Provides concrete steps employers can take to both hire and retain employees with disabilities, with the ultimate goal of increasing the diversity of their workforce.

“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” (p. 1). (Abstractor: Author)


Major Findings & Recommendations

The resource recommends strategies in seven action areas that employers can use to make their business more inclusive to people with disabilities: • “Inclusive business culture. Commitment at all levels of an organization is critical to creating and maintaining a truly diverse and inclusive work environment” (p. 2). • “Personnel processes. It is important for businesses to review their personnel processes, qualification standards, and job descriptions…to determine whether they facilitate or impede the hiring and advancement of qualified persons with disabilities” (p. 4). • “Reasonable accommodation procedures…It is important for employers to consider the procedures and administrative mechanisms they use to ensure effective and efficient implementation of accommodations” (p. 6). • “Outreach and recruitment…The adoption of effective outreach and recruitment strategies is essential to ensuring that your workforce includes qualified individuals with disabilities” (p. 7). • “External and internal communication of company policies and practices…To maximize a company’s ability to attract qualified individuals with disabilities, it is important to communicate its commitment to employing individuals with disabilities” (p. 10). • “Accessible information and communication technology…To fully participate in the workforce, applicants and employees with disabilities must have access to and use of information and data that is comparable to the access and use by applicants and employees without disabilities” (p. 12). • “Accountability and continuous improvement systems. While the adoption of written policies, practices, and procedures is necessary to enhance employment opportunities for qualified individuals with disabilities, the ultimate objective is ensuring their implementation” (p. 15). (Abstractor: Author and Website Staff)