For many people with disabilities, identifying themselves as such in the workplace evokes fear of discrimination and stigma. Self-Identification campaigns &ndash; typically referred to as Self-ID campaigns &ndash; are a great way for employers to prompt disability disclosure among their employees and continue to foster a culture of inclusion in the workplace.&nbsp;
Organizations planning to host a Self-ID campaign should provide multiple methods for collecting information from employees with disabilities. This can include allowing employees to self-identify anonymously, perhaps by sending out a general employee survey that includes the question, &ldquo;Do you have a disability?&rdquo; Some may use the U.S. Department of Labor&rsquo;s Office of Federal Contract Compliance Programs&rsquo; formal <a href="https://www.dol.gov/ofccp/regs/compliance/sec503/self_id_forms/selfidforms.htm" rel="noopener" target="_blank">Voluntary Self-Identification of Disability Form</a>, while others may have more public opportunities for employees to share personal stories about their disability-related experiences. Regardless of which method an employer uses, Self-ID campaigns have numerous benefits for both employees and employers. Here are our top 5:&nbsp; 
<ol>
<li>They can help employers measure their success in disability hiring.&nbsp;</li>
</ol>
<a href="https://www.dol.gov/agencies/ofccp/section-503" rel="noopener" target="_blank">Section 503</a> of the Rehabilitation Act of 1973 prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities and requires employers to take affirmative action to recruit, hire, promote, and retain these individuals. To continue to improve employment outcomes, employers must be able to measure their success in disability hiring, which means employees with disabilities must self-identify. However, it is always important to remember that compliance with regulations is only one reason to create an equitable workplace!&nbsp; 
<ol start="2">
<li> They push back against stigma.&nbsp;</li>
</ol>
There is a long history of the stigma that comes with having a disability. This can manifest as a fear of disability, the mindset of seeing disability as undesirable, or, most insidiously, as ableism&ndash; discrimination in favor of non-disabled people. By hosting and participating in a Self-ID campaign, employers and employees both seize the opportunity to show that disability is simply another form of diversity, much like gender and sexual orientation. A diverse workplace is a dynamic workplace.&nbsp; 
<ol start="3">
<li> It&rsquo;s good for business.&nbsp;</li>
</ol>
According to the <a href="https://www3.weforum.org/docs/WEF_NES_DEI4.0_Toolkit_2020.pdf" rel="noopener" target="_blank">World Economic Forum&rsquo;s 2020 Diversity, Equity, and Inclusion 4.0</a> toolkit, teams that have a diverse makeup are up to 36% more likely to outperform on profitability and have up to 20% higher rates of innovation. The bottom line is that diversity, which includes disability, outperforms homogeneity. Furthermore, it can be enormously beneficial for an organization&rsquo;s makeup to reflect the population they seek to market to.&nbsp; 
<ol start="4">
<li> They calm fears of disability discrimination at work.&nbsp;</li>
</ol>
One of the most common reasons employees choose not to disclose their disability is because they fear negative consequences in the workplace, such as discrimination. By taking a &ldquo;loud and proud&rdquo; stance on disability visibility, employers and employees alike show that they value disability and would not take negative action against a team member with a disability. Self-ID campaigns can take a variety of forms, ranging from anonymous surveys to putting a &ldquo;face&rdquo; to disability and featuring selected employees who self-identify as disabled.&nbsp; 
<ol start="5">
<li> They can be a catalyst for the creation of a vibrant Employee Resource Group (ERG).</li>
</ol>
People are naturally attracted to those they share similar experiences&ndash; the workplace is no exception. Learning about other team members' experiences and disabilities through a Self-ID campaign can be the catalyst for creating a disability-specific Employee Resource Group (ERG).&nbsp;
&nbsp;
There are numerous reasons to host a disability Self-ID campaign. While it&rsquo;s important to know the number of employees with disabilities an organization has, fostering more inclusive workplaces and creating better experiences for all employees is arguably more important.&nbsp;
 
&nbsp;
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Self-ID campaigns foster workplace inclusion, combat stigma, and improve disability hiring and business outcomes.

Five Ways Disability Self-ID Campaigns Benefit Workplace Culture | Getting Hired

Five Ways Disability Self-ID Campaigns Benefit Workplace Culture

November marks&nbsp;<a></a><a href="https://www.military.com/military-family-appreciation-month/president-proclaims-november-as-military-family-month.html" rel="noopener noreferrer" target="_blank">National Veterans and Military Families Month</a>, a time dedicated to honoring the significant contributions made by American service members, their families, and their loved ones. It&rsquo;s also a great time to assess progress and areas for improvement around veteran employment, including employment of veterans with disabilities.
According to the&nbsp;<a href="https://adata.org/factsheet/employment-data-veterans-disabilities" rel="noopener noreferrer" target="_blank">ADA National Network</a>, 29.6 percent of working age veterans (those 21 to 64) have a disability. In 2018, the unemployment rate of veterans with disabilities was 5.2 percent, compared to 3.5 percent for veterans without disabilities. While more and more organizations are working to increase employment opportunities for veterans with disabilities, many employers still express concern about hiring and retaining veterans with disabilities.
One&nbsp;<a href="https://cdn2.hubspot.net/hubfs/5057002/GettingHired_November2019/Pdfs/Beyond%20Yellow%20Ribbons%20JVR.pdf" rel="noopener noreferrer" target="_blank">survey</a>&nbsp;determined that when it comes to supporting veterans with disabilities, employers:
<ul>
<li>Struggle with accommodating veterans with the signature disabilities of PTSD, TBI and depression.</li>
<li>Are confused about resources related to recruiting or accommodating veterans with disabilities and therefore are not using these effectively.</li>
<li>Do not understand the disability disclosure rights of veterans with disabilities.</li>
</ul>
Service-connected vs. non-service-connected disability employment rates
There are not only disparities between the unemployment rates of veterans with disabilities compared to those without disabilities, but there is also a distinct difference in the&nbsp;<a href="https://cdn2.hubspot.net/hubfs/5057002/GettingHired_November2019/Pdfs/vet.pdf" rel="noopener noreferrer" target="_blank">employment rates</a>&nbsp;of veterans with and without service-connected disabilities. Of working-age veterans with disabilities, 10.5 percent have non-service-connected disabilities. However,&nbsp;<a href="https://adata.org/factsheet/employment-data-veterans-disabilities" rel="noopener noreferrer" target="_blank">69 percent</a>&nbsp;of veterans with a service-connected disability are employed, while only 37 percent of veterans who report having a non-service-connected disability are employed.
What&rsquo;s the difference between a service-connected and non-service-connected disability?
Service-connected disabilities&nbsp;are defined as injuries or illnesses that are incurred in or aggravated by active military service. Examples include post-traumatic stress disorder (PTSD), traumatic brain injury (TBI), and depression. A non-service-connected disability is any injury or illness that was not acquired as a result of active military service. For example, a veteran who acquires diabetes or has a stroke at some point after active military service could be considered one with a non-service-connected disability.
When it comes to employment, veterans whose disabilities are acquired or aggravated during active military service prove more likely to obtain jobs than veterans who have non-service-connected disabilities.
Why is the employment rate higher for veterans with service-connected disabilities than those without?
There are two likely reasons that veterans with service-connected disabilities experience higher employment rates:
<ol>
<li>Higher prevalence of organizations focused on hiring veterans with service-connected disabilities&nbsp;&ndash; Today, many organizations have&nbsp;<a href="https://www.va.gov/careers-employment/" rel="noopener noreferrer" target="_blank">hiring programs</a>&nbsp;and initiatives designed to help veterans with service-connected disabilities find and retain employment. Veterans without service-connected disabilities can often be overlooked in these programs. Instead, they must rely on non-profit organizations that provide a wider scope than assisting with finding employment. This means they can get lost in the pipeline of competing priorities and services.</li>
<li>Greater incentives for hiring veterans with service-connected disabilities&nbsp;&ndash; Employers who hire and accommodate veterans with service-connected disabilities can receive tax incentives under the&nbsp;<a href="https://www.irs.gov/businesses/small-businesses-self-employed/work-opportunity-tax-credit" rel="noopener noreferrer" target="_blank">Work Opportunity Tax Credit</a>&nbsp;(WOTC) program. Employers can receive tax credits when they hire veterans who have completed or are receiving rehabilitative services through the state or the Department of Veterans Affairs (VA). They can also receive credits for hiring veterans who are members of families who are receiving or recently received food stamps.</li>
</ol>
Hiring and supporting veterans with disabilities
Employers that focus on hiring and supporting veterans with disabilities yield countless benefits, as veteran employees prove to be strong leaders, great under pressure, detail-oriented, and much more. For ideas on how to recruit and hire veterans, check out our webinar,&nbsp;<a href="https://www.youtube.com/watch?v=gF3PwT6hTz0" rel="noopener noreferrer" target="_blank">Top Challenges Veteran Employees and Jobseekers Face</a>.
Have more questions on recruiting and retaining veterans with disabilities? Contact the CareerCircle team at gettinghired@careercircle.com.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.&nbsp;

