One of the most important aspects of a successful disability inclusion program is the ongoing learning process that extends across every stage of implementation and practice.

As you track your program’s progress against your goals during every phase of your initiative, you should regularly review data to understand what is (and isn’t) working and make any necessary changes. The information you track and record should relate to the specific goals and needs of your organization, as well as any additional needs you have identified as part of a successful initiative.

To get you started, we’ve outlined below some of the key areas to consider when setting your goals, and tracking and reviewing progress.

ATTRACT

 

The Goals:

  • Create awareness and “buzz” about your company/site in the local disability community
  • Create a positive candidate experience

 

Ways to Learn and Improve:

  • Conduct a brief annual survey of providers or third-party agencies
  • Conduct interviews with individuals with disabilities to understand successes, difficulties and areas for improvement
  • Engage an employee resource group in attracting and retaining people with disabilities

 

HIRE

 

The Goals:

  • Set annual hiring goals for your disability employment initiative – either a specific number of people with disabilities hired per year, or a percentage of new hires to be people with disabilities
  • Achieve and maintain a consistent talent pipeline from community providers

 

Ways to Learn and Improve:

  • Track new-hire data
  • Track referrals and success rates across agencies and hiring sources
  • Identify successful sources for hiring to continue the relationships, and work to improve less-successful partnerships

 

RETAIN

 

The Goals:

  • Set retention rate for individuals with disabilities after one year

 

Ways to Learn and Improve:

  • Conduct exit interviews with separated employees
  • Conduct exit interviews with supporting agencies and providers where applicable

 

SUCCEED

 

The Goals:

  • Achieve cost goals set by site
  • Meet or exceed site’s safety, quality and productivity goals
  • Expand program to additional sites nationwide

 

Ways to Learn and Improve:

  • Track and understand data related to cost, safety and productivity
  • Track number of sites implementing

 

Tracking Contractor Model Success

  • If your site is using the contractor model, work with the contractor to create a scorecard to track their efforts and success in bringing people with disabilities into the workforce.

Wherever you find unexpected data – whether it is exceeds or falls short of your expectations – it is important to stop and consider what in your plan and unique situation is responsible. Sometimes, you’ll find no change is needed, for example: maybe you fell short in your hiring goals because you increased your employee retention rate beyond what was expected, or your company didn’t need to hire more roles for other business reasons.

Other times, however, it might point to areas where you need to place more attention. For instance, If you do not meet your hiring goals, but your rate of hiring did not slow, then it is time to dig deeper.

What is most important is perseverance – with time and experimentation you will find the program that meets the unique needs of your company and transform your workplace and culture to be more inclusive. But remember, your disability inclusion program should become base policy for your company – regularly review your policies as you would other system over time.

Following this, you’ll find additional resources that might be helpful across the stages of a disability inclusion initiative.

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