The "Disability-Friendly" Workplace

The concept of being "disability-friendly" is one way that employers are being made aware of what they can do to not only meet accessibility requirements, but to also expand their sources of good workers, enhance productivity for all workers, and create a more satisfying work setting.

Providing flexibility in the workplace, such as considering requests for flextime, job sharing, part-time work or compressed work schedules, can help many persons with disabilities better manage their needs. These low- and no-cost arrangements are the same ones contributing to more "family-friendly" workplaces. With appropriate use, these practices can lead to more productive workplaces for employers and more satisfying settings for everyone.

Tools and technology that were once only used by people with a disability are now being used to help anyone complete tasks more effectively and efficiently. Voice recognition technology is a good example of an aid that has become a regular part of the work environment. Tasks such as taking notes or tracking inventory while walking through a warehouse can be completed with mainstream products that started out as specialized aids for persons with disabilities. This acceptance of technology is helping to make workplaces more willing to consider use of different types of accommodations.

How can a workplace be made more disability-friendly? Here are some suggestions and resources.

Ask, "What do you need to do your job?" This simple question, when asked by an employer of a current or potential worker, is a good indication that the workplace is disability-friendly. Skip Simonds, with the Unum-Provident Return to Work Program, uses this question as a lead-in when explaining how human resources managers should approach a worker with a disability or disabling condition.

For specific suggestions on strategies that employers can follow, a publication from the Office of Disability Employment Policy (ODEP) and the Business Leadership Network (BLN) of the U.S. Chamber of Commerce can help. Some of their suggestions include:

• Educating staff and providing ongoing information about disabilities
• Forming a disability support group
• Providing accessible facilities and services
• Accommodating applicants and workers with disabilities
• Projecting a disability-friendly image
• Hiring applicants with disabilities
• Training and advancing workers with disabilities.

For more information check out: http://www.dol.gov/odep/pubs/ek00/friendlystrat.htm

The Work Supports RRTC program at Virginia Commonwealth University has developed a checklist to help businesses and employers in becoming more disability-friendly. The checklist covers general accessibility, interactions with customers with disabilities, and evaluation of disability-friendly employment practices. For a copy check out: http://www.worksupport.com/Main/disability_friendly_checklist.asp

The needs of persons with disabilities vary, so you may need resources that are especially adapted to a particular group, such as individuals who are deaf. For example, check out the following iCan.com web article on creating a deaf-friendly workplace. http://www.ican.com/news/fullpage.cfm/articleid/C96AD04C-2D44-44EB-93D61FC157F24276/cx/employment.for_employers/article.cfm

As employers continue to become more aware that persons with disabilities are a valuable and largely untapped source of employees, we will hopefully see more practices and policies that make it easier for someone with a disability to find successful employment.

This material was provided by Tech Connections, a project funded by a grant from the National Institute on Disability and Rehabilitation Research of the Department of Education. For more information, visit www.techconnections.org.