Resource

As with any new organizational initiative, there are issues you might run into when measuring disability in your workforce. Presidents Group conducted primary research to figure out which barriers are most common amongst employers and identified solutions.

Why are we measuring for disability? Isn’t it enough to hire people with disabilities? There are both business and social benefits from your organization’s choice to measure for disability inclusion.

Make it Count: Measuring for Disability Inclusion in Your Workplace is a practical guide for employers looking to measure the rate of disability inclusion in their workplaces.

The Make it Count: Measuring for Disability Inclusion in Your Workplace is a practical guide for employers looking to measure the rate of disability in their workplaces.

The following template has been created to include important accessibility information for job postings. Copy and paste the following a new document and insert your own business’ details.

This handbook is meant for anyone involved in the process of designing communication materials, to ensure they are as accessible as possible.

Applicants with disabilities, like all other applicants, must be able to meet the employer requirements for the job. However, there are certain disability-related questions you cannot ask.

There are basic best practices you can implement to keep your content accessible to all users that may see your social media content.

Tacofino shares their five tips on how to create an accessible small business focused on recruiting and retaining inclusively.

A guide to make the new employee orientation and on-boarding process inclusive for all.

A checklist for employers to plan effective, inclusive recruitment and hiring practices within their business.

Accommodations for employees with disabilities aren’t complicated or expensive. Learn about some of the accommodations that are available.

These interview guidelines will help you adapt your interview process to be inclusive for a variety of candidates.

Safety within your workplace, both physical and psychological, should be a priority. It’s important to be able to de-escalate a situation quickly.

There are different types of interviews and assessments with varying forms of accessibility. Learn about the various forms of these, along with your legal obligations, and suggestions for reference checks before employment.

You’ve interviewed applicants, conducted pre-employment checks and are ready to make an offer. Learn what inclusive businesses do next.

As an employer, you have a legal obligation to adjust policies and practices so employees can participate fully in the workplace.

This toolkit is meant to help HR professionals increase accessibility and inclusiveness and address the needs of workers living with mental illness.

Data and measurement are valuable tools for employers. Long-term consistent measurement of employee data can improve a company’s decision making and ability to meet business goals.

As a small business, Tacofino collects data different than a large business. This is their strategy to efficiently and effectively roll out an employee engagement survey.