It’s important to define what success looks like for each phase of your disability employment program. As you look at the eight critical phases of the initiative, from buy-in to rollout, consider these success factors:
 
 

Success Factors for the Buy-in Phase:

  • One or more “project champions” passionate about starting the initiative
  • Clear communication of the business case that sync up with company’s needs
  • CEO sign-off and/or support

 

Success Factors for the Assessment Phase:

  • Operations and HR involvement, from senior to local level
  • Consideration of each company’s recruiting/hiring system, early in the disability employment and inclusion efforts

 

Success Factors for the Planning Phase:

  • A plan for channeling internal and external momentum for the initiative
  • Established and efficient accommodations system in place to understand existing processes

 

Success Factors for the Design Phase:

  • Elements of the pilot project are created to effectively facilitate disability inclusion
  • Established practices and procedures defining the project framework are in place and known internally

 

Success Factors for the Development Phase:

  • Internal and/or external resources are in place and committed to the project
  • Staff and external stakeholders understand metrics and accountability measures

 

Success Factors for the Pilot Phase:

  • Clear communication and agreement of pilot site business case and need for inclusive culture
  • Local project champion who takes ownership of implementation

 

Success Factors for the Evaluation Phase:

  • Identification of key metrics related to your company’s original business case are clearly defined
  • Metrics are monitored and frequently communicated by a dedicated project manager
  • Lessons learned from pilot rollout are incorporated into expansion plans

 

Success Factors for the Pilot Expansion/Rollout Phase:

  • Broad buy-in for diversity and inclusion initiative is clearly evident among local site managers and front line staff
  • Clear standard operating procedure or rollout plan is articulated by project champions and understood by local managers

Leave a Reply

avatar

Related Stories

3 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.

If 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…

Read More

10 Books to Help You Hire People With Disabilities

From autobiographies to business books on inclusive design, these 10 titles can help you with your disability employment initiative.

For more information on hiring people with disabilities, check out these books:   1. Able by Nancy Henderson The story of Habitat International and David Morris’ success in employing people…

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