Once you’ve defined the overall goals for your initiative, you’ll need to assess how it’s going to impact your chosen implementation site.

 
 

These three steps can help:

1. Determine how a disability employment and inclusion program fits into your site’s goals for hiring, production and value creation. For example, you may want to:

  • Increase the retention rate for certain positions or across a location
  • Meet demand for a larger labor pool
  • Reduce absenteeism for a department or location
  • Lower recruitment costs

 
2. Evaluate available jobs and current openings based on a number of factors:

  • Job title and description — technical and personal skills required
  • Application and interview process
  • Immediate supervision
  • Organization of workplace, including employee non-work areas
  • Safety
  • Quality
  • Communication styles

 
3. Determine whether current site staffing firms or contractors need help understanding their role in hiring people with disabilities:

  • Do they partner with local sources for talent with disabilities?
  • Do they have resources and policies for reasonable accommodations?
  • Do their staff members need training on recruiting and managing people with disabilities?

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