Posted by Charlotte Arnoldson on October 4 2021
Charlotte Arnoldson


America's Recovery Powered By Inclusion

October is National Disability Employment Awareness Month (NDEAM), and what better time to incorporate this year’s theme, “America’s Recovery: Powered by Inclusion” into your workplace activities.

This year’s theme emphasizes the essential role people with disabilities play in America’s economic recovery from the COVID-19 pandemic.

The Office of Disability Employment Policy (ODEP) provides resources to employers on its NDEAM site. Here are just a few suggestions that your organization can consider to share its commitment to disability inclusion:

  • Social Media – consider sharing this year’s theme online using NDEAM’s Social Media Kit which provides tag lines, and other social information. You might also consider issuing a press release to really help spread the word.
  • Review Policies – October is a good time to review policies to ensure they convey your organization’s commitment to an inclusive workplace culture. Additional information on building a disability-inclusive organization can be found at EARN (Employer Assistance and Resource Network on Disability Inclusion).
  • Educate Employees – ensure your employees know how they can request reasonable accommodations and provide workplace training so that every employee understands their role in fostering a disability-inclusive culture. The Job Accommodation Network (JAN) offers a variety of Just-In-Time Modules to help you get started.
  • Establish an Employee Resource Group – consider starting a disability ERG to give employees an opportunity to connect and receive support from other employees with similar interests or backgrounds. If your organization already has a disability ERG, why not remind them about this resource during the month of October.
  • Commit to 31 Days of NDEAM – use this 31-day commitment guide to help commemorate the many ways people with disabilities contribute to America’s workplace and economy.
  • Voluntary Self-Identification – government contractors are required to obtain voluntary self-identification information regarding disabilities prior to and during employment, at a minimum every five years. If you haven’t already, this month consider inviting your employees to voluntarily self-identify as a person with a disability using the current Section 503 approved form.

You can find more information on how to recruit, hire, retain, and advance qualified people with disabilities at and

Charlotte Arnoldson
Charlotte Arnoldson
As a Senior HR Consultant at Berkshire, Charlotte Arnoldson works with clients of all sizes to provide affirmative action planning consultation and assistance.

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