Due to technology improvements and increased federal regulations, closed captioning has become a fantastic invention that not only assists people who are deaf or hard of hearing, but also millions of other computer users daily. Closed captioning allows people to fully experience virtual meetings, events, and videos.

Since nearly 25% of adults in the United States have a disability, accessibility is a major part of work. Learn about disabilities at work in this article.

This document is a cross-agency effort between the EEOC and 8 other agencies on the recruiting, hiring, retaining, and promoting of people with disabilities.

Following a few minor best practices drastically improves the experience not only for people with vision loss but also those who are neurodiverse.

The Americans with Disabilities Act (ADA) requires covered employers to provide effective, reasonable accommodations for employees with disabilities. To help determine effective accommodations, the Equal Employment Opportunity Commission (EEOC), recommends that employers use an “interactive process,” which simply means that employers and employees with disabilities who request accommodations work together to come up with accommodations.

The Job Accommodation Network provides A to Z listings by disability, topic, and limitation. This information is designed to help employers and individuals determine effective accommodations and comply with Title I of the Americans with Disabilities Act (ADA).

The Job Accommodation Network (JAN), a service provided by the U.S. Department of Labor's Office of Disability Employment Policy, provides a summary of some of the most frequent issues that employers have regarding accommodations and ADA compliance. Learn more about JAN's practical ideas for resolving them.

Disability inclusion is about more than just #hiring people with disabilities. It involves creating a workplace where disabled & chronically ill employees are VALUED for their strengths and that they have the same opportunities to succeed, to grow professionally, to be compensated fairly, and to have the opportunity to advance in their careers. Disability inclusion, at its core, is about embracing difference.

The best time to prepare for a crisis is before it happens, but many of us were caught off guard by the rise of COVID-19. You might be wondering how this public health pandemic affects your employees with chronic health conditions and disabilities. Here's a resource to help you through this time!

Did you know that 133 million working Americans have a silent second job? These people are never sure when they’ll be called in for their second shift. They don’t know how long the shift will be or when they’ll be able to rest.

Building an inclusive and accessible workplace isn’t just about engaging your disabled employees, it’s also good universal design.

What if I told you that your disabled employees are your company’s secret weapon? What if I told you they see opportunities for new markets and better products?

Microsoft, Bank of America and CVS are just a few big companies that profit from their proactive employment practices.

New research from Accenture, in partnership with Disability:IN and the American Association of People with Disabilities (AAPD), reveals that companies that embrace best practices for employing and supporting more persons with disabilities in their workforce have outperformed their peers.

You’ve been tasked with having a conversation with Sam about why he’s coming late and you’re worried he may be sick and may need accommodations. You’ve never had a conversation like this. And you’re worried. It seems legally and emotionally complex.