Through this partnership, ASA and ODEP collaborate to provide reliable information and resources to help staffing firms create inclusive workplaces for people with disabilities. This webpage serves as a resource for employer organizations that want to recruit, hire, retain, and advance people with disabilities.
Since 2006, ODEP’s alliance initiative has helped employer organizations develop and apply model policies and initiatives to increase the recruitment, hiring, retention, and career advancement of people with disabilities.
Here are questions staffing companies should be able to answer when speaking with clients, talent, and other stakeholders.
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In a disability-inclusive workplace, people with disabilities have access to the same jobs, benefits, and opportunities as everyone else. Employees with disabilities feel valued and unafraid in an inclusive workplace. Applicants with disabilities have the same access to jobs as other qualified candidates. Additionally, employees with disabilities have the same perks or access to promotions as their colleagues.
Clear and transparent policies and processes are the basis of an inclusive workplace. The Employer Assistance and Resource Network on Disability Inclusion (EARN) has a seven-step framework, Inclusion@Work, that can help you build an inclusive workplace. Learn more at askearn.org.
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According to the U.S. Centers for Disease Control and Prevention, 61 million adults in the in the U.S. live with disabilities. Disabilities take many forms. Some people are born with their disabilities, and others get them later in life as a result of age, military service, or other life experience. Disabilities differ in how they affect a person's interaction with the world. People with disabilities also have different needs in the workplace. People with disabilities thrive in the workplace when employers provide the necessary supports and accommodations to meet their needs.
“Disability” is defined in the Americans with Disabilities Act. You can read the ADA at ada.gov. The U.S. Department of Labor also has additional information where you can learn about increasing and enhancing employment opportunities for people with disabilities.
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Companies that intentionally include people with disabilities are often more productive and innovative than their peers. Being disability-inclusive also ensures a company meets the requirements of the Americans With Disabilities Act and if the company has contracts with the federal government, requirements of Section 503 of the Rehabilitation Act.
A report by Accenture found that companies that include people with disabilities experience 28% higher revenues, 20% higher net income, and 30% higher profit margins. These companies also enjoy access to the growing pipeline of talent with disabilities. These employees are markedly innovative. A recent article from Harvard Business Review notes that people with disabilities are more likely than others to contribute new ways to drive value at their company.
Supporting Disability Inclusion
An inclusive company is more likely to meet legal requirements related to disability inclusion.
Disability Inclusive Culture
Everyone in the workplace has a role in creating a disability-inclusive culture.
Inclusive Communication
Effective communication between stakeholders is important to success.
Building an Inclusive Talent Pipeline
Include people with disabilities in your company’s talent pipeline.
Talent Recruitment
Certain practices can make your company a more attractive employer to people with disabilities.
Talent Management
Disability-inclusive policies, training, and accountability for people in critical roles ensure that everyone is included.
Reasonable Accommodations
A reasonable accommodation is something that helps an employee with a disability on the job.
Accessible Technology
Accessible technology is essential for any inclusive workplace.
Inclusion Accountability
Develop measures to ensure and sustain workplace inclusion.
Additional Resources
Utilize existing resources to navigate disability inclusion.
Related Webinars
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Sorry, the content you’ve selected is for members only. Maybe it’s time to join! Or if you’re already a member, please log in. Join today to get access to all ASA webinars and on-demand presentations. The ASA Resource Llibrary includes hundreds of presentations that members can view at their convenience and at no charge. Valuable webinars… More ›
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Sorry, the content you’ve selected is for members only. Maybe it’s time to join! Or if you’re already a member, please log in. Join today to get access to all ASA webinars and on-demand presentations. The ASA Resource Llibrary includes hundreds of presentations that members can view at their convenience and at no charge. Valuable webinars… More ›
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Sorry, the content you’ve selected is for members only. Maybe it’s time to join! Or if you’re already a member, please log in. Join today to get access to all ASA webinars and on-demand presentations. The ASA Resource Llibrary includes hundreds of presentations that members can view at their convenience and at no charge. Valuable webinars… More ›
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Highlights In this current climate, with more employees working remotely, it’s essential that employers—including staffing firms—remember and include people with disabilities as they navigate their new environment. Join Renee K. Tajudeen, director, policy of policy communication and outreach at the U.S. Department of Labor, as she shares information to help you set employees… More ›
