irs program accomplishments · form 990 part iii · fy2024
What they reported doing
- #1 primary $458KTHOUGHT LEADERSHIP: INFORMED BY TRACKER DATA AND NOD'S MORE HANDS-ON WORK WITH EMPLOYERS, THE ORGANIZATION'S THOUGHT LEADERSHIP AGENDA AIMS TO INCREASE EMPLOYMENT OPPORTUNITIES FOR PEOPLE WITH DISABILITIES NATIONWIDE BY CHANGING HOW CORPORATE AMERICA THINKS ABOUT DISABILITY EMPLOYMENT. THROUGH PR, SOCIAL MEDIA, EMAIL MARKETING, SPEAKING ENGAGEMENTS, WEBINARS, AND THE LEADING DISABILITY EMPLOYER SEAL, NOD PROMOTES AWARENESS OF PEOPLE WITH DISABILITIES AS A VALUABLE TALENT POOL BY HIGHLIGHTING THE UNIQUE STRENGTHS THEY BRING TO THE WORKFORCE, IDENTIFYING AND PROMOTING BEST PRACTICES IN DISABILITY EMPLOYMENT, AND HIGHLIGHTING THE EFFORTS OF LEADING EMPLOYERS IN DISABILITY INCLUSION.
- #2 $456KTHE DISABILITY EMPLOYMENT TRACKER, NOD'S CONFIDENTIAL, CORPORATE SELF-ASSESSMENT, ALLOWS EMPLOYERS TO BENCHMARK THEIR DISABILITY INCLUSION PRACTICES AGAINST OTHER LEADING COMPANIES. EMPLOYERS RECEIVE A FREE SCORECARD MEASURING THEIR EFFORTS IN SIX INCLUSION ASPECTS: CLIMATE & CULTURE; TALENT SOURCING; PEOPLE PRACTICES; WORKPLACE & TECHNOLOGY; STRATEGY & METRICS; AND VETERANS' EMPLOYMENT. OFFERED ANNUALLY--AND AT NO COST--COMPANIES CAN USE THEIR TRACKER RESULTS TO IDENTIFY AREAS OF STRENGTH AND OPPORTUNITIES FOR IMPROVEMENT. HUNDREDS OF COMPANIES, TO DATE, HAVE USED THE DISABILITY EMPLOYMENT TRACKER TO MEASURE THEIR DISABILITY INCLUSION PERFORMANCE.
named programs · 2 · from sources
What they call their work
Disability Employment Tracker
Annual, no-cost self-assessment tool that enables employers to benchmark their disability inclusion practices across six domains and receive a scorecard to guide improvement.
Thought Leadership
Produces and disseminates insights on disability employment through PR, social media, webinars, speaking engagements, and the Leading Disability Employer Seal to shift corporate attitudes and practices.
activities · 6 groups
What they do
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Workplace DEI Research and Training 4 activities
- Conducts research on disability inclusion in the workplaceProduces research and publishes reports, frameworks, and toolkits—such as the Disability Inclusion Maturity Curve and actionable guides on mental health—to inform policies and best practices for employers. Research includes pre-launch accessibility audits and data-driven insights to advance systemic change.
- Distributes toolkits and resources to improve inclusive hiring and digital accessibilityProvides practical resources such as the Inclusive Hiring Toolkit, guidance on employee disability disclosure, and toolkits like “Digital Accessibility in Hiring Technologies” and “A Manager’s Guide to Supporting Employee Mental Health” to help organizations implement inclusive practices.
- Offers self-assessment tools for employer disability inclusion benchmarkingProvides a free, confidential self-assessment tool that allows employers to evaluate their disability inclusion practices across six key areas and identify opportunities for improvement.
- Provides disability inclusion training programsOffers virtual, on-demand training through EnAble Learning and its Learning Hub, including office hours and expert-led webinars focused on mental health, neurodiversity, psychological safety, accommodations, and respectful workplace interactions. Programs are designed for employees, managers, and HR teams.
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Digital Literacy Training and Technology Access 1 activity
- Builds organizational capacity in digital accessibility and inclusive technologyDelivers training modules and sessions—such as those on Microsoft’s Accessibility Checker—and develops educational content for learning management systems to strengthen institutional competence in digital accessibility and inclusive tech practices.
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Disability Rights Advocacy & Self-Advocacy Empowerment 1 activity
- Conducts advocacy campaigns to promote disability-inclusive workplacesRuns a thought leadership campaign using PR, social media, speaking engagements, and the Leading Disability Employer Seal to shift corporate attitudes and recognize best practices in disability employment.
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Website Accessibility Implementation 1 activity
- Develops and maintains an accessible organizational websiteLaunched and maintains an accessible version of NOD.org that meets WCAG standards through a September 2025 redesign, ongoing web page scans, and input from professionals with disabilities.
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Student Career Readiness and Internship Placement 1 activity
- Hosts career development and connection events for people with disabilitiesLeads the Virtual Career Fair to connect students and alumni with disabilities to employers and offers webinars on accessible design and ethical AI in partnership with external organizations.
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Uncategorized 1 activity
- Tracks disability employment outcomes across participating employersMaintains the Disability Employment Tracker, which reported outcomes covering 10.1 million employees in 2017 from participating employers, providing aggregate data to measure progress in disability inclusion.
