AskEARN | Publication - Taking Disability Into Account: Proactive Recruitment & Hiring Practices Skip to main content

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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.

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    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. 

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Taking Disability Into Account: Proactive Recruitment & Hiring Practices

This policy brief describes key elements of affirmative action plans. 

Getting Started / Learning Center / Publications

This policy brief describes key elements of affirmative action plans and may be beneficial to human resource (HR) staff; equal employment opportunity (EEO) and diversity, equity and inclusion (DEI) professionals; hiring managers and others responsible for recruitment and hiring. The brief explores how organizations can develop and implement affirmative action programs to support the recruitment and hiring of people with disabilities (known or voluntarily disclosed). It includes examples of effective practices an overview of the legal context and additional helpful resources on the topic.