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Keyword: Diversity & Inclusion Strategic Plans (16 results)

A Better Bottom Line: Employing People with Disabilities 
http://www.nga.org/files/live/sites/NGA/files/pdf/2013/NGA_2013BetterBottomLineWeb.pdf
This report from the National Governors Association outlines their initiatives to increase employment among individuals with intellectual and other significant disabilities. It describes the role that state government and business, as well as the federal government, can play in assisting and advancing opportunities for these individuals to be gainfully employed. The initiative will provide governors and state policymakers with strategies designed to support this population.

Coast Guard Equal Employment Opportunity (EEO) Program 
http://www.uscg.mil/civilianhr/docs/pdf/Civilian_Hiring_Guide.pdf
This Civilian Hiring Guide for Supervisors and Managers from the U.S. Coast Guard's Human Resources is an example of the Coast Guard's policies concerning discrimination in employment of people with disabilities.

Disability Employment Policy Resources for Employers 
http://www.dol.gov/odep/topics/Employers.htm
This page on the Office of Disability and Employment Polcity website specifically applies to employers aiming to recruit, hire, and accommodate more people with disabilities. It specifies specific resources that these employers would find useful.

Disability is Diversity: Effective Hiring Practices for Federal Employers 
http://askearn.org/docs/research_summaries/EffectiveHiring-ACC.pdf
This research-to-practice brief from EARN describes the diversity requirements and initiatives unique to the federal government. In addition, it reviews relevant research to provide recommendations to federal employers seeking to recruit and promote 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.

DoD Works to Be Model Employer of People With Disabilities 
http://www.defense.gov/news/newsarticle.aspx?id=123484

Employer Assistance and Resource Network 
http://www.askearn.org/
EARN is a free, confidential service from the U.S. Department of Labor's Office of Disability Employment Policy that connects employers seeking workers with qualified candidates with disabilities and offers technical assistance to employers on issues relating to hiring and employing individuals with disabilities.

Employing People With Disabilities: Practices and Policies Related to Recruiting and Hiring Employees With Disabilities  
http://www.shrm.org/Research/SurveyFindings/Articles/Pages/EmployingPeopleWithDisabilitiesPracticesandPoliciesRelatedtoRecruitingandHiringEmployeesWithDisabilities.aspx
This research was commissioned by and conducted in collaboration with Cornell University’s ILR School Employment and Disability Institute. These findings are the first in a three part series on organizational practices and policies related to the employment for people with disabilities. Nearly two-thirds (61%) of organizations include people with disabilities explicitly in their diversity and inclusion plans and 58% indicate training HR staff and supervisors on effectively interviewing people with disabilities. Nearly one-half (45%) of organizations found that training HR staff and supervisors on interviewing people with disabilities to be very effective in the recruitment or hiring of people with disabilities.

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.

Instructions to Federal Agencies for Equal Employment Opportunity Management Directive 715 
http://www.eeoc.gov/federal/directives/md715instruct.cfm
This resource from the EEOC clarifies guidance published in Part C of EEO MD-715, provides additional operational instructions on how to accomplish the requirements of the management directive, including the basic elements necessary to create a model EEO program, and emphasizes how to ensure that personnel actions are made free of any discrimination.

Northeast ADA Online Employment Tutorial 
http://www.makingworkhappen.com/Employers/index.cfm
A new tutorial from the Northeast ADA center designed specifically for employers is now available. The tutorial consists of ten segments that touch upon legal, human, and practical issues around building disability inclusive workplaces. Each topic is presented with a description of why it is important, a self-assessment, and some suggested strategies for increasing your skills. Employer topics include workforce trends; diversity practices; HR strategies; non-obvious disabilities in the workplace; hiring practices; reasonable accommodation; connecting to customers; maintaining a disability-inclusive workforce; legal Issues; and finding and recruiting talented people with disabilities.

Office of Disability Employment Policy (ODEP) 
http://www.dol.gov/odep/
The Department of Labor's Office of Disability Employment Policy (ODEP) provides national leadership on disability employment policy by developing and influencing the use of evidence-based disability policies and practices, building collaborative partnerships, and delivering authoritative and credible employment data. ODEP provides funding for services such as AskEARN and the Job Accommodation Network (JAN). The ODEP website has information for employers on the latest news on disability employment policy, events, resources, toolkits, and contact information for technical assistance support centers such as EARN.

Promising and Emerging Practices for Enhancing the Employment of Individuals with Disabilities Included in Plans Submitted by Federal Agencies Under Executive Order 13548 
http://www.dol.gov/odep/pdf/2012EO13548.pdf
This summary report identifies promising and emerging practices for advancing the recruitment, hiring, and retention of individuals with disabilities identified in 10 selected agency plans submitted under Executive Order 13548. This summary report may be used by Federal agencies to learn about practices that may facilitate achievement of the overarching goal of the Executive Order—to ensure that the Federal government becomes a model for the employment of individuals with disabilities.

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.

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