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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 disability-inclusive workplace. 

EARN’s services are primarily for employers. As EARN is not a resource for job seekers with disabilities, we do not post jobs, but do have a webpage with information about resources for job seekers as well as a webpage for employers looking to find candidates with disabilities.

EARN’s Inclusion@Work framework is an interactive, web-based tool designed to help employers recruit, hire, retain and advance people with disabilities as part of their overall diversity, equity, inclusion and accessibility (DEIA) strategy. It outlines seven core components of a disability-inclusive workplace and a menu of strategies for achieving them. Developed with input from employers with exemplary track records in disability employment, the framework is an excellent starting place for any employer interested in creating a disability-inclusive workplace. 

Yes. There are regulations related to affirmative recruitment, hiring and advancement of people with disabilities for federal contractors. Learn more about those rules and regulations on EARN’s Federal Contractor Requirements page. 

FEED, or the Federal Exchange on Employment and Disability, is an interagency working group focused on sharing best practices to make the Federal Government a model employer of people with disabilities—and yes, you can join! Membership is open to federal employees at any level whose job duties involve the inclusion of people with disabilities, including recruitment, hiring, retention and advancement. 

Learn from innovative leaders as they share strategies in developing successful, high-impact partnerships that support employers in hiring and retaining skilled workers with and without disabilities.

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

Discover the benefits of connecting with state and local partners to help small businesses in recruiting and hiring new employees.

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

Learn how to ensure your organization's telework policies and procedures are accessible and inclusive for all employees, including those with disabilities.

Learn about the role of the business and disability communities in securing enactment of the Americans with Disabilities Act (ADA) and core principles of equal opportunity/nondiscrimination articulated in the legislation. The webinar also explores emerging ADA implementation issues, including those related to COVID-19.

During this webinar, young adults who came of age after the passage of the Americans with Disabilities Act (ADA) (called the “ADA Generation”) participated in a panel discussion about their experiences in the workplace and offered ideas for best practices employers can use to attract young people with disabilities.

This webinar explores the important role accessible online content plays in federal disability recruiting and outreach efforts.

Learn how to make your organization more inclusive for neurodivergent employees as we discuss common myths, general awareness, and practical tips for the recruitment, hiring, and retention of neurodivergent workers.