Service providers and community partners can help you find qualified candidates to fill your roles and can offer guidance on how to effectively integrate people with disabilities into your workforce.

Knowing how to find these partners is an important first step. A simple internet search with your state name and vocational rehabilitation (VR) offices will generate a complete list of locations within each state. (VR services are typically provided by the state at little or no cost to your company, although some agencies do charge a minimal fee.) You can also find contacts for VR agencies at www.rehabnetwork.org.

State agencies aren’t the only organizations you will come across when researching disability employment service providers. There are also nonprofit agencies (service providers) and even for-profit agencies that work with people with disabilities. One source to check out: the U.S. Food and Drug Administration’s list of state vocational rehabilitation agencies. Another source is the U.S. Department of Education state contacts page. Finally, don’t forget to look for any well-known national agencies in your community, such as Easter Seals or The Arc.

And don’t forget there might be other community service providers in your area, outside of the employment and disability inclusion fields, who may become valuable partners for your company.

After that, it’s crucial to develop and maintain close relationships to make sure they meet your business objectives.

The following resources will help you effectively partner with community service providers:

“Finding candidates can be challenging, but one of the approaches is to develop a partnership with agencies or groups who specialize in providing services to people with disabilities. Creating a mutual understanding of the goals of both the agency and the business helps to ensure a pipeline of candidates who are qualified for the jobs.”
Deb Russell, President, Deb Russell Inc.

Explore the success stories of other standout brands:

Top Stories

  • Disability Employment Implementation: The Steps

    From buy-in to a scaled rollout, implementing a disability employment and inclusion hiring program takes time. Here’s a sample timeline.

    If there’s one thing all disability employment and inclusion hiring programs have in common, it’s this: implementing them takes time. You’ll need patience and a view of the long game.…

    Read More
  • Disability By the Numbers

    Need proof that including people with disabilities in your workforce is good for your business? Just look at the numbers.

    To help build your business case for hiring people with disabilities, it’s important to consider the scope of talent your business could be missing out on without a disability inclusion…

    Read More
  • 4 Tips for Working With Disability Employment Consultants

    Planning to work with a disability employment consultant? These three tips can help you get the most out of the relationship.

    As you’re looking to recruit, hire, and retain employees with disabilities, you may want to consider enlisting the help of a disability employment consultant. Disability employment consultants go above and…

    Read More
  • How to Benchmark Your Disability Inclusion Efforts

    Find out how tools from three different organizations can help you benchmark the success of your company's disability inclusion efforts.

    The importance of understanding whether or not your efforts are having an impact is unsurprising in implementing disability inclusion programs. Fortunately, when it comes to measuring the success of your…

    Read More
  • 7 Ways Hiring People with Disabilities Can Boost Your Business

    Check out these seven ways hiring people with disabilities can bring bottom-line benefits that show proven ROI to your company.

    Despite common misgivings, there are wide-ranging benefits to hiring people with disabilities – it isn’t just socially good, it is good for business as well. In fact, companies that are…

    Read More
  • Fostering an Inclusive Workplace

    Want to foster a culture of inclusion in your workplace? Invest in training current employees on disabilities—including basic etiquette.

    Before you begin interviewing and hiring people with disabilities for your open roles, it’s important to provide training to your current workforce on disabilities. Investing in this training upfront will…

    Read More
  • How Managers Perceive Disability Programs

    When it comes to manager perceptions of people with disabilities, there's good news: Things have changed—for the better.

    When it comes to manager perceptions of people with disabilities, things have changed—for the better. In fact, perception can be used as a proxy for whether disability employment and inclusion…

    Read More
  • Is Your Facility Ready? 10 Questions to Ask

    Is your facility ready for your disability employment program? These 10 questions can help you make sure your site is up to snuff.

    As you’re planning your disability employment and inclusion program, you’ll need to make sure your facility is set up to help your new employees function at their best. For some…

    Read More
  • FAQs for Hiring Managers and Employees

    Your employees have questions, we've got answers: Get the facts on 12 FAQs about disability hiring.

    It’s natural for your hiring managers and employees to have questions about your company’s disability employment initiative—everything from why you’re interested in hiring people with disabilities in the first place,…

    Read More

Case Studies

Walgreens

Higher productivity. Lower turnover. Staff positivity. These are some of the results of Walgreens' disability employment inclusion program.

Walgreens changes the paradigm. The current wave of company-led employment and inclusion programs for people with disabilities didn’t happen overnight. Much can be credited to Walgreens, which in 2007 emerged…

Read More

Grainger

Thanks in part to a commitment to training its talent acquisition and human resources staff, Grainger has been able to hire 200+ people with disabilities since 2014.

Grainger Case Study, June 2017 Grainger is a business-to-business, Fortune 500 industrial supply company based in Chicago, Illinois. Grainger joined the USBLN Going for the Gold (GFG) Program in 2014,…

Read More

General Motors

Long a leader in disability accommodation processes in manufacturing, learn how GM broadened its disability inclusion practices even further.

The Challenge This innovative automotive company had previously created robust disability accommodation processes in their manufacturing environment. They also had established an active employee resource group for people with disabilities…

Read More