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Category: Self-ID

Self-Identification Best Practices

Now more than ever, how people identify, as well as when and why they disclose a disability, determines workplace culture. Research shows it is not an overstatement to say that having more people who openly disclose their disability creates an inclusive culture that has the power to dramatically shape future business culture and success.

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Unconscious Biases: Shattering Assumptions and Surprising Ourselves

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!

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503 Checklist

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.

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