Supporting Employees with Disabilities

Oct 16

Supporting employees with disabilities can have a positive impact on a workforce in many ways. By creating a welcoming and accommodating environment, employers can tap into a diverse talent pool and attract qualified candidates who may have otherwise been overlooked. In addition, accommodating employees with disabilities can lead to increased productivity and job satisfaction, as employees are able to perform their duties more effectively. This can also foster a culture of inclusivity, where all employees feel valued and appreciated for their unique contributions.

In this blog, we'll explore the importance of supporting employees with disabilities, discuss common misconceptions, and provide tips and strategies for creating a workplace that is welcoming and accommodating. Whether you're an employer, employee, or just interested in learning more, read on to discover how you can help make the workplace a more inclusive environment for everyone.

Understanding Disabilities and Accommodations

Different types of disabilities can have varying effects on employees in the workplace. Physical disabilities, such as mobility impairments or chronic pain conditions, can make certain tasks and job duties more challenging. Sensory disabilities, such as hearing or vision impairments, may require accommodations such as assistive technology or modifications to the physical workspace. Cognitive disabilities, such as learning disabilities or intellectual disabilities, can impact an employee's ability to process information or complete certain tasks. Mental health conditions, such as anxiety or depression, can affect an employee's productivity and ability to manage stress in the workplace.

According to the CDC, 1 in 4 US adults live with a disability of some kind. In 2022, about 21% of people with a disability in the U.S. were employed, up from about 19% in 2021, according to the U.S. Bureau of Labor Statistics (BLS). That is the highest rate since the U.S. began tracking this statistic in 2008. Disabled individuals have historically been overlooked by employers. With this rise in employment rates amongst this group, we see the tide beginning to shift.

It is important for employers to realize that seeking out and making accommodation for disabled employees is not an act of charity. According to a study by the Job Accommodation Network (JAN) that surveyed 720 employers, 49% said the accommodations needed by a disabled employee cost nothing. Another 43% of employers incurred a one-time cost, of which the median expenditure was about $300—a reduction in cost from previous years' reports. And only 7% said the accommodations led to an ongoing, annual cost to the company. The results of these accommodations were an increase in diversity, inclusion, productivity, attendance, retention, increase in company morale and more. By seeking out and making accommodations that empower disabled employees to do their job efficiently, these employers found the results to be low in cost and high in impact overall.

Legal Requirements

It's important for employers to understand their legal obligations and work to create an inclusive environment that accommodates the needs of employees with disabilities. Employers are required by law to provide reasonable accommodations for employees with disabilities under the Americans with Disabilities Act (ADA). This includes making modifications to the physical workspace, providing assistive technology or other accommodations, and offering flexible work arrangements. Employers are also prohibited from discriminating against employees with disabilities in any aspect of employment, including hiring, promotions, and training. Adhering to these requirements can be intimidating. Partnering with disability organizations, offering training and resources to employees, and seeking guidance from legal professionals when necessary are all fantastic resources to utilize to ensure you are accommodating your employee in the most supportive and legally compliant manner.

Supporting Disabled Candidates During the Interview Process

Interviews can be a challenging experience for candidates with disabilities, but there are steps employers can take to make the process more accessible and accommodating right from the start:

Offer accommodations: Ask the candidate if they require any accommodations during the interview process, such as a sign language interpreter or extra time to complete tasks. Make sure to provide any requested accommodations in a timely and efficient manner.

Be clear and concise: Use clear and concise language during the interview, and avoid using jargon or technical terms that may be unfamiliar to the candidate. This can help to ensure that the candidate understands the questions being asked and is able to provide thoughtful responses.

Provide advance information: Provide the candidate with information about the interview process in advance, including the location of the interview, the format of the interview, and the names and titles of the interviewers. This can help to reduce anxiety and uncertainty for the candidate.

Use accessible technology: If the interview is conducted virtually, ensure that the technology being used is accessible to the candidate. This may involve using captioning or screen reader software, or providing a video conference platform that is compatible with assistive technology.

Focus on the candidate's skills and qualifications: Avoid making assumptions about the candidate's disability or how it may impact their ability to perform the job. Instead, focus on the candidate's skills and qualifications, and ask questions that are relevant to the job requirements.

Creating an Inclusive Workplace

Creating an inclusive workplace for employees with disabilities is essential to ensuring that everyone feels valued, supported, and included. It requires a thoughtful and intentional approach that acknowledges the unique challenges that employees with disabilities may face and works to create an environment that accommodates their needs.

Here are some tips for creating a welcoming and accommodating workplace for employees with different types of disabilities:

Provide flexible work arrangements, such as remote work or flexible hours, to accommodate employees with mobility or sensory disabilities. This can help to ensure that employees are able to work in an environment that is comfortable and accessible to them.

Make the physical workspace accessible and easy to navigate for employees with mobility or sensory disabilities. This may involve making modifications to the workspace, such as installing ramps, grab bars, or other assistive devices.

Provide assistive technology, such as screen readers or speech recognition software, for employees with sensory or cognitive disabilities. This can help to ensure that employees are able to perform their job duties effectively and efficiently.

Offer training and resources to educate all employees about disability inclusion and how to create an accessible workplace. This can help to ensure that everyone is aware of the unique challenges that employees with disabilities may face, and can work together to create an inclusive environment.

Encourage open communication between employees and management to address any concerns or issues related to disability inclusion. This can help to ensure that employees feel comfortable discussing their needs and seeking support when necessary.

Review your policies and benefits. Updating workplace policies and benefit offerings that support disabled employees can have a huge impact on an employee’s wellbeing, often with little financial impact to the company.

By implementing these strategies and creating a culture of inclusivity, employers can support employees with disabilities and create a more diverse and productive workforce. It can also lead to increased productivity and job satisfaction, as employees are able to perform their duties more effectively. Moreover, it fosters a culture of inclusivity where all employees feel valued and appreciated for their unique contributions.

Conclusion

In conclusion, creating a workplace that accommodates employees with disabilities has numerous benefits for the employer and the employees themselves. By providing reasonable accommodations, employers can tap into a diverse talent pool, increase productivity and job satisfaction, and foster a culture of inclusivity where all employees feel valued and appreciated for their unique contributions. It's important to understand the needs of employees with disabilities and work to create an environment that accommodates those needs. By doing so, employers can create a more diverse and productive workforce that benefits everyone.

Thank you all for your continued support of HENSLEE and the HENSLEE blog. Make space and elevate! 🙌

We encourage our community to keep this conversation going. If your organization is interested in:

Updating policies to be more inclusive
Adjusting benefit offerings to support disabled employees
Refreshing your talent attraction and interview processes to encourage diversity and inclusion
Ensuring your practices are ADA compliant
Training your employees and more!

Contact HENSLEE!