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Keyword: Creating an inclusive work environment (40 results)

Accommodation and Compliance Series: Personal Assistance Services (WPAS) in the Workplace 
http://askjan.org/media/PAS.html
This publication discusses personal assistance services (WPAS) in the workplace. It provides frequently asked questions regarding WPAS including its use as an accommodation under the Americans with Disabilities Act (ADA); examples of WPAS to accommodate job applicants and current employees with limitations due to sensory, cognitive, physical or mental health impairments; a list of WPAS resources; and a glossary of WPAS-related terminology.

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.

Advancing Accessibility and Inclusion in Social Media - The Tech Perspective 
http://socialmediatech.epolicyworks.org/community-library/accounts/90/909643/NCD-ODEP-Online-Dialogue-2---Metrics-Report-Final.docx
Policy Works Technology would like to share with you the report, Advancing Accessibility and Inclusion in Social Media Online Dialogue: Participation Metrics, that summarizes the dialogue’s results and includes the most popular ideas, ranked by the number of votes.

Are Your Employees Comfortable Disclosing Disability?  
http://www.shrm.org/hrdisciplines/Diversity/Articles/Pages/ComfortableDisclosingDisability.aspx
Americans with disabilities are most likely to disclose their disability when they need an accommodation or have a supportive supervisor. They are least likely to do so if they fear they will lose a job or fail to gain one by doing so. In last month's webinar “Disability Disclosure in the Workplace: What Employers Should Know,” Sarah von Schrader, Ph.D., assistant director of research for the Employment and Disability Institute of Cornell University, said that an employee’s willingness to reveal a disability is “an indicator of their comfort level with sharing personal information,” which is an “indicator of workplace climate and inclusiveness."

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.

Build the Pipeline: Outreach and Recruitment 
https://efedlink.org/allqual/resource-shared-media-pipline.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 Build the Pipeline recommendation is all about developing relationships with a variety of sources to attain a diverse pool of highly qualified candidates, including people with disabilities. Creating a pool of highly qualified candidates involves making the proper internal and external connections, conducting targeted outreach, and discussing the results of your efforts. The New Mexico Business Leadership Network NMBLN) is an affiliate of the US Business Leadership Network. In 2011 the NMBLN helped representatives from three federal agencies to form Employee Resource Groups (ERGs), with the goal of increasing federal employment opportunities for people with disabilities. This section combines the recommendations from Build the Pipeline with quotes and videos from the New Mexico federal partners.

Building an Inclusive Workforce: A Four-Step Reference Guide to Recruiting, Hiring and Retaining Employees with Disabilities 
http://www.dol.gov/odep/pubs/20100727.pdf
While research shows that people with disabilities make excellent employees, not all employers know how to effectively recruit, retain and advance such individuals. That’s where this booklet comes in. It’s a quick outline of four simple steps to increasing workforce inclusion, complete with Web links to resources available to help businesses benefit from the talents of qualified individuals with disabilities.

Bullying and Disability Harassment in the Workplace: What Youth Should Know 
http://www.ncwd-youth.info/information-brief-29
The impact of workplace bullying can be felt by the target, co-workers, and the business itself. People who have been bullied at work report physical symptoms such as problems with sleeping, headaches, and stomach issues. Mental health concerns such as reduced self-esteem, increased family tension and stress, are also common, along with the expected financial problems, chronic absences and job loss. Organizations should recognize bullying as a major contributor to productivity loss, low-morale among employees and high staff turnover. This resource addresses what employers can do to resolve workplace bullying.

Business & Disability: Integration of People with Disabilities 
https://www.youtube.com/watch?v=HeUQuuI_p7w
This video, featuring Randy Lewis, Senior VP of Distribution and Logistics at Walgreens, discusses improved employee engagement as a result of a disability inclusive program at a distribution center.

