About Us
At the National Organization on Disability, we are the leading experts on disability inclusion. NOD's mission is to increase opportunities, eliminate barriers, and optimize success for people with disabilities in the workforce.
Tracker Overview
Our comprehensive workforce tracking system provides real-time insights into organizational performance, employee engagement, and inclusion metrics. This dashboard aggregates data from multiple sources to give you a holistic view of your workforce dynamics.
The tracking system monitors key performance indicators across various dimensions including diversity, inclusion, accessibility, and overall employee satisfaction. Through advanced analytics and machine learning algorithms, we identify trends and patterns that help drive strategic decision-making.
How to Use Your Scorecard
- Track year-over-year progress.
- Develop your inclusion plan.
- Gain buy-in.
About the NOD Employment Tracker
- Setting new standards for disability inclusion for over 10 years.
- Data gathered from 500+ unique companies.
- Benchmarking your company against approximately 200 others.
Workforce Inclusion
Workforce inclusion is at the heart of modern organizational success. Our platform measures inclusion across multiple dimensions, ensuring that every employee has the opportunity to contribute meaningfully to organizational goals.
We track inclusion metrics through employee surveys, behavioral analytics, and outcome measurements. This comprehensive approach helps identify areas where inclusion efforts are succeeding and where additional focus is needed.
Strategy
Talent Sourcing
Talent Outcomes
People Practices
Climate & Culture
Workplace Tools
& Accessibility
What's New
Recent updates to our platform include enhanced AI-powered analytics, improved data visualization capabilities, and expanded integration options with popular HR systems.
New features include predictive analytics for workforce trends, automated reporting capabilities, and enhanced mobile accessibility for on-the-go insights.
Enhanced to dig deeper into leadership commitment and the effectiveness of disability inclusion practices throughout the employee lifecycle. The major enhancements include:
- Increasing focus on ERG strategies to increase promotions of employees with disabilities, identify high-potential employees, and advocate for education and resources, etc.
- Communications practices driving increased self-ID rates.
- Approaches to collecting employee feedback and ensuring disability inclusion policies are implemented.
- The impact of the Tracker in your disability inclusion strategy.
Talent outcomes analysis include:
Self-ID Rate (from prior years)
Job Applicants
New Hires
Promotion
Retention
High Potential Employees
Management Roles with Disabilities
Methodology
Our methodology combines quantitative data analysis with qualitative insights to provide a comprehensive understanding of workforce dynamics. We employ statistical modeling, machine learning algorithms, and expert analysis to ensure accuracy and relevance.
Data collection follows industry best practices for privacy and security, with all metrics anonymized and aggregated to protect individual privacy while maintaining analytical value.
Emerging Trends
The workplace landscape is rapidly evolving, with new trends emerging in remote work, digital collaboration, and employee wellbeing. Our analysis reveals key patterns that are shaping the future of work.
Recent data shows increasing emphasis on mental health support, flexible work arrangements, and technology-enabled collaboration. Organizations that adapt to these trends show higher employee satisfaction and retention rates.
Disability Inclusion
Disability inclusion represents a critical component of comprehensive workforce diversity. Our research indicates that organizations with strong disability inclusion programs demonstrate improved innovation and performance outcomes.
Key areas of focus include accessibility infrastructure, accommodation processes, and inclusive hiring practices. Leading organizations are implementing comprehensive strategies that go beyond compliance to create truly inclusive environments.
Maturity Curve
The organizational maturity curve illustrates the journey from basic compliance to advanced inclusion excellence. Our framework identifies five key stages of maturity development.
Organizations progress through stages of awareness, compliance, integration, optimization, and innovation. Each stage requires specific strategies and investments to achieve sustainable advancement.
Offerings & Outcomes
Our comprehensive suite of offerings is designed to drive measurable outcomes across all dimensions of workforce performance and inclusion.
Key offerings include assessment tools, training programs, consulting services, and technology solutions. Outcomes are measured through engagement scores, retention rates, and performance metrics.
Performance Overview
Your organization demonstrates strong performance across key inclusion metrics, with particular strengths in accessibility and veteran employment programs.
Compared to industry benchmarks, your company ranks in the top quartile for overall inclusion scores, with notable achievements in creating accessible work environments and supportive veteran transition programs.
Areas for continued growth include expanding mentorship programs and enhancing cross-functional collaboration initiatives.
Outcomes
Performance in achieving measurable outcomes shows your company performing above average, with room to reach top company levels.
