The RETAIN Kentucky program concluded on May 16, 2025. Following May 16, the website will no longer be maintained. The site and resources will be available through July 29, 2025. For further information or inquiries, please contact the Kentucky Office of Vocational Rehabilitation.
- Do you want to stay at work, return to work, or get a new job?
- Do you have an injury or illness that did not happen at work that impacts your ability to do your job?
- Have you worked within the last 12 months?
RETAIN Kentucky can help!
Introducing RETAIN Kentucky
When people leave the labor force because they become sick or have an injury, it can be detrimental—for them, their families, their employers, and the economy. But many injured or ill workers could remain in their jobs or the workforce if they received timely, coordinated assistance to navigate stay-at-work/return-to-work (SAW/RTW) services.
Kentucky is proud to be participating in a collaborative initiative designed to address these issues—the Retaining Employment and Talent After Injury/Illness Network (RETAIN). The goal of RETAIN is to help individuals return to the workforce following an injury or illness, and reap the benefits of gainful employment.
Subscribe to the RETAIN Kentucky Media YouTube page to learn more about stay-at-work (SAW)/return-to-work (RTW) strategies that help people experiencing an injury or illness continue working.
https://youtu.be/kr0e6iw9-6Q
Learn more about the US Department of Labor initiative here
RETAIN Employer Seminar Series: Becoming a Change Agent in Inclusivity
August Series Spotlight
How can businesses increase inclusivity for people with disabilities? RETAIN Kentucky’s August Employer Seminar Series sought to answer this question. The webinar, “Becoming a Change Agent in Inclusivity,” featured Sherry Glenn, diversity and inclusion specialist at Brown-Forman, who shared her expertise and innovative approaches to recruitment and retention of employees with disabilities to address workforce shortages and improve retention while achieving organizational goals. Brown-Forman’s journey began with a simple question posed by Glenn: “What can Brown-Forman do to be more inclusive?” This inquiry sparked a partnership with EDGE Employment, which facilitated the placement of skilled employees into roles that aligned with their capabilities.
Glenn utilized various approaches and strategies upon setting out on the path to increase and retain diversity at Brown-Forman, she said. These actions included encouraging employee resource groups, utilizing temporary talent pools, and conducting needs or capacity analyses to identify opportunities for hiring individuals with disabilities. These analyses can reveal how the need within departments might align with potential employees’ strengths. In some cases, these tasks could be combined to create permanent, full-time positions. Glenn credited much of the success to Brown-Forman’s partnership with EDGE Employment, an agency that helps Louisville businesses address organizational needs by matching skilled employees with disabilities to create opportunities for competitive, integrated employment. Organizations like EDGE Employment play a key role in these efforts, providing customized job placements with ongoing support in the accommodation process to help both employees and employers succeed.
Glenn emphasized the importance of cross-departmental collaboration as a strategy for businesses beginning their efforts to diversify and strengthen their workforce. She highlighted the value of involving all relevant voices in brainstorming and jumpstarting these initiatives. Collaborating across departments, such as HR, allows organizations to assess their needs, build team-wide support, and develop effective approaches to inclusive hiring and retention.
Encouraging employees to share personal experiences with disability — whether their own or those of family and friends — proved instrumental for Brown-Forman in combatting workplace stigma surrounding disability. Employee resource groups created spaces for open dialogue and a more supportive, engaging work environment. Tools like Chatter, an internal communication platform, were used to educate employees and highlight disability-related events, strengthening engagement and building a culture of trust and understanding.
The mutual benefits of inclusive hiring were a focus of the seminar. For employees, inclusive practices provide opportunities to develop valuable skills while gaining a sense of confidence, independence and purpose. For employers, Brown-Forman reported an expanded culture of inclusion, an improved reputation within their local community, and a stronger organizational identity. Glenn also said that inclusive hiring served as a tangible demonstration of supporting organizational goals of fostering a positive workplace culture and promoting a sense of belonging.
Employers interested in customized disability employment support are encouraged to explore resources like EDGE Employment and RETAIN Kentucky. Glenn reminds employers that disability can affect anyone at any point in life, making inclusivity essential for creating workplaces where everyone can succeed. By fostering inclusivity, employers can not only address workforce challenges but also create a workplace culture that values the contributions of all employees.
For more information, contact Sherry Glenn at sherry_glenn@b-f.com, or learn more about EDGE Employment at https://edgeemployment.org/about-us/.
RETAIN Kentucky is funded by the U.S. Department of Labor and the Social Security Administration under a grant award of $21,600,000 to the Kentucky Office of Employment and Training that will be incrementally provided. 100% of grant funding is from U.S. Federal funds. This document does not necessarily reflect the views or policies of the U.S. Department of Labor or the Social Security Administration, nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government.