As with any new organizational initiative, communicating with your employees – clearly and often – is essential to ensure that your disability employment and inclusion program is a success.

The way you speak about your disability inclusion initiative will directly inform how your employees think and feel about it; being positive about the potential of the program and clear that you’re hiring coworkers who will be effective team members is vital to building an inclusive culture.

It’s also important to be sure your employees have an understanding of common types of disabilities and the general etiquette on how to interact with individuals with these disabilities. This information should be widely available and easy to access for all employees.

Beyond your employees, you may want to communicate to external audiences, too – to help grow your recruiting pipeline, or just build awareness and excitement around your diversity and inclusion efforts.

For both internal and external messages, you should work with your corporate communications team to develop a plan based on your communication goals. It should contain specific messages, channels of delivery and timing for each of your relevant audiences.

Building and Communicating Your Inclusive Employment Culture:

“Creating a culture of inclusion that welcomes everyone, including those with disabilities, creates an environment of collaboration and a shared commitment to excellence. We have seen positive cultural changes happen when companies begin to include people with disabilities into their workforce and the marketplace.”
— Meg O’Connell, President, Global Disability Inclusion

Explore the success stories of other standout brands:

Top Stories

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  • Disability By the Numbers

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  • 4 Tips for Working With Disability Employment Consultants

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  • How to Benchmark Your Disability Inclusion Efforts

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  • 7 Ways Hiring People with Disabilities Can Boost Your Business

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  • FAQs for Hiring Managers and Employees

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  • Fostering an Inclusive Workplace

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  • How Managers Perceive Disability Programs

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  • Is Your Facility Ready? 10 Questions to Ask

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Case Studies

UPS’s Transitional Learning Center

At UPS' Transitional Learning Center, people with disabilities can participate in a two-week pre-employment training program.

UPS delivers innovation through transformative Transitional Learning Center. UPS made a staunch commitment to include people with disabilities through their innovative Transitional Learning Center (TLC) at the UPS Worldport facility…

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McKesson

How can you hire more people with disabilities? For healthcare company McKesson, it began with a company-wide email from a senior vice president, sharing his personal story, and encouraging participation in an Employee Resource Group.

McKesson is the oldest and largest health care company in the nation, serving more than 50% of U.S. hospitals and 20% of physicians. A Fortune 5 company, McKesson joined the…

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Pepsi’s ACT Initiative

Since 2014, Pepsi's ACT (Achieving Change Together) initiative has resulted in jobs for more than 200 people with disabilities.

Pepsi’s ACT taps people with disabilities to get the job done. Pepsi ACT (Achieving Change Together) is a joint partnership between Pepsi Beverages and Disability Solutions @Ability Beyond to enhance…

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