Business Strategies that Work: A Framework for Disability Inclusion 
http://www.dol.gov/odep/pdf/BusinessStrategiesThatWork.pdf
Business Strategies that Work identifies promising employment policies and practices for recruiting, hiring, retaining, and advancing qualified individuals with disabilities. It is a guide for employers who want to ensure that their workplaces are truly diverse and inclusive. And it is a valuable tool, with proactive and dynamic human resource strategies, for employers who want to be successful in today’s diverse and global markets.

Career Connection Series: What can be done to make service dogs easier to accept in the workplace? 
http://usodep.blogs.govdelivery.com/2010/12/17/career-connection-series-what-can-be-done-to-make-service-dogs-easier-to-accept-in-the-workplace/
This article addresses the question of what employers can do to make service dogs easier to accept in the workplace.

DFAS Careers for Americans with Disabilities 
http://www.youtube.com/watch?v=AJtF2sjbs2k
This video from the Defense Finance and Accounting Service (DFAS) takes a look at three Americans with disabilities who work every day to proudly serve America's heroes. The DFAS supports the recruitment, hiring and retention of talented and qualified individuals with disabilities through the DCAD program, which allows individuals with disabilities to explore different avenues to apply for DFAS jobs and receive reasonable accomodation in the application process. Learn more about the DCAD program at: http://www.dfas.mil/careers/dcad.html.

Disability Etiquette Guide 
http://transition.fcc.gov/cgb/dro/504/disability_primer_4.html
This guide provides general etiquette and sensitivity tips when interacting with employees with disabilities.

Disability Etiquette Guides 
https://askjan.org/topics/disetiq.htm
There are three guides available: for the workplace, for speaking engagements, and for communicating with customers with disabilities.

Effective Practices for Description of Science Content within Digital Talking Books 
http://ncam.wgbh.org/experience_learn/educational_media/stemdx
This website provides both general guidelines that should be followed when describing STEM images in digital talking books and many examples of how the guidelines can be implemented. The guidelines are the result of a seminal 4-year effort encompassing multiple surveys with describers and with students and scientists with vision loss to research preferred practices for description of visual information in textbooks and journals.

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.

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.

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.

Federal Agency Employment Strategies: A Framework for Disability Inclusion 
http://www.dol.gov/odep/pdf/FAEStrategies.pdf
This report from the Office of Disability Employment Policy of the Department of Labor highlights employment strategies that promote the inclusion of people with disabilities in the federal workforce. Included in the report is information regarding the recruitment, hiring, and training of individuals with disabilities, as well as information about accommodations and communication strategies.

Highlights of a Forum: Actions That Could Increase Work Participation for Adults with Disabilities 
http://www.gao.gov/Products/GAO-10-812SP
The U.S. Government Accountability Office, on March 16th, 2010, sponsored a forum to address the disproportionate underemployment of adults with disabilities despite ADA requirements for full participation and recent efforts by the Obama administration to increase employment opportunities. The forum explored various policy options and actions that could enhance workforce participation rates.

Implementing Inclusive Employment Policies and Practices 
http://askearn.org/docs/research_summaries/EmploymentPolicies-ACC.pdf
This research-to-practice brief from EARN discusses how employers can increase the inclusion of individuals with disabilities in the workplace and provides concrete recommendations for human resource professionals and managers.

Inclusive Policies & Practices: What Do We Know? 
http://bbi.syr.edu/projects/Demand_Side_Models/docs/b_inclusive_policies.htm
This Burton Blatt Institute guide offers advice on inclusive policies and practices. The authors provide information on the role of management and diversity behaviors, peer support and affinity groups, recruitment and hiring, and accommodation policies and practices.

Internal Revenue Service Offers Tax Tips in American Sign Language 
http://www.youtube.com/IRSvideosASL
The IRS YouTube channel features video tax tips in American Sign Language on subjects such as selecting tax forms, claiming various deductions, and tracking tax refunds. This resource is useful for employers to use to accommodate employees that communicate with American Sign Language.

Invisible Disabilities Association 
http://www.invisibledisabilities.org/
The Invisible Disabilities Association (IDA) encourages, educates and connects people and organizations touched by illness, pain and disability around the globe. IDA’s website, publications, seminars and awareness address all debilitating conditions that are often misunderstood. IDA also offers many resources to information about various illnesses, help with costs of medications, disability benefits and more.

