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.
Who We Are
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.
Build a pipeline of talent that includes people with disabilities.
Identify people who have the skills and attributes for the job.
Keep talented employees with disabilities, including those who acquire them on the job.
Ensure that employees with disabilities have equal opportunities for advancement.
Phases of Employment
Federal Government Employment
A listing of EARN resources by topic.
Not an Employer?
Dinah Cohen Learning Center
EARN’s Learning Center offers a wide range of training resources, including self-paced online courses.
Additional EARN Resources
Other ODEP Funded Centers
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.
What's New on AskEARN
Navigating Mental Health in Skilled Trade and Industrial Occupations
May 17, 2023 — 2:00 - 3:00 p.m. ETWebinar Explore ways to support the mental health of skilled trade and industrial professionals at work.
See All Webinars
A list of all webinars.
Federal Agency Disability Practices and Employee Outcomes
Learn about strategies to increase employment of people with disabilities in federal agencies.
The study examined how diversity practices utilized by federal agencies impact employment of people with disabilities. Researchers clustered policies and practices into nine categories, three of which were shown to result in improved outcomes for federal employees with disabilities: sufficient staffing and budget for equal employment opportunity (EEO) programs, trend analysis and direct supervision of the EEO director by the agency head.