If you are reading this guide, it’s likely you’re curious about beginning your first disability inclusion and employment initiative, joining the many companies already realizing a return on investment by tapping into this highly motivated, underrepresented workforce.
This guide will provide a bedrock framework for you to approach creating a disability inclusion program and tailoring it to your company’s needs. At the core, you’ll find one guiding principal to lead your efforts: Equality.
Developing a successful, long-term program means establishing a workplace where people with disabilities should be treated no differently than other employees. That means they’re held to the same standards as the broader team – they should receive the same pay, be held to the same performance expectations, and work in the same integrated facilities.
Getting your company there will be well worth the effort, as there are substantial benefits of diversity in the workplace. But if you’ve never participated in a disability inclusion initiative, you may have questions, such as:
- How should I be defining “disability” for my company?
- What is the value of disability inclusion for my company?
- Where do I find qualified talent and how should I go about hiring people with disabilities?
- What accommodations need to be made available to employees?
- How will other employees react?
This guide, created with input from disability employment and inclusion experts and employers with inclusion experience, will guide you through the answers to these questions, providing real life examples, resources, and a launching point for your own initiative.
For federal contractors, this will also help you understand how to fulfill your contractual requirement as it relates to people with disabilities under Section 503 of the Rehabilitation Act of 1973.
If you’re ready to get started, click on to see the real business benefits of disability inclusion for your company.