The National Industry Liaison Group (NILG) recently announced a new resource that employers can use to help increase disability inclusion.  Engaging Employees to Measure Success:  Innovative Approaches to Encouraging Self-Identification of Disability was jointly developed by NILG and the U.S. Department of Labor-funded Employer Assistance and Resource Network on Disability Inclusion (EARN).

The 9-page document provides employers and federal contractors with key strategies to encourage self-identification and assist in building more inclusive workplaces.  Included are examples of innovative approaches businesses have implemented to increase self-identification among their employee population as well as ways to track progress.

The collection of disability self-identification data is a requirement for federal contractors as part of their affirmative action programs under Section 503 of the Rehabilitation Act.  This can be challenging for contractors and other employers, but it is vital that companies understand the importance of self-identification in a larger context and not just as something to assess progress toward meeting disability inclusion goals.  Providing applicants an opportunity to self-identify displays a company’s commitment to a workforce inclusive of diverse perspectives and skills and goes beyond mere compliance or reaching certain numbers and percentages.  A strong self-identification program encourages all employees to bring their “whole selves” to work and is essential for a workplace to be truly inclusive.

Click here to access the toolkit and view other resources on the EARN webpage: