Building an Inclusive 

Workforce

A Four-Step Reference Guide to 

Recruiting, Hiring, and Retaining 

Employees with Disabilities

Introduction

STEP 1 - Embrace Inclusive Strategies 

STEP 2 - Create an Inclusive Culture

STEP 3 - Recruit and Hire

STEP 4 - Retain and Advance Employees

Resources and Links for Federal Agencies
Competence and Flexibility...

...they are vital skills that employers seek. Today more than ever, businesses need 

people with the ability to adapt to different situations and circumstances. And 

perhaps more than any other group, people with disabilities possess precisely these 

attributes. On a daily basis, people with disabilities must think creatively about 

how to solve problems and accomplish tasks. In the workplace, this translates into 

innovative thinking, fresh ideas, and

Helen Chang, 

Web Developer

 varied approaches to 

confronting challenges and achieving success.

While research shows that people with disabilities make 

excellent employees, not all employers know how to 

effectively recruit, retain, and advance individuals 

with disabilities. That’s where this booklet can help. 

It provides a quick outline of four simple steps to 

increasing workforce inclusion, complete with web 

links to resources available to help businesses 

benefit from the talents of qualified individuals 

with disabilities.

(Continued on next page)

Introduction
Competence and Flexibility...

(Continued from previous page)

Introduction

Elaine Robnett Moore,

Jewelry Designer and Educator

This tool was developed by the U.S. Department 

of Labor’s Office of Disability Employment Policy 

(ODEP). To learn more about DOL’s efforts to 

increase employment opportunities for people 

with disabilities, visit ODEP’s website at 

dol.gov/odep. 

The people featured in this guide are people 

with disabilities—not models—photographed in 

their workplaces. Some of their disabilities are 

apparent, some are not. They reflect just a few 

of the millions of people with disabilities who 

add value to America’s workplaces and 

economy every day.
Embrace Inclusive Strategies

When it comes to doing business, including workers with disabilities offers a 

competitive edge. By incorporating people with disabilities into their human capital 

strategies, employers expand their pool of talent, skills, and creative business solutions. 

The resources below illustrate how workplace practices that include people with 

disabilities benefit everyone and make good business sense.

• Inclusion@Work	Framework

A multimedia policy tool that outlines seven core components

of a disability-inclusive workplace, along with a menu of

strategies for achieving them

AskEARN.org/inclusion-work

• Tax	Incentives

Description of various tax incentives for which

employers who hire people with disabilities

may qualify

AskJAN.org/topics/taxinc.cfm

(Continued on next page) Patty Rivas, 

Store Owner and

Social Worker

STEP 1 - Embrace Inclusive Strategies 
STEP 1 - Embrace Inclusive Strategies

Embrace Inclusive Strategies

(Continued from previous page)

• Business	$ense

Monthly newsletter featuring disabilityrelated topics of interest to employers

dol.gov/agencies/odep/publications/

business-sense

• Disability	Employment	Policies

in	Practice

Photographic	profiles	of

individuals with disabilities

working in a variety of

occupations and industries

dol.gov/agencies/odep/publications/

success-stories

Carson Bartlet,

Restaurant Employee
STEP 2 - Create an Inclusive Culture

Create an Inclusive Culture

Organizations that value and appreciate each person for their individual differences and 

experiences benefit from diverse perspectives. Creating such an inclusive culture isn’t 

difficult, but does require some forethought. The resources below can foster a welcoming 

work environment that is flexible and open to the talents of all qualified individuals, 

including those with disabilities.

•

•

• 	Small	Business	&	Disability

Employment: Steps to Success

Outlines effective strategies for

small businesses for recruiting

and	retaining	qualified	people

with disabilities

AskEARN.org/StepsToSuccess

(Continued on next page)

What	can	YOU	do?	Campaign	for	Disability	Employment

Nationwide campaign that offers a range of resources

to assist organizations to implement internal

disability employment awareness programs

whatcanyoudocampaign.org

Jeffery Krauthamer,

National	Disability	Employment Receptionist

Awareness Month

Annual outreach effort that raises

awareness about disability employment

issues and celebrates the many and varied

contributions of America’s workers with 

disabilities

dol.gov/agencies/odep/initiatives/ndeam
STEP 2 - Create an Inclusive Culture

Create an Inclusive Culture

(Continued from previous page)

• 	Fostering	Disability-Inclusive	Workplaces	Through	Employee

Resource Groups

Explores	 	how	Employee	Resource	Groups	can	benefit	employee	and	employer	alike

AskEARN.org/wp-content/uploads/docs/askearn_employeeresourcegroup_

factsheet.pdf

• A	Toolkit	for	Establishing	and	Maintaining	Successful	Employee

Resource Groups

Guidance for employers interested in developing or enhancing an Employee

Resource Group (ERG) focused on disability

AskEARN.org/wp-content/uploads/docs/erg_toolkit.pdf

•	Mental	Health	Toolkit:	Resources	for	Fostering	a

 Mentally Healthy Workplace 

 Helps employers learn about mental health and cultivate

 a welcoming and supportive work environment for

 employees who have mental health conditions 

 AskEARN.org/mentalhealth

• Emergency	Preparedness	Resources

Effective emergency plans and resources

for employees with disabilities

dol.gov/agencies/odep/program-areas/

employment-supports/emergencypreparedness

(Continued on next page)

R.J. Martin, 

Circulation 

Clerk at a 

County 

Library
STEP 2 - Create an Inclusive Culture

Create an Inclusive Culture

(Continued from previous page)

• Disability	Etiquette	Resources

Information about disability etiquette in various workplace settings, including

speaking engagements and customer service environments

AskJAN.org/topics/disetiq.htm

• Disability	Nondiscrimination	Law	Advisor

Guidance for employers on determining which federal disability nondiscrimination

laws apply to their business or organization and how to ensure compliance with them

webapps.dol.gov/elaws/odep/

• Do	Ask,	Do	Tell:	Encouraging	Employees	with	Disabilities	to

Self-Identify

Explores	research	related	to	disability	disclosure	in	the	workplace	and	identi ies

strategies for encouraging it in the context of the updates to Section 503 of the

Rehabilitation Act

AskEARN.org/wp-content/uploads/docs/do_ask_do_tell.pdf

For additional resources related to creating an inclusive culture, visit 

ODEP’s Diversity and Inclusion webpage at: dol.gov/agencies/

odep/program-areas/employers/diversity-inclusion

and Changing Attitudes webpage: 

dol.gov/agencies/odep/program-areas/employers/changing-attitudes.
STEP 3 - Recruit and Hire

The goal of the recruitment and hiring process is to attract and identify 

individuals who have the best mix of skills and attributes for the job available. 

Ensuring	that	all	qualified	individuals—including	those	with	disabilities—

can participate in the process is critical to achieving this goal. The resources 

below can assist in understanding how to be disability inclusive in recruiting 

and hiring.

• Employer	Assistance	and	Resource	Network

on	Disability	Inclusion	(EARN)

Free consultation and technical assistance

for employers seeking to recruit and hire quali ied

individuals	with	disabilities AskEARN.org

• Workforce	Recruitment

Program	(WRP)

Program that connects employers with

pre-screened, highly motivated college

students and recent graduates with

disabilities seeking internships or

permanent employment

wrp.gov/wrp

(Continued on next page)

John Winfrey,

Senior Technical

Account Manager

Recruit and Hire
STEP 3 - Recruit and Hire

Recruit and Hire

(Continued from previous page)

• American	Job	Centers

Nationwide network of centers that can

help	businesses	find	qualified	workers,

including workers with disabilities

servicelocator.org; 1-877-USA-JOBS

• Vocational	Rehabilitation	Agencies

State agencies that link employers to

job candidates with disabilities in their

local areas

soar.AskJAN.org/IssueConcern/214

• Partnership	on	Employment	and

Accessible	Technology	(PEAT)

Multi-faceted initiative promoting the

employment, retention, and career

advancement of people with disabilities

through the development, adoption and

promotion of accessible technology

PEATworks.org

• TalentWorks

 A service of PEAT that helps employers

and human resource (HR) professionals

make their eRecruiting technologies

accessible	to	all	job	seekers—including

those with disabilities

PEATworks.org/talentworks

(Continued on next page)

Meg Krause,

Public Relations 

Professional 

and Veteran
Recruit and Hire

(Continued from previous page)

• Inclusive	Internship	Programs:	A	How-to	Guide	for	Employers

Provides background and guidance on establishing inclusive internship programs

dol.gov/sites/dolgov/files/odep/pdf/inclusiveinternshipprograms.pdf

For additional resources related to the recruitment and hiring of people with 

disabilities, visit ODEP’s Recruitment and Retention webpage at

dol.gov/agencies/odep/program-areas/employers/recruitment-retention and 

Accommodations webpage at dol.gov/agencies/odep/program-areas/

employers/accommodations.

STEP 3 - Recruit and Hire

Meghan Jones, 

Office Clerk
Retain and Advance 

Valued	Employees

STEP 4 - Retain and Advance Employees

Employers	and	employees	both	benefit	from	a	work	environment	that	

facilitates	the	retention	of	all	skilled,	qualified	workers	through	effective	job	

accommodations for employees with disabilities. The resources below can 

assist	in	understanding	how	to	effectively	retain	the	talents	of	qualified	

employees with disabilities and help them advance and achieve 

workplace success.

