Regular training helps people learn and remember how to
- Better interact with their colleagues with disabilities
- Meet various legal requirements
- Effectively provide accommodations
- Retain employees with disabilities and help them grow
Setting goals and benchmarks helps measure progress towards inclusion. Some common things to measure include
- Outreach and recruitment
- Hiring, retention, and advancement
- Disability-focused or inclusive activities
Federal contractors must also offer employees the opportunity to self-identify as a person with a disability—and measure how many employees do so. Learn more about responsibilities of federal contractors and Section 503 of the Rehabilitation Act.
These metrics help organizations stay on course to meet disability inclusion goals. Regular audits of these metrics are also helpful. Conduct annual or semiannual audits to identify trends in recruitment, hiring, retention, and advancement. Link these reports to performance measures for key employees in leadership, human resource, and supervisory roles.
- This webinar from EARN will help you hold yourself and your organization accountable.
- Disability Equality Index: This benchmarking tool, jointly sponsored by the American Association of People With Disabilities and Disability:IN, offers businesses the opportunity to receive an objective score on disability inclusion policies and practices.
- This resource from the DOL Office of Federal Contract Compliance Programs helps federal contractors meet their disability inclusion requirements.
- This EARN resource provides advice on encouraging disability self-identification, especially for federal contractors.
