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Resources for Employers

Discover the tools and guidance you need to foster disability acceptance in the workplace. Our mission is to empower both employers and employees by providing resources to build supportive environments where everyone can thrive.

Whether you’re here to expand your understanding of disabilities, explore accommodation options, or navigate legal guidelines, you’ve found the right place. Together, let’s create workplaces that celebrate acceptance and unlock potential.

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Funding Opportunity for Employers

Workplace Accessibility Grant

Elevate Rapid City is offering the Workplace Accessibility Grant to empower local businesses to create more accessible work environments for employees with disabilities. This grant supports employers in meeting their obligations under the Americans with Disabilities Act (ADA) by providing up to $500 for each workplace modification, up to $1,000 per business annually. Funds can be used for various reasonable accommodations, including assistive technologies, physical modifications, and customized workspaces designed to help employees perform their jobs effectively and comfortably.

Whether you need to install a ramp, purchase ergonomic equipment, or provide specialized communication tools, the Workplace Accessibility Grant can help offset the associated costs. Businesses located within 50 miles of Rapid City are encouraged to apply. Applications are reviewed on a first-come, first-served basis, and grants must be used within three months of approval. Elevate Rapid City proudly supports employers who invest in building a supportive workforce by removing barriers to employment for individuals with disabilities.

Support Services

Explore our list of local, state, and national organizations that support individuals with disabilities.

These trusted resources offer advocacy, guidance, and tools to help employers create accessible, supportive work environments.

Local & State Resources

  • Serves HR professionals across the Black Hills by advancing the field of human resource management through education, ethical leadership, and professional development by promoting fair employment practices.

  • Mailing Address:

    P.O. Box 8252
    Rapid City, SD 57709
    Contact BHSHRM

  • Job coaching, vocational evaluations, transition planning, and assistive technology support for individuals with disabilities.

  • Phone number: 605-394-1876

    Address
    2885 Dickson Dr,
    PO Box 218
    Sturgis, SD 57785

    Business Hours
    Mon-Fri: 7am-4pm
    Sat: Closed
    Sun: Closed

  • Provides day services, employment, residential supports, and community involvement opportunities for adults with disabilities.

  • 605-343-4550

  • South Dakota's Aging & Disability Resource Center, offering statewide information and referral services.

  • 1-833-663-9673

  • Assistive technology program offering device demos, equipment loans, training, and evaluations statewide.

  • 1-800-645-0673

  • Vocational rehabilitation services to help people with disabilities gain employment and independence.

  • 605-367-5330

  • Provides employment and independent living services for people who are blind or visually impaired.

  • 605-367-5330

  • South Dakota’s protection and advocacy agency ensuring legal rights and accessibility for people with disabilities.

  • 1-800-658-4782

  • Job training, employment placement services, and community-based support for individuals with disabilities.

  • 605-731-1930

  • Inpatient and outpatient psychiatric services for youth and adults, including addiction recovery and mental health care.

  • (605) 755-7200

  • Residential, employment, and community-based services for adults with developmental disabilities in the Northern Hills.

  • 605-642-2785

  • Provides ADA training, technical assistance, and educational materials for South Dakota and surrounding states.

  • 800-949-4232

  • Offers interpreter resources, advocacy, and Deaf and Hard of Hearing education across South Dakota.

  • 605-367-5200

  • Workforce services for job seekers with disabilities including training and accessible job search assistance.

  • 605-394-2296

  • SoDak SHRM is a statewide, volunteer-led affiliate of SHRM that guides local chapters, including the BHSHRM chapter, in aligning with national HR standards and policies while supporting professional development across South Dakota.

  • Contact Us Form

  • Helps individuals with psychiatric disabilities find, secure, and retain employment.

  • 605-336-0503

  • Provides school-based and community career transition services including Project Search and job readiness training.

  • 605-367-7680

  • Job skills training, employment support, and coaching for people with intellectual and developmental disabilities.

  • 605-334-1414

  • Mental health and disability support services including counseling, case management, crisis care, and employment support.

  • 605-343-7262

  • Independent living supports including peer mentoring, medical equipment, and housing modifications.

  • 605-718-1930

National Resources

  • A national non-profit that helps businesses drive performance by leveraging disability inclusion in the workplace, supply chain, and marketplace.

  • info@disabilityIN.org

  • Employer Assistance & Resource Network (EARN) provides free consulting services and resources to support the recruitment and hiring of people with disabilities.

  • Phone: 1-866-327-6669

    Email: Please direct general EARN inquiries to earn@askearn.org.

  • The Internal Revenue Service (IRS) can provide additional information regarding tax incentives available to employers hiring individuals with disabilities.

  • Phone: 1-800-829-4933

    Email: Please direct general EARN inquiries to earn@askearn.org.

  • Job Accommodation Network (JAN) provides information about accommodations and related issues to facilitate the employment and retention of workers with disabilities.

