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Forbes
11-06-2025
- Business
- Forbes
VR: Bridging The Employment Gap For Americans With Disabilities
Paul Toomey is the President of Geographic Solutions. He's an expert in labor market data, workforce development and unemployment insurance. getty Nealy one in four adults in the United States reported having a disability in 2022, according to the Centers for Disease Control. Despite representing a significant portion of the population, individuals with disabilities face disproportionate challenges in securing employment opportunities. As of April 2025, the unemployment rate for people with a disability (8.2%) was twice as high as those with no disability (3.6%), according to the Bureau of Labor Statistics (BLS). Vocational Rehabilitation (VR) programs play a crucial, yet often overlooked, role in helping individuals with disabilities overcome barriers to employment. As the American workforce continues to evolve amid technological advancements and shifting economic landscapes, VR programs can serve as an important bridge connecting skilled workers with meaningful employment opportunities. They also offer a strategic approach to expanding labor force participation while also creating pathways to economic independence for millions of Americans with disabilities. The Rehabilitation Act of 1973 and its subsequent amendments, including significant expansions through the Workforce Innovation and Opportunity Act (WIOA), established the framework for today's VR programs. These landmark legislations aim to empower individuals with disabilities to find gainful employment, become economically self-sufficient and contribute to their local communities and economies. The scope of VR services is intentionally broad to address the diverse needs of individuals with physical, cognitive or mental health disabilities. These services can include career counseling, skills training, career placement, post-employment support and workplace accommodation. However, the importance of VR extends beyond assisting individuals with disabilities in finding jobs. It plays a pivotal role in fostering a more inclusive and equitable society by helping to break down barriers that have historically excluded individuals with disabilities from the workforce. According to the BLS' latest report, only 22.2% of Americans with disabilities are currently participating in the workforce, compared to 65.6% of individuals without a disability. Bridging this gap and creating new pathways for people with disabilities not only has the potential to transform an individual's life, but can also provide significant benefits to businesses and the U.S. economy as a whole. If businesses actively participated in hiring individuals with disabilities, they would have access to a talent pool of millions of skilled, highly motivated workers. A 2023 Accenture study found that companies that actively embrace disability inclusion see nearly double the revenue and 2.6 times more net income. Researchers also found that these companies are 25% more likely to outperform in terms of productivity compared to their industry peers that don't prioritize inclusion. Additionally, studies have shown that individuals with disabilities are great problem solvers and tend to have lower absenteeism rates. They also report high job satisfaction, which can lead to lower employee turnover and higher returns on investments in training and development. The future of VR programs is being driven by technological advancements, changing societal attitudes and a deeper understanding of disability inclusion. To effectively tailor VR services to the unique needs, preferences and goals of each individual, many state agencies and businesses are exploring assistive technology and digital tools to provide greater accessibility. This includes the integration of AI into specialized software and other adaptive tools. AI-powered tools can assist with job matching, skills assessment and personalized training. AI also has the potential to streamline case management processes, enhance client services and improve employment outcomes for people with disabilities. However, human oversight is still recommended to combat potential bias. The rise of remote work opportunities has also opened new doors for individuals with disabilities, providing them with greater flexibility, accessibility and savings in commuting time and expenses. Building on the lessons learned from flexible work arrangements, state agencies have adjusted their VR services to offer training for individuals to learn digital skills, remote communication tools and effective strategies for working from home. I believe businesses can do the same. VR plays a crucial role in fostering a more inclusive and economically vibrant society and workforce. VR programs can not only empower individuals with disabilities to secure meaningful employment, but they also provide them with valuable skills, resources and support to help them achieve financial independence. These services also unlock an untapped and highly motivated talent pool for businesses. As technology and changing societal attitudes continue to reshape the employment landscape, it is crucial that we continue to invest in programs that eliminate barriers to employment, bridge the persistent employment gap and cultivate a society that acknowledges the unique potential of an individual with a disability. Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?
Business Journals
06-06-2025
- Business
- Business Journals
Workforce development: Local experts address today's workforce challenges, opportunities
In Greater Cincinnati's growing regional economy, finding and retaining the employees skilled in handling the responsibilities of the workplace today, and agile enough to adapt to the challenges of tomorrow, is essential. Students and workers need education, training, employment services, and career development programs to prepare them for successful participation in the marketplace. To address these issues locally, the Cincinnati Business Courier convened a roundtable with representatives of two of the region's leading organizations in workforce development. Beth Yoke is executive director of the Workforce Council of Southwest Ohio, the not-for-profit organization that works with employers, workforce, government, education, labor unions, and community-based organizations to strengthen the regional workforce. Michelle Clare is the dean of University of Cincinnati's College of Cooperative Education and Professional Studies, which supports learners at any stage in their educational and professional growth and collaborates with university, industry, government and community partners to bridge the gap between academic achievement and career success. Greater Cincinnati faces four key workforce development challenges today, Clare said. Many workers, particularly those with lower education levels, lack the skills employers need. Transportation is an issue as jobs in the suburbs are often inaccessible for workers reliant on public transit. Talent retention is also an issue, as Cincinnati competes for skilled workers with other regions around the country. And employers need a diverse workforce with employees of varied skills and backgrounds. UC and the Workforce Council both play vital roles in addressing these challenges by shaping a resilient workforce and working to retain talent. UC's cooperative education program (co-op) connects local businesses with skilled students, fostering long-term employment. In the 2024-25 academic year, UC placed more than 3,000 students in Greater Cincinnati co-ops from programs that included design, engineering, IT, arts and sciences, and business. In addition, UC partners directly with companies that have a strong presence in the city—such as P&G, Kao, Kroger, and Great American Insurance Companies—through its 1819 Innovation Hub. Western & Southern and the UC 1819 Innovation Hub partnership bring the Accelerated Career Program directly to campus. This program gives UC students hands-on experience with a leading company while building a fast track to full-time employment. The Workforce Council convenes stakeholders to identify workforce needs and coordinates with local organizations to address those needs. It implements the region's allocation of Workforce Innovation and Opportunity Act (WIOA) dollars, which partially fund the OhioMeansJobs (OMJ) Cincinnati-Hamilton County Center. The center served more than 17,800 people at career fairs, workshops, orientations, and unemployment services. The OMJ Center leveraged $580,623 in WIOA training funds into $8.46 million in income for community members enrolled in the WIOA program. Greater Cincinnati's economic landscape is growing and shifting. Citing the latest Labor Market Review from the Ohio Department of Job and Family Services Bureau of Labor Market Information (April 2025), from April 2024 to April 2025, employment increased by 13,700, Yoke said. The goods-producing sector, which includes construction and manufacturing, increased by 7,300 jobs, she said. Education and health services also showed strong job gains. Clare said four sectors are seeing job growth and development in the region. Health care and biotech are being driven by innovation and an aging population, and Cincinnati is becoming a hub for medical research, technology and personalized medicine. Advanced manufacturing is evolving with smart manufacturing, automation, and robotics shaping the sector. The logistics and transportation sectors are benefiting from Cincinnati's strategic location and infrastructure. Data analytics, cybersecurity, and software development are booming. UC's 1819 Innovation Hub supports growth in these areas, serving as a launchpad for hands-on training, development and resources for new companies and inventions, she said. Yoke said the Workforce Council is also focusing on the $3.6 billion Brent Spence Bridge Corridor Project, which is expected to need up to 1,000 workers over the eight-year life of the project. At roughly the same time, the Western Hills Viaduct Replacement Project, a $398 million effort to build a new viaduct, will also require hundreds of workers. Work on both is anticipated to begin in 2026. She said the Workforce Council is positioned to work with local construction and construction-related organizations, businesses, business-related organizations and educational institutions to deliver a trained workforce for these projects and support local businesses likely to be impacted by them. Clare said UC can help prepare the workforce to meet these growth opportunities by collaborating with industry leaders to develop targeted training programs, creating certifications, apprenticeships, and upskilling pathways aligned with these sectors' needs. It also fosters STEM education and lifelong learning, promotes adaptability and soft skills by preparing workers with resilience, problem-solving, and communication skills. UC also strengthens industry-university partnerships through real-world applications in collaborative research, internships, and mentorship programs. The university points to its $10.6 billion economic impact on Cincinnati and the 98% of its students that are either employed or enrolled in continuing education after graduation as evidence of impact. Clare spotlighted what are expected to be the biggest workforce trends over the next decade. 'Artificial intelligence is poised to be a dominant force in reshaping the workforce,' she said. As the technology evolves rapidly, its impact on jobs will become increasingly significant. She recommended that employers stay informed and adaptable to AI's influence, and workers educate themselves about the technology to remain competitive. UC offers programs such as a Master of Engineering in AI and Artificial Intelligence in Business graduate certificate. Another major trend is the push to return to the office across industries, challenging the remote and hybrid work models embraced since 2020. She said a new generation of students is adept in both remote and in-person work environments and predicted they will have the agility to navigate shifts in workplace formats. She also cited a focus on soft skills and an emphasis on lifelong learning as workplace trends. 'Emotional intelligence, resilience, creativity, and problem-solving are as important as technical expertise, especially as the workforce makes major evolutionary leaps,' she said. Additionally, upskilling and reskilling are essential for workers to stay agile as industries shift. UC can serve these needs through its Skills@UC platform, she said. Quoting the Occupational Mobility Explorer, Yoke said the most in-demand job skills today are soft skills and social skills. A recent local report, Building Better Career Pathways in Hamilton County: Fostering Sustainable & Equitable Employment for People without Four-Year Degrees, came to the same conclusion, she said. Both agreed that digital literacy is essential to succeed in life, not just in careers. 'Effectively, efficiently, and ethically using digital tools and platforms is a foundational skill across nearly all professions,' Yoke said. However, nearly 12,000 households in Hamilton County lack broadband Internet access, she said. The OhioMeansJobs Center provides free access to computers, printers, and Wi-Fi, and OMJ Center staff are available to assist those who need help using these resources. Also, the Workforce Council collaborates with the Center to offer free workshops on topics like basic computer skills, how to create resumes, how to fill out an online application, virtual interviewing tips, and financial literacy. Clare said today's job market demands a blend of technical prowess and human-centered skills. The most critical include digital literacy, a comfort with digital tools, data analysis, cybersecurity basics, and emerging tech like AI; the ability to pivot quickly as industries evolve and new technologies emerge, a lifelong learning mindset; and creativity and innovation. While digital literacy is a foundational element in equipping workers for the job market, it should be paired with distinctly human skills that are irreplaceable by automation, Clare said. Workers should be encouraged to develop emotional intelligence, nurture meaningful relationships, and enhance their creativity to succeed in a world that is becoming more automated and interconnected. 'The most successful workers will be those who learn to blend technical expertise with these human-centric abilities,' she said. Both said local businesses can play roles in supporting workforce development initiatives. Yoke said local businesses can connect with the Business Services Team at the OhioMeansJobs Cincinnati-Hamilton County Center to learn about free and low-cost services from the county, federal, and state governments that are available to help them recruit, upskill, and retain their employees, Yoke said. The center offers free monthly career fairs and opportunities for training reimbursement for employers and also provides rapid-response activities that are flexible, business-focused, and designed to respond to layoffs and plant closures by coordinating and providing aid and services to businesses and their impacted employees. The Workforce Council's board of directors and committees include representatives of local businesses and educational institutions. 'Individuals who want to join us in this impactful work can contact me to learn about how to join a committee or serve on the board,' Yoke said. In addition, all Ohio school districts, and educational service centers have business advisory councils, locally focused partnerships that bring together education and business leaders to engage in dialogue, foster relationships, and identify strategies to help students prepare for careers. These councils can provide opportunities such as work-based learning experiences. Clare said local businesses can provide real-world opportunities by offering co-ops, apprenticeships, mentorships, and on-the-job training. They can also collaborate with educational institutions and workforce programs on curriculum and training to make sure they meet industry needs, stay engaged with workforce programs to share industry trends and skills needs, and encourage employee upskilling and reskilling so the workforce remains adaptable and competitive. 'Their leadership helps turn workforce development from an ideal into a tangible, collective success,' she said. UC's 1819 Innovation Hub amplifies this collaboration by serving as a co-creation space where companies, students, and faculty work together on research, innovation, and talent development, she said. Addressing the issue of racial equity and inclusion, Yoke said the Workforce Council contracts with the Cincinnati Youth Collaborative (CYC) to work with high school students facing barriers to graduation, providing career-readiness opportunities and wraparound support. Using the Jobs for Ohio Graduates model, the CYC keeps students in school and sets them up for success after high school, she said. Students in the program for the 2023-2024 school year achieved a 98% graduation rate. The Workforce Council also contracts with other local organizations to serve youth ages 14-24 who are neither in school nor working. They can receive life skills training, job training and credentials, work experiences, and wrap-around support. The OhioMeansJobs Center is available to everyone and also offers additional services for priority audiences: veterans and their spouses, individuals from low-income families, and individuals with barriers to employment. offers veterans special resources and access to jobs posted specifically for veterans. At UC, compensated career experiences are available to all students, including traditional students via the co-op programs, and nontraditional students via the Skills@UC program and online degrees. Skills@UC provides affordable, accessible noncredit courses for diverse learners. 'We believe that a strong workforce spans all education and economic levels,' Clare said. 'It also supports workers across all phases of their careers.' Funding sources are available for workforce training programs for both workers and employers. One of the best steps a job seeker can take is to complete the Free Application for Federal Student Aid, Yoke said. 'This will help students identify what federal and state funds are available for degree programs, certificate programs, and vocational and trade programs,' she said. Other funding and opportunities may include: WIOA-funded training for those who are eligible; the Ohio Individual Micro-credentialing Program (IMAP), which enables job seekers to earn free industry-recognized credentials in everything from construction to cybersecurity; and free offerings from the public library such Treehouse, LinkedIn Learning, and e-learning. The OMJ Center's Business Services Team can connect employers with state and federally funded opportunities, including TechCred, On-the-Job Training services, layoff-aversion services, and more. Clare said workers and employers should explore innovative, cost-effective ways to upskill, cross-skill, and reskill. 'At UC, we created Skills@UC to address this need, ensuring all workers have access to tailored skill development that aligns with their career goals,' she said. Organizations can also tap into funding sources such as federal and state workforce development grants, private foundation awards, and regional economic development partnerships to offset the costs associated with employee training. For example, collaborating with partners such as REDI Cincinnati enables access to development grants.
