Creating a diverse and equitable workforce that recognizes and appreciates the worth of every person’s contribution, regardless of origin, identity, or disability, requires more than providing equal employment opportunities and encouraging all employees.
Our thorough guide will provide an overview of inclusive employment and empowerment practices and offer implementation strategies for them in the workplace.
Workplace Accessibility: Opening Doors for All
It is essential to have an accessible workplace so that all workers, including those with disabilities, can feel welcome and at ease and have the same access to jobs, tools, and technology as people without disabilities.
The absence of accessibility and acceptance creates exclusion, a liability for any organization.
The Importance of an Accessible Workplace
Accessible workplaces matter for many reasons. When businesses prioritize accessibility, they can entice a broader pool of talent, resulting in more innovative and creative solutions.
According to research conducted by Accenture in 2018, businesses that actively promote disability inclusion in the workplace have more significant revenue and performance.
Accessible workplaces also promote social fairness and economic success, and individuals with disabilities have the opportunity to improve their economic situation and contribute to their communities.
It has been found that companies that prioritize accessibility and accommodate employees with disabilities outperform their peers financially, with 28% higher revenue, double net income, and 30% higher profit margins.
Such accessible workplaces also increase productivity and job happiness by providing the tools and allowances needed.
Companies with diverse workforces and inclusive communities are more likely to be innovative and creative, and those that prioritize diversity and inclusion are 1.75 times more likely to be innovation pioneers.
Providing an accessible workplace can also reduce employee turnover and improve retention rates.
The U.S. Department of Labor’s research concluded that “employees with disabilities who feel valued and included are more likely to stay on the job.” Employees who believe their workplace is inclusive and supportive are less likely to pursue employment elsewhere.
Legal Requirements for Accessibility
Legal requirements for accessibility are the laws and regulations that require public and private entities to make their workplace, services, and facilities accessible to individuals with disabilities.
The US, Canada, and the EU prohibit disability discrimination and require appropriate adjustments to ensure accessibility.
Some of the legal requirements for accessibility include the following:
- Americans Disabilities Act (ADA) mandates that employers make reasonable accommodations for employees with disabilities, such as providing accessible facilities, modifying work schedules or responsibilities, and providing assistive technology.
- Fair Labor Standards Act (FLSA): Employers have a duty under this law to give disabled workers the same minimum salary and overtime as those without impairments.
- Rehabilitation Act of 1973: Section 503 demands that government contractors and subcontractors make reasonable accommodations for qualified persons with disabilities during hiring and promotion.
- Architectural Barriers Act (ABA): The law requires all buildings and facilities designed, constructed, or altered with federal funds to be accessible to individuals with disabilities.
- Workforce Innovation and Opportunity Act (WIOA): WIOA law gives funding and assistance to programs like job training and vocational retraining services that help people with disabilities find and maintain jobs.
- Assistive Technology Act: The Law gives financial help to the states so they can create and run programs to help people with disabilities get better access to helpful technology at work.
Employers not complying with these legal requirements for workplace accessibility may be subject to legal action, fines, and other penalties.
Best Practices for Physical Accessibility
To create an inclusive workplace for individuals with disabilities, it is essential to ensure tangible accessibility.
Here are a few accessibility recommended practices for the workplace:
Entrances and Exits
Install ramps or automated doors to make doorways accessible for those with mobility aids and wide and sloped walkways to make it easy for workers to get in and out. Also, ensure entrances and exits are free from obstacles and hazards, such as loose floor mats, debris, or clutter.
Workstations and meeting spaces
Ensure that meeting spaces are accessible to people with disabilities, including wheelchair access, assistive listening devices, proper lighting, and sign language interpreters.
Also, allow for adaptable seating arrangements to assist those with disabilities who may need more room or distinctive seating arrangements.
Restrooms and break rooms
Include grab bars, wheelchair-accessible toilets, accessible basins, and automatic faucets to provide accessible restrooms for people with disabilities.
Those in the workplace who suffer from sensory processing problems or just need a break from the constant buzz of activity might benefit from a dedicated quiet area.
Also, installing non-slip flooring in restrooms and break rooms prevents falls and other accidents.
Promoting Digital Accessibility
Likewise, physical features It is essential to promote digital accessibility in the workplace to ensure all employees can use digital tools and technologies.
Promoting digital accessibility relies heavily on assistive technology, web- and online-based applications, and collaborative tools.
Website and Online Tools
Assistive technologies are components of hardware or software developed specifically to aid people with disabilities in using standard computing devices.
