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One-Stop career centers and job seekers with disabilities: insights from Kansas

Journal of Rehabilitation, Oct-Dec, 2005 by Jean P. Hall, Kathy Parker

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Our study indicated needs in the disability community were not being met by the workforce system in Kansas. Persons with disabilities felt that they needed more services to find jobs than people without disabilities and did not feel that those services were available at the One-Stop center they visited. They were disappointed that staff at the Center did not discuss their disabilities with them nor were they encouraged to determine whether they were eligible for intensive services. The Kansas Workforce Network's goal of providing core services in a largely self-directed manner (Kansas Department of Human Resources, 2000) has been only partially realized. Individuals with disabilities who accessed One-Stop centers were told about computer job searches but were not given sufficient orientation for them to ascertain whether there were services for which they were qualified beyond basic job searches.

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Recommendations

The findings from this study lead us to make six recommendations for improving the accessibility and consumer orientation at One-Stop centers. Specific areas for improvement include staff knowledge about disabilities and disability etiquette, staff interactions with customers, physical and programmatic accessibility, and marketing both to consumers and employers.

First, we recommend that types of services available at One-Stops need to be made clearer to customers with disabilities. For this to happen, their staffs need to have more time to interact with individuals who come to the Center for job information. An effective way to increase interaction is through an orientation process to the Center. Orientation can be as easy as providing written materials outlining services of the Center and its partners--available in alternate formats--to all who enter. Captioned videos can also be used for orientation to the Center and the services available.

Next, we believe individuals who enter the One-Stops need to be made aware of auxiliary aids and services that are available and staff need to be able to set up equipment and software for individuals who are not able to do so for themselves. Partnering with local disability agencies such as centers for independent living or state assistive technology projects for staff training on aids and services would help One-Stop staff feel more confident in their use of these devices.

Third, we observed that most of our mystery customers and focus group members, especially those in larger suburban areas, were not familiar with the One-Stops. We reiterate recommendations made by Funaro and Dixon (2002) that state and local agencies representing people with disabilities and One-Stop operators and staff should work together to develop and implement effective outreach strategies. As pointed out by focus group members, outreach materials should specifically mention services that are available to job seekers with disabilities, be available in alternate formats, and include images of people with disabilities.

Fourth, it seems that although Center staff members are aware of labor market information for their local areas, they are less aware of the unemployment rate of people with disabilities. Our attention has been primarily on the job seeker and access to the services of the One-Stop system, however, it should be noted that if employers are not hiring people with disabilities then it doesn't matter if the person has access to services or not. Focus group members related many instances of discrimination in the job application and interview process. Outreach to employers regarding hiring individuals with disabilities is essential for the system to be successful in serving the needs of individuals with disabilities.

Health Care Industry

One-Stop career centers and job seekers with disabilities: insights from Kansas

Journal of Rehabilitation, Oct-Dec, 2005 by Jean P. Hall, Kathy Parker

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