Over 1 in 5 individuals in the United States have some form of disability, making them the biggest minority group in the United States. Creating a work environment that’s inclusive to people with disabilities is vastly important but also often misunderstood, with hiring managers worrying about accommodation expenses, recruitment methods and more.
But becoming an inclusive company doesn’t have to be a complicated process. Here are some items that the Department of Labor OFCCP suggests you should implement to become a disability-friendly employer:
Vocational Rehabilitation Agencies
There are thousands of individuals with disabilities who have trouble finding employment due to assumptions and biases around their disability. In reality, there are lots of people with all kinds of disabilities who have the skill set and qualifications that you’re looking for at your company. The best way to reach these individuals is by coordinating with your local vocational rehabilitation agencies—government-funded organizations that help people with disabilities to find and retain jobs. These organizations have relationships with individuals and are an invaluable resource for matching an individual’s skills with jobs.
Centralized Accommodation System
Centralized accommodation systems are a best practice in hiring and retaining employees with disabilities. With centralized accommodation systems, contractors can improve and streamline the accommodation process, making it more efficient for employees with disabilities. A centralized accommodation system also helps confirm that contractors have sufficient expertise and funds to ensure accommodations requests are being reviewed and accommodations appropriately provided throughout the company. This is an efficient, high-impact approach for contractors to serve their employees better.
Accommodations often cost little to no money and include additional breaks, specialized schedules and flexible workplaces.
Disability Inclusion Programs and ERGs
Disability inclusion programs help establish a pipeline of skilled applicants with disabilities for companies. They also ensure that employees with disabilities are fully included in all aspects of employment and let employees and potential employees know that the contractor is a welcoming place for individuals with disabilities.
Employee Resource Groups (ERGs)—whether geared towards the disability community or another group—offer employees an opportunity to network, address shared issues and concerns and receive support from similarly situated individuals. It’s a great idea to establish these sorts of groups not only for those with disabilities but for employees of color, veterans, LGBTQ+ employees, etc.
Leadership Involvement
Appointing a Chief Accessibility Officer (CAO) is another excellent way to confirm that inclusive practices are being implemented. CAOs are vital leaders who guide contractors’ policies and practices to provide accessible work environments and full engagement and utilization of individuals with disabilities in all aspects of employment. They facilitate Section 503 compliance and guarantee the use of accessible practices and technologies in the workforce.
However, it’s also crucial that CEOs and senior leaders are not only aware of disability inclusion but also actively engaged in it. Taking part in inclusion meetings, keeping up internal and external communications and checking in with the CAO are all great ways for workplace leaders to show their commitment to inclusion.
Accessible Online Recruiting Tools
In today’s technology-centric business environment, online application systems are commonplace. Contractors and individuals with disabilities lose when barriers to accessibility exist. Contractors are encouraged to utilize all avenues, including those provided by the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP), to make their systems accessible to individuals with disabilities.
A Welcoming Self-ID Program
Persons who self-identify as an individual with a disability often feel as though they are stigmatized. Employers must create an environment where applicants and employees are comfortable identifying their disability even when it is not apparent.
Evaluate Personnel Data
Proactively evaluate personnel data of individuals with disabilities—including hiring, promotions, and compensation data—to determine if any unlawful disparities exist.
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