Please read each disability inclusion practice carefully and rate the extent to which you think the following disability inclusion practices are important in the workplace and the extent to which your company has implemented the following disability inclusion practices.
1 = Not important
2 = Somewhat important
3 = Important
4 = Very important
1 = Not currently in implementation
2 = In planning for implementation
3 = Partial implementation
4 = Fully implementation
1. Have a mechanism to assess the number of people with disabilities in the company.
2. Include disability in the company’s diversity and inclusion policies and procedures.
3. Have a senior executive with a disability.
4. Include “work and disability” as a topic in the company’s diversity and inclusion training.
5. Have a hiring manager with a disability.
6. Have internal and external resources to support the goals of the company’s disability employment and inclusion program.
7. Participate in job fairs for people with disabilities.
8. Senior leadership clearly communicates its commitment to meet the 7% utilization goal of people with disabilities.
9. Have annual targets and assess performance to achieve application and employment goals of persons with disabilities.
10. Report progress toward hiring persons with disabilities to senior management.
11. Senior leadership communicates clearly and affirmatively the company’s commitment to recruit and hire people with disabilities.
12. Provide disability inclusion training for company's HR recruiters.
13. Have internship and summer employment programs directed toward high school and college students with disabilities.
14. Identify and select partners that can be valuable in recruiting qualified individuals with disabilities.
15. Have contracts with employment agencies.
16. Have a disability accommodation policy.
17. Communicate emergency preparedness policy or procedures with specific mention of persons with disabilities.
18. Have an accommodations budget line item to cover costs of accommodations for employees.
19. Include “work and disability” as a topic in the company’s new employee orientation training.
20. Post statement of commitment to hiring people with disabilities on your public-facing company website.
21. Have in-house (or contractual) disability management personnel that are responsible for handling issues related to the Americans with Disabilities Act (ADA) and ADA job accommodations.
22. Have strategies to attract qualified applications from persons with disabilities.
23. Have a mentoring program to promote advancement of diverse persons.