Reviewing the Workplace
As employers look at their workplaces, the diagram below gives an excellent way to review workplaces for accessibility. Checking each of these topics ensures that all job applicants and employees have access to a welcoming, inclusive, and accessible environment.
Addressing accessibility issues in the workplace leads to higher retention and more satisfied employees, which leads to better productivity and production.
Building Diversity
Building diversity is a planned approach to valuing the abilities and capacities of people with disabilities and facilitating their inclusion in the formal and informal workplace environment.
Diversity and Inclusion
By fostering a culture of diversity — or a capacity to appreciate and value individual differences — employers benefit from varied perspectives on how to confront business challenges and achieve success. Although the term is often used to refer to differences among individuals such as ethnicity, gender, age and religion, diversity actually encompasses the infinite range of individuals' unique attributes and experiences. Thus, disability is a natural part of diversity, and businesses can benefit by taking steps to ensure people with disabilities are represented in their workforce. To learn more so to Diversity and Inclusion.
Communication
Communication with all employees is critical. The Office on Disability Employment Policies (ODEP) has some ideas on promoting a welcoming and inclusive workplace by understanding how to
communicate about and with people with disabilities.
Attitude
Most employees want to be welcoming and inclusive to new employees with disabilities. However, sometimes there are attitudinal barriers that need to be addresses so that all employees feel comfortable.
Environment
Employers need to assess their workplace environments as they expand their customer and job candidate market to people with disabilities.
Tips & Guidelines
- Employers may need to arrange for accommodations for a new employee with a disability or a current employee who is now disabled. The Job Accommodation Network (JAN) has two options:
- The Searchable Online Accommodation Resource (SOAR) system is designed to let employers and employees explore various accommodation options for people with disabilities. Sometimes providing an accommodation requires acquiring equipment and / or services that allow the employee to do their job. JAN has a great list of possible accommodation products and services to assist employers researching possible accommodations.
- If you do not want to do the research, talk to a consultant about your accommodation need. You may call JAN at (800) 526-7234
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- For a physical access review or checklist of your business, view our Accessibility Checklists on our website.
- For technical assistance: The Great Plains ADA Center provides technical assistance, training, and materials on all areas of the Americans with Disabilities Act and related disability laws to individuals and entities of Iowa, Kansas, Missouri, and Nebraska. For technical assistance on ADA-related issues, call (573) 882-3600
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to talk to one of the technical assistance specialists. - Level the playing field for employees with disabilities by arranging accessible meeting sites.
- View some common questions and answers regarding accommodations for a job candidate or employee with a disability.
Policies & Procedures
Employer Responsibilities
Employers need to take a look at all of their policies, procedures, and business practices to make sure they include employees with disabilities. This means that employers need to ensure that employees with disabilities receive equal benefits of employment.
The Job Accommodation Network
The Job Accommodation Network (JAN) has an excellent resource guide, the "Employers' Practice Guide to Reasonable Accommodation Under the Americans with Disabilities Act (ADA), The guide addresses employer concerns when it comes to policies, procedures, and business practices. To use it, visit their
webpage and select a subject area to the left and scroll down to view the information.
Some important areas addressed include:
Equal Employment Opportunity Commission
The Equal Employment Opportunity Commission (EEOC) has information to assist employers with what their responsibilities are in meeting ADA requirements when considering policies, procedures, and business practices. This publication discusses relevant ADA requirements, provides practical guidance, and offers examples to demonstrate the responsibilities of both employees and employers when performance and conduct issues arise.
Some examples include:
Many of the examples in this document are based on actual cases or on specific scenarios presented to EEOC, and many of the "practical guidance" points respond to questions received from both employers and individuals with disabilities.
Disability Awareness
Etiquette
Educating employees about disability etiquette creates an inclusive atmosphere where employees with disabilities feel welcomed. Disability etiquette is extending the same common courtesies to people with disabilities that they would extend to all.
Overcoming Concerns
Often current employees are concerned that they will say something inappropriate or offend someone with a disability. It is human nature and not unusual to be concerned about interactions with people who use wheelchairs, who are blind, who are deaf, or whom we find difficult to understand.
Proper etiquette is important in all employment situations, and employees need to know what is appropriate when working with a co-worker or client that may have a disability. Communication is the key.
A DVD is available for loan through the Kansas Workforce Centers called The Ten Commandments of Communicating with People with Disabilities. It is a 26 minute video with handouts that is humorous and helpful in making people feel more at ease in communicating with people with disabilities. It is also available for sale for companies that would like to have their own copy for employee training purposes.
Equipment
Easing Concerns
Acquiring equipment that will assist a job candidate, new employee, or returning employee with a disability often is a concern of employers. The main concern is cost; however, studies have shown that accommodating someone with a disability is "low cost, high impact."
Resources
There are a number of resources to assist employers with accommodations that require equipment. For assistance in figuring out what equipment would be a good fit: