Top 10 Disability Workplace Accommodations: How Does Your Company Measure Up?
Person wearing a navy suit in a wheelchair working at a white desk. Person is smiling, writing in a notebook, using a calculator and computer. Credit: Canva
By Arielle Dance, Writer, Diversability
Adults with disabilities in the workplace have rights to accommodations under the Americans with Disabilities Act (ADA). In some cases, disabled adults may have accessed accommodations as students in college or high school as well. Although workplace accommodations differ from school level, there are legal requirements for employers. Whether working in-person or remotely, workplace accommodations can set a company apart.
According to the ADA, workplaces with 15 or more employees are typically required to provide reasonable accommodations– some local laws may determine flexibility in accommodations. Some reasonable accommodations that the ADA makes for employers include:
Adjusting job tasks or reassignment as needed
Providing accessible parking
Improving accessibility in a work area
Changing the presentation of tests and training materials
Providing or adjust a product, equipment, or software
Allowing a flexible work schedule
Providing an aid or a service to increase access
Providing alternative formats (written or audio materials)
Welcoming service animals on site
We asked members of the Diversability Leadership Collective (DLC) to share workplace accommodations that they deeply appreciate in addition to some areas for improvement.
What are disabled job seekers looking for?
Ahead of sharing the accommodations their workplaces provide or could improve on, DLC members shared some of their top questions to ask as job seekers and the benefits they seek in future employers.
Job seekers should come to an interview with questions for potential employers. Here are some of the wishlist topics disabled job seekers like to address during interviews:
Ability to work remotely (full time preferred) or step away from computer for long periods of time
Strong involvement of the company’s Diversity, Equity, and Inclusion (DEI) department (including a disability resource group)
Life (health) to work balance
The facility and event locations being mobility device friendly
Leadership’s willingness to foster an atmosphere of respect for individual differences
Utilization of accessible technology, closed captions/transcription, and ASL interpretation
Company’s response to the COVID-19 pandemic
Laura Andert, a disability employment advocate, summarizes her wishlist here,
“My ideal workplace is remote…. celebrates Disability as a source of innovation and strength.…provides ASL interpreters, captions, quiet rooms, and low-light rooms for employees. My ideal workplace has a Disability resource group.”
Three staff in safety gear, one is in a wheelchair. A manager is in safety gear speaking to them (we cannot see their face). Barrels in the background. Credit: Canva
Here are 5 things workplaces are doing well:
Active Employee Resource Group for Disabilities
Typically housed in DEI or Human Resources, affinity groups (also known as resource or engagement groups), are safe places for staff to connect with others in their communities and to educate staff about specific topics. Sai Kaustuv Dasgupta, a power wheelchair warrior and graphic designer, praised his company’s Employee Resource Group for being “dedicated to meet the challenges [of people with disabilities and] with physical mobility issues” by addressing staff’s conflicts and working on solutions. Affinity groups have the capability to be a liaison for disabled staff, push for organizational change related to disabilities, and celebrate wins in the organization.
2. Accessible Technology
Providing accessible technology and making adjustments to equipment or software are reasonable accommodations workplaces can make. Thomas Jakop, a community wealth builder with invisible disabilities, is grateful that his workplace provides ergonomic keyboards and vertical desks. Dasgupta’s company provided accessible equipment as well – “I use a virtual keyboard with the help of a mouse to type…. They provided me [with a] laptop stand which is very flexible and [helps] me continue my designing work while I am in bed.”
3. Accessible Facilities and Events
Companies who strive to host accessible events and have accessible workspaces for their staff and constituents rank high among disabled staff. The inclusion of ramps, elevators/lifts, accessible restrooms, braille/large print signs, and a strategic emergency evacuation plan are examples of ways companies practice accessibility. In a virtual-heavy workplace, many workplaces are adopting the use of closed captioning transcription during small and large meetings. Nico Meyering, a recent appointee to the Philadelphia Mayor’s Commission on Disabilities, worked with his company to implement “entrances wide enough for wheelchair users”. To learn more about our recommendations for company event accessibility, visit our partnered blog with the World Institute on Disabilities.
