Employer Seminar Series Spotlight

RETAIN Employer Seminar Series Explores How Companies Can Improve Workforce Stability Through Child Care Support

March Series Spotlight

RETAIN’s March Employer Seminar Series turned its focus to a workforce barrier that touches nearly every sector: child care. Companies across the country lose an estimated $4.4 billion annually due to child care-related absences. In Kentucky, 56% of the workforce are parents, 38% of whom have young children, making child care access a driving force in the state’s economy. Over the past decade, Kentucky has lost 5,540 child care workers, representing a staggering 43% decrease in Kentucky’s child care workforce. As a result, half of Kentucky’s children now reside in child care deserts.

Kate Dean, director of community-based partnerships for Child Care Aware of Kentucky, and Bethany Davis, director of data evaluation and impact, highlighted strategies employers can use to support employees with young children and improve morale, while also reducing workplace disruptions stemming from child care challenges. They stress that the child care sector underpins the success of every other industry, and employers are increasingly feeling ripple effects in the form of increased absenteeism, decreased productivity and higher turnover.

Child Care Aware of Kentucky is a statewide regional network providing Child Care Resource and Referral (CCR&R) services supporting access to quality, affordable child care for families in each of Kentucky’s 120 counties. It also works to bolster Kentucky’s child care workforce, supporting early education and child care providers through coaching, online learning and professional development. The organization partners with Kentucky businesses to conduct needs assessments and analyze local child care data to develop customized support and recommendations for working parents. Dean emphasized that embedding these conversations around child care needs into employee onboarding, engagement surveys and staff check-ins can open the door for more responsive policies.

Dean and Davis spotlighted Child Care Aware’s Employer Toolkit as a great starting point for employers and community and business leaders. This key resource takes employers through easy-to-use materials, sample communication tools and ideas for benefits integration. They mention employers can start by sharing referral info to programs like Kentucky’s Child Care Assistance Program during onboarding, adding a flyer to the break room, or supporting non-traditional work hours. Employers that are able to provide further support can go big with child care subsidies or partnerships through programs like the Employee Child Care Assistance Partnership. This state program enables employers to contribute toward employees’ child care expenses, with matching support from the employee and Kentucky’s Cabinet for Health and Family Services.

The seminar also featured several Kentucky-based employer success stories. CVG Airport’s “CVG Cares” initiative helps staff manage care costs through a flexible dependent care match. In Christian County, a local school district collaborated with nearby employers to convert a vacant building wing into an on-site child care center. And in Western Kentucky, a consortium of businesses is jointly funding a child care center in exchange for guaranteed enrollment slots for its employees. These efforts show that no one-size-fits-all solution exists; but with the right partnerships, businesses of all sizes can yield real results.

Child Care Aware of Kentucky is ready to support employers in building a stronger, more stable workforce. “When child care is one less thing people have to worry about, they’re more successful—both at home and at work,” Wickert added. They invited viewers to consider that investing in employees’ families isn’t just good policy, it’s good business. If you’re looking to take a proactive role in boosting workplace morale, recruitment, retention and productivity, reach out to Child Care Aware to explore innovative child care solutions that work for your business.

Watch the full episode on the RETAIN Kentucky media page.

RETAIN Kentucky is funded by the U.S. Department of Labor and the Social Security Administration under a grant award of $21,600,000 to the Kentucky Office of Employment and Training that will be incrementally provided. One hundred percent of grant funding is from U.S. federal funds. This document does not necessarily reflect the views or policies of the U.S. Department of Labor or the Social Security Administration, nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. government. 

RETAIN Employer Seminar Series Showcases Employer Resources to Promote Stay-at-Work/Return-to-Work (SAW/RTW)

February Series Spotlight

Exploring and navigating the world of workforce retention and re-entry strategies can be intimidating for employers, as they often want to support their workforce but aren’t always sure where to start. RETAIN’s February Employer Seminar Series highlighted a robust collection of national and state-level tools — from tax credits to assistive technology — that employers can use to promote workplace success for individuals facing injury, illness, or disability. These resources are well established and not only help employers navigate SAW/RTW practices but also offer scalable solutions to broader workplace challenges, including recruitment, retention, and workplace culture. RETAIN Kentucky’s Elizabeth Thompson and Kimberly Wickert emphasized that employers don’t have to reinvent the wheel to invest in their biggest asset – their employees.

The session introduced several resources, starting with the Employer Assistance and Resource Network (EARN), which supports employers seeking to recruit, hire, retain and advance individuals with disabilities. EARN offers a wide range of tools, including step-by-step guidance for implementing and evaluating Employee Resource Groups—a workplace strategy in place at 90% of Fortune 500 companies. Thompson also highlighted EARN’s Disability@Work Framework, a self-paced training series that can be used in company onboarding or continuing education to reinforce positive workplace culture.

Thompson and Wickert also introduced Job Accommodation Network (JAN), a standout resource offering free, personalized guidance to both employers and employees around job accommodations and disability employment solutions. Its library of live and self-paced training, Practical Guide to Employee Accommodations, direct technical assistance and Situations and Solutions Finder provides straightforward advice rooted in legal and real-world experience.

Wickert also discussed the benefit of assistive technology in sustaining independent living and workforce participation for people facing injury or disability. She highlighted Kentucky’s Assistive Technology Services (KATS) Network, which connects individuals with a statewide assistive technology program of 18 lending libraries with devices that can be borrowed or bought at little to no cost. KATS provides demonstrations and allows individuals to test assistive technology, ensuring it supports their needs before committing to it.

Beyond assistive devices, the speakers addressed broader challenges related to social determinant issues that often present barriers in an employee’s journey back to work. Thompson pointed to Kynect, a state benefits program, as a valuable entry point for assistance with social and economic challenges. They added that oftentimes, when essential needs aren’t met — such as health care or housing security — this makes it difficult to prioritize success at work. Thompson encouraged employers to direct employees to platforms like Kynect as a starting point for getting connected with needed support. On the business side, they noted that Kentucky offers several programs designed to support employers who utilize second chance hiring strategies. These include access to business grants, the Work Opportunity Tax Credit, and tools for employee training, underscoring that workforce investment can be both a value-driven and economically-strategic decision.

In the same vein, United Way’s 211 service was emphasized as a widely accessible option that connects people to a wide array of services, including housing and utility assistance, transportation, mental health support, legal aid and more. In 2023 alone, 211 received over 15 million requests for help. Thompson believes that number could grow significantly if more people were aware of the service.

The speakers also discussed a range of tools from the Human Development Institute (HDI) aimed at helping employers support disability inclusion across the lifespan. With over 180 products and 40 projects, including the Center for Assistive Technology Services (CATS) and the Kentucky Disability Resource Guide, HDI is a key Kentucky-based hub for disability employment training, technical assistance and research.

The key message from the session: Employers don’t need to start from scratch. “These tools exist so that employers don’t have to start at zero,” Thompson said. “They can start from experience.” By utilizing these expert resources, employers can strengthen their approach to workplace disability inclusion, while supporting the long-term success of their workforce through improved retention and workplace culture.

Resource Summary:

Watch the full episode on the RETAIN Kentucky media page.

RETAIN Kentucky Presents: Leveraging Trauma Informed Leadership to Support Workplace Wellness

January Series Spotlight

Poor mental health doesn’t just affect the individual; it also takes a toll on the workforce, influencing employee performance, engagement and overall well-being. Between August and September 2024, one in four Kentuckians reported symptoms of depression or anxiety.

For many, these struggles are rooted in past experiences and trauma, which can shape how individuals navigate their personal and professional lives. Despite this, the impact of trauma on employee well-being and performance is often overlooked. By cultivating psychological safety in the workplace, employers can create an environment where employees feel supported and valued, which can in turn lead to higher rates of productivity, engagement and retention.

In the January installment of RETAIN Kentucky’s Employer Seminar Series, Kellie Burke, an expert in trauma-informed leadership, shared how adopting a trauma-informed approach can strengthen workplace culture, build trust and improve employee performance.

Trauma is commonly defined as a deeply distressing or disturbing experience that can have lasting effects on an individual’s emotional, social and physical well-being. A Centers for Disease Control and Prevention study on adverse childhood experiences, or ACEs, revealed a strong link between early trauma and its long-term effects on behavior into adulthood, including in the workplace.

While trauma may not always be visible, it can manifest in ways that impact performance, such as heightened anxiety, difficulty adapting to change or increased self-criticism. Burke emphasized that recognizing and responding to these patterns — without needing to know the specifics of an employee’s experiences — can help employers minimize these effects and tailor their communication style to create a more supportive and effective workplace.

Trauma-informed leadership acknowledges the impact of trauma on employees and integrates strategies to foster psychological safety in the workplace. She explained that focusing on predictability, transparency, empathy and respect can cultivate a culture that supports both individual well-being and organizational success. Burke highlighted several key benefits of trauma-informed leadership, including increased trust between employees and leadership, reduced turnover and greater overall productivity.

Burke outlined several ways employers can apply trauma-informed leadership principles in daily operations, including:

Routines: Hold regular meetings, stay engaged in conversations and explain the reasoning behind decisions.

Relationships: Build rapport, seek employee input and express gratitude.

Rituals: Check in with employees, encourage open dialogue and foster a culture of curiosity.

Regulation: Approach challenges with understanding, manage effective team discussions and model appropriate vulnerability.

Additionally, leaders can use simple, but impactful questions to support employees, such as: “What does support look like for you right now?” By replacing assumptions with curiosity, Burke encourages a shift from the traditional golden rule to a more personalized approach: “Treat others how they want to be treated, rather than how you want to be treated.”

In responding with consideration, curiosity and compassionate accountability, employers can create a positive ripple effect, building resilience and understanding, and ultimately benefiting both employees and the organization as a whole. By incorporating trauma-informed leadership practices, businesses can create workplaces where employees feel supported and empowered to succeed. To learn more about implementing these strategies in your organization, watch the full discussion on the RETAIN Kentucky media page.

Want to learn more? Explore our “Mental Health Resource Guide for Employers and Policymakers” a comprehensive collection of resources and best practices designed to help employers create mentally healthy workplaces and develop supportive policies. You can also explore our past Employer Seminar Series episodes covering similar topics:

Creating Trauma Responsive Workplaces

Well-Being in the Workplace

COVID-19 Fatigue and Mental Wellness in the Workplace

RETAIN Kentucky Presents: Recruiting Skilled Workers Through Coalition Forward Kentucky

December Series Spotlight

Are you looking to improve employee retention and close skills gaps in your organization with dedicated, qualified workers? Coalition Forward Kentucky offers a strategic hiring solution for employers seeking qualified workers.

In the December installment of RETAIN Kentucky’s Employer Seminar Series, Coalition Forward Kentucky’s Executive Director Kitty Zachary and Outreach Coordinator Susan Brown shared how employers can connect with a skilled workforce through the coalition’s extensive statewide network. Since 2012, the coalition has helped bridge the gap between employers and job seekers, providing invaluable support to both sides of the hiring equation.

The coalition is an alliance — a collaborative network where businesses, service providers, job coaches and employees work together to expand employment opportunities across Kentucky. Zachary emphasized that the coalition isn’t just about any one group, but a community-driven effort to expand employment opportunities for Kentuckians.

The coalition is actively expanding its statewide network, which includes five regional coalitions. Each provides local forums for employers and community partners to share best practices, ask questions and explore employment solutions. With the support of Vocational Rehabilitation (VR) counselors, service providers and job coaches, the program works directly with businesses to fill open positions and guide them through the hiring process. Through these partnerships, employers also gain access to:

OVR training programs on disability awareness, workplace accommodations and universal design principles.

Guidance on ADA compliance and support in navigating tax incentives for hiring workers with disabilities.

Recruitment events, including monthly meetings, employer showcases and career fairs that directly connect businesses with hundreds of job seekers.

The UPS Transitional Learning Center was a notable initiative highlighted by Zachary. Developed in partnership with the coalition, this program offers paid pre-employment training with an embedded job coach — a model that has led to hundreds of placements over the past decade.

Zachary encourages businesses to take the first step by attending one of the monthly meetings to present their hiring needs. After that, the coalition does the heavy lifting. A partnership with the coalition connects employers with a motivated, skilled workforce while allowing both employers and job seekers with disabilities to achieve their mutual career goals. The coalition’s outreach extends to all sectors, making it easier for businesses to navigate the recruitment process and foster meaningful employment opportunities.

To learn more about how your company can benefit from a partnership with Coalition Forward Kentucky, or for information on upcoming meetings, visit their website and access resources for employers, job seekers and service providers. Want to stay updated? Contact them at coalition.office@coalitionfwd.com to be added to their email distribution list.

Watch the full episode on the RETAIN Kentucky media page.

Language Matters: Lessons from RETAIN Kentucky’s Employer Seminar Series

November Series Spotlight

Language shapes the way we view the world and interact with one another. For employers, it is an important tool in building respectful relationships and mutual understanding with employees, including those with disabilities. This was a key theme of the latest installment of RETAIN Kentucky’s Employer Seminar Series, where experts Bev Harp and Laura Butler from the University of Kentucky’s Human Development Institute (HDI) explored the power of language in creating welcoming work environments.

Harp and Butler explored how language, particularly the words employers and colleagues use when discussing disability, can influence workplace culture, relationships and individual experiences. At the heart of the conversation was a core understanding: the words we choose matter.

Harp highlighted the importance of using language thoughtfully, noting that selecting words with care demonstrates respect and creates trust, particularly in the context of disability. For instance, understanding and respecting personal preferences, such as whether someone identifies with person-first or identity-first language is critical. Butler adds that using a person’s preferred terminology can strengthen workplace relationships and set a positive example for others, creating a ripple effect within the workplace.

The session also explored the nuances of person-first and identity-first language, distinguishing between the two perspectives and their evolution within the disability community.

Person-first language emphasizes the individual, framing disability as just one aspect of who they are, i.e. “a person with Down syndrome.”

Identity-first language—favored by many in the autistic, deaf, and blind communities—acknowledges disability as a central and valued part of one’s identity, i.e. “an autistic person.”

Harp explained that both approaches have merit, and preferences vary widely, even among people with similar experiences.

The speakers also addressed problematic language, identifying terms that can unintentionally stigmatize or misrepresent people with disabilities. Harp said euphemisms like “special needs” or overly medicalized terms like “symptoms” may not align with how individuals view themselves or their experiences. Instead, adopting straightforward, plain language, such as “disabled” or “characteristic” can more accurately reflect people’s realities while also challenging societal biases.

Additionally, they offered advice for handling errors in language use. Harp encouraged people to accept corrections with humility and move forward without dwelling on the topic. Butler suggested taking the opportunity to examine the assumptions behind the mistake, using it as a moment for meaningful learning and growth.

Employers and professionals interested in cultivating a welcoming workplace through inclusive language and work culture can benefit from engaging with experts like Harp and Butler. Their insights underscore the importance of listening, adapting and evolving to better meet the needs of employees. For additional guidance, they encourage employers to connect with organizations like HDI, for support, guidance and training.

Don’t forget to tune into November’s episode if you want more detail or information on this topic! If you have any further questions, you can contact Bev or Laura directly at baharp2@uky.edu or laura.smith2@uky.edu

RETAIN’s Employer Seminar Series Explores Employer Strategies to Engage, Include and Amplify Employees with Disabilities

October Series Spotlight

In Kentucky, 34% of the population lives with a disability, yet barriers often limit their access to meaningful employment. During RETAIN’s October Employer Seminar Series, Katie Wolf Whaley, Employment First Kentucky Council Chair, emphasized the need to shift perspectives: “Disability isn’t an outcome; it’s a demographic.”

Whaley sought to challenge employers to rethink how they engage with the workforce. Whaley emphasized that by embracing accessibility and expanding the pool of applicants to include employees with disabilities, Kentucky’s workforce can lead the way in bridging the employment gap and creating a thriving, innovative workforce. An Employment First-approach benefits more than just people with disabilities, Whaley said, and encourages employers to look at new ways to grow and engage their workforce.

Whaley highlighted the principles behind Employment First, a legislative initiative prioritizing competitive integrated employment for Kentuckians with disabilities. Signed into law in March 2022, the policy aims to ensure people with disabilities have the resources they need to succeed in the workforce. Whaley said there are many ways to support people with disabilities at work, but the bigger challenge is changing people’s perceptions of what those with disabilities can do. The answer, she said, centered on raising awareness and getting information and resources out to employers, which led to a partnership between Kentucky Employment First and RETAIN Kentucky. She also underscored the benefits of an accessible, supportive workforce—not only for employees but also for employers, taxpayers, communities and families.

Her session explored three core principles of action:

Engage: Actively recruiting employees with disabilities begins with considering where company job postings are shared and ensuring hiring processes are accessible, such as using screen reader-friendly platforms and inclusive job descriptions. Whaley highlighted the importance of partnering with organizations like Kentucky’s Office of Vocational Rehabilitation or the Coalition for Workforce Diversity which provide resources and support to connect businesses with qualified candidates and foster disability-inclusive hiring practices.

Include: Employee success drives organizational success. Whaley discussed the benefits of a disability-inclusive company culture, including increased employee engagement, enhanced productivity and reduced turnover. Achieving such a result, she added, requires workplace vigilance and tailoring aspects of a role to align with an employee’s abilities, learning styles and communication preferences. In doing so, employers maximize an employee’s performance and efficiency, creating a stronger, more effective organization as a whole.

Amplify: Employers have the power to lead by example, challenging perceptions about disability-inclusive hiring and highlighting its benefits. Showcasing success stories—such as employees with disabilities thriving in leadership roles—helps convey the value. Whaley emphasized the importance of using platforms like social media and internal communications to amplify positive outcomes, demonstrating that disability-inclusion is both achievable and rewarding.

The seminar highlighted a key takeaway: creating opportunities for employees with disabilities is not just the “right thing to do,” but also a strategic approach to achieving long-term business success. With resources and guidance from organizations dedicated to supporting inclusive employment, businesses can confidently take steps to connect, support and retain talented employees with disabilities, driving success for everyone involved.

For more information and support:

Partner with and refer employees to the Kentucky Office of Vocational Rehabilitation.

Connect with the Coalition for Workforce Diversity for support in recruitment efforts and filling job placements with skilled candidates.

Explore workplace accommodation options for employees with the Job Accommodation Network Situations and Solutions Finder.

Learn more about Kentucky Employment First.

Tune into October’s episode to learn more.

RETAIN Employer Seminar Series: Becoming a Change Agent in Inclusivity

August Series Spotlight

How can businesses increase inclusivity for people with disabilities? RETAIN Kentucky’s August Employer Seminar Series sought to answer this question. The webinar, “Becoming a Change Agent in Inclusivity,” featured Sherry Glenn, diversity and inclusion specialist at Brown–Forman, who shared her expertise and innovative approaches to recruitment and retention of employees with disabilities to address workforce shortages and improve retention while achieving organizational goals. Brown-Forman’s journey began with a simple question posed by Glenn: “What can Brown-Forman do to be more inclusive?” This inquiry sparked a partnership with EDGE Employment, which facilitated the placement of skilled employees into roles that aligned with their capabilities.

Glenn utilized various approaches and strategies upon setting out on the path to increase and retain diversity at Brown-Forman, she said. These actions included encouraging employee resource groups, utilizing temporary talent pools, and conducting needs or capacity analyses to identify opportunities for hiring individuals with disabilities. These analyses can reveal how the need within departments might align with potential employees’ strengths. In some cases, these tasks could be combined to create permanent, full-time positions. Glenn credited much of the success to Brown-Forman’s partnership with EDGE Employment, an agency that helps Louisville businesses address organizational needs by matching skilled employees with disabilities to create opportunities for competitive, integrated employment. Organizations like EDGE Employment play a key role in these efforts, providing customized job placements with ongoing support in the accommodation process to help both employees and employers succeed.

Glenn emphasized the importance of cross-departmental collaboration as a strategy for businesses beginning their efforts to diversify and strengthen their workforce. She highlighted the value of involving all relevant voices in brainstorming and jumpstarting these initiatives. Collaborating across departments, such as HR, allows organizations to assess their needs, build team-wide support, and develop effective approaches to inclusive hiring and retention.

Encouraging employees to share personal experiences with disability — whether their own or those of family and friends — proved instrumental for Brown-Forman in combatting workplace stigma surrounding disability. Employee resource groups created spaces for open dialogue and a more supportive, engaging work environment. Tools like Chatter, an internal communication platform, were used to educate employees and highlight disability-related events, strengthening engagement and building a culture of trust and understanding.

The mutual benefits of inclusive hiring were a focus of the seminar. For employees, inclusive practices provide opportunities to develop valuable skills while gaining a sense of confidence, independence and purpose. For employers, Brown-Forman reported an expanded culture of inclusion, an improved reputation within their local community, and a stronger organizational identity. Glenn also said that inclusive hiring served as a tangible demonstration of supporting organizational goals of fostering a positive workplace culture and promoting a sense of belonging.

Employers interested in customized disability employment support are encouraged to explore resources like EDGE Employment and RETAIN Kentucky. Glenn reminds employers that disability can affect anyone at any point in life, making inclusivity essential for creating workplaces where everyone can succeed. By fostering inclusivity, employers can not only address workforce challenges but also create a workplace culture that values the contributions of all employees.

