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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

    Recruit

    Build a pipeline of talent that includes people with disabilities.

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

    Hire

    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

    Retain

    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.

    Advance

    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

Build the Pipeline: Outreach & Recruitment

Building a pipeline of applicants with disabilities is key to inclusive outreach and recruitment. 

Where can I find talent with disabilities? Companies have expressed concern that one of the greatest barriers they face to advancing disability inclusion is the inability to find qualified candidates. The key is effective outreach and recruitment. 

Take the Build the Pipeline Training Course

Learn More about Inclusive Outreach and Recruitment

To effectively build a pipeline of applicants with disabilities, your company can develop relationships with a variety of recruitment sources. Such relationships can be formed through formal partnerships as well as meetings and ongoing contact regarding job openings and candidates. The investment will be well worth the effort. Not only will your company secure access to talent that it otherwise may have overlooked, it will also benefit from other supports that can assist in effectively integrating people with disabilities into your workforce. 

Recruitment Sources

Different types of recruitment sources to consider are listed below, with links provided under Resources.

Recruitment Strategies

Strategies to attract and recruit qualified individuals with disabilities include:

  1. Hold formal and informal briefing sessions (preferably on company premises) with representatives from recruiting sources. Integral components of briefings include company tours; explanations of current and future job openings and position descriptions; explanations of the company’s selection process; recruiting literature; and a description of opportunities for formalizing arrangements for referrals of applicants.
  2. Establish formal arrangements for referral of applicants with representatives from recruitment sources, following up with sources and providing feedback on which applicants were interviewed and hired.
  3. Establish formal training (and deliver it to company employees responsible for recruitment) on how and why to hire individuals with disabilities.
  4. Provide an accessible online application and use targeted recruitment and social networking sites so that job seekers with disabilities can learn about the company and its hiring initiatives.
  5. Join employer networking groups, such as Disability:IN or one or more of its local affiliates, that recognize and promote best practices in hiring, retention and promoting individuals with disabilities.
  6. Post job announcements on accessible web-based “job boards” that specialize in identifying qualified individuals with disabilities (including veterans with disabilities), in disability-related publications, and with specific disability service organizations.
  7. Participate in career fairs targeting individuals with disabilities, including veterans with disabilities.
  8. Engage current employees or an employee resource group (ERG) as referral sources and ask for referrals who would make good job candidates and include employees with disabilities on company recruitment teams.
  9. Build a talent pipeline for youth and young adults with disabilities (transitioning high school students and college students) through mentoring, internships and work experience programs.
  10. Leverage resources that identify job applicants with disabilities, including databases of individuals with disabilities who previously applied to the company but were not hired and training and internship programs.
  11. Attract qualified individuals with disabilities through local chapters of organizations operated by and for individuals with disabilities.
  12. Develop specific and targeted strategies for recruiting, hiring and integrating veterans with disabilities, including wounded returning service members, and implement internal training on these strategies.
  13. Designate a coordinator or team responsible for targeted outreach programs, including websites, schools and employment assistance programs serving people with disabilities.
  14. Ensure involvement of existing employees with disabilities in all recruitment activities and processes, for example, at job fairs and on recruitment teams and interview panels.