To evaluate a program focused on the benefits of hiring people with disabilities, consider the following five key points:
Employment outcomes: Evaluate the employment outcomes of the program by assessing the number of people with disabilities who have been hired as a result of the program. Measure the program's success in terms of job placements, retention rates, and career advancement opportunities for individuals with disabilities. Compare these outcomes to the program's initial goals and benchmarks to determine its effectiveness in promoting employment for people with disabilities.
Employer satisfaction: Gather feedback from employers who have participated in the program to assess their satisfaction with hiring people with disabilities. Conduct surveys, interviews, or focus groups to understand their experiences, perceptions, and attitudes toward employing individuals with disabilities. Evaluate if employers have observed positive impacts such as increased productivity, improved workplace diversity, enhanced team dynamics, or other benefits resulting from the program.
Employee satisfaction and well-being: Assess the satisfaction and well-being of employees with disabilities who have been hired through the program. Utilize surveys, interviews, or questionnaires to evaluate their experiences, job satisfaction, workplace support, and opportunities for growth and development. Measure indicators such as job engagement, work-life balance, career aspirations, and overall well-being. Compare the experiences of employees with disabilities to those without disabilities to identify any differences or areas for improvement.
Impact on workplace culture and inclusion: Evaluate the impact of hiring people with disabilities on the workplace culture and overall inclusion within the organization. Assess if the program has contributed to increased awareness, acceptance, and understanding of disability-related issues among employees. Measure changes in attitudes, behaviors, and practices related to disability inclusion, reasonable accommodations, and accessibility within the workplace. Consider indicators such as employee feedback, diversity and inclusion initiatives, and the availability of inclusive policies and practices.
Cost-benefit analysis: Conduct a cost-benefit analysis to assess the financial implications and benefits of hiring people with disabilities through the program. Evaluate factors such as recruitment costs, training expenses, reasonable accommodations provided, productivity gains, reduced turnover rates, and positive impacts on organizational reputation. Compare the costs associated with the program to the benefits accrued by the organization to determine the economic viability and return on investment of hiring people with disabilities.
