Disability Hiring is the Missing Piece in Your Inclusion Strategy

Building a Disability Inclusive Workplace: Source. Scale. Sustain.

The workplace is evolving, and organizations that embrace true inclusion go beyond meeting expectations by shaping the future of work. Yet, while many companies focus on gender and racial diversity, disability hiring is often overlooked. That’s a major missed opportunity. The Source. Scale. Sustain. framework can change that.

In this blog, we’ll walk you through how to create and sustain a disability hiring program that creates lasting change that strengthens your workplace, fuels innovation, and delivers measurable business results.

Stronger Teams, Bigger Impact: Companies with diverse teams are 70% more likely to break into new markets (Harvard Business Review). Innovation thrives when different perspectives come together.
Untapped Talent Pool: Only 4% of organizations focus on disability hiring, yet the global market of people with disabilities represents $8 trillion in disposable income (Accenture). That’s an incredible talent pool left on the sidelines.
Compliance Meets Reputation: Section 503 of the Rehabilitation Act requires disability inclusion, but beyond that, customers and employees want brands that truly walk the talk.

Disability hiring strengthens businesses by unlocking new talent and innovation.

Source: Attracting the Right Talent

Great hires don’t just appear—you have to build pathways that bring them in. The first step is breaking down barriers and making sure your hiring process is actually accessible.

What Works:

Build relationships with advocacy groups and disability organizations (e.g., Disability:IN, local disability networks, your state Vocational Rehabilitation agency, Rangam 😊).

Review your job descriptions—are they inclusive, or filled with unnecessary requirements?

Use accessible job boards and hiring technology that doesn’t filter out qualified candidates.

2. Scale: Making Inclusion the Standard

Hiring someone with a disability shouldn’t be an isolated event. To create real change, you need a company-wide approach that builds support systems and ensures long-term success.

What Works:

Train managers on disability awareness and workplace accommodations—confidence starts with knowledge.

Implement universal design principles to ensure accessibility isn’t an afterthought.

Start with a pilot program, then expand based on what actually works.

3. Sustain: Making Inclusion Business as Usual

Hiring is just the beginning—long-term success happens when inclusion is woven into the company culture.

What Works:

Tie disability hiring goals to leadership accountability—when leaders prioritize it, change happens.

Gather employee feedback regularly to ensure your efforts are working.

Support ERGs and communities where employees with disabilities can connect and advocate for what they need.

Define Your Goals: What do you want to achieve? Start with clear, measurable objectives.
Get the Right People Involved: Find the champions in your company who will push this forward.
Start Small, Then Grow: A pilot program in one department can build momentum and show quick wins.
Track Your Success: Data and feedback help you refine and scale what works.

Your Next Step

Want to get ahead of the curve? Download our Disability Hiring Handbook for the tools, templates, and resources you need to build a workplace where everyone thrives.

Disability Hiring is the Missing Piece in Your Inclusion Strategy

Building a Disability Inclusive Workplace: Source. Scale. Sustain.

What You’ll Gain from This Series

Why Disability Hiring Matters More Than Ever

The Framework: Source. Scale. Sustain.

How to Get Started

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