Yahoo
10-04-2025
- Business
- Yahoo
GOP bills revamping unemployment rules get Assembly hearing
State Rep. Jerry O'Connor gives testimony in favor of a bill that would require state agencies to report on various metrics for training and workforce development programs they supervise. (Screenshot/WisEye) Republicans in the state Legislature are taking another run at changes to unemployment insurance and workforce programs in Wisconsin that Gov. Tony Evers vetoed in August 2023. While sponsors of the bills cited a couple of modifications in some measures, they are for the most part unchanged, they said during public hearings Wednesday for four bills in the Assembly's labor committee. One, AB 162, would require state agencies to compile a series of metrics on training and workforce development programs under their supervision, including the unemployment rates and median earnings of participants six months after they graduate from a program. 'We want to make certain our money's being spent in a way that generates a positive beneficial return both for taxpayers and for the individuals participating in the programs,' said state Rep. Jerry O'Connor (R-Fond du Lac), testifying in favor of the bill. 'We'd look at the percent of individuals enrolled in training programs who obtained a measurable skill gain.' O'Connor said the bill draws its performance measures from the Workforce Innovation and Opportunity Act (WIOA), a federal workforce training law updated in 2014. In vetoing the version of the bill that passed the last session of the Legislature, Evers said that many state programs it covered didn't fit with WIOA's reporting structure and 'have separate requirements under current state law.' Three other bills would impose tighter restrictions on the unemployment insurance (UI) system. AB 167 would expand the definition of employee misconduct that would be grounds for denying an unemployment insurance claim as well as for a worker's compensation claim. The bill would also require DWD to conduct random audits of 50% of all work searches reported by people claiming UI. AB 168 would extend the statute of limitations for prosecuting felony fraudulent UI claims to eight years. It would also require the state Department of Workforce Development (DWD) to produce more training materials for employers and UI claimants, operate a call center and expand its hours in times of higher volume, check various state and national databases to verify that UI applicants qualify, and implement 'identity-proofing' measures. AB 169 would penalize UI recipients who do not show up for a job interview they have been granted or a job they've been offered — 'commonly referred to as ghosting,' said state Rep. Dan Knodl (R-Germantown), the bill's author. A UI recipient who fails to respond to an interview request or job offer, fails to report for a scheduled job interview or who is not available to return to work at their previous job would lose unemployment benefits for the week in which that occurred. The bill does not impose the penalty for the first offense. State Rep. Joan Fitzgerald (D-Fort Atkinson) asked Knodl whether the bill had gone through the state's Unemployment Insurance Advisory Council. The joint labor-management body revises the state's UI law every two years. In the past Evers has vetoed UI proposals for not going through the council. 'This is one of those that they're not going to visit,' Knodl said. 'So that's why we're here as a stand-alone bill.' Nobody testified against the bills Wednesday, but Victor Forberger, a Madison attorney who represents people with UI claims, sent the committee a four-page memo opposing them. He wrote that DWD already does most of what AB 168 would require, and that it would 'hamstring' the department 'when new practices and resources emerge.' The measures 'will do nothing to make unemployment more useful and efficient for Wisconsin workers and employers,' Forberger wrote. SUBSCRIBE: GET THE MORNING HEADLINES DELIVERED TO YOUR INBOX
