Minion Madness Visits the SHRM Employment Law & Legislative Conference

Sarah and Lilly at SHRM 2015

SHRM Employment Law & Legislative Proud Sponsor

What better way to start off the week then helping sponsor the incredible 2015 SHRM Employment Law and Legislative Conference. We’re honored to support SHRM, an organization that greatly believes in the power of knowledge and the power of disseminating that knowledge to as many people as possible. We look forward to becoming even more equipped with information affecting our nation’s capitol and the impact that has on our HR community.

Headlines Heard 'Round SHRM

Currently posted between different session ballrooms, we relentlessly hear laughter, inquisitive minds asking questions, and spiked intrigue from the attendees within those rooms. From healthcare to disability employment, HR is here together in Washington, D.C., to uncover answers to questions that we’re all quietly contemplating. As we hear the headlines that have closely affected D.C., we continue to realize the importance that these decisions have on our daily HR routines. With ever-changing regulations, the power of knowledge becomes crystal-clear. Thanks to SHRM Employment Law & Legislative Conference for answering the questions, instilling awareness, and bringing the HR community together for an incredible networking event.

Seeing Autism As Attribute Rather Than Disability

Just yesterday, autism made headlines. While many federal contractors are required to increase their disabled workforce population, some technological companies are joining in the disabled recruitment process out of desire. One such supporter of the disabled population is SAP AG, a German-based software company, who hired over ten autistic workers in two different hubs in the United States. According to the company’s founder, Holger Graf, autistic people should be key components to any tech company.

Autism: A Desirable Attribute?

Autism, often seen as a hindrance, is also believed to be an attribute in highly involved and tedious fields such as computers and technology. Much credit is due to an autistic person’s propensity for repetition. Many companies, including SAP AG, have found these tendencies to reduce error and result in work that is more thorough. Some credit should also be given to these programs such as Specialisterne, which provides training and education to autistic employees. With the track record and continued success of SAP’s autistic employees, we see that the proper balance of education and natural ability can be cultivated into genius in everyone.

Divorcing Autism from Stigma

The shift to introduce more individuals with disabilities (IWDs) into the workforce is bringing about marked change including: dissolving the stigma and misconception that often accompanies IWDs, an understanding of the benefits of education, and the sense of equality that agencies such as the OFCCP and EEOC are striving for. Now, we’re seeing more and more big name companies dedicating special programs to the hiring of IWDs, especially autism. For now, SAP is a leader in hiring autistic workers in the technology industry, but how long until other industries and companies start noticing the value that IWDs can bring to the table. Watch out college graduates, minorities are finally up to bat.


Disability Self-Identification: Conversation Starter

We wrote a few months ago about the 3 chances to self-identify, but today we're going to touch on why that matters to you, the HR professional. All too well vilified, the OFCCP disability self-identification form carries with it several tangible benefits for you, believe it or not. Today, we're only going to focus on three, so please feel free to come up with your own.

The Disability Self-Identification Form Starts Dialogue

We all know there are certain questions you can't ask in the interviewing and hiring process, and no one wants to cross those lines. However, you can distance yourself from this line by having applicants fill out the new disability self-identification form and tell them the government made you do it. But beyond that, once the applicant chooses to fill out the form, you now have a place from which to start the conversation about appropriate accommodations and getting a clearer picture of the person before you, not just correlating a resume to a limited set of interview responses.

The Disability Self-Identification Form Protects You

Yes, the disability self-identification form protects you, the employer, in two ways. First and foremost, it helps you better account for your outreach and recruitment efforts when OFCCP comes calling (and they will). Hey, when isn't it nice to have stats, right? The disability self-identification form also protects you legally in the case of appropriate accommodations. Heaven forbid, an employee files a lawsuit, but chose not to fill out the disability self-identification form. Well, the fact that the form was made freely available to the employee pulls the rug right out from under them in that case, but of course we all hope it wouldn't come to that.

The Disability Self-Identification Form Helps Productivity

When employees or candidates fill out the disability self-identification form, it allows you the opportunity to accommodate their needs so they can be their most productive selves in the workplace. This eliminates frustration for both sides, the doubt that you've hired the right candidate, and the bewilderment caused by not knowing what could possibly have gone wrong in the process. Bottom line: the disability self-identification form helps your bottom line.

So now, is the disability self-identification form such a bad thing? We certainly don't think so, in fact it's good for all of us. The disability self-identification form opens up dialogue, protects employers legally from some terrible outcomes, and helps ensure productivity. Feel free to disagree, but we think this combination is a home run. But you tell us. What are the real benefits of the disability self-identification form to you?

Source: Huffington Post