Most workplaces have accessibility options for the disabled by default because of the Americans with Disabilities Act. Your business can go above and beyond by showing that you want to ensure that your disabled employees are considered just as much as your able-bodied employees.
For example, if you have more than one disabled employee, consider how the restrooms in your business are set up. Is there only one bathroom for anyone who is disabled? If so, add accessibility in a second stall as well.
Look into recent improvements in physical access technologies as well as updates and suggestions that the ADA has made on how to improve accessibility for disabled employees.
Train an ASL Interpreter
One study shows that, in 2014, 47% of deaf people were not part of the workforce. That high number is not because of a qualifications issue but because of an accessibility issue.
To answer part of this problem, employers should look into hiring an ASL interpreter. Businesses can choose a sign language interpreter who is certified in translating using American Sign Language or train an existing employee to interpret when needed.
Professional ASL interpreters generally earn specialized degrees specifically to do what they do. If you have sufficient budget and enough employees to benefit from the presence of a professional interpreter, that might be worth considering.
Cover All Aspects of Your Business’ Space
We generally focus on the internal spaces of our business when preparing to accommodate disabled employees. Remember to look at every aspect of your business’ space, inside and outside, and consider the accessibility of it.
Do a walk-through of your workplace and ask yourself a few questions. Think about accessibility aspects, such as are there enough handicap-accessible parking spaces? Are doors and hallways wide enough to fit wheelchairs? Are phones, copiers, and shared equipment accessible by height and with raised symbols and numbers?
Ask for Suggestions
Many disabled employees will prefer that you have a conversation with them directly about how to make your business and workplace more accessible for them. You don’t have to guess how to help them, you can ask them in person.
Don’t be afraid of this conversation and don’t shy away from it. If you’re not sure how to build up to the discussion, let the disabled employee know there’s a learning curve for you from the beginning and be sure to start the conversation in a setting that they will be comfortable in.
These are just four of the steps that you can take when evaluating how accommodating your business and workplace are when it comes to disabled employees. Evaluate these points at least once a year and have open discussions with your employees about how to better accommodate them.
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