RESEARCH in DISABILITY

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RESEARCH in DISABILITY EMPLOYMENT

• Brian T. McMahon, Ph.D.
• Professor
• Virginia Commonwealth University
• RESEARCH TO HELP EMPLOYERS DISCOVER THE POTENTIAL
  OF WORKERS WITH DISABILITIES
• btmcmaho_at_vcu.edu

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Progression of Disability Benefits Public
Private Partners

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• VCU RRTC on Workplace Supports
• UNUM /Provident
• National Group on Business Health
• NIDRR
• Consultants R. Habeck, D. Shrey

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PODB Defined

• Predictable and progressive movement of
  individuals with disabilities through a system of
  economic disability benefits resulting in their
  ultimate placement into the Social Security
  disability system

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Description of Sample

• 77,297 claimants
• UNUM insured for BOTH STD and LTD
• STD claims 1994 through 1996
• Large Employers
• No Injured Workers
• Remove Pregnancies (37,415)
• Remove Contaminants (1472)
• American workers w/STD 44
• American workers w/LTD 25

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Available Data for Each Claim

• Age (5)
• Gender (2)
• ICD-9 Disability Code (11)
• Region of Residence (4)
• Employer SIC Code (5)
• Length of Time STD LTD (days)
• Presence in LTD STD (yes/no)

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ACTUAL FREQUENCIES
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WOMEN DOWN, MEN UP
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AGE UP, ESPECIALLY 45 Ken Mitchell Age at
Onset Matters
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IMPAIRMENTS UP Ken Mitchell Impairment Matters
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IMPAIRMENTS DOWN
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HIGH DM vs. LOW DM PERFORMERS
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IMPLICATIONS

• Prediction Equation
• Measure of Employer PODB
• Evaluation Tool for Various Programs
• DM Programs
• Integrated Benefits
• Accommodation Impact
• Policy Implications
• Benefits of PODB Interruption
• Employer Incentives

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BUSINESS, DISABILITY, EMPLOYMENT 21
Corporate Models of Success

• CINTI CHILDRENS UAB MED CTR
• FRED HUTCHINSON CANCER CNTR
• MEDTRONIC ITW FASTENERS
• U CALIFORNIA SAN FRANCISCO
• KING COUNTY, WASHINGTON
• PORT OF SEATTLE
• MBNA BANK OF AMERICA
• ABA CATCHEM DOIN SOMETHING RIGHT!

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MORE EMPLOYERS

• GERDAU AMERISTEEL
• SAFEWAY NIKE
• SPOKANE HOME BUILDERS
• MICROSOFT
• ALASKA AIRLINES
• HYATT HOTEL
• NORTHWIRE TAMPA ELECTRIC
• PITNEY BOWES

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UNIQUE PRACTICES

• Community collaboration
• Targeted outreach CIA
• IDM, Case management, Trans work
• Accommodations funding pool
• Apprenticeships mentoring
• Supported employment
• Health maintenance safety
• Recruitment retention
• Telecommuting

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PERVASIVE THEMES

• MANIFEST COMMITMENT FROM TOP MANAGEMENT
• APPRECIATION FOR MARKET SEGMENT OF PERSONS WITH
  DISABILITIES
• ATTITUDE OF WE ACCOMMODATE
• STATE OF THE ART HUMAN RESOURCES FUNCTION
  PEOPLE FIRST, REALLY ..
• SERIOUS DIVERSITY PROGRAM INCLUSIVE OF DISABILITY
• MR. WOO MONOGRAPHS HAD SIG VALUE TO THE
  EMPLOYERS PORTRAYED THEREIN (HYATT)

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The National EEOC ADA Research Project

• Brian T. McMahon
• Phillip D. Rumrill
• WORKPLACE DISCRIMINATION and DISABILITY
• MR. MATNEY NO ONE WANTS TO DISCUSS IT

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WHO IS INVOLVED?

• 50 TOTAL INVESTIGATORS, 15 LEAD
• UNIVERSITIES
• 30 STUDIES PUBLISHED PAST 2 YEARS
• 15 MORE 4 DISSERTATIONS WILL BE COMPLETED IN
  2007
• SUPPORTED BY 2 ICDR PARTNERS
• NIDRR EEOC
• HOW TO REDUCE LITIGATION TIME AND EXPENSE

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EEOC DATA

• 385,000 Title One allegations over 13.2 years
  that meet the extraction criteria (to Dec 2005)
• RESOLVED allegations (not in process)
• CHARGING PARTIES
• 45 unique and known impairments
• Race, Gender, Age
• RESPONDENTS/EMPLOYERS
• 10 unique industry groupings
• Number of Employees, Region
• ISSUES 23 unique types of discriminatory
  behavior RESOLUTION OUTCOME
• (/- MERIT)
• 5 per year

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HIT PARADE OF ISSUES
HIRING 21
MOST WORKPLACE DISCRIMINATION INVOLVES

• HIRING
• QUALITY OF WORK
• JOB RETENTION

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MAJOR INDUSTRY STUDIES

• AGRICULTURE
• CONSTRUCTION
• MINING
• MANUFACTURING
• TRANSPO/UTILITIES
• WHOLESALE
• RETAIL
• FINANCIAL
• PUBLIC ADMIN

• SERVICES
• HEALTHCARE
• EDUCATION
• SOCIAL SERVICES
• MEMBERSHIP ORGS
• BUSINESS SERVICES
• PERSONAL SERVICES
• WHY BLUE?
• THEY ASKED

INTENT IS TO HELP TROUBLED EMPLOYERS QUIETLY
REWARD GOOD EMPLOYERS NOISILY
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MOST DISCRIMINATED IMPAIRMENT GROUPS MOST
IMPAIRMENT GROUPS HAVE 2-3 SIGNIFICANT ISSUES

• 1. HIV/AIDS
• SIGNIFICANT DIFFERENCES ON 16 OF 23 ISSUES
• 2. MENTAL RETARDATION IS SECOND
• SIGNIFICANT DIFFERENCES ON 9 OF 23 ISSUES

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HIGHEST ALLEGATIONS regarding
DISABILITY-RELATED HARASSMENT?

• SPINAL CORD INJURY
• HEARING IMPAIRMENT
• MENTAL RETARDATION
• TRAUMATIC BRAIN INJURY

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ANSWER IS . ?

• MENTAL RETARDATION
• TRAUMATIC BRAIN INJURY
• more insidious?

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FOR PEOPLE w/ DISFIGUREMENT (burns), WHAT IS MOST
PREDICTIVE OF ACTUAL DISCRIMINATION??

• INDUSTRY OF EMPLOYER
• SIZE OF EMPLOYER
• RACE OF INDIVIDUAL
• TYPE OF DISCRIMINATION ISSUE
• REGION OF COUNTRY

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NONE OF THE ABOVE!TRICK QUESTION

• GENDER

HELP THE TROUBLED EMPLOYER QUIETLY REWARD THE
MODEL EMPLOYER NOISILY
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WORK JOURNAL OF PREVENTION, DISABILITY, AND
REHABILITATIONJune/July 2005

• GUEST EDITORS
• Brian T. McMahon
• Ron Edwards
• Phil Rumrill
• Norm Hursh
• Phase One Findings

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JOURNAL OF VOC REHABDecember, 2005

• SPECIAL FEATURE ARTICLE
• Developmental Disabilities, by D. Unger et al.
• Spinal cord injury, by B.T. McMahon et al.
• Speech impairment, by P. Mitchell et al.
• Multiple Sclerosis, by P.D. Rumrill et al.
• Cerebral Palsy, by D. Lowman et al.
• Asthma, by A.N. Lewis et al.