Skip to main content

Welcome to AskEARN’s new website. As we transition to our new site, you can still visit EARN’s previous site.

About EARN

The Employer Assistance and Resource Network on Disability Inclusion (EARN) offers information and resources to help employers recruit, hire, retain and advance people with disabilities; build inclusive workplace cultures; and meet diversity, equity, inclusion and accessibility (DEIA) goals. 

Image of a woman illustrating how to perform a task to a man with down's syndrome.

Getting Started

Start here to learn how to recruit, hire, retain and advance people with disabilities — and how EARN’s resources can help.

A woman in a wheelchair addresses three colleagues around a small table

    Phases of Employment

  • A man in a wheelchair looks at his phone while waiting for an interview


    Build a pipeline of talent that includes people with disabilities.

  • A woman with a forearm crutch shakes hands with another person


    Identify people who have the skills and attributes for the job.

  • A man looks on as a young woman with Down syndrome makes a coffee drink in a cafe


    Keep talented employees with disabilities, including those who acquire them on the job.

  • Image of a woman illustrating how to perform a task to a man with down's syndrome.


    Ensure that employees with disabilities have equal opportunities for advancement.

News & Events

EARN makes it easy to stay up-to-date on disability employment news and information. Start by subscribing to our e-blasts and monthly e-newsletter, which will connect you to upcoming events, developing news and promising practices in the world of disability diversity and inclusion. And don’t forget to follow EARN on Facebook, Twitter and LinkedIn

A smiling man with an earpiece sits in a wheelchair

Deloitte: Retaining a High Performing Employee through Workplace Accommodations

Employer Case Study: Learn how a small monetary investment helped a high performing employee return to work after developing a physical disability.

Deloitte logo



Number of Employees



Related Content

retention employer case studies accommodations

Deloitte Touche Tohmatsu Limited, commonly referred to as Deloitte, is a multinational professional services network with offices in over 150 countries and territories around the world. Deloitte's continual efforts to ensure an inclusive workplace environment supports its mission to “attract, develop, retain and advance the best talent representing the broadest range of backgrounds, perspectives and experiences.”

Deloitte inclusive programs and activities focus on five key priorities:

  1. Achieving greater representation at all levels throughout the organization.
  2. Improving acquisition of the best talent representing the broadest range of backgrounds, generations, perspectives and experiences.
  3. Expanding marketplace eminence.
  4. Promoting inclusive behavior.
  5. Working collaboratively, capturing synergies and leveraging best practices.

Opportunities to participate in or champion inclusion efforts are open to all Deloitte employees, as the company believes having both allies and members of the specific communities as champions is key to the success of these efforts.

As part of its inclusion efforts, the company implements return-to-work and retention strategies such as providing workplace accommodations. One example of this involves a valued Deloitte employee who was diagnosed with a rare disease and subsequently developed a physical disability and became a wheelchair user. After a leave of absence, the employee was able to return to work with some workplace accommodations. 

Since the employee's position required him to travel, Deloitte worked with him to determine what adaptive equipment and other accommodations he would need for work-related travel, such as a travel chair, spare tires and rims for his wheelchair, and portable hand controls for use with rental cars. The employee reached out to his health insurance company to determine which equipment was covered under his healthcare plan. Deloitte then purchased the equipment he needed for work travel that was not covered under his insurance. 

To further assist the employee, Deloitte used an interactive process to determine what other accommodations he might need to perform the essential functions of his job, such as adaptations to his physical workspace and schedule adjustments to allow him to attend physical therapy appointments. The company also consulted various websites, such as the Job Accommodation Network, for ideas on what workplace accommodations could help the employee be as productive as possible.

The results of these efforts were two-fold - the employee was able to achieve his desire to perform at the same level, do the same type of work (including travelling both nationally and internationally) and be as productive as he was prior to his leave of absence, and Deloitte was able to retain a valued employee.