Discover insightful articles on building inclusive work environments and fostering diverse talent communities.

Veterans with Disabilities: An Employment Outlook

Balancing work and caregiving responsibilities can be challenging. Many&nbsp;<a href="https://www.caregiver.org/caregiver-statistics-work-and-caregiving" rel="noopener" target="_blank">informal caregivers</a>&nbsp;find themselves juggling doctor&rsquo;s appointments; supporting daily living activities such as bathing, dressing, and medications or organizing bills and other needs, while striving to maintain a career.
According to the&nbsp;<a href="https://www.caregiving.org/wp-content/uploads/2020/05/2015_CaregivingintheUS_Final-Report-June-4_WEB.pdf" rel="noopener" target="_blank">National Alliance for Caregiving and AARP</a>, approximately 43.5 million caregivers provide unpaid care to an adult or child within a 12-month period. As Baby Boomers continue to age and as the cost of senior living and in-home care grows, the need for informal caregivers will continue to increase.
Informal caregivers who are employed outside of their caregiving responsibilities have schedules, deadlines, and demands that can place unexpected strain on their emotions, focus, and energy.
Here are some helpful tips to help balance your career when you&rsquo;re a caregiver:
1. Prioritize your Physical and Emotional Health&nbsp;&ndash; Caregivers often don&rsquo;t realize they are susceptible to health-related issues, including high-blood pressure, anxiety, depression, and addiction. It is important to keep up with personal doctor&rsquo;s appointments and remain aware of any changes in physical feeling, in mood or overall mental health. You should not only make necessary appointments to maintain good physical health, but also reach out to mental heath professionals to care for your emotional wellbeing.
Supporting your emotional health can also include connecting with others who can empathize with your feelings. This can be done through community&nbsp;<a href="https://www.caregiver.org/support-groups" rel="noopener" target="_blank">support programs</a>&nbsp;or online caregiver groups and forums. These provide opportunities to exchange ideas and get support at any time of day.
2. Practice Self-Care&nbsp;&ndash; A caregiver&rsquo;s general tendency is to make sure everyone else is taken care of first. However, it&rsquo;s important to practice self-care to ensure you have the energy and mindset to function well at work and continue to care for others. Self-care includes maintaining a healthy diet, getting adequate rest, and doing some form of physical activity or exercise. It can also mean taking a lunch break or free moment to go outside for a walk or read a book.
3. Maintain Relationships/Support Network&nbsp;&ndash; Many working caregivers tend to neglect social activity or relationships, and even spend less time with other family members. Connecting with those you value and love helps you manage stress and responsibilities better. Additionally, some friends and family members may be willing to assist with caregiving tasks or household chores. This could even include stopping by to sit with your loved one while you complete other tasks or rest.
4. Talk to Your Employer&nbsp;&ndash; Having a direct conversation with your employer about your circumstances can be helpful for managing both work and home responsibilities. By sharing information about your needs, your employer is likely to be more understanding if/when unexpected circumstances arise that may cause you to arrive late or miss a deadline. They also may be able to help you consider support resources that you were not aware of. Ultimately, it is important to make sure your employer knows that work is still one of your main priorities. This will help them support you as needed.
