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10 ways employer can make a workplace welcoming to people with disabilities
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10 ways employer can make a workplace welcoming to people with disabilities

According to the 2019 U.S. Department of Labor Bureau of Labor Statistics report on disability employment, the unemployment rate of people with disabilities act in the labor market is 8%, compared to 3.7% for people without disabilities. Although there are few barriers to why people with disabilities may not be employed I would write about the reason why people with disabilities are good enough for consideration during job vacancy/recruitment.

Employers of people with disabilities are not only promoting healthy diversity when they employ people with disabilities, but they are also promoting talents and productivity.

Apart from being “ADA compliant,” there are informal ways employers can help make workplaces more enjoyable and productive for current and future employees with disabilities.

Here are 10 ways an employer can make a workplace welcoming to people with disabilities:

  • Employers must put an end to the use of ableist language at the workplace to protect its workers with disabilities
  • Employers must learn, recognize and know how to reinterpret behaviors and communication styles that may be related to disabilities.
  • Employers must make sure disability-related jokes are well censored, it must discourage disability-related jokes even if a worker with disabilities says it is cool.
  • Employers must always have accessibility in mind, the workplace must be accessible.
  • Employers must provide accommodations quietly, but as often as possible, not secretive for workers with disabilities.
  • Employers must know that different disabilities call for different levels of confidentiality and disclosure. They must allow an employee to control the terms of their own confidentiality and/or disclosure with other staff.
  • The employer must not discourage employees who engage in inappropriate ways to express concern and render help for their colleagues with disabilities.
  • Employers must sanction workers who make derogatory comments, either they have a disability or not.
  • Employers should not be under the illusion that workers with disabilities cannot engage in bully, employers must pay attention to details of incidence before judging.
  • Employers must learn something about the cultural norms, customs, and pressures of people with different kinds of disabilities and overlapping backgrounds. 

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