With a historic labor shortage, almost every employer is adopting unique ways to attract and retain talent. But even in this tight labor market, there is one section of people who are underemployed and ready to work – people with disabilities.

Most companies have always avoided hiring people with disabilities, primarily due to the belief that they won’t perform, which will result in a drop in performance and, ultimately, profits. In fact, according to the U.S. Bureau of Labor Statistics (BLS), the unemployment rate for people without disabilities was 7.9%, whereas the rate for people with disabilities was 12.6%.

That being said, more companies are now open to the idea of hiring people with disabilities as they have recognized the unique talent and creativity that they often bring to the table. Moreover, hiring people with disabilities can show a company’s commitment to diversity and inclusion.

That being said, inclusivity doesn’t just end at hiring people with disabilities. Employers need to ensure that once these employees have been hired, their onboarding is seamless and inclusive as well.

Accessibility Tools Can Make All the Difference

Accessibility does not just imply the installation of accessible ramps and Braille on signs. It also entails researching technology and how it may enhance an employee's capacity to be a top performer. Adjustable workstations and screens, better lighting, color-coded keyboards, screen reader software, and sign language applications are just a few examples.

In both Windows 10 and Office 365, Microsoft has created accessible solutions that are both practical and intelligent. Closed captioning, live call transcription, and narrator-to-read text are examples of these. They also include software solutions that enable employees to ensure that their work and emails are accessible to coworkers.

Promote & Train for Inclusion

Most of us will claim that we do not discriminate against people with disabilities. However, when disability prejudice is combined with the anxiety of the unknown, the company’s overall performance can be negatively impacted.

For example, if hiring managers are not prepared to interview disabled applicants, the whole process may be biased. Fear of saying the incorrect thing may lead the interviewer to stay quiet rather than ask pertinent questions. They may spend the interview thinking about whether the applicant is capable of doing the job despite their disability. In addition to this, the nervousness of the interviewer will impact the interviewee’s performance and might result in you losing out on a good resource.

To prevent this, employers must provide recruiting managers with disability inclusion training. Moreover, interviewers should only ask questions on key abilities that will assist them in evaluating the person rather than their impairment.

Training should not be limited to the management team. All workers must be aware of what they can do to contribute to a more inclusive workplace. Include this training in your onboarding process.

Even with this disability training, individuals are prone to forgetting or making errors. Reminders about best practices may be incorporated in team meetings to keep them at the forefront of everyone's minds.

Expert Advice Is Always Pertinent

There are many companies and organizations that you may employ if you want expert advice on how to make your workplace more inclusive and disability-friendly. However, your business may already have all the resources needed.

Businesses should consider collaborating with disabled employees to identify problems that may be addressed or improved. They should also focus on executing improvements that will immediately enhance the productivity and performance of the employees.

The United States Department of Labor (DOL) provides online guidelines and a checklist for businesses that want to assess their facilities' accessibility for people with disabilities. Here are some of the most prominent factors to consider :

• Are there parking spots near the workplace entrance?
• Is there a route from the parking lot to the building's entrance that has stairs or sudden level changes?
• Are access ramps properly graded and equipped with handrails?
• Are the doors at least 36 inches wide and simple to open for wheelchair access?
• Is the human resources office or the location where the application procedure is carried out easily accessible?
• Would a disabled person have access to a toilet, a water fountain, and a public phone?
• Are elevator control panels installed at a height that’s less than 54 inches above the floor and equipped with elevated symbols or numbers?

Employers must be receptive to any ideas, no matter how little they seem. After all, even tiny adjustments can often make the biggest impact.

Celebrate National Disability Employment Awareness Month

The United States Congress declared October as National Disability Employment Awareness Month in order to promote awareness of the employment requirements and contributions of people with all kinds of disabilities.

By organizing an event, employers can engage their workers in the discussion. In this meeting, they should summarize all of the improvements the business has implemented in the past year to enhance accessibility. They should also allow an inspiring speaker to speak on how inclusiveness has enhanced their capacity to contribute to their full potential.

Alternatively, employers should consider giving disabled workers firsthand experience with accessibility. This can be done by modifying computers by getting rid of the mouse and instead relying on keyboard navigation, a screen reader, or voice recognition.

Only when employers and colleagues can understand the needs of others, will they be more empathetic and inclusive in the workplace.

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