INCLUSIVE INTERNSHIP PROGRAMS: A How-to Guide for ...

1 INCLUSIVE INTERNSHIP programs : A How-to Guide for EmployersOFFICE OF DISABILITY EMPLOYMENT POLICYUNITED STATES DEPARTMENT OF LABOROFFICE OF DISABILITY EMPLOYMENT POLICY INCLUSIVE INTERNSHIP programs : A How-to Guide FOR EMPLOYERSiiACKNOWLEDGEMENTSThe Office of Disability Employment Policy would like to thank the numerous people who have contributed to the development of this Guide , which has taken a variety of forms over several years. Nathan Cunningham, a member of ODEP s staff, is the primary author for the current version of the document, which differs substantially in both scope and focus from earlier mention of trade names, commercial products, or organizations does not imply the endorsement of the Department of OF DISABILITY EMPLOYMENT POLICY INCLUSIVE INTERNSHIP programs : A How-to Guide FOR EMPLOYERSiiiTABLE OF CONTENTSINTRODUCTION.

2 The Importance of Establishing INTERNSHIP programs for Young Adults 1 The Importance of Internships 1 Building an INCLUSIVE workplace 1 The Purpose of this Guide 2 Guide Contents 2 CHAPTER I: The Benefits of INTERNSHIP programs 3 Overview 3 Innovative and Diverse Perspectives 3 Interns as Prospective Employees 5 Leadership Growth Opportunities for Existing Staff 5 Other Business Advantages of INTERNSHIP programs 6 Benefits to Interns 8 CHAPTER II.

3 Laying the Groundwork for Establishing An INCLUSIVE INTERNSHIP Program 9 Identifying Leadership 9 Determining the Mission and Goals of the Program 10 Determining the Need for the Program and the Role of Existing Staff 10 Determining the Available Resources for the Program 11 Promoting Inclusion 13 CHAPTER III: The Process of Implementing an INTERNSHIP Program from Beginning to End 15 INTERNSHIP Timeline 15 INTERNSHIP Application Package 16 INTERNSHIP Application Dissemination 17 Training Supervisors and Staff 18 Applicant Review and Interviews 19 Selection and Placement of Interns 20 Accommodations 20 Assistive Technology 22 Personal Assistance Services (PAS) 22 INTERNSHIP Orientation 23 Mentoring 24 Final Steps 25 OFFICE OF DISABILITY EMPLOYMENT POLICY INCLUSIVE INTERNSHIP programs .

4 A How-to Guide FOR EMPLOYERSivCHAPTER IV: Evaluating the INTERNSHIP Program 26 The Importance of Evaluations 26 Steps in Designing, Constructing, and Implementing Evaluations 26 Evaluation Measures 26 Evaluation Data Collection 27 Evaluation Methods 27 Intern and workplace Supervisor Evaluations 29 Obtaining an Evaluator 29 Synthesizing and Reporting Results 30 Conclusion30 Endnotes31 APPENDIX A: Resources on the Business Perspective for Hiring/Retaining Individuals with Disabilities 33 APPENDIX B: 25 Steps Essential to Establishing a Program 36 APPENDIX C: Sample INTERNSHIP Position Description 38 APPENDIX D: Disability Etiquette for the workplace and Beyond 39 APPENDIX E: Sample INTERNSHIP Orientation Agenda 41 APPENDIX F: Sample Intern Self-Assessment Form 42 APPENDIX G: Sample INTERNSHIP Work Plan 43 APPENDIX H: Mentoring 45 APPENDIX I-1: Sample Intern Mid-Program Evaluation 50 APPENDIX I-2: Sample Supervisor Mid-Program Evaluation 52 APPENDIX J-1: Sample Intern Final Evaluation 53 APPENDIX J-2: Sample Supervisor Final Evaluation 55 OFFICE OF DISABILITY EMPLOYMENT POLICY INCLUSIVE INTERNSHIP programs : A How-to Guide FOR EMPLOYERS1 INTRODUCTION.