For instance, screen readers read the text of web pages or documents aloud to those with visual impairments. At the same time, speech recognition software enables those with physical limitations to operate their devices by speaking commands into a microphone.
- VoiceNote II is a speech-to-text application that enables users to dictate notes, emails, and other written documents by speaking.
- Be My Eyes is a mobile application that connects blind or visually impaired individuals with volunteers who can assist in real-time video conversations.
Matthew Moniz mentions tools, such as EON Bradley, a watch that tells time to blind people, Vertical Mouse, and Be My Eyes, usable for people with disabilities.
People with disabilities can greatly benefit from incorporating assistive technology into the workplace since these tools can help them do their jobs more efficiently and independently.
Some examples of workplace assistive technology for people with disabilities are shown below;
CaptionHub and StreamText are two examples of real-time captioning solutions that may be used to make online meetings and webinars accessible to those with hearing loss or who are deaf.
People with physical disabilities can use tools like Apple’s Siri and Amazon’s Alexa to complete duties like turning on lamps and controlling appliances.
Similarly, augmentative and alternative communication (AAC) software – such as Proloquo2Go and TouchChat – can be used to aid individuals with speech or communication disorders communicate effectively with others.
Assistive technologies are increasingly used in schools and workplaces to assist disabled students and employees. What other tools and techniques do disabled students use? Learn about accessible schools and accommodations here.
Communication and Collaboration Tools
People with disabilities can benefit significantly from communication and collaboration tools because they remove barriers to full participation in the workplace. A few examples are,
- Slack is a communications and collaboration platform that integrates with other software and tools to facilitate team collaboration.
- Zoom is a platform for video conferencing that offers real-time captioning, screen sharing, and artificial backgrounds.
- Microsoft Teams helps disabled employees work from home or elsewhere and still participate in team meetings and conversations.
Tools like these can help people with disabilities work together more effectively and feel more welcome in the workplace.
A small video explaining what kind of accessibility is required for work, such as an easy website, accessible doorways, etc.
Discrimination in Employment: Recognizing and Addressing Bias
Employment discrimination refers to the unjust treatment of an individual or group based on particular traits, such as age, religion, disability, race, gender, or national origin.
Discrimination can take many forms and may not always be intentional. Policies or practices that appear neutral may disproportionately negatively affect specific categories of people. But the most common are these two types.
Direct discrimination is usually intentional and can occur in various forms, including.
- Refusing to employ someone based on a protected characteristic such as race, religion, or disability
- Paying an employee less than others who perform the same duties
- Refusing an employee of a promotion or other employment opportunities
Sarah is a real-life example of direct employment discrimination. Although she is the best candidate, the employer decides not to hire Sarah because they believe she will require a lot of time off.
Another featured example is the Starbucks worker who had difficulties reading, writing, and keeping track of time due to dyslexia. Starbucks decided to terminate the employee because, contrary to the company’s claim, she did not falsify records but made an error due to her illness.
Indirect discrimination against people with disabilities can occur when an employer’s policies or practices disproportionately negatively affect employees with disabilities, even if they were not intended to discriminate. Examples of indirect employment discrimination can be
- A policy requiring all workers to work extended hours or be available at any time may indirectly discriminate against disabled people who need regular medical care or accommodations.
- The online application procedure is inaccessible to people with visual or auditory impairments.
- A job requirement that an employee be able to lift a certain amount of weight may constitute indirect discrimination against individuals with disabilities that impact their ability to lift.
- The requirement that all employees be able to drive could be indirect discrimination against disabled individuals.
A brief video describing what disability discrimination is and how it affects disabled workers.
Federal and state laws prohibit employment discrimination, either direct or indirect, and employers must provide an equitable and inclusive workplace for all employees.
Employers must also provide employees with regular training to prevent discrimination and promote diversity and inclusion in the workplace.
Above animated video discusses the employment rights of individuals with disabilities, including “reasonable accommodations” and their meaning in a concise way.
Harassment and Victimization
Harassment and victimization of people with disabilities in the workplace are significant problems that can negatively affect their mental health and professional success. In 2015, disabled individuals were 2.5 times more likely than non-disabled individuals to be violently victimized.
Legal Frameworks to Combat Discrimination
A legal framework to combat workplace discrimination is a group of laws and regulations designed to prevent discrimination against employees based on protected characteristics.
These frameworks provide legal protections for employees who are discriminated against and hold employers accountable for discriminatory conduct.
