The unemployment rate for individuals with disabilities is twice that of non-disabled job seekers (as reported by Allsup's second quarter report, 2012). An even greater disparity for individuals with developmental disabilities exists. Despite an equal or greater desire to find a job (Ali, Schur, & Blanck, 2011) in comparison with non-disabled adults, individuals with developmental disabilities reported an unemployment rate of 60-80% and only 25% of people with disabilities were optimistic about finding work in contrast to non-disabled job seekers (51%)(as cited by Sowers, McLean, & Owens, 2002). This mixed methods case study examined the reports of employers with membership in the US Business Leadership Network (USBLN™) with regard to best practices used to sustain an inclusive workplace. The USBLN™ , a non-profit organization, recognizes and supports organizations sustaining an inclusive workspace. The conceptual framework that guided this study was derived from Action Science (Argyris, Putman & Smith, 1985). Reports pertaining to the governing variables (policies) developed to define an inclusive workplace, the action strategies (actions used to maintain) an inclusive workplace, and the consequences of sustaining and inclusive workplace were obtained through a survey, interview, and review of organizational websites. Eleven organizational representatives from regional to international companies responded to the survey, ten of those participants volunteered to participate in a phone interview, and the websites of the interview participants were reviewed for information pertaining to the research questions. Eighty-three findings regarding best practices were obtained. The organizational representatives reported an organic program (one using an organization's own social and economic capital) successfully supported an inclusive workplace for individuals with developmental disabilities. Further, a commitment to equal standards for all employees and accommodations that afforded equal opportunity for all employees also contributed to an effective inclusion initiative. Finally, the researcher found employees and organizations benefitted from an inclusive workplace. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com.bibliotheek.ehb.be/en-US/products/dissertations/individuals.shtml.]