5. Review Employer Benefits/FMLA&nbsp;&ndash; Many employers offer benefits packages that include a variety of resources and services to support caregivers. These include&nbsp;<a href="https://www.opm.gov/faqs/QA.aspx?fid=4313c618-a96e-4c8e-b078-1f76912a10d9&amp;pid=2c2b1e5b-6ff1-4940-b478-34039a1e1174" rel="noopener" target="_blank">Employee Assistance Programs (EAPs)</a>&nbsp;that provide counseling, eldercare referral services, and more. Some employers have flexible leave policies that allow employees to use sick leave to care for others or to share leave, which allows employees to donate unused leave time to other employees.
The&nbsp;<a href="https://www.dol.gov/agencies/whd/fmla" rel="noopener" target="_blank">Family and Medical Leave Act (FMLA)</a>&nbsp;provides another option for caregivers to consider, as it gives eligible employees 12 weeks per year of unpaid leave. This can be used to care for a sick family member.
6. Consider Flexible Work Options&nbsp;&ndash; Many employers are embracing flexible work options as an effective means of productivity for all employees. These can be especially helpful for informal caregivers, as flexible work options can include having flexible work or telework hours. For example, a caregiver may request to work from 10 a.m. to 6 p.m. to be available for early morning doctor&rsquo;s appointments, or from 7 a.m. to 3 p.m. to be home in time to prepare for evening needs.
<a href="https://www.opm.gov/FAQs/QA.aspx?fid=b48bf83b-440c-4f1e-a88c-3cdc9d802ac8&amp;pid=75346675-3b92-4aec-831d-58cf5b0e86d2" rel="noopener" target="_blank">Teleworking</a>&nbsp;is also an effective way to balance work with caregiving responsibilities. By working from home or your loved one&rsquo;s home, you have greater ability to use break times or time that would be spent commuting to care for your loved one.
Other flexible work options include swapping shifts with other employees, coming in on traditional &ldquo;off-days,&rdquo; or working shorter hours on specific days.
7. Research Community Resources&nbsp;&ndash; In addition to gaining resource guidance from an employer, caregivers can also reach out to local agencies that can share a variety of ideas on programs and services to support you and your loved one. For example,&nbsp;<a href="https://eldercare.acl.gov/Public/Index.aspx" rel="noopener" target="_blank">local agencies on aging</a>&nbsp;can provide details on adult day centers, transportation options, and respite programs.&nbsp;Disability organizations, such as local&nbsp;<a href="https://www.ilru.org/projects/cil-net/cil-center-and-association-directory" rel="noopener" target="_blank">Centers for Independent Living (CILs)</a>&nbsp;can provide information on local activities, support groups, funding initiatives, accessible housing options, and much more.
8. Know Your Limits&nbsp;&ndash; It&rsquo;s very important for caregivers to identify their needs and set physical and emotional boundaries to help manage responsibilities and prioritize self-care. This includes determining what personal space and time you consistently need, the type of communication and interactions you have with others (including co-workers), and any other needs that will help you function at your best. From there, communicate these needs to others so that they can be supportive.
For more ideas on services, programs, and resources to support your needs as a caregiver, visit the&nbsp;<a href="https://www.caregiver.org/" rel="noopener" target="_blank">Family Caregiver Alliance</a>.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.

Balancing work and caregiving can be tough. Discover tips to manage both effectively and maintain your well-being.

Balancing Your Career When You're a Caregiver

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157 Articles

Five Ways Disability Self-ID Campaigns Benefit Workplace Culture

Veterans with Disabilities: An Employment Outlook

Balancing Your Career When You're a Caregiver

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