How can a employer become Disability Confident U.S.A.

First an employer needs to agree to the Disability Confident commitments below
  • Ensure your recruitment process is inclusive and accessible

You should:

  • Ensure against discrimination.
  • Make job advertisements accessible.
  • Have a variety of interview questions on hand (Example: behavior interview questions).
  • Provide information in accessible formats(example large print).
  • Communicate and promote vacancies

You should:

  • Advertise vacancies through a range of channels.
  • Get advice and support from your local One Stop Center or Disability Chamber of Commerce, Vocational staff members, disability job coaches, or a local disability specific non-profit.
  • Review current recruitment processes / Standard operating procedures to ensure they are inclusive.
  • Offer an interview to a person / persons with a disability
  • Encourage more applications from people with disabilities by offering them an interview, if they meet the minimum criteria for the job (this is the description of the job as set by the employer).
  • The aim of this commitment is to encourage positive ACTION by employers to cast a wide net and find the best applicant for the job.
  • Support any existing employee who acquires a disability or long term health condition while employed by your company enabling them to stay in work
  • ining an employee who has become disabled means keeping their valuable skills and experience saving on the cost and man hours involved in recruiting a replacement.
  • Anticipate and provide reasonable adjustments as required (Make sure disabled workers aren’t seriously disadvantaged when applying for and doing their job)


Reasonable adjustments examples (That are common, minimal and non cost / low cost)

  • Changing the recruitment process so a candidate can be considered for a job.
  • Doing things another way, such as allowing someone with social anxiety disorder to have their own desk.
  • Making physical changes to the workplace, like installing a ramp for a wheelchair user or an audio-visual fire alarm for a deaf person.
  • Letting a person with a disability work somewhere else, such as on the ground floor for a wheelchair user.
  • Changing their equipment, for instance providing a special keyboard if they have arthritis.
  • Allowing employees who become disabled to make a phased return to work, including flexible hours or part-time working.
  • Offering employees training opportunities, recreation and refreshment facilities.
  • Allow a job coach to assist the person with a disability.
  • Allow a staff employee to be the in house support for the person with a disability.
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