Diversity, inclusion and equity for all identities and backgrounds should be top of mind for every ... [+]
Over the past year, the topic of inclusive workplaces has been heavily debated and become a high priority for employers across all industries. More and more companies realize the importance of creating diverse and equitable work environments. This effort to make employees from all backgrounds feel comfortable and welcome has major implications for individuals with disabilities as well.
There are two key components that go into creating an inclusive workplace: the physical space and the company environment. The first one may be obvious, but there is often confusion over what, exactly, qualifies as a reasonable accommodation and the lengths to which employers must go to implement these measures.
The Americans with Disabilities Act (ADA) defines reasonable accommodations as providing assistance or making changes to a position or workplace to enable qualified employees with disabilities to do their job. Reasonable means that the accommodation does not pose an undue hardship on the employer. In many cases, reasonable accommodations are relatively inexpensive or even free, and could include things such as installing a handrail or providing a larger computer monitor.
Even if an employer has made these physical changes to accommodate employees with disabilities, it’s critical that they don’t underestimate the power of cultivating an inclusive company environment. This kind of sweeping cultural change has to come from the top down if it is to be effective. Involving managers and executives from the start can make changes more long-lasting and improve implementation across every sector of the company.
Promoting inclusion must go further than just addressing an individual’s disability. The former workers we help at Allsup Employment Services are of different races, income backgrounds, religions, and sexual orientations, and the conversation on inclusivity should incorporate all facets of individuals. Why? Because workers bring their whole selves to work, rather than just one aspect of themselves. This means disability is wrapped into a wider workplace approach that goes beyond focusing on just one aspect of an employee’s identity.
An inclusive environment can be characterized by one that is open to conversation, welcoming to all, regardless of their background, and a place where employees feel that their co-workers and leadership are approachable, whether they have a question to ask or a problem to report.
Employers looking to recruit individuals with disabilities and implement more inclusive hiring practices should keep track of how successful they have been in cultivating this environment, starting by surveying employees about their view of the workplace and taking stock of whether or not the current workforce represents a diverse group of individuals and backgrounds.
Some employers are already putting these ideas into practice by tagging jobs as disability-friendly or advertising their commitment to hiring individuals from diverse backgrounds. But employers would do well to go a step further than simply attaching an inclusive icon. In the job description, they can communicate that their company has openness and acceptance for individuals with gaps in employment, those who require accommodations, or any other factors, such as a criminal history, that might otherwise discourage someone from applying.
If employers are genuinely committed to creating open work environments, they need to walk-the-walk. Identifying areas for improvement is the first step of this commitment, while setting measurable goals with deadlines and taking action to meet them is where the real change occurs. There are tangible benefits for employers who promote diversity and inclusion in the workplace, and real consequences for those who don’t, as companies that neglect these initiatives are four times more likely to underperform.
The shift to a more inclusive environment in the workplace won’t happen overnight, but there are concrete steps companies can take to make sure their employees feel comfortable and included. By implementing these changes today, employers will reap the benefits, financially and otherwise, and take us one step closer to making the phrase “disability-friendly workplace” a foregone conclusion.
