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Building on the ground-breaking and acclaimed 2014 study, Employing People with Intellectual an Developmental Disabilitiesthe Institute for Corporate Productivity’s (i4cp) follow-up study broadens its focus to explore how high-performance organizations support all dimensions of disability employment and inclusion. 
For the purposes of this study, we define the following: 

Disability is defined by the ADA’s standard: “understood broadly to be any physical or mental impairment that substantially limits one or more major life activities; a history of such an impairment; or being regarded as having such an impairment. Major life activities are any physical or mental function that is generally deemed essential to an individual’s day-to-day routine. They involve physical movement, communication, cognitive processes such as performing manual tasks, seeing, hearing, eating, and walking.” 

Intellectual and Developmental Disabilities  Intellectual and Developmental Disabilities (IDD) is defined as a disability that manifests before an individual reaches twenty-two years of age, which constitutes a substantial disability to the affected person, and is attributable to cognitive limitation or related conditions that include Down's Syndrome, Williams Syndrome, cerebral palsy, or other neurological conditions when such conditions result in impairment of general intellectual functioning and adaptive behavior.

Employment is defined as continuous integrated employment (with the general workforce), which pays minimum wage or higher.

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* 3. Organization Type

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* 4. Geographic structure