QWE Practice Guideline: 120 – Create a work culture that enhances productivity through performance measurement and business development.

Target group: Any organization employing and/or supporting individuals with disabilities

Practice Description

A framework to help companies create disability-inclusive workplace cultures

Resources Needed

Subject matter experts/trainers

• Staff or consultant with knowledge and experience in workplace cultures, diversity, inclusion, and employee dynamics

Equipment

• Computer and internet access

Labor hours

• Time for staff to complete training, put the program and related activities into place, and maintain those activities.

Implementation Process

Process

• The Inclusion@Work framework utilizes 7 core elements and does not need to be followed in order
  • Lead the Way – inclusive business culture
  • Build the Pipeline – outreach and recruitment
  • Hire and Keep the Best – talent acquisition and retention processes
  • Ensure Productivity – reasonable accommodations
  • Communicate – company policies and practices
  • Be Tech Savvy – accessible information and communication technology
  • Measure Success – accountability and self-identification
  • Resources - disability and employment related resources
• Each element focuses on an important businesses process that accounts for the culture, people, and growth affected by the processes
• Each element includes a training video and outlines important steps for a company to take to implement the element successfully
  • Related documents and resources are also provided, like a Discussion Guide
• The program is free and available to anyone interested in building an inclusive workplace
• The program can be completed online anytime and at the employees pace
• Additional information and documentation can be found here.

Documentation

• SOPs
  • Policies and procedures for implementing and monitoring the Inclusion@Work elements
• Training
  • Staff training on implementing and monitoring the elements

Outcomes/Results

Individuals

• Increased morale
• Increased productivity
• Increased opportunities for upward mobility

Organization

• Improved culture
• Meet requirements of Section 503 of the Rehabilitation Act
• Increased access to potential employees
• Increased retention

NPA: Employer Assistance and Resource Network on Disability Inclusion
Location: Ithaca, NY
Date Submitted: 2022
Website: https://askearn.org/

Resources: