6 Ways to Make Your Workplace Disabled-Friendly

July 28, 2017

6 Ways to Make Your Workplace Disabled-Friendly

Employers and managers are increasingly realizing the need of employing a varied and diverse workforce. About 17.5 percent of people with disability are employed as per statistics available for 2015. This means that a large majority of disabled who are qualified are unemployed and are actively looking for a job.


Creating a disabled-friendly workplace is the first step towards employing more qualified disabled candidates. A workplace which offers support and encouragement will help disabled employees perform to their full potential and be productive in what they do.


There are several things that a company, employer or the HR can do to ensure that they adopt a disabled-friendly work culture. Physical accessibility should be of topmost concern, followed by adoption of assistive technology, continued training of employees and consistent monitoring.


Here are a few tips:


1. Build Awareness and Invest in Training


An aware workforce is also an empowered workforce. For disabled employees to be fully integrated into a workplace, it is essential that all employees are familiar with the affirmed commitment of their organization to being disabled-friendly.


Sensitizing trainings and etiquette classes will help full-bodied employees gain more insight into how to best deal with disabled coworkers. Some employees may be consciously or unconsciously biased about their disabled counterparts. Quality training from the part of the company will help dispel these notions. Employees should also be given basic information on how they can help their disabled colleagues in cases of emergency.


2. Make Use of Assistive Technology


Assistive technology enables disabled people to be an active part of the workplace and has grown by leaps and bounds in the last few years. Most modern jobs require computers and use of technology. If your company invests in the right assistive technology, apps and online tools, disabled employees will be able to carry out their job responsibilities without impediments.


Some common assistive technology aids include color-coded keyboards, refreshable Braille displays, specialized screen reader software, assistive listening devices, speech recognition and sign language apps, and browsers that provide user-friendly and customizable Web interface.


It is also advised to install games or interactive activity apps on computers to engage and lighten the mood among employees.


Assistive technology becomes optimal only when you train disabled employees to best use them. Relevant and ongoing training are, hence, of utmost importance. Training should also be a crucial part of the entire on-boarding process for disabled employees.


3. Consider Outside Support


Companies can also make use of outside support to give continued training to employees. Several non-profits and government agencies are working towards more inclusive workplaces that can hold seminars and awareness initiatives at you company. This not only improves employee participation and morale, but also helps bring fresh and new perspectives to approaching the issue.


Organizations can also work with local disability organizations and self-help groups to gain access to information regarding approaches and practices used at other corporate groups.


4. Make Accessibility a Priority


A freely accessible workplace is incredibly important to disabled employees. It helps them move around, get their work done and enjoy the time spent at the workplace.


Disabled-friendly parking, wheelchair accessible doorways, ramps at entries and exits of buildings and cafeterias, wide corridors and easy access to workstations, accessible operating buttons and/or Braille in lifts, and accessible washrooms are some of the basic necessities required to make a workplace disabled-friendly. Meeting rooms and other common access areas also need to be given special attention to and made accessible to all disabled employees.


You must also make sure that the company website and all other communication materials are accessible to disabled users.


5. Be Honest With Appraisal and Feedback


Another key factor for improving inclusivity at workplace is to provide honest and fair feedback to employees, irrespective of any bias.


If managers tend to show leniency to disabled employees during appraisal, this may affect their ability to detect drawbacks and better their performance. An honest feedback will help the disabled employee feel as responsible for his or her work as other averagely-abled employees.


This point also makes it evident that senior management and managers need to be trained to inclusively lead and mentor disabled employees. The leaders may need to develop and understand communication styles that help them engage with disabled employees better. This may, in turn, require consistent and involved managerial training and workshops to achieve the desired outcome.


6. Focus on Health and Well-being


Employee health and well-being need to be of foremost priority, especially at disabled-friendly workplaces. Games, physical activities, and other recreational options can be encouraged in your company. Gyms, relaxation rooms and even sleeping pods are becoming common at workplaces.


You can also follow a policy of random drug testing at workplace to discourage the use of certain drugs. Bulk drug test kits have made the process more cost-effective and practical for companies.


Another option you can consider is including families and caregivers of disabled employees in your awareness initiatives and pre-hiring training sessions. This makes it easier for disabled employees to get used to their new roles.


Applying It


An inclusive and diverse workforce can up productivity, improve employee morale, build better brand identity for companies, and help contribute to social development. With proper initiatives and steps in place, this is something that all companies can strive for and achieve.

The Authors: 

Jane Otterson is a technical writer at Confirm BioSciences,where she specializes in the biotech sector, specifically now as it pertains to drug testing.