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BCDI's Upcoming Training Offerings
  1. An Introduction to Employees with Unique Abilities – Lean about Employees with Intellectual Disabilities and Autism potential contributions/strengths and potential areas for support (reasonable accommodations). Since studies site Employers’ lack of disability awareness as a primary factor that impacts hiring rates, participants will learn information to dispel disability employment myths and overcome attitudinal barriers in their workplace for greater inclusion and choice.
  2. Interviewing & Hiring People with Unique Abilities – Learn to interview and hire Persons with Unique Abilities in a way that helps overcome the traditional challenges in drawing out the assets of this non-traditional talent pool and for the benefit of your organization.
  3. Communicating Effectively with People with Unique Abilities at WorkLearn ways to effectively include persons with disabilities in your workforce through communication techniques that facilitate getting the most from all team members.
  4. How to Include People with Disabilities in your Work Culture – After a hiring commitment, learn ways to facilitate inclusion of employees with disabilities in your organizational culture for the benefit of your organization.
  5. Retention and Career Development of People with Unique AbilitiesEmployers play a key role in employee retention. Participants will learn about the impacts of employee turnover and benefits of employee retention. Employers are encouraged to take proactive measures that will maximize the effectiveness of their organization’s success through implementing and/or slightly adjusting employee retention best practices to address the talents and needs of employees with disabilities.
  6. Disability Awareness for EmployersNot all disabilites are visible. Intellectual Disabilities and Autism will be introduced and explored as invisible disabilities through interactive activities. Participants will learn about benefits of disability inclusion in the workforce leading to present day employment rates for persons with disabilities. Participants will gain insights about inclusion barriers cited from both the Candidate/Employee and Employer perspectives, while learning about resources and considerations that may aid in addressing them.
  7. Disability Etiquette – Disability etiquette “best practices” create a comfortable and welcoming work environment for people with (and without) disabilities, resulting in benefits such as increased productivity, employee retention, and profits. Participants will learn about 10 disability etiquette basic principles that facilitate inclusion, as well as tips that will promote positive, productive, and collaborative interactions with persons with specific disabilities- such as developmental disabilities, deafness and more.
  8. Supporting Section 503 Compliance for Federal Contractors and Subcontractors – Federal Contractors and Subcontractors meeting certain thresholds have anti-discrimination and affirmative action obligations related to persons with disabilities under Section 503 of The Rehabilitation Act. Participants will be introduced to Section 503 and The Rehabilitation Act as landmark equal opportunity legislation aimed to addressed disparities encountered by persons with disabilities in relation to workforce participation rates, unemployment rates, poverty and household income. Through a review of the Section 503 final rule, participants will learn about their obligations and how Florida’s Division of Vocational Rehabilitation may be an effective resource for meeting organizational goals and remaining in compliance.
  9. Understanding Employer Responsibilities in the Americans with Disabilities Act (ADA) – Private sector employers of 15 or more, as well as state and local governments, must abide by anti-discrimination obligations related to persons with disabilities under Title I of the Americans with Disabilities Act (ADA). In addition, Title I requires that employers provide reasonable accommodations to qualified applicants and employees with disabilities unless to do so would cause undue hardship. Participants will be introduced to the ADA as landmark equal opportunity legislation aimed to end discrimination towards persons with disabilities and further inclusion. Through a review of employer responsibilities, examples, tips, and considerations, participants will learn about their obligations as employers and how Florida’s Division of Vocational Rehabilitation, among other resources, may be an effective resource for remaining in compliance.
  10. An Employer Guide to Job Coaching Services for Employees with Unique Abilities – Vocational Rehabilitation and job coaching services remain underutilized resources by employers. Yet, they are key resources for both employers and persons with disabilities in maximizing success. Participants will gain an understanding of job coaching services, how to access to them, and potential funding sources. In addition, participants will increase awareness of job coaching as a reasonable accommodation through EEOC case studies. Through an overview of the job coach’s role, employers will learn about how a job coach may support the organization and offer many benefits beyond ADA compliance. Florida’s Division of Vocational Rehabilitation will be identified as a primary funder of job coaches for eligible customers and helpful resource for employers.
  11. Partnerships for Success: Meeting Unmet Needs, Accessing Hidden Opportunities, and Boosting the Bottom Line – Every employer has unmet needs and opportunities to achieve greater success. Vocational Rehabilitation (VR) and job coaching services remain underutilized resources by employers in addressing workplace needs and opportunity areas, although they may serve as key resources to maximizing success. Participants learn about how VR and contracted job coaching agencies may assist them in meeting unmet needs, accessing hidden opportunities, and boosting their bottom line. As strategic partners, participants learn about the consultative processes used by job coaching agencies to build employment solutions that include flexible employment strategies when hiring persons with disabilities. Tips and consideration for effective partnerships are also discussed.
  12. Tax Credits and Employer IncentivesLearn about some of the incentives that may be available to organizations for hiring individuals with disabilities as a solution for workforce needs.

* Please note: Advance Registration is required due to limited seating.  To find out when, what, and where the next training will be please click here.You will be taken to our online calendar.

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