Building an Inclusive

Workforce

A Four-Step Reference Guide to 

Recruiting, Hiring and Retaining 

Employees with Disabilities

Introduction

STEP 1 - Business Strategies that Work 

STEP 2 - Creating an Inclusive Culture

STEP 3 - Recruiting and Hiring

STEP 4 - Retaining and Advancing Employees

Resources and Links for Federal Agencies

U.S. Department of Labor

Office of Disability Employment Policy

dol.gov/odep
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 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 isabilities.

(Continued on next page)

Niki Swann, 

English Teacher 

and Graduate 

Student

Introduction
Competence and Flexibility...

(Continued from previous page)

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.

Introduction

Elizabeth Kumar,

Peer Mentor
Business Strategies that Work 

When it comes to doing business, inclusion of 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.

• Business Strategies that Work: A Framework for 

Disability Inclusion

Identifies promising employment policies and practices 

for recruiting, hiring, retaining and advancing qualified 

individuals with disabilities

dol.gov/odep/pdf/BusinessStrategiesThatWork.pdf

• Employer Engagement Strategy Final Report

Discusses commitment to hire, workplace diversity 

and inclusiveness

dol.gov/odep/pdf/20150201EESFinalReport.pdf

• 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/media/lowcosthighimpact.html

(Continued on next page)

STEP 1 - Business Strategies that Work 

Mat McCollough, 

Executive Director 

of a Municipal Agency
STEP 1 - Business Strategies that Work 

Business Strategies that Work

(Continued from previous page)

• Tax Incentives

Description of various tax incentives for which employers 

who hire people with disabilities may qualify

AskJAN.org/media/tax.html

• Business $ense

Monthly newsletter featuring disabilityrelated topics of interest to employers

dol.gov/odep/businesssense

• Disability Employment Policies 

in Practice

Photographic profiles of individuals 

with disabilities working in a variety 

of occupations and industries 

dol.gov/odep/profiles

John D. Kemp

President & CEO

The Viscardi Center
Creating 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.

• What can YOU do? Campaign for Disability Employment

Nationwide campaign that offers a range of resources 

to assist organizations in implementing internal 

disability employment awareness programs

whatcanyoudocampaign.org

• National Disability Employment 

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/odep/topics/NDEAM.htm

• 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)

STEP 2 - Creating an Inclusive Culture

Kenny Allen, 

Graphic Designer 

for a Federal 

Contractor
STEP 2 - Creating an Inclusive Culture

Creating an Inclusive Culture 

(Continued from previous page)

• 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

• Emergency Preparedness Resources

Effective emergency plans and resources for employees 

with disabilities

dol.gov/odep/topics/EmergencyPreparedness.htm

• 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

dol.gov/elaws/odep.htm

(Continued on next page)

R.J. Martin, 

Circulation 

Clerk at a 

County 

Library
STEP 2 - Creating an Inclusive Culture

Creating an Inclusive Culture

(Continued from previous page)

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

Self-Identify

Explores research related to disability disclosure in the workplace and identifies

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

• 2014 National Study of Employers: Including

the Talents of Employees with Disabilities

Proposes recommendations for employers invested in improving employment

opportunities for individuals with disabilities

familiesandwork.org/downloads/nse-14-disabilities.pdf

• 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

For additional resources related to creating an inclusive culture, visit 

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

diversityandinclusion.htm and Changing Attitudes webpage: 

dol.gov/odep/topics/changingattitudes.htm.
STEP 3 - Recruiting and Hiring

Recruiting and Hiring 

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 qualified 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

dol.gov/odep/wrp

(Continued on next page)

Munir Bashir, 

Team Leader at an

Electronics Store
STEP 3 - Recruiting and Hiring

Recruiting and Hiring

Meg Krause,

Public Relations 

Professional 

and Veteran

(Continued from previous page)

• American Job Centers

Nationwide network of centers that can 

help businesses find qualified workers, 

ncluding 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 resources (HR) professionals 

make their eRecruiting technologies 

accessible to all job seekers—including 

those with disabilities

PEATworks.org/talentworks

(Continued on next page)
Recruiting and Hiring

(Continued from previous page)

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

Provides background and guidance on establishing inclusive internship programs

dol.gov/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/odep/topics/recruitmentandretention.htm and Accommodations 

webpage at dol.gov/odep/topics/accommodations.htm.

STEP 3 - Recruiting and Hiring

Michael Adams,

Accounting Assistant
Retaining and Advancing 

Valued Employees

STEP 4 - Retaining and Advancing 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

• Return-to-Work Toolkit

 Information about the return-towork process and resources to 

assist in getting employees back 

on the job quickly and smoothly 

after illness or injury 

dol.gov/odep/return-to-work

(Continued on next page)

Eric Wright,

Lead Technologist
STEP 4 - Retaining and Advancing Employees

Retaining and Advancing 

Valued Employees

Kathy Peery,

Legislative Affairs 

Specialist for a 

Federal Agency

(Continued from previous page)

• Workplace Flexibility Toolkit

Tools employers can use to adjust time, location and 

manner in which an employee works

dol.gov/odep/workplaceflexibility/

• Workplace Accommodation Toolkit

 Resources and guidance on inclusive practices 

related to the reasonable accommodation process

askjan.org/toolkit

• Customized Employment/Flexible 

Work Arrangements

 Information about customized employment, 

a flexible work arrangement that can assist 

yers in retaining valued employees, 

including those with disabilities

dol.gov/odep/topics/customizedemployment.htm

• Soft Skills

Introduction to workplace interpersonal 

and professional skills for employees

dol.gov/odep/topics/youth/softskills

(Continued on next page)
STEP 4 - Retaining and Advancing Employees

(Continued from previous page)

• Supporting Employees Who Experience 

Unexpected Illness or Disability

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

dol.gov/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/training/library.htm

• Medical - and Disability-Related Leave Advisor

Guidance on the medical and disability leave to which employees 

may be entitled

webapps.dol.gov/elaws/mdrl

For additional resources related to retaining and advancing people 

with disabilities, visit ODEP’s Recruitment and Retention webpage at 

dol.gov/odep/topics/recruitmentandretention.htm and Accommodations 

webpage at dol.gov/odep/topics/accommodations.htm.
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.

• Toolkit for Federal Agencies on Hiring People with Disabilities

Outline of five-step process and related resources to assist federal agencies 

in their efforts to increase the employment of people with disabilities

dol.gov/odep/federal-hire

• eFedLink

Online community of practice designed to help federal disability 

employment professionals advance federal employment for persons 

with disabilities 

eFedLink.org

• Federal Agency Employment Strategies: A Framework 

for Disability Inclusion

Outline of proactive disability employment strategies to attract and retain qualified

job seekers with disabilities

dol.gov/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 

dol.gov/odep/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: Your Fast Track to Disability Inclusion!

Explains the use of the Schedule A hiring authority for a variety of audiences

dol.gov/odep/pdf/20160129-ScheduleA.pdf

• Computer/Electronic Accommodations Program (CAP)

Centrally funded accommodation program that provides assistive 

technology and services free of charge to federal 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

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/disability

• 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/odep/topics/federalemployment.htm.
CREATING OPPORTUNITY

DRIVING CHANGE

To order additional copies of 

Building an Inclusive Workforce, go to: 

https://orders.gpo.gov/odep.aspx

U.S. Department of Labor

Office of Disability Employment Policy

dol.gov/odep

2017