This document summarizes the key findings of a survey conducted by SHRM in collaboration with Cornell University on organizational practices and policies related to retaining and advancing employees with disabilities. The survey found that over three-quarters of organizations have return-to-work programs, while around half encourage flexible work arrangements and see them as very effective. Disability networks and mentoring programs were also viewed as very effective by over half of organizations, though less common. Larger organizations, and public/non-profits were more likely than small/private companies to have certain supportive policies.

1. SHRM Survey Findings: Employing People With
Disabilities : Practices and Policies Related to
Retention and Advancement
In collaboration with and commissioned by Cornell University ILR
School Employment and Disability Institute
May 31, 2012
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012

2. Introduction
SHRM, in collaboration with and commissioned by the Cornell University ILR School Employment and Disability
Institute, conducted a survey of its members about organizational practices and policies related to employing
people with disabilities. Areas focused on in this survey research included:
 Part 1: Recruitment and Hiring (Released April 11, 2012)
 Part 2: Accessibility and Accommodation (Released May 17, 2012)
 Part 3: Retention and Advancement (Released May 31, 2012)
In addition, the survey explored metrics that organizations track for all employees as well as for employees with
disabilities, and potential barriers in the employment of and advancement of people with disabilities.
The data findings included in this document focus on Part 3 of the research: Practices and Policies Related to
Retention and Advancement.
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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3. Part 3:
Policies and Practices Related to
Retention and Advancement
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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4. Study Purpose, Partners and Funding
 Study Purpose: provide new knowledge about differences in HR practices in hiring,
retaining and advancing individuals with disabilities, and the relationship between
these practices and positive employment outcomes.
 Partners: SHRM, in collaboration with Cornell University.
 Funding: U.S. Department of Education, National Institute on Disability and
Rehabilitation Research grant to Cornell University, Rehabilitation Research and
Training Center on Employer Practices (Grant No. H133B040013).
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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5. Definitions
For this survey, we define a “person with a disability” as someone who has a
physical and/or mental impairment that substantially limits a major life activity. This
could include (but is not limited to) individuals with a physical disability, a chronic
health condition, a vision or hearing impairment, a mental health condition, or a
workplace injury or illness.
We define an “effective practice or policy” as one that leads to improved
recruitment, hiring, retention, engagement, workplace climate and/or advancement
of people with disabilities.
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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6. Key Findings
 What policies and practices related to retention and advancement for people with disabilities are
currently being implemented by organizations? More than three out of four (81%) organizations have
a return-to-work or disability management program for employees who are ill/injured or become
disabled. Over one-half (59%) of organizations encourage flexible work arrangements for all
employees (e.g., flextime, part-time, telecommuting). Approximately four out of 10 organizations
(42%) invite employees to confidentially disclose whether they have a disability (e.g., staff surveys).
 Among organizations that have implemented policies and practices related to retention and
advancement of employees with disabilities, which policies and practices were found to be very
effective? Over one-half (54%) of organizations indicate that disability-focused employee networks
(e.g., employee resource groups or affinity groups) were a very effective practice related to the
retention and advancement of employees with disabilities. Nearly one-half (49%) of organizations say
that having a return-to-work or disability management program for employees who are ill/injured or
become disabled is very effective. Encouraging flexible work arrangements for all employees
(e.g., flextime, part-time, telecommuting) was also found to be a very effective practice according to
nearly one-half (47%) of organizations.
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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7. Key Findings (Continued)
 Are some organizations more likely to have policies and practices related to retention and
advancement for people with disabilities depending on the organization’s staff size or sector?
Larger organizations are more likely to have polices and practices related to retention and
advancement of people with disabilities compared with smaller organizations. Publicly owned
for-profit organizations and nonprofit organizations are also more likely to have some of these
policies and practices in place compared with privately owned for-profit organizations.
 Which metrics do organizations specifically track for employees with disabilities?
Approximately one-third of organizations indicate tracking metrics related to employees with
disabilities. These metrics include data on accommodations (32%), the number of job applicants
with disabilities that were hired by organizations (29%) and the number of job applicants with
disabilities that applied for a position at the organization (23%).
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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8. Policies and Practices Related to Retention
and Advancement
Our organization…
Has a return-to-work or disability management program for
employees who are ill/injured or become disabled (n = 595) 81% 19%
Encourages flexible work arrangements for all employees 59% 41%
(e.g., flextime, part-time, telecommuting) (n = 599)
Employees are invited to confidentially disclose whether they 42% 58%
have a disability (e.g., staff surveys) (n = 580)
Has a structured mentoring program to support employees 18% 82%
with disabilities (n = 578)
Yes No
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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9. Policies and Practices Related to Retention
and Advancement (Continued)
Our organization…
Offers special career planning and development tools for
employees with disabilities (n = 572) 17% 83%
Has a disability-focused employee network (e.g., an
employee resource group or affinity group) (n = 581) 14% 86%
Has explicit organizational goals related to retention and
advancement of employees with disabilities (n = 543) 13% 87%
Includes progress toward retention and advancement goals 91%
9%
for employees with disabilities in the performance appraisals
of senior management (n = 542)
Yes No
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
9

