The K. Lisa Yang Hock E. Tan Institute on Employment & Disability at Cornell University works collaboratively with the following partners to manage the activities of EARN:
Concepts, a communications firm that specializes in public education around disability and veterans’ employment.
For more information, please visit http://www.conceptscommunications.com/
Disability:IN, formerly the U.S. Business Leadership Network, is a nonprofit, business membership organization that promotes disability inclusion in the workplace, marketplace and supply chain.
For more information, please visit: https://disabilityin.org/
The John J. Heldrich Center for Workforce Development is based at the Edward J. Bloustein School of Planning and Public Policy, at Rutgers, the State University of New Jersey. The university-based research and policy center is dedicated to raising the effectiveness of the American workplace by strengthening workforce education, placement and training programs, and policies.
For more information, please visit: https://www.heldrich.rutgers.edu/
Other ODEP-funded Technical Assistance and Research Centers
In addition to EARN, the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP) funds several other policy and technical assistance centers. EARN collaborates frequently with these entities in order to bring you the latest in disability diversity and inclusion.
Job Accommodation Network (JAN)
The leading source of free, expert and confidential guidance on workplace accommodations and disability employment issues.
For more information, please visit: http://www.AskJAN.org
Partnership on Employment and Accessible Technology (PEAT)
An online portal that shows you why it pays to build and buy accessible workplace technology and how to go about doing so.
For more information, please visit: http://www.peatworks.org/
A collaborative dedicated to advancing sustainable individual and systems-level change to improve competitive, integrated employment and economic self-sufficiency for adults across the spectrum of disabilities.
For more information, please visit: http://www.leadcenter.org/
Inclusion@Work Network Leadership Council
Input from industry groups and professional organizations will systematically guide EARN’s research and resource development through a Rapid Cycle Research (RCR) process. The RCR process encompasses asset development, testing, and dissemination and is portable to any topic. It is an ideal approach to engage with U.S. Department of Labor Office of Disability Employment Policy (ODEP) partners to identify, develop, test, and disseminate information on effective policies and practices to help employers recruit, hire, retain, advance, and fully include individuals with disabilities in the workplace. These partners will provide critical input to our work as well as receive technical support from EARN’s subject matter experts. The organizations listed here will serve on EARN’s Inclusion@Work Network Leadership Council and facilitate engagement with their members to guide EARN’s work.
The Center for Advanced Human Resource Studies (CAHRS), situated in the Industrial and Labor Relations (ILR) School at Cornell University, is the world’s leading partnership between industry and academia, representing more than 55 of the nation’s premier companies. CAHRS and the HR Studies faculty at Cornell’s ILR School investigate issues relevant to HR practitioners and add to the HR management body of knowledge.
DirectEmployers Association (DE) is a nonprofit, member-owned and managed consortium founded in 2001 by 14 leading Fortune 500 companies. Members include talent acquisition and federal contract compliance professionals from more than 900 Fortune 1500 companies supporting talent acquisition and workforce diversity. The focus of DE’s work includes compliance with Section 503 of the Rehabilitation Act and Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) requirements.
The Disability Management Employer Coalition (DMEC) is an association dedicated to providing focused education, knowledge, and networking for absence and disability professionals. DMEC has more than 800 employer and supplier member organizations, representing more than 12,000 absence and disability management professionals in the U.S. and Canada.
The International Employee Assistance Professionals Association (EAPA) is the world’s largest and oldest membership organization for employee assistance professionals. With members in more than 40 countries, EAPA provides information and support for and about the employee assistance profession. EAPA has 57 chapters throughout the U.S. working to enhance professional development, certification, resources, networking, and public policy efforts.
The HR Policy Association (HRPA) is the leading public policy organization of chief human resource officers representing the largest employers in the U.S. and internationally. HRPA brings membership executives together to discuss how human resource practices and policies should be improved to create a vision for successful HR strategies and pursues initiatives that promote job growth, employment security, and competitiveness.
Cornell’s Institute for Compensation Studies™ (ICS), situated across the ILR School and the SC Johnson School of Business at Cornell University, is an interdisciplinary center that researches, teaches, and communicates about monetary and non?monetary rewards from work, and how these rewards influence outcomes for individuals, companies, industries, and economies. ICS has an executive board of compensation executives representing a variety of businesses that can help inform EARN’s work on compensation-related issues.
The ILO Global Business and Disability Network (ILO GBDN) is a global employer-led initiative of the United Nations (UN) International Labor Organization that works to promote the inclusion of people with disabilities in workplaces around the world. ILO GBDN members include 28 multinational enterprises, national business and disability networks, and international not-for-profit and disabled persons’ organizations. Through their work, members demonstrate the clear business benefits of employing people with disabilities and highlight the valuable contributions they bring to all types of workplaces.
MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees worldwide. As one of the largest employer associations in the U.S., MRA offers HR services, talent management, learning and organization development opportunities, and planning to help members build a successful workplace and powerful workforce.
The National Industry Liaison Group™ (NILG) is the premier employer association on affirmative action and equal employment opportunity (EEO) in the U.S. NILG is a nonprofit organization formed in 1992 to improve communications between the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) and Industry Liaison Groups (ILGs). The NILG Board supports approximately 61 Industry Liaison Groups (ILGs), which are comprised of small, mid-size and large federal contractors and employers across the country. NILG’s mission is to promote affirmative action and EEO by working closely with the OFCCP, Equal Employment Opportunity Commission, related administrative agencies, and local and regional ILGs to educate constituents on developments on these issues and related regulatory changes.
The Society for Human Resource Management (SHRM), founded in 1948, is the world’s largest association devoted to serving the needs of human resource (HR) professionals and advancing the interests of the HR profession to identify relevant workplace disability inclusion policies and practices. SHRM represents more than 300,000 members in over 165 countries, impacting the lives of more than 115 million workers and families globally. SHRM has been a thought leader on policies and practices affecting the world of work for more than 70 years.
The Conference Board (TCB), founded in 1916, is a nonprofit, member-driven research think tank that helps business leaders navigate critical issues and better serve society. TCB connects senior executives across industries to share ideas and creates fact-based research and consensus-driven policy statements to help leaders address their most important business issues. It also operates peer-learning councils to solicit input from its members around key issues related to improving employment outcomes for people with disabilities.