Rory Cooper, founding director and VA senior research career scientist of the Human Engineering Research Laboratories, at his workplace at the University of Pittsburgh’s Transportation Center for Accessible Autonomous Vehicles and Transportation.

19 Ways Employers Can Engage the Disability Community and Build a More Accessible and Inclusive Workplace

Building an accessible, inclusive workplace that engages the disability community can benefit employers and employees.

Even though more than 61 million adults — or about one in four — have a disability in the US, they still face significant barriers to employment. However, employers who take steps to engage with the disability community have found that they can benefit from a more productive, innovative, and creative workforce. By fostering an inclusive work environment, employers can expand their pool of qualified candidates, retain employees, and promote innovation and creativity.

To help bridge this gap, I’ve compiled a list of 19 ways employers can engage the disability community and create a more accessible and inclusive workplace. By doing so, employers can access a larger pool of qualified candidates, improve employee retention, and unlock the full potential of their workforce.

Partner with the Disability Community

• Collaborate with local disability advocacy organizations: Employers can partner with local disability advocacy organizations to promote job opportunities and support disabled people in finding employment. This partnership can create awareness about job opportunities and encourage job seekers with disabilities to apply. By working with these organizations, employers can also receive guidance on creating a more accessible and inclusive workplace for employees with disabilities and gain access to a pool of qualified candidates.
• Attend community events for people with disabilities: Employers can attend community events such as adaptive sports events, disability expos, or disability-specific festivals to build relationships with potential job candidates. Attending these events can also help employers better understand the needs of the disability community and make their workplace more inclusive and welcoming.
• Join disability-focused online forums: Employers can participate in online discussions such as the Disability Visibility Project to build relationships with members of the disability community. Participating in these discussions can help employers gain insight into the experiences of people with disabilities and better understand how to create a more inclusive workplace.
• Engage with local disability service providers: Connect with local disability service providers, such as Centers for Independent Living, to learn about potential job candidates and offer employment opportunities. By working with these service providers, employers can also receive guidance on making their workplace more welcoming for employees with disabilities.
• Attend Mayor’s Committee on Disabilities meetings: Employers can attend meetings of the Mayor’s Committee on Disabilities to stay informed on local disability issues and promote their organization’s job opportunities. In addition, by attending these meetings, employers can connect with other organizations and individuals committed to creating a more accessible and inclusive community.
• Offer disability-led employee resource groups: Employers can create employee resource groups for people with disabilities to foster a welcoming and inclusive workplace and provide networking opportunities. These groups can also provide valuable feedback to employers on making their workplace more accommodating for employees with disabilities.
• Partner with disability and senior organizations: Partnering with organizations that serve disabled and aging populations can also be an excellent way for employers to reach a larger pool of qualified candidates. Organizations like the American Association of People with Disabilities can offer valuable insights and connections to potential job candidates.

Increase Visibility of Job Opportunities

• Host disability hiring events: Employers can host events targeted at job seekers with disabilities. Hosting virtual career fairs, open houses, or disability job shadowing days can help employers connect with a larger pool of qualified candidates and build relationships with members of the disability community.
• Volunteer at disability-related events: Employers can build relationships with the disability community and promote their organization’s job opportunities by volunteering at disability-related events.
• Use disability and senior-specific job boards: Employers can use job boards targeting disabled and older job seekers, such as Disability Scoop and OurAbility to post job opportunities. These job boards can help employers connect with more qualified candidates and demonstrate their commitment to creating inclusive workplace boards.
• Post on social media: Social media can be an effective tool for employers to reach a broad audience, including disabled and senior job seekers. Employers can connect with potential job candidates using hashtags and targeted ads on platforms like Twitter, LinkedIn, or Facebook. They can also share stories of current employees with disabilities, showcase their inclusive workplace culture, and promote their job opportunities.
• Host information sessions: Employers can host information sessions to provide job seekers with disabilities with more information about their organization and job opportunities. This can be done in person or virtually and can be a great way to build relationships with potential job candidates with disabilities. Information sessions can include overviews of the company’s culture, hiring process, and available job openings.

Accessible Recruitment Process

• Conduct accessible job interviews: Offer accommodations during the interview process, such as providing sign language interpreters, offering video interviews, or providing materials in accessible formats.
• Use accessible job descriptions: Make sure job descriptions are clear, concise, and accessible to all potential candidates. This means using plain language, avoiding jargon, and offering accessible versions of the job description in multiple formats, such as Braille or audio.
• Provide reasonable accommodations: Provide reasonable accommodations to disabled candidates. These accommodations include offering sign language interpreters, assistive technology, or flexible work hours. It is essential to have a straightforward accommodation request process to ensure that all candidates can access the accommodations they need.
• Create accessible application processes: Ensure the application process is accessible to all candidates. This includes providing accessible online applications and offering alternative ways to apply, such as via email or phone. Ensuring that the application process contains clear instructions on completing and applying is also essential.

Other Steps for Success

• Offer internships: Employers can offer internships or job shadowing opportunities to help individuals with disabilities gain valuable work experience. These opportunities can also be an excellent way for employers to assess a candidate’s fit for a job and potential for growth within the organization. In addition, internship programs can provide a stepping stone to full-time employment and can be used to build a pipeline of diverse candidates for future positions.
• Provide disability inclusion and accessibility training: Provide disability inclusion and accessibility training to all employees to ensure they understand the importance and value of an accessible and inclusive workplace culture for all.
• Ensure that company events are accessible: Implement accessibility policies and procedures. For example, ensure event spaces are accessible to all employees and offer accommodations such as sign language interpreters and alternative formats for event materials. In addition, ensure all employees know the accommodations available for company events.

Building an accessible, inclusive workplace that engages the disability community can benefit employers and employees. By taking the above suggestions, employers can create a more welcoming and supportive environment for employees with disabilities, attract a diverse pool of qualified candidates, and foster a culture of innovation and creativity.

Of course, this list is not meant to be comprehensive or in any specific order. It is important to note that more than these suggestions are required. Disability inclusion and accessibility require continuous monitoring, learning, and adaptation.

Moreover, as society changes, so do the needs of disabled people and their experiences. Therefore, it is essential to communicate regularly with the disability community and listen to their feedback and suggestions. Companies must be willing to learn and adjust their strategies as necessary. The goal is to have a workplace where people with disabilities are supported to reach their full potential and can thrive.

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