Frequently Asked Questions
EARN’s Inclusion@Work framework is an interactive, web-based tool designed to help employers recruit, hire, retain and advance people with disabilities as part of their overall diversity, equity, inclusion and accessibility (DEIA) strategy. It outlines seven core components of a disability-inclusive workplace and a menu of strategies for achieving them. Developed with input from employers with exemplary track records in disability employment, the framework is an excellent starting place for any employer interested in creating a disability-inclusive workplace.
Disability etiquette and awareness training for employees can help create more inclusive workplaces. You will find information and links to resources on EARN’s Disability Etiquette page.
The COVID-19 pandemic has resulted in many changes to the workplace. EARN has developed a series of resources to help employers better understand and navigate the intersection between the pandemic and disability policies and practices.
Yes. There are regulations related to affirmative recruitment, hiring and advancement of people with disabilities for federal contractors. Learn more about those rules and regulations on EARN’s Federal Contractor Requirements page.
Not all people with disabilities require an accommodation at work. Reasonable accommodations may be provided to qualified candidates or employees with disabilities on as needed basis. Accommodations are negotiated between employer and employee, as part of an interactive dialogue. Establishing a centralized accommodation program can streamline this process, and create a more disability-inclusive workplace.
When a person tells their employer they have a disability and it is tied to them as an individual, that is disability disclosure. People disclose disabilities for a variety of reasons, including to get a reasonable accommodation, to be open about who they are or as part of an employee resource group. Self-identification is a confidential and voluntary process in which you tell your organization, on a pre-approved form, that you identify as a person with a disability. This data is not tied back to any individual employee, but rather is used to gather diversity data for the employer.
FEED, or the Federal Exchange on Employment and Disability, is an interagency working group focused on sharing best practices to make the Federal Government a model employer of people with disabilities—and yes, you can join! Membership is open to federal employees at any level whose job duties involve the inclusion of people with disabilities, including recruitment, hiring, retention and advancement.
EARN’s services are primarily for employers. As EARN is not a resource for job seekers with disabilities, we do not post jobs, but do have a webpage with information about resources for job seekers as well as a webpage for employers looking to find candidates with disabilities.
Yes! Observed each October, NDEAM celebrates the contributions of America’s workers with disabilities and educates individuals and employers about the importance of a disability-inclusive workforce. There is a different theme each year. Employers of all sizes and in all industries are encouraged to take part. Learn about ways employers can participate in NDEAM.
The WRP is a database comprised of college students and recent graduates with disabilities supported by the U.S. Department of Defense and U.S. Department of Labor to increase recruitment and advancement of candidates with disabilities. Currently, federal agencies have direct access to the database with a login and password.