Evidence-Informed Employer Strategies for Identifying and Supporting Employees with Disabilities
*Names in bold indicate Presenter
In this paper, we will first review the key employment-related requirements of the Americans with Disabilities Act Amendments Act (ADAAA) of 2008 and the new Rehabilitation Act of 1973 Section 503 regulations. We will then introduce promising strategies for employers to improve their responsiveness to job candidates and employees with disabilities, focusing on the use of employee resource groups (also known as affinity groups, employee networks, or business groups) to provide a more inclusive and responsive workplace. In particular, we will describe the use of these groups to promote self-disclosure, and encourage employees with acquired disabilities to return to work. Increased self-disclosure and improved supportive work environments support not only hiring workers with disabilities but also job retention and return-to-work after acquiring a disability, all of which significantly increase workforce participation by individuals with disabilities.
 National Organization on Disability (n.d.).
 Von Schrader & Sember-Chase (2012).
 Artiles & Wallace (2012).
 Toossi (2012).
- Self-Disclosure Brief_ERGs.pdf (498.8KB)