10. Effectiveness of Policies and Practices
Very Somewhat Not Effectiveness
Our organization… Effective Effective Effective Not Known
Has a disability-focused employee network (e.g., an
54% 20% 3% 23%
employee resource group or affinity group) (n = 79)
Has a return to work or disability management
program for employees who are ill/injured or 49% 36% 1% 14%
become disabled (n = 479)
Encourages flexible work arrangements for all
employees (e.g., flextime, part-time, telecommuting) 47% 37% 3% 13%
(n = 356)
Has a structured mentoring program to support
47% 31% 3% 19%
employees with disabilities (n = 103)
Note: Respondents who answered that a policy or practice related to retention and advancement was “not in place,” “in development / under review” or “don’t
know” were excluded from this analysis.
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
10

11. Effectiveness of Policies and Practices
(Continued)
Very Somewhat Not Effectiveness
Our organization… Effective Effective Effective Not Known
Offers special career planning and development
46% 31% 3% 20%
tools for employees with disabilities (n = 96)
Has explicit organizational goals related to retention
and advancement of employees with disabilities 40% 30% 1% 29%
(n = 73)
Includes progress toward retention and
advancement goals for employees with disabilities in
39% 24% 0% 37%
the performance appraisals of senior management
(n = 49)
Employees are invited to confidentially disclose
whether they have a disability (e.g., staff surveys) 36% 37% 2% 25%
(n = 242)
Note: Respondents who answered that a policy or practice related to retention and advancement was “not in place,” “in development / under review” or “don’t
know” were excluded from this analysis.
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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12. Comparison by
Organization Sector
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
12

13. Definition of Sectors
 Publicly owned for-profit organization is a limited liability company that offers its
securities (stock/shares, bonds/loans, etc.) for sale to the general public, typically
through a stock exchange or through market makers operating in over the counter
markets. This is separate and distinct from a government-owned corporation, which
might be described as a publicly owned company.
 Privately owned for-profit organization is a business company owned either by
nongovernmental organizations or by a relatively small number of shareholders or
company members. This organization does not offer or trade its company stock
(shares) to the general public on the stock market exchanges, but rather the
company's stock is offered, owned and traded or exchanged privately. Less ambiguous
terms for a privately held company are unquoted company and unlisted company.
 Nonprofit organization is neither a legal nor a technical definition, but it generally
refers to an organization that uses surplus revenues to achieve its goals rather than to
distribute them as profit or dividends. States in the U.S. defer to the IRS designation
conferred under United States Internal Revenue Code Section 501(c) when the IRS
deems an organization eligible. A nonprofit organization may or may not have
shareholders.
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
13

