Companies that recognize and value the importance of hiring and retaining employees with disabilities know what is needed to provide a culture and workplace that is accommodating and inclusive. Those companies, such as Starbucks, IBM and Northrup Grumman are committed to raising the bar of inclusivity not only for their companies but also for their suppliers. The commitment is particularly significant this month as July is Disability Pride Month marking the anniversary of the Americans with Disabilities Act (ADA) passed July 26, 1990.
However, not all companies fully understand what it means to be accommodating and inclusive so that they can recruit talented workers with disabilities. While it may seem obvious to offer flexible schedules, remote or hybrid work arrangements, and special equipment, there is much more that can be done, and resources are available to help employers effectively accommodate their workforce.
A survey of more than 3,500 employers from the Job Accommodation Network (JAN) reveals significant direct and indirect benefits resulting from making accommodations for people with disabilities. These include greater employee retention and productivity, as well as improved company safety and morale. Businesses that accommodate people with disabilities may also qualify for some federal tax credits and deductions.
Types Of Reasonable Accommodations
With the widely acknowledged benefits in mind, what steps can employers take to provide exceptional workplace accommodations?
First, Title I of the ADA states employers with 15 or more employees must provide reasonable accommodations for employees or candidates with disabilities, as long as these accommodations do not cause undue hardship to the employer. The Equal Employment Opportunity Commission (EEOC) and the ADA require that all requests for reasonable accommodations are considered on a case-by-case basis.
The ADA outlines three categories for reasonable accommodations. These are modifications or adjustments to the:
- Job application process.
- Work environment.
- Employees benefits and privileges.
Specifically, these can include accommodations such as:
- Making existing facilities accessible.
- Providing reserved or accessible parking.
- Restructuring a position.
- Offering part-time or modified work schedules.
- Acquiring or modifying equipment.
- Changing tests, training materials or policies.
- Providing qualified readers, interpreters or other aids.
- Reassigning to a vacant position.
Workplace Accommodations: Important Steps Your Company Can Take For Inclusivity
SSDI recipients transitioning back to work are concerned about the workplace. Will my supervisor be able to accommodate my special needs? Will I be able to bring my service dog if I need to? Will I have flexibility with my schedule if I must see my doctor?
Employers have a responsibility to assure workers with disabilities that they will do everything possible to accommodate their needs.
These helpful suggestions come from organizations such as SentricHR, a human resources information system provider; and Sage, a global finance, HR and payroll software company, and can help employers accomplish this.
Intentional Action and Activities
Recognize that disabilities may be visible or invisible. Visible disabilities are typically more apparent, e.g., wheelchair, hearing device or white cane. Invisible disabilities are less obvious and may include chronic pain, fatigue or depression.
Foster a welcoming environment to hire and retain employees with disabilities by:
Adding disability inclusion to your company’s mission.
Establishing mentoring programs for workers with disabilities.
Creating compulsory company-wide training programs to educate and lessen
disability bias.
Seeking feedback from individuals and the workforce-at-large about existing
accommodations and disability inclusion efforts within the company.
Ensure employees at all levels are aware of accommodations and available
resources.
- Seek employee input and feedback. Survey employees as a whole about current programs and ways to improve inclusion efforts.
- Debunk myths about individuals with disabilities. Have clear and open conversations with employees about their disabilities to better understand and support them.
- Embed accessibility into the recruitment process. Be sure your job application, forms and job postings are accessible. Make sure online documents work with screen readers or other devices designed to assist individuals with disabilities.
As we celebrate Disability Pride Month, honoring the passage — 33 years ago — of the ADA, this landmark civil rights law, we are reminded of the historic significance of this law and its importance in protecting access and opportunity for people with disabilities. The more employers can do to promote disability inclusion, the greater the benefits for workers with disabilities and the organizations that employ them.
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