542 unique companies across eight countries participated in the 2024 benchmark. While the increased participation affirms that disability inclusion continues to be a critical consideration for corporate inclusion agendas, the findings reveal that there is still significant work ahead.
Throughout the community, there is almost always something happening. Download this calendar to discover the many occasions, holidays, and awareness dates across 2024 in the US and globally. Download the 2024 Calendar [DOCX] Download the 2024 Calendar [XLSX] [...]
Surging employee and investor demands for inclusive corporate culture is creating a new call to action for companies to modernize the collection, promotion, and utilization of voluntary self identification data.
An inaugural initiative to increase representation and opportunity for people with disabilities.
Now more than ever, how people identify, as well as when and why they disclose a disability, determines workplace culture.
In 2021, Chemonics launched its first Count Me In campaign to give employees the information they need to self-identify a disability (whether mental or physical), allowing staff to be counted and contribute to the larger culture of inclusion and accommodation companywide.
Often companies in our corporate partner network ask for ways to build a culture of inclusion, especially around key disability-related dates like National Disability Employment Awareness Month and Global Accessibility Awareness Day. Posters were a popular way to raise awareness in office settings, however [...]
The Disability:IN ERG/BRG Leadership Committee has prepared this fact sheet to assist corporate disability Employee Resource Groups/Business Resource Groups to enable members to bring all aspects of themselves to the workplace and to serve as a bridge to other BRGs.
If your company is going to get serious about disability inclusion, it needs to get real about unconscious bias. EY, Kaiser Permanente, and others identified, and then challenged, their own assumptions. They hired people who were qualified for the job, but happened to have a disability. Then they experienced, first-hand, how inclusion positively affected their business. Check out the video!
The following Section 503 Subpart C, Affirmative Action Program Checklist is organized to assist federal contractors with 50 or more employees and a contract of $50,000 or more to benchmark their current activities against Section 503, Subpart C Affirmative Action Program requirements. By comparing their current activities against the regulatory requirements, federal contractors can develop an Affirmative Action Program that ensures equal employment opportunity and fosters employment opportunities for individuals with disabilities.