Invisible Disabilities Association- Looks Can be Deceiving 
http://www.invisibledisabilities.org/educate/invisibleawareness/lookscanbedeceiving/
This article explains the concept of invisible disabilities, or those that are not immediately noticeable on the exterior. In 1997, there were 26 million Americans considered to have a severe disability and only 7 million of them use a wheelchair, cane, crutches or walker (U.S. Department of Commerce). Therefore, we cannot always judge whether a person is disabled or not by how they look to us.

Leveling the Playing Field; Attracting, Engaging, and Advancing People with Disabilities 
http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1292&context=edicollect
This Cornell University resource includes information on creating a workplace that enables people with disabilities to thrive and advance.

NCD brief on Vocational Rehabilitation Funding 
http://www.ncd.gov/publications/2010/03232010-2
This document outlines recommendations from the National Council on Disability on how to improve Vocational Rehabilitation funding usage.

NCD brief on Workforce Investment Infrastructure 
http://www.ncd.gov/publications/2010/03232010-3
This document outlines recommendations from the National Council on Disability on how to improve the Workforce Investment infrastructure.

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.

OPM Survey of Employee Satisfaction: Disability Group Comparison (%) by Question 
http://www.fedview.opm.gov/2012/Reports/DisComp.asp?AGY=ALL
This report on employee satisfaction by the Office of Personnel Management (OPM) contains weighted 2012 Governmentwide results for each question by disability/non-disability. There are two options for viewing this report: (1) Survey Results: Presents response percentages for the groups: disability and non-disability. Reported percentages and the "# of respondents" for each question are based on all answers, not including "Do Not Know " and "No Basis to Judge." The sum of the positive response percentages is also reported. (2) Significance Tests by disability/non-disability: Presents positive response percentages for disability and non-disability. The views at the top of this report allow one to view the differences in positive percentages between each of the groups and whether these are significant. A "Yes" in the last column of the report indicates there is a 95 percent chance the difference in positive percentages is reliable and not due to chance .

Partnership for Workplace Mental Health: Employer Case Examples  
http://www.workplacementalhealth.org/Pages/EmployerInnovations/Search.aspx
The Employer Case Examples database facilitates the sharing of successful employer practices in key areas of mental health. Employers can identify ways to advance mental health at their organizations and share their own stories.

PEATworks.org 
http://www.peatworks.org/
The ODEP-funded Partnership on Employment and Accessible Technology aims to advance the employment, retention and career advancement of people with disabilities through accessible technology. Its new Web portal, PEATworks.org, will feature many tools and opportunities for employers, technology providers and users to engage with us and each other on employment-related technology issues. You can visit PEATworks.org now to sign up for updates, and follow PEAT on Facebook and Twitter.

Planning Accessible and Inclusive Conferences and Events 
http://www.serviceandinclusion.org/index.php?page=access
Keep these tips in mind from National Service Inclusion Project while planning your upcoming National Disabilty Employment Awareness Month events for October to ensure an accessible event.

Retaliation Remains Most Frequent Allegation Among Federal-Sector Discrimination Complaints 
http://www1.eeoc.gov/eeoc/newsroom/release/7-6-11.cfm
This press release announces the fiscal year 2010 results for federal-sector employment discrimination complaints and links to the full report.

SHRM: Disability Inclusion Affects 4 Groups 
http://www.shrm.org/hrdisciplines/Diversity/Articles/Pages/DisabilityInclusionAffectsFourGroups.aspx
This Society of Human Resources Management article discusses the basics of disability inclusion, including: recruitment, training, employee benefits, information resources and employee resource groups. It highlights KPMG, LLP's practices.

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.

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.

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.

What Is An Inclusive Culture? 
http://bbi.syr.edu/projects/Demand_Side_Models/docs/a_inclusive_culture.htm
This Burton Blatt Institute brief describes a disability inclusive culture, including key elements such as universal design, recruitment, training, advancement opportunities, workplace accommodations and accessibility.

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