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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. 

Getting Started

Start here to learn how to recruit, hire, retain and advance people with disabilities; why workplace inclusion of people with disabilities matters; and how EARN’s resources can help.

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

    Phases of Employment

  • A woman in a wheelchair shakes hands with a colleague


    Build a pipeline of talent that includes people with disabilities.

  • Two men work at repairing an engine.


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

  • A woman with a disability wearing a helmet works in a factory


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

  • A man uses sign language to communicate.


    Ensure that employees with disabilities have equal opportunities for advancement.

Dinah Cohen Learning Center

EARN’s Learning Center offers a wide range of training resources, including self-paced online courses.

Woman using assistive technology on a computer workstation.

News & Events

EARN makes it easy to stay up-to-date on disability employment news and information. Start by subscribing to our monthly newsletter and eblasts, 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


Internships are an effective strategy for ensuring disability diversity in the workplace.  

Many businesses find internships to be an effective personnel strategy because they offer a way to both fill anticipated short-term staffing needs and evaluate potential staff for permanent positions in the future—especially those who may be new to the workforce.

What many employers may not realize, however, is that internships can also be an effective strategy for achieving disability diversity. In fact, research shows that employers who offer internships for people with disabilities are 4.5 times more likely to hire a person with a disability than those who do not. Thus, for federal contractors and subcontractors, hiring interns with disabilities can be an effective strategy for advancing goals under Section 503 of the Rehabilitation Act.

To ensure their internship programs are inclusive, employers may want to read Inclusive Internship Programs: A How-To Guide for Employers (PDF). To recruit interns with disabilities, they can take advantage of the Workforce Recruitment Program for College Students with Disabilities. Additional internship programs for students with disabilities include the American Association for the Advancement of Science (AAAS) Entry Point! Internship Program and Project SEARCH.

For more information about working with interns with disabilities, read “Maximizing the Internship Experience for Interns with Disabilities” and “Tips for Mentoring Student Interns with Disabilities.

Phases of Employment

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