14. Comparison by Organization Sector
Our organization…
has a return-to-work or disability management program for employees who are ill/injured or become disabled
Organization sector Differences based on organization sector
Privately owned for-profits (78%) Publicly owned for- privately owned for-
Publicly owned for-profits (89%) >
Nonprofits (69%) profits profits, nonprofits
employees are invited to confidentially disclose whether they have a disability (e.g., staff surveys)
Organization sector Differences based on organization sector
Privately owned for-profits (38%) Publicly owned for- privately owned for-
Publicly owned for-profits (52%) >
Nonprofits (35%) profits profits, nonprofits
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
Only statistically significant differences are shown.
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
14

15. Comparison by Organization Sector
(Continued)
Our organization…
has a structured mentoring program to support employees with disabilities
Organization sector Differences based on organization sector
Publicly owned for-profits (23%) Publicly owned for- privately owned for-
Privately owned for-profits (14%) >
Nonprofits (29%) profits, nonprofits profits
offers special career planning and development tools for employees with disabilities
Organization sector Differences based on organization sector
Publicly owned for-profits (21%) Publicly owned for- privately owned for-
Privately owned for-profits (11%) >
Nonprofits (31%) profits, nonprofits profits
has disability-focused employee network (e.g., an employee resource group or affinity group)
Organization sector Differences based on organization sector
Publicly owned for-profits (19%) Publicly owned for- privately owned for-
Privately owned for-profits (10%) >
Nonprofits (21%) profits, nonprofits profits
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
Only statistically significant differences are shown.
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
15

16. Comparison by Organization Sector
(Continued)
Our organization…
has explicit organizational goals related to retention and advancement of employees with disabilities
Organization sector Differences based on organization sector
Publicly owned for-profits (21%) Publicly owned for- privately owned for-
Privately owned for-profits (8%) >
Nonprofits (21%) profits, nonprofits profits
includes progress toward retention and advancement goals for employees with disabilities in the performance
appraisals of senior management
Organization sector Differences based on organization sector
Publicly owned for-profits (13%) Publicly owned for- privately owned for-
Privately owned for-profits (5%) >
Nonprofits (18%) profits, nonprofits profits
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
Only statistically significant differences are shown.
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
16

