How you choose to begin your disability employment and inclusion hiring initiative will be based on your individual circumstances. Finding the pathway that is right for you will be a pivotal decision. Consider these three models for implementing disability employment and inclusion programs.

Read more about Defining Your Initiative in our PDF Guide


“For P&G, hiring people with disabilities has been so much more than a diversity and inclusion effort, and part of our success comes from clarity around what we want to achieve. In our experience, employees with disabilities are dedicated, perform well, and their presence not only positively contributed to the organization but also to our reputation in the community as a great place to work.”

Miguel Garcia
North American Transportation and Warehousing Finance, Proctor & Gamble

Grass Roots Initiative

Benefits

  • Allows proactive local sites
  • Delivers immediate impact priorities
  • Allows for the highest level of customization to meet local needs

Challenges

  • Limits ability to easily replicate and scale without rallying internal support
  • Creates situation for potential executive guidance misalignment

Pilot Program

Benefits

  • Allows for customization
  • Facilitates transfer of knowledge and learnings to aid in continuous improvement
  • Creates track record and compelling case for change for broader rollout
  • Delivers immediate impact and CEO-level visibility

Challenges

  • Increases potential for “analysis paralysis” before moving on to national rollout
  • Reduces level of standardization across the initiative

Full Scale Rollout

Benefits

  • Allows for highest level of standardization across the initiative
  • Reaches more sites in less time

Challenges

  • Limits agility in testing the strategy
  • Limits flexibility in adapting the strategy
  • Increases risk of project halting
Read more about Defining Your Initiative in our PDF Guide


Case Studies

When P&G undertook Project WIN, which stands for Workplace INclusion, to increase the number of employees with disabilities, they outlined a set of defining “is” and “is not” statements to describe their internal vision. This ensured that both key stakeholders in the initiative, as well as the broader workforce, were aligned on the program objective.

Learn about Project WIN