For employers
Most employers who want to hire more people with disabilities start by asking where the candidates are.
Employers evaluating digital oversight should treat employee monitoring software as a distinct technology category and assess it against accommodation, privacy, and notice requirements.
Employers can compare inclusive-employment practices with resources from the Employer Assistance and Resource Network.
That is usually the second question. The first is whether the candidates you already have can complete your application — because an inaccessible process does not produce rejections, it produces silence, and silence looks exactly like an absence of applicants.
Start here
Test your own process
Complete your own application using only a keyboard, on a phone, at 200% zoom. Twenty minutes, and a substantial number of employers who try it do not reach the end. An accessible hiring process →
Fix the posting
Physical requirements copied from old templates, years-of-experience proxies, and personality adjectives remove qualified people for no benefit. Job postings that don't screen out half your candidates →
Then find candidates
State VR agencies, community providers, and workforce partners exist to supply exactly this, at no cost — but they respond to volume relationships, not one-off requests. Where to find candidates →
Know what the law actually requires
Most employer anxiety here is misplaced. The ADA does not require hiring someone unqualified, removing essential functions, lowering standards, or granting indefinite leave. The ADA: what it requires and what it doesn't → · The ADA Amendments Act →
Handle requests properly
Most accommodation disputes are not about the accommodation. They are about what happened after someone asked. The interactive process → · Accommodations that cost nothing →
Keep people
Retention is where the value sits and where the failures are quietest. Retention → · Onboarding with accommodations → · Accessible meetings and everyday practice →
Measure it
Headcount is the least informative number available. What to track →
If you are a federal contractor
Two things are in motion right now, and a lot of contractors have the wrong impression about both.
Section 503. The proposal to remove disability self-identification and the 7% utilization goal has not been finalized. Form CC-305 remains in use, and its approval was extended through 2029 in July 2026. Do not dismantle your process in anticipation. Section 503 in 2026 →
WOTC. The program's authorization lapsed at the end of 2025 and is in hiatus. Keep screening and filing anyway — the deadlines do not pause, and retroactive reauthorization would only reach employers who filed on time. WOTC in 2026 →
Membership
Hiring membership in the One More Way collaborative is free.
Looking to post a role?
For open positions and candidate search, use recruitdisability.org.