This chapter outlines what Human Resource Management (HRM) for workplace inclusion of PWD involves. Drawing on state-of-the-art research findings, we present options for inclusive HR practices in training and development, workplace accommodations, and social integration. We place particular emphasis on social integration by discussing the concepts of natural and external social support. To further understand the importance of social support for workplace inclusion of PWD, we apply insights from Self-Determination Theory (SDT) and show how various organizational actors, such as line managers, co-workers, and job coaches, can promote workplace integration by providing social support. The introductory case in this chapter illustrates how a large Dutch public organization prioritizes social support in their HR strategy for PWD inclusion.