Towards a Better Workplace for Uniquely-Abled Workers

Being uniquely-abled means many things to many people. Most of us frequently associate uniquely-abled people with wheelchairs, crutches, guide dogs, and other more visible examples of disabilities. But unique abilities can’t often been seen only by looking at a worker. Not all uniquely-abled employees with mobility issues will require wheelchairs. Also, not all visually impaired workers having issues with their vision, will be completely blind. Sometimes, a medical condition could also be a disability. For instance, a person with occupational asthma can be free of symptoms, only when their workplace has no irritants.

Responsibilities as a uniquely-abled worker

If you have unique abilities, you may have to inform your employer that your disability could lead to limitations in your work. If your unique abilities indeed affect health and safety of your colleagues, some jurisdictions may require you to disclose about your condition to the employer. In some states, it’s legally mandated to disclose such information. Co-workers may not be aware regarding the changes in a workplace that may affect a particular disability, or how a condition may become hazardous for a person with disability. If the problems are identified, changes can be incorporated in the workplace to make it suitable for both uniquely-abled workers and their neuro-typical peers.

It’s not only the employer, but the uniquely-abled worker too has some responsibilities to ensure a fair and equitable workplace.

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