Quick Guide: Resources for Creating Inclusive Apprenticeships & Work-Based Learning Environments

The Office of Disability Employment Policy (ODEP) at the U.S. Department of Labor promotes inclusive apprenticeship program models and other work-based learning models that meet employer needs by attracting a diverse array of candidates, including people with disabilities. Megaprojects present an opportunity to hire skilled disabled people into apprenticeships and work-based learning through the various investments in infrastructure across the country. ODEP has developed and compiled several resources that Megaproject federal contractors and subcontractors can begin implementing today with this quick guide.

Opportunities for Creating Inclusive Apprenticeships & Work-Based Learning Environments

Opportunity 1: Intentionally plan and structure your workplace's hiring and onboarding processes to be fully inclusive of diverse applicants with disabilities:

Learn more about reasonable accommodations and work tools that enable people with disabilities to enhance their performance and productivity for essential job functions and support equal interview access. Explore the Job Accommodation Network's (JAN) A-Z Guide to Accommodations. Connect with the Employer Assistance and Resource Network on Disability Inclusion (EARN) to improve your accommodation practices.
Create accessible job announcements and descriptions. Use this checklist and explainer to bolster inclusive job announcements and descriptions for your workplace.
Make sure your interview process is accessible. Standardize your interview process to help ensure access for all job candidates, including applicants with disabilities, and streamline consistent standards with this checklist.
Make sure your onboarding policies and processes are fully accessible to help employees with disabilities feel welcome within the organization from day one. Strengthen your onboarding process by following these steps from EARN.

Opportunity 2: Create inclusive technical instruction for classrooms and on-the-job learning:

Encourage voluntary self-Identification of disability status by using these key strategies to promote a more supportive disclosure environment.
Proactively improve access to classroom learning by adopting these Inclusive Design principles and the core principles of Universal Design for Learning.
Embrace accessible technology for on-the-job learning and related technical instruction.

Opportunity 3: Continue to work toward fortifying a more inclusive work cultureto retain skilled employees with disabilities:

Foster a disability-inclusive workplace culture.
Inclusion is a great way to retain talent. A continued commitment to an inclusive business culture can help maintain a workforce that is inclusive of disabled people.

Opportunity 4: Proactively connect with disability agencies and networks in your local area to help maintain and expand an inclusive workforce culture:

Become more familiar with disability workforce "ecosystems" in your community, such as State Vocational Rehabilitation Agency offices and American Job Centers. Connect with the Veterans' Employment and Training Service to reach veterans' organizations.
Reach out to other disability organizations to help find and source job candidates with disabilities in your community, such as Centers for Independent Living, State Agencies for Intellectual and Developmental Disabilities, and State Councils on Developmental Disabilities (DD Councils).

Additional Resources to Work-Based Learning and Drive Inclusive Apprenticeships:

Updated: July 15, 2024