Hybrid Work Environment And Employees With Disabilities
The time is now to hire employees with disabilities
Posted on 04-18-2022, Read Time: 5 Min
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One in four U.S. adults — an estimated 61 million adults — has some type of disability. Yet for this community, the unemployment rate is more than double that of people without disabilities. The current remote and hybrid work environment can be a great opportunity for individuals with disabilities to become more integrated into the workforce, since these work arrangements can eliminate transportation and other barriers.
Employers are embracing this workforce in the current tight labor market and hiring individuals with disabilities. But before organizations begin the process of hiring more employees with disabilities, companies must understand and then address the needs of this employee group.
The Basics: What Employers Need to Know
Employees with disabilities want to work for companies, where they will be valued and where they can bring their whole selves to work. But with 75% of disabilities being non-apparent — for example, hearing loss, intellectual or developmental, mental illness, epilepsy, HIV or AIDS, or chronic migraines — employers may not know that an employee or candidate has a disability. Therefore, it’s important to foster a culture of inclusion that will be welcoming for all employees.
What Employees with Disabilities Want
Employees with disabilities want to be treated with common courtesy and have access to what they need to fulfill the responsibilities of their role with the best results.
This common courtesy begins at the interview, but extends throughout the organization for all employees. Ask if the participant needs accommodations and provide the following information: interview schedule and agenda, security requirements, building information and accessible paths. Greet them as you would greet others without disabilities.
For virtual meetings, ensure the platform is accessible and arrange for captioning and other accommodations.
Ask before you help a person with a disability; don’t assume that people with disabilities need help. If assistance is requested, ask how you can help before you act. Ultimately, don’t judge ability; each person is the best judge of what they can and cannot do.
This common courtesy begins at the interview, but extends throughout the organization for all employees. Ask if the participant needs accommodations and provide the following information: interview schedule and agenda, security requirements, building information and accessible paths. Greet them as you would greet others without disabilities.
For virtual meetings, ensure the platform is accessible and arrange for captioning and other accommodations.
Ask before you help a person with a disability; don’t assume that people with disabilities need help. If assistance is requested, ask how you can help before you act. Ultimately, don’t judge ability; each person is the best judge of what they can and cannot do.
What Employers Can Do
Developing an inclusive culture is a long-term but essential process for employers. Working alongside an external resource such as Disability:IN — the leading nonprofit resource for business disability inclusion worldwide — can help employers get started, including:
- Emphasizing the accommodations policy when onboarding new employees: Have a stated, easy-to-find accommodations policy, and make sure that people managers are familiar with it. Ensure that new and existing employees know how to request an accommodation, and fund it with an enterprise-wide budget to help encourage and facilitate its use.
- Establishing a support system for new employees with disabilities: Make new and existing employees aware of the Disability Employee Resource Group and the benefits of joining. Set up a buddy or mentoring program for employees with disabilities to assist them in advancing their careers.
- Celebrating key diversity awareness commemorations enterprise-wide, including:
Create intersections between disability and other underrepresented groups. For example, on International Women's Day, launch a campaign encouraging employees to post the women with disabilities in their lives who have influenced them.
- Providing ongoing training for all employees. Training can provide information and practical guidance from recruiting and onboarding through daily management. It also helps to build confidence when interacting with candidates and employees with disabilities. Lastly, be sure to identify internal and external resources for employees to turn to, if they have questions or need guidance.
Research has shown that hiring individuals with disabilities is good for business. Some of the many advantages include higher productivity, increased retention rates and potential tax incentives, but in addition, organizations that hire employees with disabilities often experience a more positive marketplace perception and differentiation among existing and new customers. There’s never been a better time for disability inclusion in the workforce.
Author Bio
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Jessica Tuman is Vice President, Voya Cares®, at Voya Financial®. Visit Voya Financial Connect Jessica Tuman |
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