I joined the CEO Commission in 2021 because I share their vision for eliminating barriers to equal employment while actively collaborating to address unemployment and under-employment among those with disabilities. NFP continues to see a tremendous opportunity to connect with this pool of talented people, introduce them to our company and industry, and create paths to benefit from their perspectives and contributions.
As part of your partnership with the CEO Commission for Disability Employment, we provide a comprehensive Disability Practice and Culture Assessment of your organization. This consulting service is designed to help identify strengths, address barriers, achieve goals and objectives, and build sustainable practices that support disability integration in employment and workplace culture.
At the CEO Commission, we believe that sustainable disability employment goes beyond recognizing observance months and written policies that are overlooked or buried away in employee handbooks. It demands active engagement, leadership commitment, HR accountability, and an intentional cultural shift supported by ongoing evaluations, benchmarking against industry standards, regular employee feedback, and training that extends beyond onboarding or annual training.
45% increase in workplace safety overall due to improved accessibility
Our assessment and consultation provides a complete roadmap, including step-by-step action items, assignment of stakeholders, completion timelines, and a wealth of additional resources to help accomplish each task. We are about action and working with our corporate partners at each step to ensure they achieve their disability employment goals and objectives. This allows organizations to embed disability-informed strategies across recruitment, accommodations, leadership, and employee engagement. Additionally, partnership with the CEO Commission brings a host of similar organizations that can provide collaboration and mentorship as needed. The goal is to support a workplace where all employees and the organization can thrive and achieve their goals.
78% of customers say they are more likely to spend at companies that have a disability inclusive employment focus
Why It Matters
Organizations prioritizing disability employment consistently outperform peers in innovation, employee engagement, and revenue. Studies show that companies that actively engage and support disability talent generate 2x higher economic profit and experience 4x stronger shareholder returns than those that do not (Accenture, 2023).
How We Work Together
Our approach is not one-size-fits-all. We take time to understand your goals and barriers, offering confidential support through a multi-step process that includes discovery, analysis, planning, and ongoing guidance. Please refer to our detailed supplemental guide outlining the CEO Commission Consultation Process to learn more and support your internal planning efforts.
What the Assessment Includes
Our structured consultation begins with the Disability Practice and Culture Assessment, a comprehensive tool aligned with best practices from the CEO Commission Enterprise Playbook. It evaluates the 14 pillars of disability employment:
- Overall goals and objectives
- Leadership commitment and stakeholders
- Return on investment and business impact goals
- Community engagement and partnerships
- Disability disclosure process
- Staffing and hiring practices
- Interview process
- Accessibility and reasonable accommodation
- Training and education
- Culture and awareness
- Employee resource groups
- Timeline and budget
- Monitoring and evaluation
- Policy
This is followed by a detailed analysis and a tailored Disability Practice and Culture Report explicitly designed for your organization. The report includes actionable recommendations, short and long-term strategies, and support for successful implementation.
Ready to Begin?
If your organization is interested in our consultation services or learning more, please contact David Rice, Disability Employment Specialist, at [email protected].
Together, we can build a workplace culture that fully reflects and values the contributions of people with disabilities.