For more information, contact Sherry Glenn at sherry_glenn@b-f.com, or learn more about EDGE Employment at https://edgeemployment.org/about-us/.

RETAIN Kentucky is funded by the U.S. Department of Labor and the Social Security Administration under a grant award of $21,600,000 to the Kentucky Office of Employment and Training that will be incrementally provided. 100% of grant funding is from U.S. Federal funds. This document does not necessarily reflect the views or policies of the U.S. Department of Labor or the Social Security Administration, nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government.

RETAIN Employer Seminar Series Highlights Autism-Informed Employment

July Series Spotlight

RETAIN Kentucky’s July Employer Seminar Series, led by Bev Harp, project director for Innovative Supports for Autistic Workers (ISAW) at the University of Kentucky Human Development Institute, provided attendees with valuable perspective and resources to better support autistic employees in the workplace. Harp shared ISAW’s origins, guiding principles and innovative approaches to creating autism-friendly work environments, offering key takeaways for employers navigating workforce shortages and employee retention challenges.

Harp explained that ISAW was established in 2016 in response to requests from Kentucky Career Center (KCC) staff seeking more information and resources on autism. At the time, just 18% of KCC’s Business Service Team (BST) leaders had attended autism-related training, and only 12% felt confident discussing autism with employers. KCC Business Services is part of Kentucky’s federal one-stop system established under the Workforce Innovation Act of 2014. BST leads engage employers across the state to identify business challenges and develop strategies to modernize and retrain their workforce. The need for autism-informed BST leads was further underscored by Kentucky’s employment rate for people with autism, which stood at just 15%. 

A statewide lack of employer understanding surrounding autism, coupled with low employment rates among autistic people, highlighted the need for comprehensive, autism-informed strategies in Kentucky. Since its inception, ISAW has been guided by the belief that everyone who wishes to work should have the opportunity to do so, and that autistic people can thrive in workplaces where there is understanding and acceptance.

ISAW exemplifies its neurodiversity-affirming values by fostering them within its own workplace. All ISAW staff are autistic, ensuring that the trainings and consultations given are deeply rooted in lived experience and firsthand understanding. This internal commitment strengthens their ability to support autistic jobseekers and guide employers in creating workplaces that celebrate neurodiversity.

The range of services offered by ISAW are extensive and adaptable. Harp noted that the program customizes its approach to meet the specific needs of both job seekers and employers so that individual concerns may be addressed, and employment specialists understand how to facilitate meaningful job placements. Through ISAW, employers can receive customized training, consultations and site visits to assess workplace accessibility. For autistic job seekers, ISAW provides a range of services from resume reviews and interview coaching to direct support in negotiating workplace accommodations. Harp spotlighted ISAW’s Autism Informed Employers Initiative, a free three-and-a-half-hour course designed to educate employers on various topics, including the basics of neurodiversity, accessible hiring practices and on the job solutions. The program equips employers to build inclusive workplaces and experience the benefits of informed employment practices.

Harp also provided fascinating insights into how autism shapes brain function. She explained that each part of the brain is likely to have differences when compared to a neurotypical brain. These differences can lead to both challenges, such as heightened anxiety, and strengths, such as exceptional long-term memory. These distinctions, she stated, reinforce the need to view autism not as a collection of behaviors, but as a brain-based set of differences that can drive unique workplace strengths. Further emphasizing that to support autistic employees effectively, employers must first strive to understand them.

ISAW continues to expand its offerings to meet the needs of both employers and job seekers. Recent efforts include developing accessible resources, such as easy-read materials for individuals with intellectual disabilities, and interactive workshops like the recent “Drawing on Employment” session, which encouraged creative self-expression through art.

For more information on ISAW’s programs and resources, visit their resource page. Additionally, you can learn how to become an Autism Informed Employer and register for their course here or review their educational modules.

RETAIN Kentucky is funded by the U.S. Department of Labor and the Social Security Administration under a grant award of $21,600,000 to the Kentucky Office of Employment and Training that will be incrementally provided. 100% of grant funding is from U.S. Federal funds. This document does not necessarily reflect the views or policies of the U.S. Department of Labor or the Social Security Administration, nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government.

Employer Seminar Series Separates Fact from Myth in Hiring Persons with Disabilities

May Series Spotlight

There are many myths surrounding hiring people with disabilities causing concern for employers. In this Employer Seminar Series episode, RETAIN Kentucky and the Kentucky Employment First Council discussed common myths surrounding employing people with disabilities and presented the facts dispelling them. Deana Wilson-Kimbler, an employer services branch manager with the Kentucky Office of Vocational Rehabilitation, explored five common myths in hiring workers with disabilities.

A common myth that many believe, is that people with disabilities would rather not work. “The fact is, the employment rate in 2023 was at an all-time high for working-aged persons with a disability,” said Wilson-Kimbler. This data, she notes, is deemed from the American Community Survey in a February 2024 report.

Another common misconception is that disabled workers require too many accommodations. In the episode, Wilson-Kimbler explains that when providing accommodations, the Americans with Disabilities Act (ADA) only requires employers to consider reasonable requests that do not create undue hardships for the company – including the employer, employees and consumers.

“There’s no need to fear that someone needs an accommodation,” she said. Highlighting her experience as an employee with disabilities, she explained that working with human resources and leadership allowed her to implement her accommodations and continue working. Wilson-Kimbler stated that her team of employment specialists across the state can provide training on accommodations and the ADA to employers at no cost.

