Access2Ability brings your business more advantages.
Organizations are constantly challenged to improve productivity and efficiency. And despite historically high unemployment rates in the U.S., nearly half of all employers report difficulty in filling mission critical-positions that can help them achieve their goals.
That’s why it’s more important than ever to recognize and take advantage of top talent available in diverse populations -- talent that can improve performance and competitive advantage. ManpowerGroup has been developing innovative workforce solutions for over 50 years to partner with our employers to overcome these challenges.
By working with ManpowerGroup’s Access2Ability employment program, you will receive a proven, award-winning, workforce development strategy inclusive of:
- A customized recruitment program developed to specifically address your staffing needs.
- Global and local expertise to create an enterprise-wide model that supports Diversity and Inclusion goals.
- Access to untapped, pre-screened and trained talent through ManpowerGroup’s recruiting process that identifies the best candidate matches
- Enhanced loyalty and respect from your customers and employees based on your workforce representing your local community and your support of these unique groups of Veterans and individuals with disabilities.
Contact your local office to learn more. The possibilities for your organization are extraordinary.
It’s your ability that matters most.
It’s your time to win in the world of work: to work in an environment where ability matters most. Where your skills shine, and you can reach your potential. It’s time to work with Manpowergroup. Through the Access2Ability employment program, we serve as your champions – partnering with you to understand your skills, interests and goals. Then we promote your capabilities and match you to work where you can be satisfied, successful and recognized for your contributions.
The Access2Ability program is a collaboration of ManpowerGroup, employers, state and federal agencies, professional associations and community-based organizations . Together, we help job seekers, like you with disabilities at all experience levels find meaningful, rewarding employment opportunities. When you're referred to one of our offices, you will:
- Work with a representative who will serve as your coach, matching you to positions that suit your skill sets, work style and aspirations
- Gain greater exposure to ManpowerGroup’s extensive network of admired employers
- Benefit from networking opportunities and professional references
- Gain valuable work experience in a variety of industries
- Enjoy flexibility, workplace variety and a greater sense of independence
How do I participate in Access2Ability?
Contact your counselor, job developer or a representative within your agency to inform them you would like to apply with a ManpowerGroup brand through Access2Ability. Your counselor will work with you to complete the referral process and connect you with the nearest ManpowerGroup representative. If you are not currently working with an agency, please locate an office near you by clicking on the Find an Office button on this website.
What is working through ManpowerGroup like?
To begin the job matching process, a ManpowerGroup representative will meet with you to discuss your skills, work interests and experience. You and the representative will review job opportunities and work together to determine what role may be the best fit for you, based on your skill sets and goals.
When matched to a job assignment, you become an employee of ManpowerGroup. Assignments may last a few days, several weeks or even months – and some assignments turn into permanent positions. Many individuals like to complete an assignment and then move onto a new assignment to get exposure to and experience in different work environments and industries.
What opportunities may be available through my local office?
Depending on your work experience, training, skills and interests, ManpowerGroup has many different job opportunities in a variety of areas, including:
- Administrative, clerical, office, call center, customer service, sales
- Industrial, light industrial, warehouse
- Accounting and finance
- Manufacturing and production
- Other business professional positions
Pay rates are determined by the type of position you’re placed in and the market rate of pay for that position. Any relevant experience and skills you have will be considered, and rates are negotiated between your ManpowerGroup representative and potential employer.
What is the stability or longevity of a job?
Companies use ManpowerGroup when they have a need to supplement their workforce by putting someone on an assignment. Every job assignment is different; some assignments are short-term, long-term, project-based for a defined period of time, and others are permanent opportunities. When you work for ManpowerGroup, our client is checking your work progress and how you fit into their work environment and culture. Once you finish your job assignment, we look for the next opportunity to place you into your next assignment.
Does ManpowerGroup provide benefits?
When you work as an associate or professional for ManpowerGroup, you will hear more about the benefits available to you and we recommend you work with your counselor to determine if the benefits offered are suitable for you.
If I work short-term, will this interfere with my social security benefits or other benefits?
Before you consider working through ManpowerGroup, you should speak with your job developer or counselor who understands your individual case and your financial situation.
Partnering to promote success
At ManpowerGroup, we work with you to get people working. Through Access2Ability, we work to remove barriers to employment for people with disabilities, and create pathways to employment with targeted occupational skills training, industry specific skills assessments and recruitment programs.
We specialize in employment solutions that support your goals and those of whom you serve:
- Business services
- Job placement
- Subsidized employment
- Targeted occupational skills training
- Skills assessments
- Time capture and payroll services to support job evaluations and paid work experience programs
We know that every disability employment program is different, yet we all share a common mission: to build a bridge to sustainable employment. To develop and strengthen the foundation for success, tap into our flexible workforce solutions and core strengths – those that fill gaps, enhance programs and help more people experience the rewards of work.
OFCCP - Section 503 Regulations
On August 27, 2013, the U.S. Department of Labor's Office of Federal Contract Compliance Programs announced a Final Rule that makes changes to the regulations implementing Section 503 of the Rehabilitation Act of 1973, as amended (Section 503) at 41 CFR Part 60-741. Section 503 prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities (IWDs), and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals.
Highlights of the Final Rule:
Effective Date: March 24, 2014. However, current contractors with a written affirmative action program (AAP) already in place on the effective date have additional time to come into compliance with the AAP requirements. The compliance structure seeks to provide contractors the opportunity to maintain their current AAP cycle.
Affirmative Action: The Final Rule strengthens the affirmative action provisions of the regulations to aid contractors in their efforts to recruit and hire individuals with disabilities, and improve job opportunities for individuals with disabilities. The Final Rule also makes changes to the nondiscrimination provisions of the regulations to bring them into compliance with the ADA Amendments Act of 2008.
Utilization goal: The Final Rule establishes a nationwide 7% utilization goal for qualified IWDs. Contractors will apply the goal to each of their job groups, or to their entire workforce if the contractor has 100 or fewer employees. Contractors must conduct an annual utilization analysis and assessment of problem areas, and establish specific action-oriented programs to address any identified problems.
Source: U.S. Department of Labor
It is important to understand that the goal is not a "quota". According to the OFCCP failure to meet this goal will not by itself be a violation, and they should not be considered a ceiling or floor for the employment of individuals with disabilities.
How can ManpowerGroup help you meet your utilization goals?
ManpowerGroup is an additional recruitment resource to help you meet your employment needs. Our strong partnerships diversifies our talent pool that we source from to find you the most qualified and skilled talent for your workforce needs. The new ruling includes "placement or career offices of educational institutions" and "private recruitment sources, such as professional organizations or employment placement services" as possible recruitment resources (see Part 60-741.44(f) Outreach and recruitment efforts) .
ManpowerGroup will create a customized recruitment program developed to specifically address your staffing needs by utilizing temp-to-hire placements as a way to recruit candidates to meet guidelines and compliance requirements. We can also design a permanent recruitment plan to augment your existing efforts to hire talented, qualified individuals with disabilities.