodations include changes to the job application process, changes to the work environment or the way the job is done, and changes to enable the employee to enjoy equal access to the benefits and privileges of the job.  
	These are the types of accommodations.  Adjusting or modifying tests and training materials, such as providing materials in alternate formats, e.g. Braille, large print, or reading instructions out loud using a job coach paid by public or private agency.  A job coach can accompany you at work to support you with your job duties.  
	Equipment or devices.  This could be adapting equipment, like raising the height of a desk to accommodate a person with a wheelchair or getting assistive technology such as a computer screen reader or using an assistive listening device.  
	Some other examples, modifying policies or workplace rules, such as allowing an employee with diabetes to eat at her desk; flexible working hours, adjusting start or finishing times, or periodic breaks; using qualified interpreters, job restructuring, amending or reallocating specific tasks, or working from home.  These are just some examples of how employers can accommodate employees' needs.  
	Companies are increasingly making efforts to brand themselves as diverse, progressive, forward-thinking businesses who value all their employees' talents.  Embracing accommodations for all employees with and without disabilities is becoming increasingly viewed as good business practice and has been proven to increase retention and improve employee performance.  This is because when people feel valued, they feel motivated to do their best.  
	So take note of all the businesses making headlines in this area.  
	In the next and final webinar of this three-part series, we'll be looking at some examples of inclusive employers and what actions they are taking to be more inclusive.  
	So you can follow GettingHired to stay updated with our resources and events for job seekers.  You can find us on Facebook, or you can find us on Twitter @GettingHired.  We are on LinkedIn as well.  You can also find us on Google+, and our website is www.GettingHired.com.  
	So any questions?  Now we'll get to any questions anybody has.  
	I am just looking through.  
	Okay.  So we are getting quite a lot of people participating in the Chat.  
	So someone is asking will these documents reviewed today be available online?  Yes, they can be.  So we'll upload the presentation itself and also the transcript and the -- of course, the actual recording itself.  
	So someone else -- someone has also given the example of having a dog, a service animal, to help them in the workplace, which is another accommodation.  
	Okay.  Somebody has also said that they have narcolepsy, which is a neurological disease that causes them to sleep.  They are asking, it would be better for me to work from home where I can work online, on the computer and/or phone and take naps when necessary.  Why is my disability not listed?  Is it not covered as a disability?  
	Yes, neurological conditions are also included.  This list isn't comprehensive; it's just taken from the federal government's list on their website that says, you know, disabilities are not limited to but include.  So I'm pretty sure that, you know, other neurological conditions that aren't listed, such as narcolepsy, would also be considered relevant to this.  
	Okay.  Somebody else is also asking, they've said I've been to a few interviews for state jobs, and the interviewer would ask what accommodations were needed for me to perform on the job.  Keep in mind, this is not construed as an offer of employment.  Is this legal, or should the state only ask questions regarding any accommodations after being offered the position?  
	That's a really, really good question.  It's -- I mean, I think you're best off -- I would refer you to the EEOC website.  They have a lot of information around discrimination and what employers are allowed and not allowed to ask.  
	As I said earlier, employers are allowed to ask how you would perform the job duties that are required.  So asking what accommodations you would need in order to do that would possibly fall under that.  I'm not a legal expert on that, but I would definitely double-check with EEOC.  But it could arguably be seen as the employer asking how you would perform and if you are able to perform those job requirements.  
	Somebody else is asking is: Asperger's syndrome counted as a disability?  I have it, and it is on the autistic spectrum.  
	Yes, that definitely would be included in the disability criteria as well.  
	And someone else is asking if a person feels discriminated against, what can we do?  So that's a really good question.  I, again, would -- I am going to actually -- at the end of this webinar, I will email and also include where we upload the webinar, I will include some useful links that can help you to find more information around some of these topics, including sort of discrimination and the sort of process for making complaints and also, you know, links to the JAN website would also be useful for a lot of these questions.  
	Okay.  So some people are also asking about what accommodations there are for specific difficulties.  The best place to look for any accommodations, again, I would say is the askjan website.  That's askjan.org.  If you Google them or just type in askjan.org, you will find them very easily.  They have a really comprehensive site all about accommodations.  So that can really give you a lot more information.  
	ALS, somebody is asking is that included in the disability list?  Yes, that would definitely fall under that criteria as well.  
	Somebody else has asked -- we'll just cover this last question because we've run over a little bit.  As I said, you can email me any questions.  My email is there on the slide, gnagle@GettingHired.com.  I will go through all of these questions, though, and email individuals back with some resources and answers to some of these questions just because we don't really have time to go through them all, unfortunately.  
	But somebody has asked although the company states they do not discriminate against disabilities, how could you really know that the individual in Human Resources is not doing so?  So that's a really good point.  There is no full way to know.  You know, humans are still humans.  You know, there are laws set up to try and prevent and try and protect individuals from the kind of bias and, you know, the kind of actions some people can take.  And you know, some people that have lack of awareness of how to really support every individual in enabling them to reach their full potential and bring their full selves to the workplace.  But you know, I think your best bet, really, is I'd say focusing on the companies that are showing that they have that awareness.  You know, they are most likely to be the ones that are taking positive and proactive steps to be inclusive.  So like I said, in the next webinar, we will be going through a lot of specific companies that are doing this and how they are doing this.  But yeah, I would just say, you know, try and look for companies that are really going the extra mile to brand themselves as inclusive and, you know, actively wanting to support all their employees with and without disabilities.  
	So thank you very much for joining.  I hope this was useful.  Please do email me or, you know, even better, fill out the questions that will come up at the end of this webinar to let us know how we did and, you know, if there's anything else you would have liked more information about, and anything that was useful to know also is really good to hear, so thank you very much, and you can see there's a link here to register for Part 3, which is at www.blog.GettingHired.com.  So you can click on that or type that into your browser, and you should be able to register for Part 3, the final part of the webinar series, if you haven't already, where we will be talking about inclusive employers.  
	Thank you so much for joining, and have a great weekend.  
	(Session ended at 1:38 p.m. ET.) 

 
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This text is being provided in a rough draft format.  Communication Access Realtime Translation (CART) is provided in order to facilitate communication accessibility and may not be a totally verbatim record of the proceedings.
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