The premise of this article is that the social and political forces which were sufficient to promote the passage of the ADA are not likely to hold the solution to equal employment opportunities in work organizations for people with disabilities. Moreover, employment opportunities, employ-ability, employment decisions and employment discrimination in this area are ultimately under the control of not any one entity. That said, the leaders of progressive work organizations and the well-informed and motivated HR specialist working there can make a difference. This paper uses a multi-level/multi-stakeholder perspective to provide a “model of the problem”, that is to articulate the forces facing those individuals with disabilities who seek to gain, retain or advance their employment. More to the point, this article goes on to provide insights into a tentative, but plausible “model of the solution” as one that might be adopted or acted on by key stakeholders relevant to the phenomenon.