How to Accommodate Disabled Employees
The above picture is of three individuals sitting at a table discussing work. There are two women and a man in a wheelchair.
How to Accommodate Disabled Employees
Are you a business owner who's trying to be responsible by providing the best and most helpful accommodations for your employees with disabilities?
Disabled employees are just as capable as your able-bodied employees as long as they have the right accommodations. Because of the Americans with Disabilities Act (or the ADA), you're required to supply reasonable accommodations to help employees do their jobs.
But what are these reasonable accommodations? How can you do what's right for your employees so you offer them equal opportunities? What do they need to do their job right?
We're here to help offer some ideas so you can help disabled employees and build employee relationships the right way. Keep reading to learn more.
What Is a "Reasonable" Accommodation?
Before we start talking about a few specific accommodation aids and options, we need to discuss what you should consider a reasonable accommodation.
The government doesn't expect you to put yourself out or harm your business in order to accommodate an employee with a disability. That said, they do want you to do everything in your power to make these accommodations.
For an accommodation to be "reasonable," it can't do undue harm or hardship to you, your business, or the other employees. You can take into consideration:
- Your financial abilities
- The cost of accommodations
- The size of the business
If you're unsure as to whether or not an accommodation is reasonable, feel free to talk to a professional before committing.
Show Vocal Support
Both you and your able-bodied employees should show and offer support to your employees with disabilities.
While people with disabilities have equal opportunities under the law, that doesn't mean that everyone will feel comfortable voicing their disabilities and concerns. They may be used to employers or other employees treating them unfairly.
One good way to support your employees with disabilities is to educate yourself and your other employees on the disability itself and overall tolerance training.
Keep in mind that your employee may not want to disclose their disability to other employees. In that case, tolerance and sensitivity training should be your priority.
Don't Doubt Disabled Employees
A big problem that people with disabilities (especially invisible disabilities) face is doubt from employers and peers.
Many people don't consider mental health conditions as disabilities, for example. They may doubt the diagnosis of the employee or feel that it's unfair for the employee to get accommodations to support their mental health condition.
You can't be part of the doubting group. If your employee discloses their disability to you, you need to make accommodations if they ask for them. This includes mental health disabilities such as bipolar disorder, ASD, and even chronic anxiety.
By avoiding doubt, you're empowering your employee to do their best work.
Maintain Benefits
Sometimes employers feel the need to cut employees down to part-time instead of full-time workers. They may consider this a reasonable accommodation, and it might be, but not if it gets rid of benefits that the employee would otherwise have.
If you offer benefits to all of your employees, make sure that these benefits extend to your disabled employees.
Keep in mind that benefits such as health insurance are often a game-changer for people with disabilities. These people often have more doctor's visits and require more medical care than able-bodied people.
By telling your employee that they're going to keep their benefits, you're going to build a stronger relationship. You will also do your part to accommodate them.
Keep In Contact
It's helpful if you keep in contact and maintain open conversations with all of your employees, but this communication might be even more important for your employees with disabilities.
Keeping an open door, so to speak, allows your employees to feel comfortable when they have a problem.
When In Doubt: Ask About Accommodation Desires
If you're confused and stressed out over the kinds of accommodations that you should provide, why not ask?
Some employees with disabilities may not want accommodations at all. They may be more than happy to do their jobs as any other employee would. That said, this isn't true for everyone.
Part of keeping open communication with your employees is talking to them about their wants and needs. It's possible that their accommodation needs will change as they progress through their career.
If you're unsure of what an appropriate accommodation would be, talk to your employee about things that they're struggling with. They may have suggestions based on accommodations that they've received in the past, or suggestions based on specific issues that they're facing.
Specific Accommodations
While it's impossible to list every accommodation that an employee might ask for, there are a few common specific accommodations. Keep in mind that the nature of the work will also determine whether or not an accommodation is reasonable.
Some of these accommodations include:
- Changing specific tasks or jobs
- Speech-to-text software
- Room for mobility aids
- Braille keyboards or large-text keyboards
- A flexible work schedule
- Reserved parking
- A quiet space
These are just a few examples of accommodations, but asking your employee about what they need is always the best choice. Once they disclose their disability to you, it's appropriate to ask for what they expect.
Accommodate Your Disabled Employees the Right Way
Accommodating disabled employees doesn't have to be difficult. There are plenty of changes that are small, affordable, and easy that can still make a big difference to employees who need extra help.
When you accommodate disabled employees in the ways that they prefer, you'll build employee relationships and show support.
Are you an employer who welcomes employees with disabilities by offering the best accommodations you can? We want to hear from you. Sign up for employer information and learn how to recruit new employees today.