How Employers Can Benefit from Accommodating Disabled Workers
President George H.W. Bush signed the Americans with Disabilities Act (ADA) into law on July 26, 1990. The ADA is a civil rights law that forbids individuals with disabilities from being discriminated against in all areas of public life, including employment, transportation, and public and private places open to the general public.
Under the ADA, employers must provide reasonable accommodations for employees with disabilities to enable them to perform their job duties effectively and safely. Additionally, employers must ensure that their facilities are accessible and usable by people with disabilities.
The Reality of Disabled Employment
Despite the protections provided by the ADA, many organizations are still struggling to accommodate workers with disabilities and make their workplaces more inclusive. For example, a 2022 report from the U.S. Equal Opportunity Employment Commission showed that only 19% of working-age people with a disability had a job.
There are several potential reasons for this gap in disabled employment, but some likely stem from misconceptions. Some employers might have an unconscious bias because they may believe people with disabilities are not qualified or require expensive accommodations.
Several studies have shown that employees with disabilities are not absent any more than employees without disabilities, and many workers with disabilities require no special accommodations or their need for accommodations are much less than employers perceive.
But the level of accommodations should not be the focus, say critics. Instead, the focus should be on how to provide people with disabilities with all the tools and resources they need to be effective in their roles. Just because their required accommodations might differ from what other employees need doesn’t mean they are not just as effective at their jobs.
The Benefits of Accommodating Workers with Disabilities
Accommodating disabled workers in the workplace can bring many benefits beyond just meeting legal requirements or avoiding potential litigation risks.
For starters, creating a welcoming environment where disabled workers feel valued and respected can lead to improved morale among all employees. When people see how far their company is willing to go to make their workplace more inclusive, they often feel a greater sense of loyalty and connection with the organization.
Accommodating people with disabilities also improves productivity, reduces absenteeism, and increases retention — all of which can lead to cost savings.
Lastly, in a global economy where talent is scarce, employers must look for every advantage. Accommodating workers with disabilities allows employers to tap into a larger talent pool and gain access to skilled workers.
How Can Employers Accommodate Disabled Workers?
Some examples of accommodations could be providing additional support or technology assistance, adjusting work hours or tasks to accommodate limitations, or creating a flexible working environment that allows for remote work opportunities.
To close the disability employment gap, employers need to recognize ableism and create an inclusive environment for all job seekers. This includes providing reasonable accommodations, offering training opportunities, and creating a culture of acceptance and understanding.
Organizations like the Disability Management Employer Coalition (DMEC) provide education and resources to help employers understand how to hire people with disabilities and create an inclusive workplace.
This Just In ... The Financial Impact of COVID-19 on Employers
New Labor Policies to Be Aware of in 2023
Biden Administration's ESG DOL Rule Under Fire from Multiple Fronts
How Employers Can Benefit from Accommodating Disabled Workers
Telehealth Services, Mental Healthcare, and the Consolidation Appropriations Act of 2023
The information presented and conclusions within are based upon our best judgment and analysis. It is not guaranteed information and does not necessarily reflect all available data. Web addresses are current at time of publication but subject to change. SmartsPro Marketing and The Insurance 411 do not engage in the solicitation, sale or management of securities or investments, nor does it make any recommendations on securities or investments. This material may not be quoted or reproduced in any form without publisher's permission. All rights reserved. ©2023 Smarts Publishing https://smartspublishing.com/ Tel. 877-762-7877.