Improving Accessibility in the Workplace | Disabled Person
The above is a picture of the back of a wheelchair going down a hallway.
Improving Accessibility in the Workplace
Too many companies are refraining from hiring people
with disabilities, despite articles about the benefits that people with
disabilities can offer to their employers. They consider hiring (some) people
with disabilities to be the "right thing", but they don't see it as
part of a talent strategy that benefits the company and outweighs the possible
costs and risks. In fact, according to a recent survey
by the National Organization on Disability, only 13% of US companies have
achieved the Department of Labor's goal of including 7% of disabled
representatives in their workforce.
As
an employer, the Americans with Disability Act requires that reasonable
adjustments be made to suit employees with disabilities. disABLEDperson.com
free Resume Builder
also helps disabled individuals to make their CV's and share it with our
network.
Appropriate
adjustments need to be tailored to individual workers, but there are some
common ways to improve the accessibility of workers with disabilities in the
workplace. If you want to improve the accessibility of your company, here are
some steps you can take to get started.
CONDUCT
AN AUDIT OF ACCESSIBILITY
Before
you make any changes, you need to know where your organization is currently
standing. Job Access provides employers with a self-assessment checklist that
covers a variety of workplace policies, procedures, training, and disabilities.
This helps identify key areas that need change and create a structured
improvement plan.
When conducting this type of audit, it is
important to consider all types of failures, including those that are not
immediately apparent. The main types of disabilities that need to be addressed
in an audit are sensory disabilities such as visual and hearing disabilities,
cognitive disabilities, learning disabilities, neuropathy, movement disorders,
and speech disorders.
There
are also various access auditors you can rely on. These auditors can also
evaluate your office space and facilities to determine if work is needed and
provide a metric cost estimate.
DEVELOP
A DISABILITY ACTION PLAN
The Disability
Action Plan is an important tool to help your company better meet the needs of
your disabled workers. This should include loopholes and facility or facility
changes that were not revealed as a result of the audit. However, we also
recommend that you consider your organization's policies and practices
regarding employment, discrimination, and training.
It is important that your disability action
plan is a team effort. That means you need to build the plan with employees,
legal, operational, management, HR, and all the people with all disabilities in
your company.
CHANGE FACILITIES MAKE THEM MORE ACCESSIBLE
Employees
with disabilities must have access to a safe work environment, as well as
everything they may need to perform their duties. It may mean making changes to
your office space to make it more accessible.
While
these changes should be made based on your disability and staff action plan,
here are some considerations:
1.
Providing
disabled parking
2.
Providing
accommodations accessible showers and toilets
3.
Changes to the
physical office environment to include special equipment
4.
Providing
handrails, tactile indicators, or stair support
5.
With a focus
on technical accessibility, meet the needs of workers with visual, hearing,
motor or cognitive impairments by making accessible rooms for employees if they
have to travel for work.
TALK TO YOUR EMPLOYEES TO UNDERSTAND THEIR NEEDS
When it comes to
making meaningful adjustments in the workplace, it's best to take a personalized
approach. Employees with disabilities may need an accessible toilet with more
space.
Other visually
impaired employees may need a larger computer screen. The needs of all
employees vary by disability, and understanding those needs is essential to
making the right adjustments in the office.
When embarking on
employees with disabilities, the HR team must ask what they need to fulfil
their roles and responsibilities. This allows you to make the necessary adjustments,
such as adaptive technical support or physical changes to your office.
Alternatively, we can provide a flexible work style so that employees with
disabilities can work remotely when the environment is more appropriate.
FOCUS ON TRAINING AND AWARENESS
As in any workplace,
training and support is the key to better-supporting people with disabilities
in your organization. Create and regularly implement a training program that
includes communication with people with disabilities and anti-discrimination
policies. We also recommend providing additional training to leaders and
managers who have employees with disabilities in their team. Finally, don't
forget to train your recruiting team on disability employment policies and EEO.
This will prevent candidates from being discriminated against based on
disability and will clearly communicate their needs during the recruitment
process.
Your
duty as an employer is to train your leadership and employees in the following:
1.
Various forms of disability
2.
Rights of persons with disabilities in the workplace
3.
How to make the workplace more accessible and
therefore more comprehensive.
With
proper training, managers can handle teams of people with disabilities.
Training should include workshops to improve communication styles and ensure
that employees with disabilities are not discriminated against, and are blended
into the employee community.
Author Bio:
Casey Harward is a technical
writer and editor with experience in research-based content. She also has an
MFA in Creative Writing from the University of Lancaster, UK. Casey specializes
as a professional editor and Dissertation writer at
Research Prospect.