Planning is the most important stage of implementing a disability inclusion program, regardless of which model for implementation you have chosen to pursue.

But it’s also important to approach your planning process with purpose – just because planning is the most important stage doesn’t mean you should be afraid of implementation.

An effective planning process not only sets you up to implement disability inclusion, it is an actionable process – obtaining buy-in, realistically evaluating sites, and building specific timelines for rollout are all integral for success.

These resources will help take you through the parts of planning a disability inclusion initiative:

 

“With any new initiative, it is important to ensure proper planning and alignment with business objectives. It is no different when starting a disability inclusion program. Proper planning will ensure effective implementation, program adoption, growth and expansion.”
Meg O’Connell, President, Global Disability Inclusion

Explore the success stories of other standout brands:

Top Stories

  • 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…

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  • 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.…

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  • 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…

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  • 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…

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  • 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…

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  • 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…

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  • 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…

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  • 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…

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  • Working With Community Partners: 3 Red Flags

    Not all service providers meet the goals of a competitive disability employment program. Here are three red flags to watch out for.

    While many service providers offer a valuable service to people with disabilities, they don’t always meet the goals of a competitive disability employment and inclusion program: equal jobs, equal pay…

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Case Studies

Procter & Gamble’s Project WIN

P&G’s Project WIN started with a mission statement and a commitment to increase the number of employees with disabilities.

P&G started Project WIN with a vision statement. When P&G undertook Project WIN, which stands for Workplace INclusion, to increase the number of employees with disabilities, they outlined a set…

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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…

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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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