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financials · form 990 · fy2024
revenue
Total revenue$2.74M
Contributions & grants$2.12M77%
Program service revenue$297K11%
Investment income$323K12%
Other revenue$51
expenses
Total expenses$4.59M
Program expenses73%
Admin / overhead25%
Fundraising3%
Salaries & benefits$3.21M
Grants paid out$0
Largest expense lineCompensation
balance sheet
Total assets$7.39M
Cash$7.21M
Investments$0
Liabilities$268K
Net assets$7.12M
Liquid reserves18.9 mo
3 years on record · 2020–2024 · YoY revenue +2.5%
leadership · form 990 part vii · fy2024
Who runs it
paid leadership · 8
| Name | Title | Hours/wk | Compensation |
|---|---|---|---|
| BETH SIRULL | PRESIDENT & CEO AS OF 5/24 | 40 | $371K |
| FELICIA NURMSEN | MANAGING DIRECTOR | 40 | $234K |
| BERNARD BLAKE | DIRECTOR, FINANCE | 40 | $182K |
| SARA WALSH | CHIEF OPERATING OFFICER AS OF 2/24 | 40 | $173K |
| JOSEF PEVSNER | SR. MANAGER, PROGAMS | 40 | $135K |
| CHARLES CATHERINE | DIRECTOR, CORPS AND GOV RELATIONS | 40 | $133K |
| PATRICIA STEELE | CHIEF MARKETING OFFICER | 40 | $131K |
| JIM LANGEVIN | DIRECTOR | 1 | $92K |
board members · 17
- ALICIA PETROSS — DIRECTOR
- APOORVA GANDHI — DIRECTOR
- BRAD HOPTON — DIRECTOR
- CAROL GLAZER — PRESIDENT UNTIL 5/24
- DARYL BREWSTER — DIRECTOR
- DR RONALD COPELAND — DIRECTOR
- ERIKA LESLIE — DIRECTOR
- HOLLI MARTINEZ — DIRECTOR
- LAURA GIOVACCO — CHAIRMAN
- LUKE VISCONTI — DIRECTOR
- MARK TEMPLIN — DIRECTOR
- MIKE GATHRIGHT — TREASURER
- RHONDA CRICHLOW — DIRECTOR
- ROBERT DAVID HALL — DIRECTOR
- ROGER PUTNAM — DIRECTOR
- STEVE PELLETIER — DIRECTOR
- TOM RIDGE — DIRECTOR
relationships · 14
Who they work with
- Alan A. Reich Government — Founder of the National Organization on Disability and disability advocate who addressed the United Nations from a wheelchair.
- Digital Accessibility by WeCo Partner — Conducted a pre-launch accessibility audit of NOD.org to evaluate WCAG 2.2 A-AA compliance.
- EY Partner — Collaborates with NOD on hosting webinars and co-publishing resources related to workplace mental health, including the report “Wellbeing as Workplace Culture”.
- EnAble Learning Partner — Learning platform offering disability inclusion courses in partnership with National Organization on Disability.
- Harvard Business Review Network — Cited source for research on productivity gains from inclusive workplaces
- Leadership Council Network — Group of employer members committed to advancing disability inclusion in the workplace.
- Leadership Council Partner — Advises Leadership Council members on disability inclusion.
- Leading Disability Employer Seal Partner — Awarded to employers recognized for excellence in disability inclusion, used as part of NOD's thought leadership and public recognition strategy.
- Mental Health America Partner — Co-hosts expert-led webinars with NOD on workplace mental health topics, including the “Workplace Mental Health Series”.
- Microsoft Partner — Collaborates on accessibility initiatives, including training members to use Microsoft’s Accessibility Checker.
- Rochester Institute of Technology Partner — Partnered with NOD to co-host expert-led webinars on accessible design and ethical AI.
- Rutgers School of Management and Labor Relations Partner — Co-published the report “Wellbeing as Workplace Culture: A Brief Examination of one Firm’s Approach to Changing its Landscape of Wellbeing” with NOD.
- Visceral Partner — Creative agency that partnered with NOD to develop its accessible website, integrating accessibility at every stage of design and development.
- Wells Fargo Partner — Partnered with NOD to co-host expert-led webinars on accessible design and ethical AI.
strategies · 5
How they approach the work
Named approaches extracted from this org’s sources. Where others share an approach, follow it to see the full set of orgs running it.
- Disability Inclusion Drives Business Performancemethodology: disability-inclusion-business-performanceBy advancing disability inclusion in the workplace, organizations improve business performance because inclusive practices enhance engagement, productivity, and innovation.
- Innovation-Driven Systems Changemethodology: innovation-driven changeBy designing, testing, and scaling bold innovations and leveraging key systems like mental health and technology, the organization creates transformative and lasting change in workforce inclusion for people with disabilities, because systemic leverage points enable structural reform.
- Research-Informed Policy and Practicemethodology: research-to-policyBy generating and applying research evidence, the organization shapes public policy and employer practices to remove systemic barriers, because data-driven advocacy creates structural conditions that enable people with disabilities to succeed in the workforce.
- Structured Capacity Building Through Education and Frameworksmethodology: framework-based inclusion planningBy providing structured learning experiences, maturity models, and comprehensive frameworks like the Disability Inclusion Blueprint, organizations build internal capacity for inclusion because guided, staged development enables sustained progress beyond awareness to systemic integration.
- Systemic Integration of Accessibilitymethodology: systemic_inclusion_integrationBy embedding accessibility into digital design processes, policies, and technology systems from the outset, equitable user experiences are achieved because proactive integration prevents exclusion and aligns with standards like WCAG.