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Not all people with disabilities require an accommodation at work. Reasonable accommodations may be provided to qualified candidates or employees with disabilities on as needed basis. Accommodations are negotiated between employer and employee, as part of an interactive dialogue. Establishing a centralized accommodation program can streamline this process, and create a more supportive workplace. 

When a person tells their employer they have a disability and it is tied to them as an individual, that is disability disclosure. People disclose disabilities for a variety of reasons, including to get a reasonable accommodation, to be open about who they are or as part of an employee resource group. Self-identification is a confidential and voluntary process in which you tell your organization, on a pre-approved form, that you identify as a person with a disability. This data is not tied back to any individual employee, but rather is used to gather workforce data for the employer. 

Explore the vital role accommodations play in creating accessible workplaces and advancing the goals of the Rehabilitation Act of 1973 and the Americans with Disabilities Act (ADA).

Learn how small businesses can improve job success for employees with disabilities through low- or no-cost, high-impact accommodations.

Learn about strategies employers can use to attract and retain neurodivergent employees.

Learn about effective strategies employers can use to develop and sustain a fully accessible workplace. 

Learn how your organization can better support neurodivergent employees as we discuss common myths, general awareness, and practical tips for the recruitment, hiring, and retention of neurodivergent workers.

Discover how state and local government programs help small businesses in hiring and retaining workers with disabilities.