  • Phone: 1-800-526-7234

  • The ADA National Network provides information, guidance and training on how to implement the Americans with Disabilities Act (ADA) in order to support the mission of the ADA to “assure equality of opportunity, full participation, independent living, and economic self-sufficiency for individuals with disabilities.”

  • Phone: 800-949-4232

  • Office of Disability Employment Policy (ODEP) through the Department of Labor provides leadership on disability employment policies and practices through research yielding authoritative and credible data on employment of people with disabilities.

  • Phone: 1-866-487-2365, General questions should be directed to 1-866-ODEP-DOL (1-866-633-7365) or 202-693-7880.

    Mail: Office of Disability Employment Policy
    U.S. Department of Labor
    200 Constitution Ave NW
    Washington, DC 20210

    If you are deaf, hard of hearing, or have a speech disability, please dial 7-1-1 to access telecommunications relay services.

    Email: Submit inquiries to odepemail@dol.gov.

  • The Partnership on Employment & Accessible Technology (PEAT) is a multi-faceted initiative promoting the employment, retention, and career advancement of people with disabilities through the development, adoption, and promotion of accessible technology.

  • Email: https://www.peatworks.org/contact/

  • Society for Human Resource Management (SHRM) offers various of disability employment resources.

  • Phone: 1-800-283-7476

    Mail:

    Email:

Tips & Information

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Man with headphones working on a computer in a classroom or office setting, viewed from behind.
Man with headphones working on a computer in a classroom or office setting, viewed from behind.

Assistive technologies empower employees with disabilities to succeed and thrive in the workplace. With significant advancements in accessibility tools, employers can now offer solutions tailored to individual needs, helping to create a more productive work environment.

Things to Consider:

  • Examples of Assistive Technologies: Explore tools like screen readers, hearing aids, ergonomic keyboards, and speech-to-text software.

  • Choosing the Right Technology: Selecting the appropriate tool requires understanding employees' unique requirements and job functions. Remember, employees may not always know what will work best right away—it may take more than one attempt to find the right fit.

  • Funding and Support Resources: Access funding options or partnerships to help purchase and implement assistive devices effectively.

Quick Tip: Regular training sessions on assistive technologies help ensure both employees and employers fully understand and maximize the benefits of these tools.

Assistive Technologies

Understanding Disabilities

Three workers wearing reflective safety vests standing in a factory, smiling together. One person has Down syndrome.

Disabilities encompass a wide range of conditions, including physical, mental, sensory, and cognitive impairments. It’s essential to recognize that many disabilities are not visible, yet they can still significantly impact individuals in the workplace. By understanding the spectrum of disabilities, we can foster a supportive environment where every employee has the opportunity to thrive.

Things to consider:

  • The types of disabilities include physical, cognitive, sensory, and invisible disabilities.

  • Common misconceptions and the barriers individuals with disabilities often face in the workplace.

  • The value of disability inclusion in driving diversity, innovation, and productivity within organizations.

Quick Tip: Respectful communication is key—always use people-first language to prioritize individuals over their disabilities (e.g., "person with a disability" rather than "disabled person").

Recognizing the Need for Workplace Adjustments

Identifying when employees might benefit from workplace adjustments is vital for providing proactive support. While avoiding assumptions is important, certain indicators may suggest the need for a conversation about accommodations. These include:

  • Difficulty completing tasks that were previously manageable or that others perform without issue.

  • Increased absenteeism or tardiness could signal challenges with routines or workplace demands.

  • Notable changes in behavior or productivity without a clear explanation.

Encouraging open communication about these signs—while respecting privacy and individual needs—can foster a supportive environment where employees feel safe sharing their challenges. Resources and help are available to help you navigate these conversations and identify effective solutions to support your employees.

Quick Tip: Approach these situations with sensitivity and confidentiality. Creating a safe, judgment-free space for dialogue empowers employees to express their needs and collaborate on solutions.

Two women working together at a desk, one of whom uses a wheelchair. They are reviewing documents and smiling.

Legal Framework: Understanding Your Responsibilities

Navigating the complexities of disability rights is essential for creating a compliant and accessible workplace. Familiarize yourself with key federal laws, such as the Americans with Disabilities Act (ADA) and the Family Medical Leave Act (FMLA), alongside South Dakota’s specific regulations designed to protect the rights of individuals with disabilities.

Businesses should know:

  • Reasonable Accommodations: Employers are required to provide adjustments or modifications that enable employees with disabilities to perform their job duties, provided these accommodations do not cause undue hardship to the business.

  • Equal Access: Under federal and state laws, employees with disabilities are entitled to equal opportunities, benefits, and protections.

  • Compliance Matters: Understanding and adhering to these legal frameworks fosters trust, minimizes misunderstandings, and strengthens workplace culture.

Quick Tip: Staying informed about legal guidelines ensures compliance and demonstrates your commitment to building an accessible and supportive workplace.

Training and Education

We provide resources and support for disability awareness and workplace sensitivity training. Our programs are designed to help employers and employees understand the importance of accessibility and offer practical strategies to create a more supportive and effective work environment for everyone.