Strategies to Support Employer-Driven Initiatives to Recruit and Retain Employees with Disabilities

Across the United States, "a growing number of employers have established initiatives to increase the participation of workers with disabilities within their companies.... [Using] a new paradigm for meeting employer workforce needs," "these employers typically establish partnerships with local workforce and disability service organizations to source for talent. Coordinated by a single agency (or small number of agencies), employers are provided assistance and support services for recruitment, training, and job retention for employees with disabilities (p.1)."

This research brief "presents four profiles that highlight innovative practices among employers [including Walgreens, Proctor & Gamble, Reddwerks Software System, and Walmart] operating warehouse distribution centers [in the U.S.]. These strategies can apply to other models and industry sectors. The case studies profiled show great promise for significantly expanding the number and quality of job opportunities for people with disabilities" (p.1). (Abstractor:Author and Website Staff)

Conclusions: "For community-based providers, state and local government, and employers looking to establish this program in their community, it is important to keep the following three key points in mind: 1. Employers continue to realize that people with disabilities are a viable and productive part of the workforce: Disability employment initiatives are popping up across the United States in diverse industries and among a variety of employers. These efforts are expanding employer diversity programs to better include current and future employees with disabilities. The disability employment movement is shifting from a separate work environment needing only lower-level skills (e.g., custodial work) and sub-minimum wage, to high-performing jobs that offer equal pay, have equal performance requirements, and where all employees — those with disabilities and those without disabilities — work together side by side. 2. One size does not fit all: Disability employment programs and strategies by local, state, and national organizations that help employers tap into talented workers with disabilities are as varied as the employers seeking this labor pool. Disability employment programs such as these are expanding and government and nonprofit service providers will need to respond with a stronger understanding of business acumen. 3. Disability for profit: Not only are employers seeing the value of hiring people with disabilities, but also businesses are beginning to understand that disability in the workplace is here to stay. Creating products that adapt to people of varying learning styles is good for all employees, and profitable for the companies that make and use these products" (p.12-13). Additional recommendations for state officials, local service and support agencies, and employers can be found on pages 13-14. (Abstractor: Author and Website Staff)

• Last Updated:
• Created:
• Resource Publication Date: 2012
• Author(s): Katz, Elaine; O'Connell, Meg; Nicholas, Robert
• Organizational Author(s): John J. Heldrich Center for Workforce Development; Rutgers University; and The Kessler Foundation
• Funding Source: Funding source not identified
• Resource Availability: Publicly available
• Posted by:
• Posted in: Workforce System Strategies