Table 4.
Practical strategies for improving hiring and retention of workers with disabilities, ranked by the proportion of respondents rating them “very helpful”
| Strategy | Percent of respondents | |||
|---|---|---|---|---|
| Very helpful | Somewhat helpful | Not helpful* | ||
| 1 | More or better training on disability issues for supervisors and managers | 74.4 | 22.2 | 3.4 |
| 2 | A central organization-wide source for expertise on accommodation issues | 66.8 | 28.5 | 4.6 |
| 3 | Written guidelines for dealing with disability issues, including accommodation requests | 65.2 | 29.1 | 5.6 |
| 4 | An organization-wide system for handling requests for reasonable accommodations | 65.2 | 27.4 | 7.3 |
| 5 | External resources to get guidance on disability and accommodation issues | 60.6 | 31.3 | 8.1 |
| 6 | A diversity specialist who deals with disability issues | 58.4 | 31.0 | 10.6 |
| 7 | A centralized fund within the organization to pay for job accommodations | 55.4 | 31.6 | 13.0 |
| 8 | A written company policy of non-discrimination that includes disability | 50.7 | 34.6 | 14.7 |
* Rated as “not very helpful” or “not helpful at all”