AFB Consulting takes a user-centric approach to disability inclusion. We work closely with our clients to explore the question: What are the right organizational changes to create the right results for you?

The end result of this customized approach is an accessible, inclusive workplace that is ready to benefit from the talent and creativity of employees with disabilities.

The following services may not be exactly right for your organization, nor every situation. This list is an overview of services that AFB Consulting can tailor to your organizational needs based on our discovery and assessment process.

1. Customer Service and Technical Support for Customers with Disabilities

  • Ensure that when customers interface with your CSR or Help Desk teams, they have an excellent disability-ready experience
  • Learn best practices for supporting customers with various disabilities—whether over the phone, live chat, or through support tickets
  • Empower your teams to communicate with confidence and serve every customer, regardless of ability
  • Learn how to best support assistive technology users, understanding limitations of technology, as well as capabilities

2. Recruiting, Interviewing, and Hiring People with Disabilities

  • Understand how to recruit people with disabilities so the best qualified candidates identify your organization as an authentically inclusive employer
  • Understand the limitations of applicant tracking systems (ATS) in recruiting professionals who have a disability, make appropriate corrections, and avoid limiting the talent pool
  • Support interviewers and hiring managers in accurately determining the potential of an applicant with a disability in relation to job function and performance demands
  • Support interviewers and hiring managers in understanding antiquated beliefs and stigmas, to overcome unconscious bias

3. Training, Onboarding, and Accommodations

  • Learn why disabilities are not categories but continuums, creating different types of needs
  • Learn the best methods for communicating with any individual with a disability or multiple disabilities across the spectrum of disabilities
  • Understand how to ensure benefits, payroll, intranets, and other important materials are ready for people with disabilities
  • Understand how to best support individuals who need accommodations and implement the systems to reduce friction in providing accommodations

4. Reviewing Physical Environments and Digital Platforms

  • Identify risks of the physical environment and adjust as necessary
  • Adapt emergency protocols such as active shooter, fire, or other emergencies to be safe and inclusive of employees with disabilities
  • Conduct usability testing to ensure software tools and digital platforms required to perform daily job functions are usable for assistive technology users
  • Improve procurement and vendor-management strategies to ensure authentic inclusion long-term

5. Individual, Team, and Cultural Training

  • Equip personnel with the training and education to understand what it is like working with a person with a disability
  • Include annual best-practices training for employees with disabilities, alongside other organizational annual trainings such as sexual harassment and ethics
  • Reinforce organizational commitment to disability diversity and inclusion through internally and public-facing actions

6. Job Performance and Action Plans

  • Understand how to appropriately measure the performance of an employee with a disability against job functions
  • Learn how to receive, understand, and act upon feedback from an employee with a disability as it relates to their needs and accommodations
  • Learn best practices for implementing performance-corrective action plans

7. Talent, Leadership, and Executive Development: Career Advancement Pathways

  • Understand and implement best practices for establishing clear pathways of advancement for employees with disabilities
  • Determine how to establish and navigate mentor and mentee relationships when the person with a disability is in either role
  • Establish guidelines for talent development and understand best practices for assessing if the individual is capable of performing at a higher level
  • Ensure leadership and executive development programs are accessible, usable, and inclusive for all employees

8. Senior Leadership and C-Suite Training

  • Create buy-in and understanding of how disability inclusion programs are longitudinal commitments and investments in productivity
  • Establish importance of executive sponsorship
  • Create metrics for tracking the effectiveness of organizational disability inclusion efforts

Contact Us

For questions or to discuss AFB’s services in more detail, please contact Tanner Gers, Business Development Lead, AFB Consulting, at: