English
Afrikaans
Albanian
Arabic
Armenian
Azerbaijani
Basque
Belarusian
Bulgarian
Catalan
Chinese (Simplified)
Chinese (Traditional)
Croatian
Czech
Danish
Dutch
Estonian
Filipino
Finnish
French
Galician
Georgian
German
Greek
Haitian Creole
Hebrew
Hindi
Hungarian
Icelandic
Indonesian
Irish
Italian
Japanese
Korean
Latvian
Lithuanian
Macedonian
Malay
Maltese
Norwegian
Persian
Polish
Portuguese
Romanian
Russian
Serbian
Slovak
Slovenian
Spanish
Swahili
Swedish
Thai
Turkish
Ukrainian
Urdu
Vietnamese
Welsh
Yiddish
Businesses
Best Practices
Get Executive Commitment
Having commitment from the highest executive level sends a clear message to management about the seriousness and business relevance of employing youth with disabilities. Also, top-down commitment will support desired employment and talent pipeline development outcomes.
Incorporate Employees with Disabilities Into Existing Diversity Committees
This group can help analyze assessment data and make recommendations to top management.
Connect with Workforce Development Boards and Organizations
Establish partnerships with employment organizations and workforce boards to create any series of programs, including business tours, job shadowing, internship programs, apprenticeships, and referrals.
Support and Sponsor Professional Development
The purpose of good training is to not just increase awareness and understanding about disabilities, but to also develop concrete skills that employees can use. Starting with awareness training and advancing to knowledge training and training that builds specific skills is common.
Host Work-Based Learning Opportunities for Young People
Create programs that invite youth with disabilities in for Work-Based Learning (WBL) such as workplace tours, informational interviews, job shadowing, mock interviews, career mentoring, apprenticeships, or internships. Learn more from these activity guides created by the NYC Department of Education.
Ensure Inclusivity
Help all employees understand the challenges that people with disabilities face and contribute to solutions in their overcoming those challenges. This includes providing both resources in a variety of accessible forms and accommodations.
Offer Career Advancement Opportunities
Ensure ongoing professional development and skill building is available for employees with disabilities.
Remain an Active Participant in the IRT
The direct job supervisor should update IRT members about the youth's job performance, punctuality, and interactions with co-workers. Supervisors should engage IRT members for needed support.
Assess Progress in Disability Employment
Regularly assess where you are on the Disability Employment Maturity Curve below. Identify strategies and supports that can help you advance inclusion throughout your organization’s culture and HR practices.
National Organization on Disability