Making changes to the workplace can seem like a daunting task. You have to consider not only the wide variety of visible disabilities, but the invisible ones as well. It can feel like not enough can be done to truly accommodate everybody. Regardless, the data shows that work needs to be done. A recent Accenture survey found that workers with disabilities are 60% more likely to feel excluded in the workplace. This leads the workers to not speak up and express what they need for proper accommodation, leaving employers in the dark. The same survey also found that 78% of employees are not fully transparent about their disabilities.
Another barrier that stands in the way of reasonable accommodation is the common perception that they would be expensive to implement. However, this perception has been proven to be a myth. A 2020 survey report from the Job Accommodation Network (JAN) found that 56% of accommodations for workers cost nothing to implement. Another 39% were reported to have an average cost of around $500, which was only a one-time cost.
Making the workplace more accommodating for a variety of workers with disabilities is a relatively simple and inexpensive process. According to the Americans with Disabilities Act, reasonable accommodation addresses three areas of employment:
- To ensure equal opportunity in the application process
- To enable a qualified individual with a disability to perform essential functions of the job
- To enable an employee with a disability to enjoy equal benefits and privileges of employment
We’ve gathered some of the easiest and cost effective ways to accomplish all three steps below.
Alternate Application Formats
Oftentimes job applicants with disabilities get rejected from the job before they can even apply. This is due to application formats that do not accommodate those with disabilities. A quick solution to this is alternate application formats.
There are many alternate application formats that can be utilized to accommodate a variety of disabilities. Such as:
- Audio formats of application to aid those who are visually impaired.
- Braille applications can also be implemented for those who may be both visually and hearing impaired
Alternate Input Devices
Another way to make the workplace more accommodating is to utilize alternate input devices. Alternative input devices allow users with a variety of disabilities to use computers and other devices in ways that best fit them. They are usually broken down in 2 subcategories.
- Keyboards which can be made to be more ergonomical or compact, whichever is necessary to fit your employees needs.
- Mouses which can be made ergonomical as well, and come in many different forms such as pen mice which some people with disabilities may find easier. Additionally, touchscreens can be used, eliminating the need for mice altogether.
Fostering An Open and Accommodating Culture
Installing different technologies around the office is not the only way to accommodate workers with different disabilities. It is just as important to make sure the social environment is open and accepting to workers from all walks of life. This can help alleviate some of the fear workers have with requesting accommodation or disclosing their disability status. Fostering this culture can start with the hiring process for all applicants, by including a disability sensitivity training during orientation. It can also be done by intentionally hiring more diverse workers so that workers with disabilities do not feel isolated in the workplace.
The steps listed out in this article are small steps that are just the beginning to changing the overall work culture. But with mindfulness and intention the workplace can be more accessible to all.
This article covered just some of the ways to change the workplace for people with disabilities. For a more information connect with our Disability Consulting Team to learn how to best provide accessible solutions. Other resources include the Job Accommodation Network and/or ADA US Department of Justice Civil Rights Division
