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Building a Disability-Inclusive Talent Pipeline: Ideas for Effective Outreach and Recruitment Strategies
Competence and flexibility...they are vital skills that employers seek. Today more than ever, businesses need people with the ability to adapt to different situations and circumstances, and perhaps more than any other group, people with disabilities possess precisely these attributes. But while many employers recognize the value of a disability-inclusive workforce, not all may know how to effectively recruit and hire qualified people with disabilities. Moreover, for federal contractors, important updates to Section 503 of the Rehabilitation Act that took effect in 2014 have created an additional motivation to build a disability-inclusive talent pipeline.
In this spirit, this online dialogue, hosted by the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP) and its Employer Assistance and Resource Network on Disability Inclusion (EARN), will gather insight into successful strategies federal contractors are using to recruit and hire people with disabilities. Information gleaned will in turn be used to develop technical assistance materials to help more covered employers ensure their doors are open to all qualified individuals. Specific topics we’re interested in hearing about include sources for recruiting qualified individuals with disabilities and strategies for encouraging self-identification, as well as bottlenecks companies have encountered and how they’ve overcome them.
As you submit your ideas or comment and vote on ideas submitted by others below, please keep the following guiding questions in mind:
- What creative strategies do you think companies can use to source qualified candidates with disabilities?
- What are the biggest challenges, whether internal or external in nature, that companies face when trying to recruit and hire qualified people with disabilities?
We look forward to your contributions and thank you in advance for joining us in this important effort.
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