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Keyword: Incorporating disability into diversity plans (8 results)

Activities to promote diversity 
http://www.dol.gov/odep/topics/ndeam/employers.htm
Taken from the toolkit for National Disability Employment Awareness Month, these are some suggested activities for employers.

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.

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.

Employer Toolkit 
http://bbi.syr.edu/projects/Demand_Side_Models/Toolkit.html
The Burton Blatt Institute at Syracuse University offers this toolkit for employers seeking to create an inclusive workplace. It includes research briefs, webinars and other resources focused on inclusive policies and practices.

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.

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.

FAA strives for diversity with targeted hiring 
http://www.federalnewsradio.com/?sid=1953589&nid=206
The Federal Aviation Administration Office of Civil Rights plays a key role in helping that agency meet its mandate for a diverse workforce. The audio addresses how the FAA is improving its disability hiring, what accommodations are made for people with disabilities, and what happens when someone files a complaint.

The Forgotten Diversity Segment: How Employees with Disabilities Rate their Experiences at Work 
http://www.nod.org/assets/downloads/Disabilities_2013_Sirota-NOD_20130227_FINAL.pdf
The results of a five-year survey of nearly 850,000 employees were released by the National Organization on Disability (NOD) and Sirota Consulting. The survey was developed to better understand the experiences of employees with disabilities by capturing, assessing, and understanding their workplace experiences compared to the experiences of their colleagues without disabilities. The largest differences were found in the strength of the relationship between the employee and the company, and in the amount of encouragement and opportunity employees received to achieve in their position. The research provides suggestions and strategies to foster a culture of inclusion for employees with disabilities.

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