Inclusion Starts at Onboarding: How to Welcome Employees with Disabilities from Day One

Hiring inclusively doesn’t stop with a job offer—it begins again on day one.

For individuals with disabilities, starting a new job can come with added layers of stress and uncertainty. Will the workplace be accessible? Will their needs be supported? Will they feel like they belong?

We believe that inclusion doesn’t happen by accident—it’s intentional, and it starts from the very first interaction. Onboarding is a powerful opportunity to show new employees that they are welcomed, valued, and supported.

Why Inclusive Onboarding Matters

A great onboarding experience sets the tone for everything that follows. It helps new hires:

• Understand expectations

• Build trust and confidence

• Feel connected to the team

• Access the tools and accommodations they need

For individuals with disabilities, onboarding is especially important—it’s often the first real indicator of whether an employer walks the talk when it comes to inclusion.

Inclusive onboarding leads to:

• Better job retention

• Increased engagement

• Faster integration

• A stronger sense of belonging

6 Ways to Make Onboarding More Inclusive

1. Ask, Don’t Assume

Instead of guessing what a new employee might need, ask openly and respectfully. A simple question like:

“Is there anything we can do to support your success as you get started?” opens the door for accommodations without putting pressure on disclosure.

2. Provide Accessible Materials

Make sure that all onboarding documents and training materials are:

• Available in multiple formats (digital, print, screen-reader friendly)

• Easy to understand (using plain language)

• Accompanied by captions or transcripts if video is used

Small efforts like these show care and respect for diverse learning styles and access needs.

3. Train Your Team Too

Inclusion is a shared responsibility. Supervisors and coworkers should receive basic training on disability awareness, respectful communication, and how to create a supportive environment.This builds understanding and reduces stigma before issues arise.

4. Assign a Peer Mentor or Onboarding Support Contact

Designating a peer mentor or onboarding support contact can make a significant impact on a new employee’s experience—especially for individuals who may be navigating social anxiety, new routines, or communication preferences. This peer serves as a knowledgeable guide to help the new hire feel included, supported, and confident in their first days on the job. From understanding daily workflows to learning about team dynamics (and yes, even the best nearby lunch spots), this high-level strategy is a powerful way to foster connection and retention.

5. Review Accommodations Proactively

Be proactive, not reactive. Explain how to request accommodations and who to talk to about support needs. Ensure that this process is private, judgment-free, and easy to access at any point—not just at the beginning.

6. Reinforce Belonging

Use the first day (and week) to reinforce that your workplace values inclusion. A warm welcome message, inclusive mission statement, or a quick note from leadership can go a long way in making someone feel like they truly belong.

Inclusion isn’t something you “get to later”—it starts the moment someone accepts the job.

By designing onboarding experiences that center accessibility, empathy, and communication, we create workplaces where individuals with disabilities don’t just survive—they thrive. We’re proud to support businesses in building inclusive systems that start strong from day one.