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.

Explore the success stories of other standout brands:

Top Stories

  • Disability By the Numbers

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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.

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  • 4 Tips for Working With Disability Employment Consultants

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  • 7 Ways Hiring People with Disabilities Can Boost Your Business

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  • How to Benchmark Your Disability Inclusion Efforts

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  • Fostering an Inclusive Workplace

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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.

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  • Is Your Facility Ready? 10 Questions to Ask

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  • Working With Community Partners: 3 Red Flags

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Case Studies

Pepsi’s ACT Initiative

Since 2014, Pepsi's ACT (Achieving Change Together) initiative has resulted in jobs for more than 200 people with disabilities.

Pepsi’s ACT taps people with disabilities to get the job done. Pepsi ACT (Achieving Change Together) is a joint partnership between Pepsi Beverages and Disability Solutions @Ability Beyond to enhance…

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Grainger

Thanks in part to a commitment to training its talent acquisition and human resources staff, Grainger has been able to hire 200+ people with disabilities since 2014.

Grainger Case Study, June 2017 Grainger is a business-to-business, Fortune 500 industrial supply company based in Chicago, Illinois. Grainger joined the USBLN Going for the Gold (GFG) Program in 2014,…

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UPS’s Transitional Learning Center

At UPS' Transitional Learning Center, people with disabilities can participate in a two-week pre-employment training program.

UPS delivers innovation through transformative Transitional Learning Center. UPS made a staunch commitment to include people with disabilities through their innovative Transitional Learning Center (TLC) at the UPS Worldport facility…

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