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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

Inclusion@Work: A Framework for Building a Disability-Inclusive Organization

Explore strategies for creating disability-inclusive workplace cultures and meeting your organization's diversity, equity, inclusion and accessibility (DEIA) goals.

Inclusion at Work wheel graphic

What’s the third largest market segment in the U.S.? The answer might surprise you. It’s not a particular race, gender, or cleverly named age cohort.  It’s people with disabilities. The size of this population—more than 50 million strong—surpasses Hispanics, African Americans and Asian Americans, as well as Generation X and teens.  Add in their families and friends, and you’re looking at billions of dollars in purchasing power.

Want a slice? Any smart business owner would.  As with any customer segment, one of the best ways for a company to tap into it is to ensure it is represented in its workforce.

Inclusion@Work provides a path. Developed with input from a range of employers with exemplary track records in disability employment, the Inclusion@Work Framework outlines seven core components of a disability-inclusive workplace, along with a menu of strategies for achieving them.

Watch the Inclusion@Work Video

Please note that some of the strategies described in Inclusion@Work are requirements for federal contractors covered by Section 503 of the Rehabilitation Act. However, none of the strategies included in the Inclusion@Work Framework create any new legal requirements for employers, or change current ones. Rather, they are common-sense guidelines that can work in any workplace.