Cracks in ‘Talent Pipeline’ Pose Risks for Employers, College Students With Disabilities
The following previously appeared in the Huffington Post and has been reprinted with permission.
As the leader of a national organization focused on employment for people with disabilities, I routinely have the privilege of visiting places that are doing some remarkable work to advance the issue. My travels of late took me to two notable college campuses: Edinboro University, just outside of Erie, Pennsylvania, which has committed to excellence in accommodations for students with disabilities; and Rochester Institute of Technology (RIT) in upstate New York, which has dedicated itself to helping students with disabilities access jobs upon graduation, better ensuring their long-term economic security.
Frankly, America’s colleges and universities would do well to examine what RIT and other leaders in career services are doing right, because many, if not most, are getting it wrong. Nationally, students with disabilities take twice as long to secure a job after graduation. And of the 1.4 million college students with disabilities, about 60-percent of them can expect to not find a job when they graduate. Talk about a harsh dose of reality for young people who simply want to contribute.
When I talk with employers, which is just about every day, they tell me their inability to hire new graduates with disabilities is not due to a lack of qualified candidates, but rather a lack of access. We at the National Organization on Disability decided to take a closer look at this issue recently, which resulted in a white paper titled Bridging the Employment Gap for Students with Disabilities.
Our research, along with guidance from partners such as Career Opportunities for Students with Disabilities and the National Association of Colleges and Employers, resulted in a series of recommendations that colleges and universities can take right now. Chief among them, and it’s one that RIT is executing quite well, is better coordination and communication between each school’s career services and disability offices, which respectively have access to “disability-friendly” employers and job seekers with disabilities. It may seem simple, yet so few schools get this right. At RIT, students engaged in this new model of information sharing report excellent results, with all early participants obtaining employment.
A closer look at this issue reveals that, while as a nation, we have become increasingly proficient at creating employment opportunities for people with disabilities in entry-level positions, employers have yet to build a robust talent pipeline for professional positions. This is a particularly pressing problem for employers looking for candidates with STEM backgrounds. One would think our institutions of higher education would be the ideal place to fill up that pipeline.
However, most professional-level jobs require not only a college degree, but frequently up to five years of work experience. This is a Catch 22 for the majority of all college-educated jobseekers, not just jobseekers with disabilities. But what we’re learning is that these experience requirements may be overly restrictive and are inadvertently screening out graduates with disabilities that could perform well in professional jobs with the right training.
This was underscored in a new study from the Association of American Colleges and Universities, in which employers evaluated students in skill areas such as being innovative, solving complex problems and working with others. Employers did not rank college grads highly in those key categories. Yet, talk with a person who has navigated the streets in a wheelchair for ten years or dealt with the medical establishment on a daily basis, and you’ll find a job candidate who excels in all three areas. Employers should reexamine requirements that might be unnecessarily restrictive – particularly federal contractors who must now seek to satisfy new federal disability employment targets – and potentially gain new sources of inventive and resourceful talent.
This summer, our nation will celebrate the 25th anniversary of the ADA. We have taken tremendous strides forward in improving access to employment for people with disabilities. But if we cannot solve the issue of how to connect talented young people with disabilities to meaningful employment, we will have not only wasted an historic opportunity to close this seemingly intractable employment gap, but we will yet again be wasting the talents of people who have much to contribute and deserve the opportunity to participate in the American Dream.