4. Hiring and Tapping into Disabled Staff for Expertise
When discussing diversity of staff, many companies do not track the number of staff who have disabilities. Hiring disabled staff and leaning into their skills and experience benefits workplaces and can improve the morale of team members. Meyering is regularly brought in by his company to host discussions about disabilities. Similarly, Dasgupta was the keynote speaker for his company. Because of these opportunities, Dasgupta shared that he is “proud to be part of [an] organization that takes disability inclusion very seriously and is actively hiring, engaging and empowering persons with disabilities. They are consistently [launching] new initiatives to create greater awareness about the needs of and day-to-day challenges for persons with disabilities.”
5. Creating a Safe Place to Disclose
Knowing when to disclose disability status to a colleague and deciding who to disclose to can be a major decision. Having a workspace that fosters safety, leadership that encourage confidence, and staff who are welcoming make all the difference to disabled employees. Andert chooses to disclose as a job seeker as an act of self-advocacy. By sharing early on, Andert is able to openly acknowledge the accommodations she would need while highlighting her talents with potential employers. Likewise, Dasgupta “had been searching for a role with a company with an inclusive culture and commitment to accessibility—[he] found what [he] was looking for in [his] current company.”
5 things workplaces could improve on:
Allowing Flexible Hours and Remote Work
In a post-pandemic society, the ability to work remotely is desired even more. For disabled employees, the ability to adjust work hours and work from comfortable environments are strongly desired. Meyering believes workplaces could improve by allowing more “full time remote work, accessible technology, flexible work hours”. Similarly, Jakop says he would benefit from having his own office, a slower pace when needed, and not always being required to be on the computer. Making these small adjustments and emphasizing life-work balance for all employees would set a high standard for a people-first workplace.
2. Provide a Secure System to Request Disability Accommodations and Find Resources
When someone is newly diagnosed or newly hired, they should be able to easily access company resources and policies. Dasgupta’s company utilizes an Adjustment Request Tool that employees use to request accommodations. Platforms like Disclo are working to resolve this need.
Andert recognizes that,
“Companies that want to improve in disability accommodations should come up with inviting, approachable ways to help their employees speak up in asking for accommodations... Employees come to their employer in asking for accommodations, but [it can be] intimidating for employees to do so.”
3. Invest in Accessible Technology and Interpreters
Two investments that disabled staff would love for their companies to make are in accessible technology and sign language interpreters. Jakop suggests workplaces covering Talon voice software and hardware. Meyering would love to see companies hire ASL interpreters for meetings and events. Because these are some of the most costly adjustments to make, they are not always implemented early on with companies’ accommodations. These accommodations would offer clearer communication for team members who need them.
4. Provide Training for (Non-Disabled) Staff
Training staff on how to be compassionate should be a core value. Training team members to be supportive of disabled colleagues in various circumstances like bullying and emergent situations can be extremely helpful in the workplace. Likewise training employees to advocate for the disabled community (without needing to be a savior) and how to foster safe spaces for disabled people are necessary in building compassionate workspaces. Working in a space like this mattered for Meyering, “In my previous workplace I had a fainting spell that was tied to my disability... The degree to which my former coworkers showed care and concern for me was moving”.
5. Celebrate Disability Pride
Much like we take the time to celebrate heritage months, it is important for companies to acknowledge the influence of disabled people in their respective industries. Disability Pride Month is in July and Disability Employee Awareness Month is in October. It is imperative to hire disabled community leaders to speak to staff during these awareness months and allow these experts to help educate staff. Partnering with established disability organizations can grow the networks of companies and staff resources.
To learn more about how to make your workplace more accessible and safe for disabled employees, visit these resources below.
Resources
ADA National Network
800-949-4232
The Job Accommodation Network (JAN)
800-526-7234
Equal Employment Opportunity Commission (EEOC) ADA Information Line
800-669-4000 (Voice)
800-669-6820 (TTY)
About the Author:
Arielle Dance is a Content Writer at Diversability who identifies as a Black queer woman with disabilities. A Ph.D. in Mind-Body Medicine, Arielle is published on multiple online platforms and has a children’s book, Dearest One, that focuses on mindfulness and grief.
The author thanks Diversability Leadership Collective members Laura Andert, Thomas Jakob, Nico Meyering, and Sai Kaustuv Dasgupta for their input.