- An Executive Order issued on January 21, 2025 revoked Executive Order 11246 which previously required federal contractors to take affirmative action in preventing employee discrimination. The Office of Federal Contract Compliance Programs was ordered to no longer ensure that Federal contractors promote diversity or practice affirmative hiring, including employer efforts to recruit people with disabilities. However, Section 503 of the Rehabilitation Act of 1973 is still in effect which “prohibits discrimination against individuals with disabilities and requires Government contractors and subcontractors to take affirmative action to employ and advance in employment qualified individuals with disabilities.” The Employer Assistance and Resource Network on Disability (EARN) has compiled a list of Section 503 Best Practices for Federal Contractors.
The following are a collection of resources explaining your role in promoting nondiscrimination as an employer, and best hiring practices for employees with disabilities.
- 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.
- 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.
- Hire (& Keep) the Best: Talent Acquisition & Retention Processes
- Employer Nondiscrimination Based on Disability: Resources for employers to ensure nondiscrimination for employees, provided by gov.
- Equal Employment Opportunity Commission and Department of Labor Commemorative Resource Guide: Recruitment, Hiring, and Employment of Individuals with Disabilities.
What effective interviewing strategies can I use in the hiring process to invite workers with disabilities?
- 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?
- How to Make Job Interviews More Accessible: This article outlines the do’s, don’ts, and recommendations for ensuring an accessible interview process for people with disabilities.
- Disability Etiquette and Tips When Interviewing Individuals with Disabilities
- Focus on Ability: Interviewing Applicants with Disabilities
- 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.
- Employment and Mental Health: A guide on what the Americans with Disabilities Act (ADA) says about mental health conditions.
- Mental Health Conditions in the Workplace and the ADA: This brief was designed to educate on legal and practical issues surrounding psychiatric disabilities in the workplace, including those prominent for employers.
- Workplace Mental Wellness Resource Guide
- 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. → Internships and Apprenticeships: Talent development through internships and apprenticeships is a common method organizations use to recruit new employees and gauge where they may best fit within their business model.
- State Vocational Rehabilitation Agencies provide consumers of their services with employment counseling, job placement assistance, and employer consultation to ensure they find their best employment opportunity. Consult this guide on vocational rehabilitation Business Engagement and Employer Supports.
- Professional Development: Reskilling, upskilling, mentoring, and coaching can help to ensure your employees are continuing to develop skills to progress within your business.
- Performance Management: Setting clear expectations and providing feedback allows for continuous understanding of employee performance, indicating if the role is a good fit or if vertical or lateral movement should be considered.