Disability Readiness Quiz
Disability Readiness Quiz
Your Disability Employment Program & Inclusive Culture
The Disability Readiness Quiz provides an objective overview of where your company is regarding disability employment program initiatives and cultural inclusion for employees with disabilities.
Questions Focus on the best-practices, policies, processes and people within a comprehensive disability diversity and inclusion strategy.
After taking the quiz, you will receive a Disability Readiness Score based on your answers with some recommendations.
You will also have the opportunity to schedule a consultation to review your recommendations, discuss your specific situation, and understand how to further advance disability diversity and inclusion in your business.
If you are encountering any accessibility barriers with this quiz, please contact us through our accessibility statement page and we will send you the quiz to complete in an alternative format
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Start Quiz
What is the number of employees at your company?
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In what Industry does your company operate?
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Next
How has your organization established disability diversity and inclusion as a priority?
Check all that apply.
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Your CEO has clearly communicated your organization’s commitments and values for employees, customers, and people with disabilities internally and externally.
You have developed a multi-year roadmap or strategic plan for embedding disability inclusion into organizational and cultural DNA.
You have established measurable organizational internal and external goals with associated deadlines across business units, divisions, and operations (e.g., employee disability hiring, accommodations, work environments, IT, marketing).
You have established systems for tracking and evaluating disability inclusion progress toward defined goals.
You have a defined method for measuring return on disability inclusion investments.
Next
How has the hiring process changed to better achieve your disability employment program goals?
If you have yet to start actively recruiting and interviewing candidates with disabilities, choose answers in alignment with your current DEI strategy or plan.
If you have yet to start actively recruiting and interviewing candidates with disabilities, choose answers in alignment with your current DEI strategy or plan.
Enter any additional information about the quiz.
You identified opportunities to improve our job descriptions and changed them to reflect our disability diversity values and goals.
You have partnered with specialized disability employment placement companies to attract more qualified candidates with disabilities.
You provide hiring managers and interviewers specialized training on disability types, bias, and or communication etiquette.
You have identified and removed applicant tracking and application review filter bias for candidates with disabilities.
You provide hiring managers and interview panels training on disability inclusive skills-based interviewing techniques.
Next
How do you support professional development of your employees with disabilities? Check all that apply.
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Your management, executive, and HR teams encourage employees with disabilities to participate in skills trainings
Your middle and front-line managers are held accountable for talent identification, professional development plans, and career advancement discussions with direct reports with disabilities.
Next
How does your company support disability inclusive career advancement? Check all that apply.
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Our leadership regularly communicates our values and commitments to a disability diverse workforce and culture.
We established an internal talent identification program for employees with disabilities.
We have allocated professional development and career advancement budget for employees with disabilities.
We have a strategic action plan to improve rates of supervisory and executive roles held by people with disabilities.
We have promoted employees with disabilities into leadership roles with managerial responsibilities and direct reports.
We have hired candidates with disabilities directly into senior leadership roles with managerial responsibilities and direct reports.
Next
Thinking about equal pay, what portion of your employees with disabilities do you pay at least a living wage?
“Living wages” is the financial means to pay for the basic needs of a family of four (two adults and two minors) in your local area.
If unsure, you can compare your organization to the 2021 US national average for a living wage: $50,460 for salaried employees and $24.26 for hourly or part-time employees.
If unsure, you can compare your organization to the 2021 US national average for a living wage: $50,460 for salaried employees and $24.26 for hourly or part-time employees.
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None of our employees with disabilities are paid nearly, or more than, $24USD per hour.
We pay some of our employees with disabilities nearly, or more than, $24USD per hour.
We pay most of our employees with disabilities nearly, or more than, $24USD per hour.
All our employees with disabilities are paid nearly, or more than, $24USD per hour or a “living wage” in our area.
Next
How does your company understand and address employee sentiment on disability inclusion in the workplace? Check all that apply.
Enter any additional information about the quiz.
You ask employees during exit interviews about their feelings toward our cultural and organizational disability inclusion.
You administer anonymous surveys on inclusion to help guide decisions and measure success.
You have mandatory employee surveys on workplace disability diversity and inclusion annually.
You transparently communicate disability inclusion employee sentiment in the workplace and what you are doing to improve it.
You hold and facilitate focus groups to understand employee sentiment on disclosing disabilities to human resources or supervisors.
You have established systems or processes to bring employee sentiment insight and analysis into disability diversity and inclusion strategy.
Next
What measures has your company implemented to improve understanding and awareness of disability diversity, equity, and inclusion for all employees? Check all that apply.
Enter any additional information about the quiz.
You have disability diversity and inclusion training sessions during on boarding and annually for all employees.
You have budget and resources allocated for specialized trainings, certifications, or programs for disability inclusion and accessibility.
You have a senior leader or executive, such as a Chief Accessibility Officer, who owns, drives, and is accountable for disability diversity and inclusion outcomes.
You have disability D&I trainings, education, and awareness initiatives that are tailored by role.
Next
How does your company ensure work environments are accessible for all employees? Select all that apply.
Enter any additional information about the quiz.
We hired a consultant to audit our physical work environment in the past 12 months.
We hired a consultant to audit our internal digital work environment in the past 12 months.
We have not yet conducted an external audit of our physical or digital work environments.
We have a formal process in place to ensure our work environments meet or exceed ADA and federal compliance mandates.
Next
When does your company actively engage candidates or employees about disability disclosure and or accommodation requests? Check all that apply.
Enter any additional information about the quiz.
We do not proactively engage a candidate or employee about their disability or accommodation requests.
We have predetermined reasonable accommodations set according to an employee’s disability status to perform job functions.
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