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Perhaps you’ve noticed that today, “curb cuts” are commonplace — those gradual dips in sidewalks that serve as ramps to the street below. Originally created to assist wheelchair users and others with disabilities, countless others benefit from them, including employers. Just ask the business traveler with a rolling suitcase or the delivery person with a handcart full of office supplies.

In large part, we have the Americans with Disabilities Act (ADA) to thank for the proliferation of curb cuts and other accessibility innovations. However, according to a federal cross-agency effort called “Curb Cuts to the Middle Class,” now is the time for the next generation of curb cuts — advances that fulfill the true promise of the ADA and create new pathways toward equal employment opportunity for people with disabilities.

In that spirit, the White House convened a range of employers and disability inclusion leaders at a summit earlier this month. The agenda included panels on best practices for disability inclusion across the employment life cycle. And as part of this, event organizers unveiled a new Resource Guide for Employers on recruiting, hiring, retaining and promoting people with disabilities. Targeted at businesses of all sizes, the publication addresses leading practices in four key areas: 1) hiring (including strategies for recruiting youth and veterans with disabilities); 2) retention and promotion; 3) providing reasonable accommodations; and 4) understanding responsibilities under the ADA, Section 503 of the Rehabilitation Act, and other related regulations.

Employers can use this tool as an easy reference guide for implementing a new breed of curb cuts — inclusive policies and practices that empower more Americans with disabilities to contribute their skills and talents in the workplace, and more businesses to benefit from them.