Disability Inclusion and Workplace Accommodation

Unique abilities, more commonly known as disabilities, should never keep a person back from gainful employment if they are otherwise suitable for the job. But the fact is, companies are reluctant to recruit or promote people with unique abilities. As a result, disability inclusion often remains a far-fetched concept in most companies.

According to the US labor department, employers covered under Americans with Disabilities Act, have to provide reasonable accommodation to all qualified applicants and the current employees. As far as employment is concerned, reasonable accommodation is defined as an alteration or adjustment to a position, including the work environment, or in the way things are completed, permits uniquely-abled people to apply for a job, and carry out essential job functions. Reasonable accommodation extends equal access to the benefits available to all neuro-typical peers in the office.

Diagnosing Social Communication Disorder

Accommodation towards disability inclusion usually includes the following.

  • Physical adjustments
  • Accessible and assistive technologies
  • Enhancement to workplace policies
  • Accessible communication

Despite the mandate of the labor department, companies seem unwilling to hire or promote uniquely-abled employees. This is far from encouraging as there’s a growing population of uniquely-abled people in the US and they need opportunities to contribute to the diversity of businesses, and products and services.

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Employers are reluctant because they fear high costs, liabilities, and loss in work time if they hire uniquely-abled people. This is detrimental to the productivity of the nation as a large section of the population can’t pitch in with their labor.

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