Many employers have disability ERGs. Few use them to improve hiring decisions. That is the hidden miss.

ERGs can influence job design, advert language, assessment methods and panel behaviour. Without that link, inclusion stays social, not strategic.

What works better is governance and integration. Use a formal diversity council with measurable hiring targets. Track structured mentoring participation rates for disabled employees. 

Disability Network supports outreach and connects recruitment teams with lived experience insight that improves attraction and process design.

Bring ERG leads into structured hiring reviews and run your next campaign via Disability Network to measure practical impact.