5 The Importance of Establishing INTERNSHIP programs for Young AdultsThe Importance of InternshipsWell-structured INTERNSHIP programs benefit both interns and employers. By participating in these valuable on-the-job learning opportunities, interns augment their work experience, hone important work skills, develop their career goals, and establish connections that may prove useful throughout the span of their turn, internships give employers access to a pool of motivated individuals who bring fresh thinking and innovation to their workplaces. Internships can also serve as a risk-free pipeline to meet the recruitment needs of the business, organization, or agency.

6 Allowing employers to assess prospective candidates prior to making a permanent hiring decision improves the efficacy of the decision-making process and increases the likelihood of a successful match. Internships also provide leadership and management growth experience to the businesses existing staff members who oversee the INTERNSHIP program and its participants. In short, there are many business advantages to hosting INTERNSHIP programs . Building an INCLUSIVE WorkplaceBuilding an INCLUSIVE workplace is a major facet of the modern workforce. A study by Forbes shows that most employers recognize the benefits of diversity; 97% of companies surveyed have a formal diversity plan in Employers strive for diversity because an INCLUSIVE workforce drives innovation, fosters creativity, and guides business Companies no longer view diversity and inclusion efforts as separate from their other business practices.

7 They also recognize that a diverse workforce can differentiate them from their competitors and can help them capture new clients and increase market the topic of diversity appears throughout this Guide , it signifies any number of experiences or characteristics that people bring to the workplace . Race, ethnicity, and sex are common factors in diversity initiatives, but it is also important to consider sexual orientation, gender identity, age, and disability when striving towards inclusion because they are often As employers strive towards full inclusion in the workplace , they should incorporate a comprehensive definition of diversity that applies to all hiring practices, including INTERNSHIP INTERNSHIP provides students and recent graduates with the opportunity to expand and connect classroom learning under supervision in a work-based context.

8 An INTERNSHIP is grounded in experiential learning with an emphasis on self-reflection and on-the-job professional experience in an occupational career field of the intern s Definitions, National Collaborative on Workforce and Disability for Youth, accessed April 22 2014, # Global Diversity and Inclusion: Fostering Innovation through a Diverse Workforce, Forbes Insights, last modified 2011, , Ibid., 5. 4. Ibid., OF DISABILITY EMPLOYMENT POLICY INCLUSIVE INTERNSHIP programs : A How-to Guide FOR EMPLOYERS2 The Purpose of this GuidePublic and private employers of all sizes can reference this Guide to learn about the benefits associated with facilitating INCLUSIVE INTERNSHIP programs as well as the components to consider when designing, implementing, and evaluating these programs .

9 It is important to note that an INTERNSHIP program can vary greatly in size from one intern in a small office to a whole group spread out across a larger employer. As employers reference this Guide , they can adapt its recommendations to meet the goals of their specific program. This Guide also features information and resources employers can use when promoting inclusion in their business, organization, or agency. For example, having flexible work schedules allows more students and recent graduates of all backgrounds to participate in the INTERNSHIP program and bring their skills and perspectives to the job.

10 This Guide also details how managing accommodations for interns with disabilities increases their overall productivity and benefits both parties. Ensuring that INTERNSHIP programs are accessible for all youth, including youth with disabilities, is a major step towards building an INCLUSIVE workplace . Reference Appendix A at any point throughout this Guide for a list of resources that can provide further guidance on the hiring of people with ContentsThis Guide explores the following points: The importance of establishing INTERNSHIP programs for young adults, including youth with disabilities, due to the business advantages employers can derive from them The initial groundwork necessary for proposing and planning an INTERNSHIP program The major components in designing and implementing an INTERNSHIP program The process of evaluating an INTERNSHIP program and its participants for continuous improvement OFFICE OF DISABILITY EMPLOYMENT POLICY INCLUSIVE INTERNSHIP programs : A How-to Guide FOR EMPLOYERS3 CHAPTER I.