Get a commitment from top company leadership. Hold a disability awareness event where the CEO or other senior managers speak openly about their commitment to recruiting, hiring, retaining, and promoting people with disabilities.
Host a disability mentoring day at your company. Work with local schools, disability organizations, and VR providers to help plan the event. Encourage senior leadership to get involved.
Connect with local disability advocacy organizations. Let them know your business needs and goals. Find out ways they can help implement or improve your disability employment program.
Start a reverse or reciprocal mentoring program. Connect senior leadership with employees with disabilities to learn about and from each other.
Develop and implement a mentoring program for employees with disabilities. Integrate this program into existing diversity mentoring programs.
Stress the value you place on people with disabilities as employees and customers. Ensure that people with disabilities are included in your overall diversity strategy. Publicize this information on your external website, social media, and other company materials.
Educate and train human resource professionals, talent acquisition staff, and supervisory staff on recruiting, hiring, retaining, and promoting people with disabilities. Integrate trainings with existing employee and management staff development programs.
Create a centralized fund for reasonable accommodation, which will allow supervisors to make determinations regarding accommodations without regard to budgetary impact.
Train supervisors and human resource professionals on the benefits of using publicly funded supported employment services, such as job coaches.
Develop a tailored on-boarding program for all employees that includes information on topics such as reasonable accommodation procedures and ensure that orientation materials that are available in accessible formats.
Ensure employee training and professional development programs – onsite and online – are inclusive of people with disabilities. Make sure these programs are accessible and that reasonable accommodations will be provided if needed.
Train Employee Assistance Program (EAP) staff to assist employees with disabilities and parents of children with disabilities in navigating work incentives planning, Medicaid, and other disability-related services.
Mentor and learn from other companies about how to recruit hire, retain, and promote people with disabilities.
Leverage your procurement process to give preference to disability-owned businesses.
Find out if your business contracts with sheltered workshops or other community rehabilitation programs paying subminimum wage. If they are, explore opportunities to incorporate those workers into your workplace or work with current contractors that operate sheltered workshops to develop other competitive integrated employment opportunities.
Set and achieve measurable goals. Track and share your success with other businesses, industry liaison groups, disability advocates, and the federal agencies that are part of the Curb Cuts to the Middle Class Initiative.