Posts in July
– – – – – – –
FURTHER AMENDMENTS TO EXECUTIVE ORDER 11478,
EQUAL EMPLOYMENT OPPORTUNITY IN THE FEDERAL GOVERNMENT,
AND EXECUTIVE ORDER 11246, EQUAL EMPLOYMENT OPPORTUNITY
By the authority vested in me as President by the Constitution and the laws of the United States of America, including 40 U.S.C. 121, and in order to provide for a uniform policy for the Federal Government to prohibit discrimination and take further steps to promote economy and efficiency in Federal Government procurement by prohibiting discrimination based on sexual orientation and gender identity, it is hereby ordered as follows:
Section 1. Amending Executive Order 11478. The first sentence of section 1 of Executive Order 11478 of August 8, 1969, as amended, is revised by substituting “sexual orientation, gender identity” for “sexual orientation”.
Sec. 2. Amending Executive Order 11246. Executive Order 11246 of September 24, 1965, as amended, is hereby further amended as follows: read more
National Disability Employment Awareness Month
Expect. Employ. Empower.
The 2014 National Disability Employment Awareness Month (NDEAM) poster is now available, both for order in hard copy and online, along with several other tools that can assist organizations in planning for this year’s observance, including sample articles, proclamations and press releases. Held each October, National Disability Employment Awareness Month (NDEAM) is a national campaign that raises awareness about disability employment issues and celebrates the many and varied contributions of America’s workers with disabilities. The theme for 2014 is “Expect. Employ. Empower.”
NDEAM’s roots go back to 1945, when Congress enacted a law declaring the first week in October each year “National Employ the Physically Handicapped Week.” In 1962, the word “physically” was removed to acknowledge the employment needs and contributions of individuals with all types of disabilities. In 1988, Congress expanded the week to a month and changed the name to “National Disability Employment Awareness Month.” Upon its establishment in 2001, ODEP assumed responsibility for NDEAM and has worked to expand its reach and scope ever since.
To get the poster click here http://www.dol.gov/odep/topics/ndeam/resources.htm#Poster
For most employers, change comes from within. Organizational readiness, positive recruitment efforts, and corporate culture are among the most important strategies employers can utilize to improve hiring and retention outcomes for people with disabilities and veterans. This FAQ discusses some key strategies, including: (1) leveraging finite human resources capabilities and personnel; (2) focusing on organization-wide, supervisor and employee training needs; (3) utilizing external partnerships for effective recruitment outreach; (4) ensuring general website and career portal accessibility; (5) improving marketing and on-line presence; and (6) leveraging technical assistance outlets to foster an inclusive workplace and provide reasonable accommodations.
Research shows that supervisors who work in inclusive workplaces tend to rate the performance of employees with disabilities as equal to that of their peers without disabilities. Providing training opportunities and resources to supervisors constitutes a cost-effective strategy for enhancing workplace inclusivity and attracting/retaining people with disabilities and veterans. Training is also a powerful tool to reduce unconscious bias, facilitate inclusive work environments, and equip management and staff with the information and resources needed to support co-workers with disabilities and veteran co-workers. Successful training strategies may utilize existing awareness-building opportunities (for example, National Disability Employment Awareness Month), or may include disability as an aspect of existing opportunities such as mentoring and internship programs. read more