Best Practices

Creating an Inclusive Workforce

Centralized Accommodation System – Centralized accommodation systems are a best practice in 

hiring and retaining employees with disabilities. With centralized accommodation systems, 

contractors can improve and streamline the accommodation process making it more efficient for 

employees with disabilities. A centralized accommodation system also helps ensure that contractors 

have sufficient expertise and funds in place to ensure accommodations requests are being 

appropriately reviewed and accommodations appropriately provided throughout the company. This 

is an efficient, high-impact approach for contractors to better serve their employees.

Accessible Online Recruiting Tools – In today’s technology-centric business environment, online 

application systems are commonplace. Contractors and individuals with disabilities lose when 

barriers to accessibility exist. Contractors are encouraged to utilize all avenues, including those 

provided by the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP), to make 

their systems accessible to individuals with disabilities. 

CEO Leadership through Correspondence and Video – Support from senior leadership is crucial for 

workforce programs to be effective. Contractors are encouraged to support their disability inclusion 

programs via various internal and external communications. 

Coordinate with State or Local Vocational Rehabilitation Agencies – Vocational rehabilitation 

agencies are available to individuals with disabilities to help find and retain jobs. These organizations 

have relationships with individuals and their qualifications and are an invaluable resource for 

matching an individual’s skills with jobs.

Comprehensive and Welcoming Self-Id Program – Persons who self-identify as an individual with a 

disability often feel as though they are stigmatized. It is critical that employers create an 

environment in which applicants and employees are comfortable identifying that they have a 

disability even when it is not apparent. 

Disability Inclusion Programs – Disability inclusion programs help establish a pipeline of skilled 

applicants with disabilities for companies. They also ensure that employees with disabilities are fully 

included in all aspects of employment, and let employees and potential employees know that the 

contractor is a welcoming place for individuals with disabilities.

EARN’s Mental Health Toolkit – Resources for fostering a mental health-friendly workplace. 

• Build Awareness and a Supportive Culture – (e.g., Promising practices include offering 

employees stress management training to develop relaxation, mindfulness and resiliency 

skills to manage workplace stressors and enhance mental well-being, involving employees 

in decision-making and problem-solving processes, to the extent possible, creating a work 

environment that connects with the outside world through natural light, plants, etc., 

developing and implementing anti-bullying policies.) 
• Provide Accommodations to Employees – (e.g., Accommodations that have proved 

effective in helping employees with psychiatric disabilities more effectively perform their 

jobs include: 

o Flexible Workplaces

o Scheduling 

o Leave

o Breaks

o Other Policies) 

• Offer Employee Assistance Programs (EAPs) – (i.e., Research conducted over the years 

has affirmed the effectiveness of EAPs for both employers and employees on multiple 

levels. In addition to increased employee productivity, these benefits include reduced 

medical costs, turnover, and absences.) 

• Ensure Access to Treatment – (e.g., Ensuring your healthcare plan covers effective 

prescription medications for mental health conditions at a level that encourages their 

appropriate regular use.) 

Employee Resource Groups – Employee Resource Groups (ERGs) offer employees an opportunity to 

network, address shared issues and concerns and receive support from similarly situated individuals.

Chief Accessibility Officer – Chief Accessibility Officers (CAOs) are key leaders who guide 

contractors’ policies and practices to ensure accessible work environments and full engagement 

and utilization of individuals with disabilities in all aspects of employment. CAOs facilitate Section 

503 compliance and ensure the use of accessible practices and technologies in the workforce. 

Evaluate Personnel Data – Proactively evaluate personnel data of individuals with disabilities – 

including, hiring, promotions, and compensation data – to determine if any unlawful disparities 

exist.
Stakeholder Resources

U.S. Department of Labor's Office of Disability Employment Policy – The Office of Disability 

Employment Policy (ODEP) is the only non-regulatory federal agency that promotes policies and 

coordinates with employers and all levels of government to increase workplace success for people 

with disabilities.

Workforce Recruitment Program – The Workforce Recruitment Program is a recruitment and referral 

program that connects federal and private sector employers nationwide with highly-motivated 

college students and recent graduates with disabilities who are eager to prove their abilities in the 

workplace through summer or permanent jobs. 

"Who I AM" Public Service Announcement – Produced by the Campaign for Disability Employment 

which is funded by ODEP.

National Organization on Disability – The National Organization on Disability (NOD) focuses on 

increasing employment opportunities for the 80% of working-age Americans with disabilities who 

are not employed. NOD works with employers and partners to develop a more disability-inclusive 

workforce, helping them to comply with all applicable regulations including Section 503 of the 

Rehabilitation Act.

Disability:IN – This is a worldwide nonprofit organization that helps businesses meet and exceed 

their goals through disability inclusion in the workplace, supply chain, and marketplace. Contact your 

local affiliate for more information.

State Vocational Rehabilitation Agencies – These agencies provide a wide range of services to help 

people with disabilities train for, find, and keep jobs that fit their skills and interests. Vocational 

rehabilitation agencies can also connect businesses with skilled workers with disabilities in their 

area. 

American Job Centers – These centers located in communities across the country can help 

employers by connecting them with a Business Services Representative. You'll get help with 

recruiting, hiring, or training employees, including people with disabilities who are ready and willing 

to work. 

Centers for Independent Living – Centers for Independent Living promote independent living and 

equal access for people of all ages with all types of disabilities. They often work with local 

employers interested in hiring qualified workers with disabilities. 

Inclusion@Work – Identifies promising employment policies and practices for recruiting, hiring, 

retaining, and advancing qualified individuals with disabilities.

Employer Assistance and Resource Network on Disability Inclusion (EARN) – ODEP-funded service 

that helps employers hire and retain workers with disabilities.
EARN’s Mental Health Toolkit – This is a gateway to background, tools, and resources that can 

help employers learn more about mental health issues and cultivate a welcoming and supportive 

work environment for employees who may be facing mental health issues. It also presents an 

easy-to-follow framework for fostering a mental health-friendly workplace, all built around the “4 

A’s”: Awareness, Accommodations, Assistance, and Access.

Increasing Disability Inclusion: Centralized Accommodation Programs as a Best Practice – The 

purpose of this program is to consolidate in a single office or location subject matter expertise 

necessary to assess, evaluate, and select effective and meaningful accommodations.

Reasonable Accommodations – They are adjustments or modifications that enable people with 

disabilities to perform the essential functions of a job efficiently and productively. 

Inclusion@Work Framework under "Ensure Productivity: Reasonable Accommodations" –

Examples of effective and efficient implementation of reasonable accommodations. 

Job Accommodation Network – ODEP-funded service that provides free, expert, and 

confidential guidance on workplace accommodations and other disability employment issues. 

Workplace Resources for Autism Spectrum Disorder by WorkforceGPS – WorkforceGPS is an online 

technical assistance website sponsored by the Employment and Training Administration of the U.S. 

Department of Labor. They created Workplace Resources for Autism Spectrum Disorder to increase 

awareness on how providing the proper support, people with autism spectrum disorder can find 

meaningful work while employers also benefit from their unique skills in the workplace.

Comprehensive and Welcoming Self-Id Programs

EARN Networks Expert Tips

The contents of this document do not have the force and effect of law and are not meant to bind the 

public in any way. This document is intended only to provide ideas that may help federal contractors 

meet their equal employment opportunity obligations.