AskEARN | Measuring Progress Skip to main content

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

    Recruit

    Build a pipeline of talent that includes people with disabilities.

  • Two men work at repairing an engine.

    Hire

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

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

    Retain

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

  • A man uses sign language to communicate.

    Advance

    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

Measuring Progress

Track and review data to ensure your workplace is retaining employees with disabilities.

To ensure that employees with disabilities want to stay within your organization, it is important to measure progress on key benchmarks continuously. Data can provide detailed information about your organization, such as how many of your employees with disabilities feel comfortable self-identifying as having a disability or how many of your employees with disabilities want to continue working at your organization. 

Accountability and Self-Identification

Visit the Measure Success: Accountability & Self-Identification section of the Inclusion@Work Framework to learn why it is important to establish goals and collect data to measure progress. This short course, and the resources that accompany it, will help you understand of how data can be used in evaluating your efforts to retain a disability-inclusive. 

Federal employers, federal contractors and federal subcontractors are required to invite employees to voluntarily identify as a person with a disability. This data informs the organization’s success toward meeting the goals identified by the Rehabilitation Act of 1973. To learn more about tracking self-Identification data, read Engaging Employees to Measure Success: Innovative Approaches to Encouraging Self-Identification of Disability.

Phases of Employment

Recruit Hire Retain Advance

Related Resources

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retention self-identification