Commentary: Hiring People With Disabilities

By REGINALD WELLS
October 12, 2009

There is a clear business case for the federal workforce, charged with the responsibility of public service, to reflect the diverse tapestry of America. People with disabilities are part of that tapestry and arguably constitute one of the most diverse groups in our society.

While society has made significant progress in bringing attention to the value of diversity in the workplace, regrettably, people with disabilities have high rates of unemployment. They often are forced to remain dependent on government disability benefits even though they may be willing and able to work.

People with severe disabilities represent less than 1 percent of the federal workforce.

Achieving a diverse workforce is gradual, requiring deliberate and continual efforts. The Social Security Administration currently has the third-highest percentage of employees with targeted disabilities among large agencies. However, we acknowledge that efforts must extend beyond employee representation and involve leadership’s commitment, a communicated business case for diversity recruitment, and targeted strategies ingrained in the agency’s human resources program.

SSA Commissioner Michael Astrue established in March an initiative to formalize a continual process through which people with disabilities remain an integral part of our diversity mosaic. Branded “SSA AccessAbility: Recruiting Individuals with Disabilities,” this initiative capitalizes on opportunities for hiring as well as agencywide coordination through an established national recruitment structure.

SSA AccessAbility uses the following elements: external marketing, internal education, management and employee support, and oversight. At the foundation is SSA’s business case for a disability-inclusive workforce. As the agency charged with providing a broad spectrum of people with disabilities with social insurance benefits, we have found that our employees with disabilities offer keen insight into the needs of our customers — helping us deliver excellent customer service.

SSA AccessAbility’s marketing plan broadens outreach to the disability community by expanding partnerships with state vocational rehabilitation centers, employment networks and other disability advocacy groups. It makes use of SSA’s Ticket to Work, which helps eligible Social Security beneficiaries with employment services.

The education piece features accessible, easy-to-use materials to train managers on recruiting, hiring and accommodating individuals with disabilities. Examples include an online training video, checklists and manuals. The initiative encourages use of special authorities, such as the noncompetitive Schedule A hiring authority, for hiring from the disabled population.

Additionally, managers receive ongoing support through a shared agencywide résumé database for Schedule A applicants, an intranet site on the reasonable accommodations process, and the assistance of a cadre of selective placement coordinators. Also, SSA has an active National Advisory Council for Employees with Disabilities, which provides mentoring and community support for disabled employees and new hires.

Finally, the agency monitors progress toward results through frequent reports to the senior executive staff.

As a result of increased fiscal 2009 budget appropriations as well as funds received through the American Reinvestment and Recovery Act, SSA had the opportunity to hire about 7,000 employees through August. Preliminary figures show the agency hired more than 650 people with disabilities, including more than 100 individuals receiving federal disability benefits.

Along with other agencies, SSA is making a concerted effort to tap into the talent pool within the disability community. Even with all these efforts, there has been little progress toward increasing their representation governmentwide. October is National Disability Employment Awareness Month and offers a prime opportunity for the federal community to revitalize governmentwide recruitment of qualified inividuals with disabilities.

Helen Keller once said, “One cannot consent to creep when one has an impulse to soar.” As we commemorate National Disability Employment Awareness Month, I encourage agencies to respond to the impulse by becoming an employer of choice for people with disabilities.

Reginald Wells is deputy commissioner for human resources and chief human capital officer at the Social Security Administration.

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