Hiring Practices

• Disability Employment 101: A comprehensive guide to the successful inclusion of disability and employment research into your workplace.
• Workplace Warriors: Learn about corporate best practices for the reintegration of veterans with disabilities in the workplace.
• Questions and answers regarding the Federal Laws Prohibiting Job Discrimination provided by the United States Equal Employment Opportunity Commission.

The following are a collection of resources that explain Affirmative Hiring, or the practice of recruiting and training minorities, women, people with disabilities, and covered veterans as defined by the United States Department of Labor.

• Contract Compliance: This U.S. Department of Labor office ensures that Federal contractors practice affirmative hiring, including employer efforts to recruit people with disabilities.
• Preferential Hiring: The Section 3 program of the U.S. Department of Housing & Urban Development requires that recipients of certain HUD financial assistance, to the greatest extent possible, provide job training, employment, & contract opportunities for low- or very low-income residents in connection with projects & activities in their neighborhoods.
• Workforce Recruitment Program for College Students with Disabilities: This program offers recruitment & referral services for Federal employers nationwide, linking them to highly motivated post-secondary students & recent graduates with disabilities, for summer or permanent jobs.
• Ensure your organization is following applicable laws and regulations when recruiting and hiring individuals with disabilities.
• Watch this 12 minute training video on strategies for hiring and retaining employees.
• If you are planning a career fair or hiring event, this checklist will ensure your remote, hybrid, or in-person event is accessible.

• The Employer Assistance and Resource Network on Disability Inclusion has developed an overview on inclusive interviewing, and a short virtual training course.
• The Job Accommodation Network has identified interview do’s and don’ts.
• While employers interview people to ensure they are a good fit for a role, candidates with disabilities may similarly be analyzing the organization’s inclusivity and accessibility. To ensure your workplace has a standardized interview process, review this checklist on Accessible and Authentic Interviews for Candidates with Disabilities.
• In a time where digital communication is increasingly common it is important to ensure that you are taking steps to ensure that your virtual interview accessibility standards are up to par with those implemented in-person.
• Does your organization use employment tests to determine the hiring or promotion of employees? Ensure you are not violating anti-discrimination laws by consulting this guide from the U.S. Equal Employment Opportunity Commission.
• What can’t I ask when hiring?

• An informative and impactful article on how to accommodate employees with mental illness.
• Job Accommodation Network: Do’s and Don’ts of the interview process regarding individuals with disabilities.
• Improving the Hiring Process: This blog post by the National Alliance on Mental Illness (NAMI) outlines problematic hiring practices, barriers to accommodation, and how employers can support the creation of a stigma-free environment.

• Resources provided by the United States Department of Labor for the recruitment and retention of individuals with disabilities and their successful participation in the workforce.
• Disability Employment 101: A comprehensive guide to the successful inclusion of disability and employment research into your workplace.
• Get to know all employees and their skills to ensure they are placed in the right role by creating an internship program.