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DoD did not meet the 2-percent federal representation goal for PWTD

• DoD had a lower representation of PWTD than the non-DoD federal workforce, and this difference was not explained by workforce characteristics. However, for all persons with disabilities, levels of representation in DoD met or exceeded those in the non-DoD federal workforce, perhaps because of relatively high levels of DoD employment of veterans with disabilities.

Trends within the DoD civilian workforce show several barriers to representation for PWTD

• PWTD in DoD enter at a lower rate than they separate, are promoted at lower rates than other persons in high-promoting occupations, and are more represented in lower grades and less represented in higher grades.
• Potential challenges to the employment of PWTD include limited opportunities in certain occupations, issues with reasonable accommodations, and a lack of awareness about relevant hiring authorities among hiring managers.
• University representatives noted that students with disabilities sometimes lack confidence about obtaining employment and that students are not aware of DoD civilian job opportunities.

Survey responses indicated that incivility toward PWTD is uncommon in DoD, but a lack of information persists

• Respondents perceived that incivility toward PWTD is uncommon. However, only 17 percent of respondents correctly indicated that the employment goal for PWTD was 2 percent, supporting interview comments regarding limited awareness of this goal among hiring managers.
• Although respondents did not show a strong consensus on the impact of specific barriers, limited knowledge and lack of information were perceived as stronger barriers than, for example, negative attitudes toward PWTD.

Although a representative federal workforce is a strategic personnel priority in the U.S. Department of Defense (DoD), certain demographic groups have historically been underrepresented and may continue to face employment barriers. One such group includes persons with targeted disabilities (PWTD), who are the focus of this report. The federal workforce has a 2-percent representation goal for the employment of persons with specific disabilities or health conditions. Previous assessments have shown that DoD has not met the federal employment goal for PWTD.

To address this issue, RAND researchers sought to identify and address current employment barriers within DoD that PWTD may experience and recommend actions DoD can take to increase employment of PWTD in its civilian workforce. To do so, they analyzed personnel records and data on applicants and applications. They also interviewed representatives from colleges and universities, DoD and its components, and other federal agencies. Finally, they surveyed DoD hiring managers and supervisors on topics addressing the employment of PWTD.

The analyses demonstrated that DoD did not meet the 2-percent representation goal during the years for which we have data (2008–2013). In addition, DoD had a lower representation of PWTD than the non-DoD federal workforce, and this difference in PTWD representation was not explained by workforce characteristics. Interviewees indicated that students lack awareness of DoD civilian job opportunities. Survey results suggested that DoD employees tend to hold positive perceptions of PWTD. However, limited knowledge regarding disability employment goals, programs, and resources might be an employment barrier for PWTD.

• Chapter One

  Introduction

• Chapter Two

  Definition and Data on the Employment of Persons with Disabilities in the United States

• Chapter Three

  EEOC-Recommended Self-Assessment Involving Employment of PWTD

• Chapter Four

  Results of EEOC-Based Barrier Analysis of Targeted Disability Representation in DoD and Its Components

• Chapter Five

  Analysis of Disability Representation in DoD Agencies

• Chapter Six

  Analysis of Job Applicant Data and Representation of PWTD in DoD

• Chapter Seven

  Qualitative Assessment of Representation Gaps Among PWTD in the DoD Civilian Workforce: DoD Interviews

• Chapter Eight

  Qualitative Assessment of Representation Gaps Among PWTD in the DoD Civilian Workforce: Interviews with University Representatives

• Chapter Nine

  Review of the Content and Design of the Survey of PWTD

• Chapter Ten

  Results of the Survey of PWTD

• Chapter Eleven

  Conclusion and Recommendations