Practices
Implementation of best practices is strong, positioning your organization among the leading companies in the industry.
Strategy & Policies
Effectiveness of strategies and policies compared to benchmarks.
Talent Outcomes Performance
Your organization shows strong performance in achieving measurable talent outcomes across diversity and inclusion initiatives. Key metrics indicate sustained progress over the past year.
Employee satisfaction scores have increased by 15% while retention rates among underrepresented groups have improved by 12%. These outcomes demonstrate the effectiveness of your current strategies.
Focus areas for improvement include expanding mentorship program participation and increasing leadership representation metrics.
Key Questions & Insights
How effective are our diversity hiring practices?
Diversity hiring has improved 23% year-over-year, with particular strength in technical roles.
What is our employee retention rate by demographic?
Retention rates show improvement across all demographics, with the highest gains in mid-level positions.
How do promotion rates compare across groups?
Promotion rates are becoming more equitable, with a 18% improvement in underrepresented groups.
What is our pay equity status?
Pay equity analysis reveals a minimal gap, indicating fair compensation practices across the organization.
How is employee satisfaction with growth opportunities?
Satisfaction with growth opportunities is high, particularly among employees participating in development programs.
Strategy & Policy Effectiveness
Your organization's strategies and policies for diversity, equity, and inclusion (DEI) are well-established and generally effective, though there are opportunities for enhancement.
Clear DEI goals are integrated into the overall business strategy, and policies are regularly reviewed. Communication of these policies is generally good, but could be more impactful for frontline employees.
Consider increasing resource allocation for DEI initiatives and strengthening accountability mechanisms for achieving DEI outcomes across all departments.
Key Questions & Insights
Are DEI goals clearly integrated into our business strategy?
DEI goals show strong integration with business strategy, particularly in talent acquisition and brand reputation.
How often are inclusion policies reviewed and updated?
Policies are reviewed annually, aligning with best practices, but interim reviews could address emerging needs faster.
Is there clear accountability for DEI outcomes?
Accountability is established at senior levels, but could be strengthened for middle management.
How effectively are policies communicated to all employees?
Communication is effective for 75% of employees; targeted strategies are needed for the remaining 25%.
Are sufficient resources allocated to DEI initiatives?
Resource allocation is adequate but an increase of 15% could significantly boost impact.
Practices & Programs Effectiveness
Your organization implements a wide range of practices and programs aimed at fostering an inclusive environment. Many of these are highly effective and well-received by employees.
Employee Resource Groups (ERGs) show high engagement, and mentorship programs are valued. Training on unconscious bias is widely attended, but its impact on behavioral change needs closer monitoring.
Opportunities exist to expand flexible work arrangements and to ensure that accessibility considerations are embedded in all new projects and initiatives from the outset.
Key Questions & Insights
How engaged are employees with ERGs?
ERG engagement is high, with 60% of employees participating in at least one group. Feedback is positive.
What is the perceived effectiveness of unconscious bias training?
Training receives positive feedback on content, but translating learning into behavior change is an ongoing focus.
Are mentorship programs accessible and beneficial?
Mentorship programs are highly rated by participants, but awareness and accessibility could be improved for remote workers.
How widely are flexible work arrangements utilized and supported?
Flexible work is utilized by 40% of eligible employees; manager support is key to broader adoption.
Are accessibility standards consistently applied?
Accessibility standards are well-documented, but consistent application across all digital platforms needs reinforcement.
Veterans Employment Program Effectiveness
Your organization's commitment to veteran employment is evident through dedicated programs and strong hiring outcomes. Veterans report a high sense of belonging and support.
Recruitment initiatives targeting veterans are successful, and retention rates for veteran employees exceed the company average. Skill translation and career development support are key strengths.
Consider expanding partnerships with veteran service organizations and creating more veteran-specific leadership development opportunities.
Key Questions & Insights
How effective are veteran recruitment initiatives?
Veteran recruitment targets were exceeded by 15% last year, with positive feedback from new hires.
What is the retention rate for veteran employees?
Veteran retention is 5% higher than the general employee population, indicating strong integration.
Are there clear career pathways for veteran employees?
Career pathways are generally clear, but targeted support for translation of military skills could be enhanced.
How supported do veterans feel in the workplace?
85% of veteran employees report feeling highly supported and valued by the organization.
Is veteran-specific training and development offered?
General training is inclusive, but veteran-specific leadership programs show high impact where offered.