The Americans with Disabilities Act (ADA) is a legal framework designed to combat discrimination against individuals with disabilities in the United States. It prohibits discrimination in all areas of public life and requires employers to provide reasonable accommodations to disabled employees. It also stipulates enforcement mechanisms, such as complaint procedures and sanctions for noncompliance.
The ADA has been instrumental in promoting equal rights and opportunities for individuals with disabilities. There have been several changes to the ADA in recent years, such as revisions to the definition of disability, new standards for accessible technology and internet accessibility, and case-specific judicial interpretations of the laws.
Another legal framework that applies to government businesses and contractors is the Rehabilitation Act, which forbids discrimination against people with disabilities in federal programs and activities. Furthermore, numerous regions and states have disability discrimination laws that may offer employees extra safeguards.
Many other frameworks are working with the ADA, such as employees needing time off work due to a significant health condition, including a disability-related illness, who are protected from losing their jobs under the Family and Medical Leave Act.
The Equal Pay Act (EPA) prohibits employers from paying employees differently based on their gender or other protected characteristics, the Genetic Information Nondiscrimination Act (GINA) prohibits employers from discriminating against employees based on genetic information, and the Occupational Safety and Health Act (OSHA) sets standards and regulations to promote workplace safety and health.
Adi describes what it was like to live with retinitis pigmentosa and lose 95% of his vision at 12. Without the Disability Discrimination Act of 1995, Adi could not combat workplace discrimination.
Addressing Unconscious Bias
Unconscious bias refers to the biases and prejudices that people hold at an unconscious level, often based on societal stereotypes and cultural conditioning.
To foster a more diverse and inclusive workplace, it is essential to address the issue of unconscious bias.
Reducing unintentional bias in the workplace has been shown to increase productivity and morale. By using the strategies listed below, you can control unconscious bias,
Awareness training is one of the most efficient methods for combating unconscious bias. Employees must be taught about unconscious bias, how it influences workplace decisions, and what can be done to combat it.
During training, for instance, workers may be encouraged to think critically about their unconscious biases. The training can reduce the likelihood of employees acting insensitively without recognizing it.
Inclusive Hiring Practices
Employers can also use inclusive recruiting practices to ensure that the hiring process is fair and equitable for all candidates, regardless of their race, gender, ethnicity, age, disability status, or other characteristics, such as:
- Appropriate Job Descriptions: Employers can design job descriptions that emphasize the skills and qualifications required to perform the position rather than factors such as gender and ethnicity.
- Diverse Recruitment Strategy: Another method to attract applicants from various backgrounds involves posting job openings on multiple job platforms, creating partnerships with community organizations, and attending job fairs and other events.
- Form an Inclusive Interview Panel: Also, employers can form inclusive interview panels of people from various backgrounds, which can aid in removing bias from the interview process and ensuring that a diverse range of opinions is represented.
- Structured job interviews entail employing a uniform set of questions for all candidates and objectively analyzing their answers. It can help prevent interview bias and guarantee that all candidates are treated equitably.
Employers can attract and retain top talent from various backgrounds by eliminating bias in the recruiting process, resulting in increased innovation, creativity, and success.
Several businesses have used effective inclusive recruiting strategies, which has resulted in a more diverse and welcoming staff. Such as IBM hires various inclusive recruiting policies due to the company’s long-standing dedication to diversity and inclusion.
In 2018, Starbucks established an “Opportunity Youth” program to help young people ages 16 to 24 who are neither in education nor the workforce.
Moreover, Walgreens‘ “Retail Employees with Disabilities Initiative” (REDI) is a project designed to attract and retain people with disabilities working in retail. Employees and supervisors have benefited from the initiative’s training and counseling, which has led to a more welcoming atmosphere at work.
Creating a Culture of Diversity and Inclusion
While hiring people from a wide range of backgrounds, it is also essential to foster an environment where all employees, regardless of their identity, sexual orientation, or health, feel appreciated and supported.
Just Work’s co-founders, author Kim Scott and CEO Trier Bryant have identified three most effective strategies for combating bias in the workplace.
Reasonable Accommodations: Empowering Employees with Disabilities
A reasonable accommodation is any modification to the application or recruiting process, the job, how the job is performed, or the work environment that allows a qualified individual with a disability to perform the job’s essential functions and enjoy equal employment opportunities.
Legal Obligations for Employers
Employers are required by law to make reasonable accommodations for disabled employees. These obligations vary by country and jurisdiction, but employers must provide disabled employees with reasonable accommodations.
The Americans with Disabilities Act (ADA), for example, necessitates that employers with 15 or more employees in the United States provide reasonable accommodations to qualified individuals with disabilities, provided that doing so does not impose an undue hardship on the employer.
Modifications to the work environment, job duties, or work schedule that allow a disabled employee to perform essential job functions are examples of reasonable accommodations. Employers must do good things, such as installing a ramp, modifying the layout, adjusting work equipment, or allowing a wheelchair user to work on the ground floor.
Identifying and Implementing Accommodations
Identifying and implementing workplace accommodations entails determining the requirements of employees with disabilities and applying changes to the work environment.
Some actions corporations may take to find and provide reasonable accommodations:
Flexible Scheduling and Remote Work
Flexible scheduling and remote work can be adequate accommodations for disabled workers or workers with caregiving responsibilities.
By providing these accommodations, employers can create a more inclusive and supportive work environment for all employees.
A chronically ill employee may benefit from a flexible schedule that allows them to work from home on days when they are experiencing symptoms.
Similarly, a parent caring for a child with a disability may benefit from working remotely to attend medical appointments and fulfill caregiving duties.
A real-life example is Salesforce’s “Ability Force” initiative, which aims to make the company more accessible to people with disabilities. Employees with special needs can work from home or on their schedules.
Assistive Technologies and Tools
Employers must work with disabled workers to determine the most appropriate assistive technologies and tools for their needs, which may entail conducting a requirement assessment or consulting with distributors of disability services.
Ergonomic equipment, such as specialized mouse, keyboards, and chairs, can reduce the strain and discomfort associated with extended computer use and be advantageous for employees with physical impairments or chronic discomfort.
Brails, text-to-speech software, voice recognition software, closed captioning software, screen readers, and communication devices, such as speech-generating devices and augmentative and alternative communication (AAC) devices, can assist workers with communication impairments.
Adaptive software is designed to meet the needs of disabled users, such as those with visual impairments. ZoomText, Dragon Naturally Speaking, and Read&Write software are examples of such software.
Assistive listening devices, such as personal amplifiers and hearing loops, can help workers with hearing impairments better hear conversations and other auditory cues in the workplace.
Microsoft has been a leader in developing and promoting assistive technologies. They offer a range of tools and technologies to support employees with disabilities, such as the “Narrator” screen reader and the “Windows Speech Recognition” tool.
AT&T has a program called “ABLE,” which provides support and accommodations for employees with disabilities. Google has a program called “Accessibility at Google,” which focuses on creating a more inclusive workplace for employees with disabilities.
A video showing how Google has managed to make its services more accessible to everyone in the community
Environmental and Workplace Modifications
Physical accessibility entails modifying the tangible space to make it more accessible for employees with mobility impairments, like the installation of disability ramps, the enlargement of doorways, and the creation of accessible parking spaces.
Adjustable workstations, such as desks and chairs with height adjustments, can facilitate employees with physical disabilities or chronic pain, enabling them to adjust their workstations to an ergonomic and comfortable position.
Signage should be exclusive and simple to read, with high text-to-background contrast. Blind or low-vision employees should be provided with Braille or tactile signage.
Noise cancellation system. Employers should consider instituting noise-reduction measures, such as acoustic panels, to create a quiet workplace.
Making these modifiable workplace accommodations may ensure that people with disabilities have full access to your workplace.
Career Development Support: Fostering Long-Term Success
Assistance in the form of career development can significantly aid individuals’ long-term success, including those with impairments.
Suppose people with disabilities are given the support they need to advance in their chosen professions. In that case, they can reach their full potential and contribute to society.
Why Career Development Matters
Disability is not a barrier to success, and disabled people have the same potential to excel in their careers as everyone else. Providing disabled individuals with career advancement opportunities benefits their personal and professional development and the company’s overall success.
Let’s explore why career development matters for disabled individuals.
Career advancement: By acquiring new skills, knowledge, and experiences, career development enables disabled individuals to advance in their careers, assisting them in climbing the career ladder and achieving their professional objectives.
More Job Satisfaction: When disabled individuals are given opportunities for career advancement, they perceive that their employer values and invests in them, leading to greater job satisfaction and increased motivation to succeed.
Improved Performance and Fewer Absentees: People with disabilities are more likely to be satisfied with their jobs and more driven to achieve when provided with options for professional growth.
Overcoming Stereotypes: Career advancement can assist disabled individuals in overcoming stereotypes and stigmas associated with disability in the workplace. They can combat negative attitudes and promote workplace inclusion and diversity by showing their skills and abilities.
Mentorship programs can be particularly beneficial, as they allow disabled individuals to connect with experienced professionals who can offer guidance and support. Through these programs, disabled individuals can gain valuable insights into their chosen career paths, learn new skills, and expand their professional networks.
Mentorship and Networking Opportunities
Programs that connect handicapped people with mentors who have been through similar situations and can offer advice and encouragement can be helpful. People with disabilities can learn more about their chosen fields, develop their talents, and broaden their professional networks through these programs. Even for those who may encounter extra professional challenges, having a large and supportive professional network may be very helpful.
Establishing Inclusive Mentorship Programs
Creating a more welcoming work environment can be aided by establishing inclusive mentorship programs. Some important things to keep in mind when designing such programs are as follows:
- Set clear goals and expectations: Before starting, the mentorship program, relationship, and each party’s duties should be clearly stated.
- Focus on inclusiveness and diversity: When designing a mentoring program, it’s crucial to have an open mind and encourage participation from all types of people is crucial. It can involve actively seeking out mentors and mentees from diverse backgrounds, including those with disabilities, and cultivating an atmosphere that is accepting of all people.
- Provide training and support: Both mentors and mentees may benefit from training and assistance, so make sure you offer both. Support and feedback throughout mentoring can also be provided, along with instruction on communication, cultural understanding, and disability awareness.
- Encourage Feedback: Feedback from mentors and mentees should be used to refine the mentorship program through frequent evaluation and adjustment continually. A more welcoming and inclusive work environment may be fostered through this method of gauging the program’s success.
Many companies already follow the best inclusive hiring methods, such as Microsoft, Accenture, and Google, which value a diverse and inclusive workforce and provide accommodations for job applicants with disabilities.
Worth mentioning is that JPMorgan Chase & Co. has implemented inclusive recruiting strategies for individuals with disabilities, including accommodations in the hiring process and partnering with disability advocacy organizations, leading to an increase in the number of employees with disabilities.
Accessible Training and Professional Development
It is vital to ensure disabled workers have equal access to career advancement by providing them with accessible training and professional development opportunities.
Offering Financial Assistance for Professional Development
Employers can provide financial assistance to disabled employees, such as reimbursement for educational expenses, professional certification fees, and funding for conference attendance, to help them access the same career advancement opportunities as non-disabled employees. This helps create a more inclusive and supportive workplace culture while enhancing the workforce’s overall skill set and productivity.
Performance Reviews and Promotion Opportunities
All employees, including those with disabilities, benefit from regular performance reviews and opportunities for advancement.
Fair Evaluation Criteria
It is essential to conduct unbiased performance reviews that focus on an employee’s real progress rather than personal preferences. Employees must be treated fairly regardless of age, gender, race, religion, sexual orientation, or handicap, and all assessment criteria must be transparent and objective.
Addressing Biases in Promotion Decisions
Evaluating employees objectively, considering their contributions rather than their biases, is essential.
Employees shall not be subjected to unfair treatment based on age, gender, color, disability, or any other designated feature, and evaluation standards should be objective and specified.
However, there are approaches to managing it;
- Formation of Criteria: Organizations may eliminate bias from promotion choices by establishing transparent standards and objective criteria to ensure that promotions are based on hard work and outcomes rather than politics.
- Training for employers: Managers and decision-makers can also be helped by providing them with training and education to identify and overcome their biases. Strategies for reducing prejudice in hiring and promotion may be taught, as can the influence of unconscious bias on decision-making.
- Transparency: In the end, businesses may guarantee that choices are made fairly and without bias by implementing transparency and accountability techniques, such as frequent monitoring and evaluating promotion decisions.
Employers may foster a more accepting and fair workplace where all workers have equal opportunity for progress and success by eliminating biases in promotion choices.
Tiffany Yu from TedEd discusses three ways organizations can change and capitalize on each employee’s abilities and talents.
A workplace that values diversity and fosters an environment in which all employees feel respected, supported, and included is inclusive. Such a workplace can have several benefits, such as increased productivity, employee satisfaction, and creativity.
Additionally, inclusive workplaces cultivate a sense of belonging to a team, which can lead to increased innovation and creativity.
Inclusive workplaces also attract and retain different talents. Employees who believe they can bring their whole selves to work will likely remain loyal to an organization.