17. Comparison by
Organization Staff Size
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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18. Comparison by Organization Staff Size
Our organization…
has a return-to-work or disability management program for employees who are ill/injured or become disabled
Smaller organizations Larger organizations Differences based on organization staff size
1 to 99 employees (72%)
2,500 to 24,999 employees (92%) Larger organizations > smaller organizations
100 to 499 employees (79%)
has a disability-focused employee network (e.g., employee resource group or affinity group)
Smaller organizations Larger organizations Differences based on organization staff size
1 to 99 employees (8%)
25,000 or more employees (32%) Larger organizations > smaller organizations
100 to 499 employees (11%)
employees are invited to confidentially disclose whether they have a disability (e.g., staff surveys)
Smaller organizations Larger organizations Differences based on organization staff size
1 to 99 employees (33%)
25,000 or more employees (69%) Larger organizations > smaller organizations
100 to 499 employees (35%)
Note: Respondents who answered “don’t know” and “in development/under review" were excluded from this analysis.
Only statistically significant differences are shown.
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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19. Barriers for Employment and Advancement
of People with Disabilities
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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20. Barriers Organizations Experience in Employing
and Advancing People with Disabilities
Supervisor knowledge of which 23%
accommodations to make
Cost of accommodations 18%
Attitudes/stereotypes 16%
Productivity and performance of people 12%
with disabilities
Attendance of people with disabilities 9%
Additional cost of supervision 9%
Other 5% (n = 656)
Note: Total does not equal 100% due to multiple responses
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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21. Employee Metrics
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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22. Metrics Organizations Track for Employees
with Disabilities
Data on accommodations (e.g., types and/or 32%
costs)
Grievances from employees with disabilities 16%
Turnover rate for employees with disabilities 11%
Involvement of employees with disabilities in 7%
employee resource groups/affinity groups
Engagement survey results for employees
with disabilities
6%
Other 2% (n = 659)
Note: Total does not equal 100% due to multiple responses
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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23. Metrics Organizations Track for Disability vs.
Other Protected Groups
29%
Number of hires 64%
23%
Number of job applicants 59%
18%
Retention and advancement 45%
13%
Compensation equity 40%
(n = 659)
By disability status By gender or racial/ethnic background
Note: Total does not equal 100% due to multiple responses
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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24. Demographics: Organization Industry
Percentage of
Industry
Respondents
Manufacturing 26%
Finance and insurance 12%
Professional, scientific and technical services 12%
Retail trade 12%
Wholesale trade 9%
Transportation and warehousing 8%
Accommodation and food services 7%
Entertainment and recreation 5%
Information 5%
Utilities 5%
Construction 4%
Educational services 4%
Note: n = 637. Total does not equal 100% due to multiple response options .
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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25. Demographics: Organization Industry
(Continued)
Percentage of
Industry
Respondents
Health care and social assistance 4%
Religious, grantmaking, civic, professional and similar organizations 4%
Repair and maintenance 4%
Real estate and rental and leasing 3%
Administrative and support and waste management and
2%
remediation services
Management of companies and enterprises 2%
Public administration 2%
Agriculture, forestry, fishing and hunting 1%
Mining 1%
Personal and laundry services 1%
Other 8%
Note: n = 637. Total does not equal 100% due to multiple response options .
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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26. Demographics: Respondents by Organization
Sector
Privately owned for-profit organization 56%
Publicly owned for-profit organization 28%
Nonprofit organization 14%
Other 3%
Note: n = 611. Total does not equal 100% due to rounding.
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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27. Demographics: Respondents by Organization
Staff Size
1 to 99 employees 23%
100 to 499 employees 28%
500 to 2,499 employees 24%
2,500 to 24,999 employees 18%
25,000 or more employees 7%
n = 627
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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28. Demographics: Other
Does your organization have U.S.-based Is your organization a single-unit or a multi-unit
operations (business units) only or does it organization?
operate multinationally? Multi-unit organization: An organization
80%
U.S.-based operations only 60% that has more than one location
Single-unit organization: An organization in
Multinational operations 40% which the location and the organization are 20%
n = 617 one and the same
n = 635
What is the HR department/function for For multi-unit organizations, are HR policies and
which you responded throughout this practices determined by the multi-unit corporate
survey? headquarters, by each work location or both?
Multi-unit headquarters determines HR
Corporate (companywide) 57% 51%
policies and practices
Facility/location 26% A combination of both the work location
and the multi-unit headquarters 46%
Business unit/division 17% determine HR policies and practices
n = 519
Each work location determines HR
3%
policies and practices
n = 516
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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29. Further Information Available
 SHRM® Disability Employment Resource Page
www.shrm.org/disabilityemployment
 HR Tips
www.hrtips.org
 Employer Assistance and Resource Network (EARN)
www.askEARN.org
 Job Accommodation Network (JAN)
http://askjan.org
 National ADA Network
www.adata.org
 Cornell Employment and Disability Institute publications online
http://digitalcommons.ilr.cornell.edu
 Employment and Disability Institute at Cornell University
www.ilr.cornell.edu/edi
 U.S. Disability Status Report
www.disabilitystatistics.org
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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30. Survey Methodology:
 Response rate = 23%
 662 HR professional respondents from a randomly selected sample of SHRM’s
membership.
 A series of e-mail reminders along with a call campaign were used to encourage
survey participation.
 Margin of error is +/-3%.
 Survey fielded October 19-December 15, 2011.
• For more survey/poll findings, visit www.shrm.org/surveys
• For more information about SHRM’s Customized Research Services, visit www.shrm.org/customizedresearch
• Follow us on Twitter: http://twitter.com/SHRM_Research
SHRM Survey Findings: Employing People with Disabilities - Practices and Policies Related to Retention and Advancement for Employees With Disabilities.
In collaboration with and commissioned by Cornell University ILR Employment and Disability Institute ©SHRM 2012
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