Practical solutions and tips for employers to improve the hiring of employees with disabilities and create a more inclusive workplace culture
Corporate Leadership Circle
Research • Insights • Peer-Networking • Best Practices
and Disability Employment
How can organizations improve the hiring of employees with disabilities and create a more inclusive workplace culture? Join us for a look at the business case for hiring, retaining and advancing people with disabilities; strategies for creating an inclusive culture; and tips for successfully navigating the interactive accommodations process.
PART 1 – Introduction Deb Dagit, President of Deb Dagit Diversity LLC, discusses why hiring, retaining and advancing people with disabilities is an important business issue.
PART 2 – Research Dr. Ken Matos, Senior Director of Research at Families and Work Institute, provides a research overview on the status of organizational policies that make for more inclusive workplaces for people with disabilities.
PART 3 – Solutions for Employers Lou Orslene, Co-Director of the Job Accommodation Network (JAN), shares practical solutions and tips for workplace success.
Further Reading and Resources
A report by Families and Work Institute (FWI) and
the Society for Human Resource Management (SHRM)
This research brief, based on the 2014 National Study of Employers, looks at three strategies to create more inclusive workplaces: 1) workplace flex, 2) employee resource groups (ERGs), and 3) formal staffing plans.
And check out these related posts from the FWI blog:
The Job Accommodation Network (JAN) is a leading source of free, expert guidance on workplace accommodations and disability employment. JAN has compiled this extensive resource page for employers that includes information on:
- The business case
- Disability etiquette
- Recruiting and onboarding
- The interactive process
- Additional resources for making your workplace inclusive
Top 3 Tips for Hiring Employees with Disabilities (video)
Diversity expert Deb Dagit — founder of Deb Dagit Diversity LLC, former Chief Diversity Officer for Merck and board member of Families and Work Institute — shares three things employers can start doing tomorrow:
LOUIS ORSLENE is Co-Director of the Job Accommodation Network (JAN). A service of the US Department of Labor’s Office of Disability Employment Policy (ODEP), JAN is the leading source of free, expert and confidential guidance on workplace accommodations and disability employment issues. With 25 years in the field of disability employment, Lou provides training throughout the U.S., facilitates the strategic planning process, manages strategic partnerships, and works closely with outreach and education staff.
KENNETH MATOS, Ph.D. is Senior Director of Research at Families and Work Institute. He conducts research on a wide range of workforce and workplace issues, including diversity, mentoring, work-life fit, and workplace effectiveness. Ken is responsible for FWI’s ongoing nationally representative studies—the National Study of Employers and the National Study of the Changing Workforce. He also co-directs When Work Works, a project on workplace flexibility and effectiveness, in collaboration with the Society for Human Resource Management (SHRM).
DEB DAGIT is a recognized thought-leader on diversity and inclusion issues, and played a key role in the passage of the American with Disabilities Act. She founded Deb Dagit Diversity LLC in 2013 to deliver consulting services and products for diversity practitioners. Prior to this, Deb was Chief Diversity Officer for Merck for 11 years where she was responsible for global equal opportunity, employee relations, recruiting and staffing, and diversity and inclusion.
Families and Work Institute’s Corporate Leadership Circle (CLC) is a cross-industry network of national and global employers that partner with FWI for research, expert insights and best practices to inform talent management strategies and identify emerging issues in the larger workforce/workplace conversation.
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