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Keyword: Strategic Advantages (14 results)

Asperger Syndrome Training & Employment Partnership 
http://www.asperger-employment.org
Asperger Syndrome Training & Employment Partnership (ASTEP) is a non-profit organization that creates and supports programs that result in inclusive work places in the private and public sector for people with Asperger Syndrome (AS) and high functioning autism (HFA). ASTEP promotes awareness by educating and training large national employers about the benefits of hiring individuals with AS/HFA and the accommodations they may need. ASTEP also works with high quality vocational rehabilitation programs and large employers to implement integrated employment programs that allow employers to benefit from the special talents of employees with AS/HFA.

Connecting with the Business Sector on the Advantages of a Diverse and Inclusive Workforce 
https://www.workforce3one.org/view/5001110344629684146/info
“Diversity” may often be associated solely with individuals who represent multi-cultural minority groups. However, it is representative of individuals who exhibit a myriad of unique and differing attributes, characteristics and life experiences. Diversity is evident in aspects of race, culture, religion, age, language, gender, disabilities, sexual orientation, class and any traits which make us different from one another. Along with the nation’s growing diversity is a rise in globalization, in which communities, cultures and economies around the world have become more interconnected through the expansion of technology, communication and trade. As a result, all types of associations and the public sector must aim for the highest quality and most effective workforce to compete in a global marketplace.

Diverse Perspectives: People with Disabilities Fulfilling Your Business Goals 
http://www.dol.gov/odep/pubs/fact/diverse.htm
This resource provides strategies for employers in building partnerships in order to incorporate individuals with disabilities into their diversity goals.

Diversifying your Workforce: A Four Step Reference Guide to Recruiting, Hiring, and Retaining Employees with Disabilities 
http://www.dol.gov/odep/documents/Flip%20Guide_FINAL_3%2030_508%20compliant2.pdf
This General Services Administration comprehensive reference guide provides information for employers on recruiting, hiring and retaining employees with disabilities.

Diversity in the Federal Workforce: Employing Individuals with Disabilities 
http://www.askearn.org/docs/research_summaries/PromotingDiversity-ACC.pdf
This research-to-practice brief from EARN discusses the competitive advantages of a diverse workforce and provides recommendations for including disability as one segment of a diverse workforce.

DiversityInc.com  
http://www.diversityinc.com/
DiversityInc is a leading publication on diversity and business. In its section on disability in the workplace, DiversityInc examines the business case for hiring, promoting and marketing to people with disabilities and tackles a wide range of issues, including workplace trends, laws and best practices for employers.

Employment and Living with HIV/AIDS 
http://www.dol.gov/odep/topics/HIVAIDS/
This link provides a host of resources on understanding HIV/AIDS issues and assisting individuals facing these challenges.

Grow Success: Accountability and Measurement 
https://efedlink.org/allqual/resource-shared-media-gsam.cfm
In the 2012 report, Federal Agency Employment Strategies: A Framework for Disability Inclusion, the Office of Disability Employment Policy, U.S. Department of Labor outlines federal best practices for recruiting, hiring, and advancing people with disabilities. The Grow Success recommendation was described as a process of accountability and continuous improvement, which will help federal agencies to establish criteria with which to measure and evaluate outcomes related to disability employment practices. Collecting data on employment outcomes is about setting goals, and creating accountability for meeting those goals. Beginning with passionate leadership and managerial commitment, the following policies and practices should be evaluated in relation to applicants and employees with disabilities: Diversity and inclusion Recruitment and retention Communication and accountability Measurement and Evaluation Once objectives have been prioritized in each area, effective measurement tools can be established. Ideally, goals should be connected to the performance evaluations of the people responsible for meeting those objectives.

Opening Doors to All Candidates: Tips for Ensuring Access for Applicants with Disabilities 
http://www.dol.gov/odep/pubs/fact/opening.htm
This Department of Labor Office of Disability Employment Policy (ODEP) resource provides information on hiring procedures, resources and strategies useful to employers in integrating people with disabilities into the workplace.

Strategic Connections: Recruiting Job Candidates with Disabilities 
http://www.dol.gov/odep/pubs/fact/connect.htm
This resource provides strategies and resources for employers on the recruitment of people with disabilities.

Strategies to Support Employer-Driven Initiatives to Recruit & Retain Employees with Disabilities  
http://www.heldrich.rutgers.edu/sites/default/files/content/Employer_Driven_Initiatives_Final.pdf
The Kessler Foundation and the John J. Heldrich Center for Workforce Development at Rutgers, The State University of New Jersey share the belief that models for employer partnerships have the potential to significantly affect the historically high unemployment and low workforce participation rates for people with disabilities. Accordingly, the Kessler Foundation, the Heldrich Center, and the National Organization on Disability have collaborated on this brief, which presents four profiles that highlight innovative practices among employers operating warehouse distribution centers.

Supporting New Career Paths for People with Intellectual and Developmental Disabilities 
http://ici.umn.edu/products/impact/251/251.pdf
This issue of "Impact" contains many articles on new career paths and alterative employment options for persons with disabilities.

U.S. Business Leadership Network 
http://www.usbln.org/
The U.S. Business Leadership Network (USBLN) is a national disability organization that serves as the collective voice for over 60 Business Leadership Network affiliates across North America, representing over 5,000 employers. The USBLN helps build workplaces, marketplaces, and supply chains where people with disabilities are respected for their talents. USBLN has employer-focused resources on disability employment, current campaigns, and other best practice information. Employers across North America are joining the USLBN because they recognize the value their corporate membership brings to their company. Unlike many other national organizations, USBLN corporate membership and partnership opportunities are extremely affordable and offer multiple, valuable benefits.

United Cerebral Palsy: The Case for Inclusion 
http://www.ucp.org/the-case-for-inclusion/2013/
United Cerebral Palsy has issued its annual report on "The Case for Inclusion" for 2013, which ranks all 50 states and the District of Columbia on outcomes for Americans with intellectual and developmental disabilities. The report is housed on an interactive website that includes state and national data, case studies, state rankings, and more.

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