• 	Job	Accommodation	Network	(JAN)

	Free,	expert,	and	confidential	guidance

on workplace accommodations for

employees with disabilities

AskJAN.org; 1-800-526-7234

(Voice); 1-877-781-9403 (TTY)

• 	Employer	Assistance	and

Resource	Network	on

	Disability	Inclusion	(EARN)

Free consultation and technical

assistance for employers seeking

to retain and advance employees

with disabilities

AskEARN.org/topics/retention- 

 advancement/ 

(Continued on next page) 

Eric Wright,

Lead Technologist
STEP 4 - Retain and Advance Employees

(Continued from previous page)

Retain and Advance 

Valued	Employees

• Workplace	Accommodation	Toolkit

Resources and guidance on inclusive practices

related to the reasonable accommodation process

AskJAN.org/toolkit

• Workplace	Accommodations:	Low	Cost,

High Impact

Summary of research revealing the low cost of

accommodations for employees with disabilities

relative to their positive impact

AskJAN.org/topics/costs.cfm

• Customized	Employment/Flexible

Work Arrangements

Information about customized employment,

a	flexible	work	arrangement	that	can	help

employers retain valued employees,

including those with disabilities

dol.gov/agencies/odep/program-areas/

customized-employment

• Soft	Skills

Introduction to workplace interpersonal

and professional skills for employees

dol.gov/agencies/odep/program-areas/

individuals/youth/transition/soft-skills

(Continued on next page) 

Legislative Affairs 

Kathy Peery,

Specialist for a 

Federal Agency
STEP 4 - Retain and Advance Employees

Retain and Advance

Valued	Employees

(Continued from previous page)

• Supporting	Employees	Who	Experience	Unexpected	Illness	or	Disability

Factsheet on Stay-at-Work/Return-to-Work strategies

dol.gov/sites/dolgov/files/ODEP/pdf/20140917StayAtWork.pdf

• Job	Accommodation	Network	Multimedia	Training	Microsite

Provides resources for employers to conduct training on disability employment

topics for individuals or groups of employees

AskJAN.org/events/Multimedia-Training-Microsite.cfm

For additional resources related to retaining and advancing people with 

disabilities, visit ODEP’s Recruitment and Retention webpage at 

dol.gov/agencies/odep/program-areas/employers/recruitment-retention

and Accommodations webpage at dol.gov/agencies/odep/programareas/employers/accommodations.
Resources and Links for Federal Agencies

Resources	and	Links

for Federal Agencies

As the nation’s largest employer, the Federal Government must model effective 

policies and practices that advance America’s ideal of equal opportunity for 

all. Regulations implementing Section 501 of the Rehabilitation Act of 1973 

(Section 501) specify that federal agencies must become model employers 

of individuals with disabilities. Federal agencies are required to develop and 

maintain	“an	affirmative	action	program	plan”	for	the	hiring,	placement,	and	

advancement of individuals with disabilities.

The	resources	on	the	next	two	pages	can	assist	in	fulfilling	this	directive.

• Federal	Exchange	on	Employment	&	Disability	(FEED)

An interagency working group focused on information sharing, best

practices, and collaborative partnerships designed to make the Federal

Government a model employer of people with disabilities

askearn.org/topics/federal-state-government-employment/federal-governmentemployment/federal-exchange-employment-disability-feed/

• Federal	Agency	Employment	Strategies:	A	Framework

for Disability Inclusion

Outline of proactive disability employment strategies to attract and retain

qualified	jobseekers	with	disabilities

dol.gov/sites/dolgov/files/odep/pdf/faestrategies.pdf

• Workforce	Recruitment	Program

Program that connects federal employers with pre-screened, highly

motivated college students and recent graduates with disabilities seeking

internships or permanent employment

wrp.gov/wrp

(Continued on next page)
Resources and Links for Federal Agencies

Resources	and	Links

for Federal Agencies

(Continued from previous page)

• Schedule	A	Hiring	Authority

The ABCs of Schedule A

eeoc.gov/abcs-schedule

• Computer/Electronic	Accommodations	Program	(CAP)

Centrally funded accommodation program that provides assistive technology

and services free of charge to Department of Defense agencies

cap.mil

• Federal	Workplace	Mentoring	Primer

Overview of basic practices, strategies, and available tools and resources for

establishing formal mentoring relationships and programs within federal

workplaces

AskEARN.org/wp-content/uploads/docs/fed-wmp.pdf

• Veterans	Preference	Advisor

Guidance on preferences that veterans, including wounded warriors,

may be entitled to with regard to federal employment

webapps.dol.gov/elaws/vetspref.htm

• Federal	Disability	Hiring	Programs

An	overview	of	initiatives	and	flexibilities	in	hiring	processes

intended to increase the employment of people with disabilities

in the Federal Government

opm.gov/policy-data-oversight/disability-employment/

• Equal	Employment	Opportunity	Commission	(EEOC)

A resource for laws, regulations, policy guidance, fact sheets, Q & A’s, best

practices, and other information on disability discrimination

eeoc.gov/laws/types/disability.cfm

For additional resources for federal employers, visit ODEP’s Federal 

Employers’ webpage at 

dol.gov/agencies/odep/program-areas/employers/federal-employment.

U.S.	Department	of	Labor

Office	of	Disability	Employment	Policy

dol.gov/odep
DRIVING	CHANGE	

CREATING OPPORTUNITY

Inclusion drives innovation, and disability is part 

of the equation.	This	resource	guide	provides	a	great	

starting point for employers seeking to tap into the 

talent pool 	of	qualified	individuals	with	disabilities.

U.S.	Department	of	Labor

Office	of	Disability	Employment	Policy

dol.gov/odep

To download a digital version of Building an Inclusive 

Workforce, go to:

orders.gpo.gov/odep.aspx

2021