Best Practices Through The Employment Lifecycle

OUTREACH AND RECRUITMENT 

  1. Develop an annual disability focused plan for recruitment 
  2. Ensure online applications and resources are in accessible formats
  3. Partner with disability-focused organizations, as well as colleges and universities, to reach qualified individuals with disabilities
  4. Post opportunities on disabilities-focused job boards

HIRING AND RETENTION  

  1. Regularly review Job Announcements to assess language is reaching your target audience
  2. Provide ongoing training opportunities for hiring managers and recruiters so they have the skills and insights to interview candidates with a lens of inclusion
  3. Ensure applicants have a clear understanding of the process of requesting reasonable accommodations

ACCOMMODATION PROCESSES

  1. Clearly provide reasonable accommodation policy
  2. All steps should be clearly outlined from initial request to implementation

ACCESSIBILITY

  1. Evaluate physical and digital accessibility (intranet and all customer-facing sites)
  2. Outline accessibility standards for IT staff 

METRICS ANALYSIS

  1. Conduct Audits
  2. Administer Assessments
  3. Conduct surveys of current employees

COMPLIANCE

  1. Create a self-ID campaign strategy

COMMUNICATE THE VISION

  1. Establish and communicate the disability inclusive vision - internally and externally
  2. Recognize hiring managers and employees who have taken steps to amplify disability inclusion
  3. Provide visibility for outreach efforts to recruit candidates
  4. Create opportunities for employees, managers and executives to share their disability inclusion experience         to celebrate wins, best practices and demystify perceptions about disability employment

CREATING A CULTURE OF INCLUSION

  1. Communicate a clear EEO statement, that is inclusive of disability 
  2. Create talking points for executives that communicate intentionality for disability inclusion
  3. Conduct Disability Awareness Training for staff at all levels
  4. Consider developing an Employee Resource Group (ERG) focused on disability 
  5. Obtain employee input   on accessibility and accommodations
  6. Create Emergency Preparedness Plans for employees with disabilities