The Transition Program here at The Disability Network offers a comprehensive group of workshops focused on independent living and employability trainings for persons with disabilities. Below is a list of some of the topics we cover:
· Vocational Exploration
· Interview Preparation
· Ethics’ in the Workplace
· Conflict Resolution
· Empowerment Training
· On My Own
· Transportation Training
· Money Management
Here’s an excerpt from Vocational Exploration:
Knowing how to look for a job is a key skill. In this workshop you will learn various skills that will enable you to find the job of your dreams! You will also learn how to find out typical educational and experience requirements for just about any career field. We will also give you tips and tricks to make your application stand out from all the others as well as go over basic components of a professional resume.
To find out more information please contact Jessica at extension 305.
Michigan Rehabilitation Services: http://www.michigan.gov/lara/0,1607,7-154-25392---,00.html
Occupational Outlook Handbook: http://www.bls.gov/ooh/
ADA website by Department of Justice: http://www.ada.gov/
Michigan Works/Career Alliance: 810-233-5974 (Operator)
Michigan Works: 810-244-1100
Career Alliance: 810-234-9880
STRIVE (3-week long dealing with attitude & job readiness skills, assistance with job placement & follow-up): 810-232-5661
Michigan Rehabilitation Center: 810-760-2103
Work First: 810-233-5974
Office of Disability Employment Policy
The Office of Disability Employment Policy (ODEP) was authorized by Congress in the Department of Labor's FY 2001 appropriation. Recognizing the need for a national policy to ensure that people with disabilities are fully integrated into the 21st Century workforce, the Secretary of Labor delegated authority and assigned responsibility to the Assistant Secretary for Disability Employment Policy. ODEP is a sub-cabinet level policy agency in the Department of Labor.
ODEP Business Case for Hiring People with Disabilities
Hear what businesses have to say about the value of employees with disabilities.
Job Accommodation Network
The Job Accommodation Network, JAN can help you with making assistive technology accommodation decisions on your job or for your employees. The service is free and has an excellent reputation.
Michigan Talent Bank
Whether you are looking for a job or looking for employees, the Michigan Talent Bank is the place to be. If you are a job seeker, search more than 38,000 new job openings monthly and post your resume so more than 55,000 employers can find it. If you are an employer, sign up to search more than 600,000 resumes for the ideal candidate and post your jobs to let job seekers find you. Best of all, it’s free for all users.
Genesee Regional Chamber of Commerce
The Genesee Regional Chamber of Commerce is the voice of business and community advocacy in Genesee County. The Regional Chamber is over 100 years old, was established before the Michigan Chamber of Commerce and is a founding member of the United States Chamber of Commerce.
United States Equal Employment Opportunity Commission
The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. It is also illegal to discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
United States Department of Labor
US Department of Labor launches virtual Workplace Flexibility Toolkit during National Disability Employment Awareness Month.
Suggested Eight Steps to Hiring People with Disabilities
Organizational Readiness, Measurement, and Self-Disclosure: The eight leading practices discussed below represent the “best of the best practices” for improving employment outcomes for people with disabilities.
1. Develop leadership commitment: True leadership commitment requires leaders to establish the employment of people with disabilities as a clear priority, mobilize middle management, build a business case that resonates truth for the organization, place people with disabilities in leadership positions, aggressively communicate their commitment and actions inside and outside of their organizations, and, ideally, find their passion. Effective top leaders go well beyond winning external recognition and awards.
2. Assign responsibility: Put someone in charge of attracting, engaging, and advancing people with disabilities and ensure that person has the support and resources he or she needs to be successful. Hold that person accountable for achieving objectives.
3. Find a partner: To identify qualified employees with disabilities, find a partner in the placement business. State vocational rehabilitation agencies are a great place to start. Consider the character of the candidate along with their competence in hiring decisions.
4. Establish employee resource groups: Open employee resource group (ERG) membership to caregivers and allies. Identify a top executive with a passion for advancing people with disabilities or who is a passionate caregiver to chair or sponsor the group. Tightly define the purpose. Institute an ongoing state-of-the-company focus group composed of a cross-section of ERG members to bring the voice of the grassroots to the top. Create internal partnerships with business units and functions that target and realize revenues (or could) from customers with disabilities and their caregivers. Conduct workplace, product, and customer accessibility assessments. Get involved in recruiting. Foster career and leadership development.
5. Make managers accountable: Incorporate goals for attracting, engaging, and advancing people with disabilities into ever y managers’ and super visors’ performance plan. Then, support and manage them relentlessly to ensure they achieve their goals.
6. Measure for understanding and results: Include measures of people with disabilities and caregivers in the employee survey. Measure for results to determine strategic focus and results to define real, unvarnished outcomes. Design the survey to measure both performance and importance and then target high leverage areas that are high on importance and low on performance. Link the survey to a measure of employee engagement.
7. Make it safe to self-identify: Many people with disabilities are unidentified and most acquire their disability after being hired. Develop an organizational climate that makes it safe to disclose and provide solid reasons to disclose, such as flexible work options and access to accommodations, facilities, and technology.
8. Raise understanding and skill levels: Train all employees on etiquette and understanding. Drive out the fear of interacting with people with disabilities. Ensure managers are aware of their role in leveling the playing field, especially their role in eliminating unintended biases and micro -inequities; know how to interview objectively, how to be inclusive in word and deed, and what their role is in the accommodations process; and fully understand their accountabilities and legal responsibilities.