Strategies for Addressing Challenges in Disability Employment
The above picture shows a woman in a wheelchair working at her desk.
People with disabilities face challenges in the professional world wholly unique to their situation. Unfortunately, many companies struggle to include them due to a lack of existing infrastructure to support their specific needs. Sometimes, the company simply hires them without any regard for their situation, and both parties end up suffering.
Other times, the company overshoots in the other direction and infantilizes their disabled employee out of a misplaced sense of responsibility. Proper research and empathy are required to retain a diverse workplace. That’s why genuine commitment to disability employment means knowing what disabled people face and the means to provide solutions for those problems.
What Disabled People Face in the Workplace
People with disabilities deal with more problems than abled employees by default. These problems must be addressed by the workplace as soon as possible to ensure equity, and keep the disabled employee effective and more importantly, feeling valued.
Discrimination
Perhaps the biggest hurdle every disabled recruit will face is discrimination from others in the workplace. From the moment they’re first interviewed, disabled people will have to contend with judgment from peers, whether intentional or not. For example, during the hiring process, the interviewer may start to dig too deep into the person’s disability instead of focusing on his qualifications. Furthermore, when disabled people make mistakes in the workplace, others may unfairly point to their disability as the sole reason, and neglect other factors.
Workplace Accessibility
Many workplaces are not designed with disabled individuals in mind, making it hard for them to navigate and use facilities. After all, the majority of most companies’ employed individuals will be abled people. These problems may be hard to resolve if the company is in an older building, from a time when disabilities were not taken as seriously.
Buildings might lack ramps to reach key locations in the workplace. Appropriate signage such as wet floor warnings may not be in place, which could further endanger disabled employees. Inaccessible workplaces can hinder a disabled person’s ability to do their job effectively and comfortably.
Lack of Accommodations
Even when workplaces are accessible, there is often a lack of necessary accommodations. Employers may not provide the tools and support disabled employees need to perform their tasks. Instead, employers expect disabled employees to meet the same quotas and responsibilities as abled employees with the same resources.
This can include things like specialized equipment, flexible work hours, or the ability to work from home. Some employers may use the excuse of “equality in the workplace,” but there’s nothing equal about a disabled employee not having the means to do their jobs effectively.
Lack of Opportunities
Finally, disabled employees often get passed over for opportunities in the workplace. Even if they have showcased stellar results from their work, employers may unfairly assume their disability knocks them out of contenders for more responsibility. Some employers may feel it’s “for the employee’s own good”, while others may believe that they can’t handle the extra workload due to their disability. What’s worse is that these decisions are often made without the disabled party’s knowledge.
How to Showcase Commitment to Disability Employment
Now that you better understand the unique plight of disabled employees, it’s time to delve into practical strategies for bettering their experience. These range the gamut from subtle workplace policies to public declarations of support through corporate branding. Either way, these are important for establishing a company’s values.
Inclusive Hiring Practices
Focus on the essential skills and qualifications needed for the job rather than physical requirements. Use accessible platforms and tools for the application process and actively reach out to organizations that promote equal opportunities and support for disabled job seekers.
Additionally, make inclusive hiring practices a part of your branding strategy to demonstrate your commitment to diversity and equality in the workplace. Remember, your company’s reputation has the power to attract not only employees, but also prospective customers. Emphasizing inclusivity can help you cultivate a more positive brand identity.
Employee Sensitivity Training
Conduct regular sensitivity training for all employees. This training should educate staff on the challenges faced by disabled colleagues, teach appropriate language and behavior, and promote awareness and understanding of different disabilities. This helps create a supportive and respectful workplace.
Workplace Accommodations
Ensure your workplace is equipped with the necessary accommodations to support disabled employees. This can include physical modifications like ramps and accessible restrooms, as well as specialized equipment and tools that help them perform their tasks effectively. Providing these accommodations shows that you value the contributions of disabled employees and are committed to their success.
Remote Work Options
Offer remote work options for disabled employees. This flexibility can be crucial for those who might face difficulties commuting or need a more adaptable work environment. Remote work allows disabled employees to perform their jobs in a setting that best suits their needs, increasing productivity and job satisfaction.
Equal Opportunities
Provide equal opportunities for career advancement and professional development. Ensure that disabled employees are considered for promotions, pay raises, and training programs just like their non-disabled counterparts. By offering equal opportunities, you demonstrate that you recognize and value the potential of all employees, regardless of their disabilities.