Further discussion focused on employer costs – general and insurance costs, respectively. Various agencies, including OVR, are available to help offset the general costs required for employees with disabilities to perform the essential duties of their job. In addition to state resources from OVR, the University of Kentucky Human Development Institute offers free assistive technology and training resources for Kentuckians with disabilities seeking accommodations. Addressing the myth of increased insurance costs, Wilson-Kimbler pointed to research finding that companies’ insurance costs rarely rise when hiring people with disabilities.

People also believe that communicating with a person who has a disability may be difficult on the job. In the episode, Wilson-Kimbler noted that simple actions like passing notes, using an interpreter, giving audible instructions or using a translator can support communication.

While communication may appear to be a hurdle for employers, Wilson-Kimbler says it’s generally not as much of a barrier as people think. “There’s so many things available, from free apps on Apple and Android and Google Play, out there right now that can help at no cost at all.” Inclusive communication techniques can benefit all employees, including those without disabilities and employees choosing to not self-disclose a disability.

The webinar concluded by discussing the benefits of inclusive hiring, and how OVR and other agencies, including HDI, help employers learn more, navigate and find support in inclusive hiring. Initiatives like RETAIN Kentucky, implemented through both these agencies, can also support employers seeking to foster an inclusive workplace.

To learn more about the myths and facts of hiring people with disabilities, and how state agencies can support employers free of charge, watch the full webinar here.

RETAIN Kentucky is funded by the U.S. Department of Labor and the Social Security Administration under a grant award of $21,600,000 to the Kentucky Office of Employment and Training that will be incrementally provided. 100% of grant funding is from U.S. Federal funds. This document does not necessarily reflect the views or policies of the U.S. Department of Labor or the Social Security Administration, nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government.

RETAIN Kentucky and the Kentucky Employment First Council Help Employers Navigate Their Responsibilities Under the Americans with Disabilities Act 

April Series Spotlight

The Americans with Disabilities Act (ADA) stands as a cornerstone of civil rights legislation, guaranteeing equal treatment for individuals with disabilities, including in the workplace. Despite its enactment over 30 years ago, many employers continue to grapple with its complexities and their obligations. Recognizing these challenges, RETAIN Kentucky and the Kentucky Employment First Council dedicated this month’s Employer Seminar Series to demystifying the ADA. This episode equips employers with a clear understanding of their rights and responsibilities under this legislation. Subject matter experts from the Southeast ADA Center, Barry Whaley and Pam Williamson, provided insights into key provisions, who is covered under the ADA and the employer’s role at each step of the accommodation process. Their guidance helps employers ensure compliance while fostering inclusivity in the workplace.

Key objectives include reviewing and understanding ADA coverage, identifying employer responsibilities upon disability disclosure and navigating the reasonable accommodation process. Whaley and Williamson explained the various provisions of the ADA, highlighting Title I as the most relevant for employers. ADA Title I covers employment protections and underscores an employer’s duty to engage in an interactive process upon an employee’s disability disclosure. Employers must confirm disabilities, determine essential job functions and explore accommodation solutions. Whaley outlined each step of this interactive process in detail.

Whaley clarified that reasonable accommodations should enable employees to fulfill essential job functions without compromising performance standards or imposing undue burdens on the business. Outlining only the core job functions and exploring accommodations that support these job functions can simplify this process. Additionally, routine monitoring and documentation of accommodations’ effectiveness emphasize adapting and evolving employee needs over time, ensuring it remains appropriate and beneficial for both the employee and the organization.

The episode also explored specific scenarios relating to substance use disorders, navigating disability inquiries and balancing the rights of individuals with disabilities with the need to ensure safety in the workplace when assessing workplace threats.

Understanding the ADA and adeptly managing reasonable accommodations are pivotal in fostering supportive work environments. April’s episode shares insights and guidance directly from the U.S. Equal Employment Opportunity Commission (EEOC) to ensure compliance and foster a productive, inclusive workforce. RETAIN Kentucky supports employees and employers at every stage of the stay-at-work/return-to-work process. For more support, access our collection of Employer Resources. For employees seeking guidance in requesting reasonable accommodations, check out our Win-Win Approach to Reasonable Accommodations.

You can watch this episode at https://www.youtube.com/watch?v=Zh6wqRtYwWA&t=0s

RETAIN Kentucky is funded by the U.S. Department of Labor and the Social Security Administration under a grant award of $21,600,000 to the Kentucky Office of Employment and Training that will be incrementally provided. 100% of grant funding is from U.S. Federal funds. This document does not necessarily reflect the views or policies of the U.S. Department of Labor or the Social Security Administration, nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government.

Employer Seminar Series Showcases How Businesses Can Increase Disability Inclusion

March Series Spotlight

RETAIN Kentucky’s March Employer Seminar Series introduced viewers to the Vocational Rehabilitation Technical Assistance Center for Quality Employment (VRTAC-QE), and covered a history of disability inclusion and strategies to continue growth for businesses. VRTAC-QE seeks to support state vocational rehabilitation agencies and affiliates in increasing their knowledge and skills to support individuals with disabilities to achieve quality employment outcomes. Business leaders play a role in this mission as well.

“Businesses are an important component in terms of the dual customer model,” said Tim Tansey, Ph.D., a principal investigator with VRTAC-QE and guest on the March webinar.

The center began in 2020 at the height of the COVID-19 pandemic with an initial focus on identifying the impact of the pandemic on employment for individuals with disabilities. Tansey acknowledged many benefited from the robust economy and return to the labor force after the pandemic, but there was “a lagging effect of individuals with disabilities.”

In 2021, the employment-to-population ratio for people with disabilities in the U.S. was 30.2%, compared to 71.9% for people without disabilities. This leaves an employment gap of 41.7% between those with and without disabilities, which Tansey described as “strikingly large.” One of the goals of VRTAC-QE is shrinking this gap. To achieve this, they work with businesses to identify barriers that impact an individual’s long-term success in the workplace. For the latest data on the employment of people with disabilities please visit ODEP’s Disability Employment Statistics webpage.

In addition to evaluating the impact of the pandemic on inclusive employment, VRTAC-QE also looks at past events, such as the 2007-09 recession. Before the recession, Tansey indicated there was “greater inclusion of persons with disabilities,” specific to diversity and inclusion policies and procedures, where the focus was on abilities rather than limitations.

Tansey observes continued use of disability in inclusion policies post-recession. During the webinar, he highlighted a greater approach in using an “in-house disability management program” where companies rely on training internal staff, particularly human resources, rather than relying on the public sector or state vocational rehabilitation systems. These developments focus not only on hiring strategies for people with disabilities, but retention. Noting the similarity with the RETAIN project, Tansey explained that these systems focus on working with current employees that may acquire disability.

To help companies evaluate and adapt their work environments toward inclusion, the Disability Inclusion Profile, or “DIP,” was created. In 2022, VRTAC-QE revised the DIP to be an online, self-administered, self-reporting instrument. The tool was developed in partnership with business leaders, and companies can use it to evaluate and compare their inclusion policies to other, similar companies.

Businesses play a key role in disability inclusion in the workplace, and organizations like RETAIN Kentucky and VRTAC-QE provide employer resources to support their staffing needs. To learn more, the webinar can be viewed here: https://youtu.be/-F3icic_xpI?si=0Z0h3yNSm0PMh7OH.

RETAIN Kentucky is funded by the U.S. Department of Labor and the Social Security Administration under a grant award of $21,600,000 to the Kentucky Office of Employment and Training that will be incrementally provided. 100% of grant funding is from U.S. Federal funds. This document does not necessarily reflect the views or policies of the U.S. Department of Labor or the Social Security Administration, nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government.

RETAIN’s Employer Seminar Series Focuses on Creating a Trauma Responsive Workplace

January Series Spotlight

Workplace dynamics shifted dramatically in the aftermath of the COVID-19 pandemic, with stress and trauma becoming prevalent concerns for both employees and employers. RETAIN Kentucky’s January Employer Seminar Series focused on the important topic of trauma-responsive workplaces, shedding light on the impact of trauma on employee well-being and organizational success.

The seminar began by addressing the prevalence of workplace stress and acknowledging its effects on employee engagement and turnover. In a Harvard Business Review survey, a staggering 82% of respondents feel that workplace stress is a problem in their organization. According to the Surgeon General’s Framework for Mental Health and Well-Being in the Workplace, 84% of survey respondents said their workplace conditions had contributed to at least one mental health challenge. Trauma, often intertwined with stress, manifests in various forms. It contributes to mental and physical illnesses such as depression, anxiety, PTSD and burnout. Recognizing the impact of trauma is key for employers fostering supportive work environments.

To cultivate a trauma-informed workplace, employers should understand what trauma is and how it affects employees. This includes creating an environment that prioritizes employee well-being and offers choices and accommodations to support individuals in managing their trauma responses effectively. Offering employee training on trauma-informed practices and aligning company policy with the principles of universal design helps to ensure that employees of all ranges of ability, age, learning styles, culture and trauma responses are considered. The webinar also referenced the Substance Abuse and Mental Health Services Administration’s four R’s of a Trauma-Informed Workforce. These emphasize the importance of realizing the impact of trauma, recognizing its signs and symptoms, responding by integrating trauma knowledge into company policies and practices, and resisting re-traumatization through mindful workplace practices. Embracing these strategies can help foster an inclusive and accessible work environment for all employees.

Employers can implement several strategies to support employees with trauma experiences. These include promoting self-regulation through mindfulness activities, minimizing sensory overload and providing visual aids to enhance engagement and comprehension. These strategies can mitigate the impact of trauma on employees’ professional lives and effect on workplace performance.

As the workforce evolves, the demand for trauma-informed workplaces continues to grow, with 81% of individuals expressing a preference for supportive mental health environments. RETAIN Kentucky offers support and resources for employers. Employers can access a Mental Health Resource Guide for Employers and Policymakers, as well as comprehensive checklists and guides on integrating universal design, reasonable accommodations and inclusive workplace communication practices.

To learn more about creating a trauma-responsive workplace and supporting employee well-being, watch RETAIN’s January Employer Seminar Series trauma informed practices you can incorporate to increase employee retention and engagement and prioritize employee health and wellbeing.

RETAIN Kentucky is funded by the U.S. Department of Labor and the Social Security Administration under a grant award of $21,600,000 to the Kentucky Office of Employment and Training that will be incrementally provided. 100% of grant funding is from U.S. Federal funds. This document does not necessarily reflect the views or policies of the U.S. Department of Labor or the Social Security Administration, nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government.

Employer Seminar Series Highlights Gig Economy, Telehealth as Growing Workforce Trends

November Series Spotlight

Since the onset of the COVID-19 pandemic, navigating the return-to-work transition has led to the reconstruction of jobs and workplaces as industries meet the needs of employees. Employers are utilizing options such as remote opportunities, integrating return to work protocols, and increasing worker’s benefits to address the needs of workers. RETAIN Kentucky’s November Employer Seminar Series addressed post-pandemic workforce trends, introduced impacts for both workers and employers, and highlighted opportunities to promote recruitment and retention.

One growing workforce trend is the gig economy, which grew 15% between 2010 and 2020. The gig economy is characterized by independent workers entering into agreements to perform contract or consultation work, as opposed to full-time work. This offers a variety of appeals to workers, notably flexibility. As such, workers are increasingly seeking participation within the gig economy. In 2024, 76.4 million freelancers are expected to work in industries such as home care, independent contracting, delivery and rideshare.

Given the autonomy of the gig economy, job seekers can benefit from self-employment and a personalized work-life balance. Additionally, the gig economy offers one the ability to experience a job opportunity prior to committing to full-time employment or create an additional source of income.

Another return-to-work trend is telehealth, a trend that has become more popular since the onset of the pandemic. Telehealth is defined by the Health Resources and Services Administration Office for the Advancement of Telehealth as, “the use of electronic information and telecommunication technologies to support long-distance clinical health care, patient and professional health-related education, health administration, and public health.” The technology provides immediate access to personalized clinician care regardless of location. Further telehealth benefits highlighted in this seminar were promoting self-management of care and earlier return-to-work plans.

As the workforce emerges from the pandemic, legislation is beginning to trend toward providing worker benefits, with two policies being highlighted in the webinar. In 2022, 18 states, including Kentucky, extended workers’ compensation benefits for employees who contract COVID-19 on the job. The second policy highlighted was the Pregnant Workers Fairness Act, which went into effect in June 2023. This federal law requires employers to provide “reasonable accommodations” to qualified workers with limitations related to pregnancy, childbirth or other related medical conditions.

Lastly, the webinar briefly featured trends to watch, which included discussion of wearable technology (e.g., smartphones and smart watches) and the challenges of medical cannabis in the workplace.

Employers, health care providers and workforce professionals play a vital role in addressing return-to-work needs, challenges and transitions. Remaining informed and observant of trends will improve workplace decision making, and employee support and success. The “Return to Work Trends” webinar can be viewed by accessing the following link: youtube.com/watch?v=NnzY8L18Iho.

RETAIN Kentucky is funded by the U.S. Department of Labor and the Social Security Administration under a grant award of $21,600,000 to the Kentucky Office of Employment and Training that will be incrementally provided. 100% of grant funding is from U.S. Federal funds. This document does not necessarily reflect the views or policies of the U.S. Department of Labor or the Social Security Administration, nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government.

October 2023 Employer Seminar Series Spotlight: Resources Employers Can Use Today

October Series Spotlight

RETAIN Kentucky’s October Employer Seminar Series showcased a range of resources helping employers support individuals with disabilities in the workplace. The webinar, “Resources Employers Can Use Today,” featured University of Kentucky Human Development Institute employees, Morgan Turner and Austin Nugent. The speakers introduced a variety of resources for employers, employees, workforce professionals, health care providers and others to build an inclusive workplace.

The webinar highlighted resources from Kentucky organizations, such as the Kentucky Career Center, RETAIN Kentucky and the Kentucky Chamber of Commerce. The Kentucky Career Center offers resources for finding jobs and retaining a skilled workforce. RETAIN Kentucky focuses on helping employees stay-at-work or return-to-work after a nonworkplace injury or illness. The Kentucky Chamber of Commerce’s Center for Diversity, Equity, and Inclusion seeks to “create deliberate, meaningful and sustainable change to address inequalities that hinder progress.” All three of these agencies emphasize workforce accessibility through enhancing opportunity and creating equity for people with disabilities, and recently hosted Kentucky’s Inclusive Workforce Summit.

One federal resource designed to identify successful accommodations is the Job Accommodation Network. The network provides free, expert and confidential guidance on job accommodations and disability employment issues to employers. Those seeking resources for members of the deaf or hard of hearing community can review the Kentucky Commission on the Deaf and Hard of Hearing guide on Hiring Deaf and Hard of Hearing Employees. This guide helps employers in determining accommodations and best practices.

The webinar also spotlighted assistive technology as an accommodation to support employees with disabilities. The Kentucky Assistive Technology Service provides training, demonstrations and technical assistance on such tools and has created a funding guide, designed to provide information on financing options for assistive technology in Kentucky. Kentucky Assistive Technology Service also maintains a “lending library,” offering short term technology loans to provide an opportunity for individuals to try equipment and decide whether it is a good fit.

The webinar series further spotlighted national resources available to aid workforce professionals including the Office of Disability Employment Policy, Employer Assistance and Resource Network on Disability Inclusion and Disability: IN. Additional resources on building an inclusive workforce can be found here. The full episode is available online.

RETAIN Kentucky is funded by the U.S. Department of Labor and the Social Security Administration under a grant award of $21,600,000 to the Kentucky Office of Employment and Training that will be incrementally provided. 100% of grant funding is from U.S. Federal funds. This document does not necessarily reflect the views or policies of the U.S. Department of Labor or the Social Security Administration, nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government.

Approvals & Accreditations

SHRM Recertification Provider

Issued by Society for Human Resource Management

SHRM Recertification Providers are recognized as a “provider of choice” for SHRM-CP and SHRM-SCP credential holders working to maintain their credential. HR/HR-related educational offerings identified with the SHRM Recertification Provider badge let credential holders know the program is pre-approved by SHRM for recertification professional development credits (PDCs).