According to the Centers for Disease Control (CDC), 26% of adults in the United States have some type of disability. However, unemployment is usually 10.1% or higher. One of the reasons for the underemployment of persons with disabilities (PwD) is that businesses routinely ignore their value.
It’s vital to ensure that you provide job training for adults with learning disabilities and support them. Employing people with disabilities means attracting more candidates, increasing your talent pool, and boosting productivity.
Here are a few ways that you can help disabled employees succeed in the workplace.
Being a rockstar recruiter goes beyond simply stating on job descriptions that you can adapt your interview processes to meet different candidates’ needs. A large number of recruitment agencies aren’t approachable or accessible to people with disabilities. Ensure your online application systems and job descriptions are genuinely accessible to all people.
This could mean providing documents in large print for people to print, uploading easy-to-read versions, or creating them in braille.
It’s essential to remember that not all disabilities are physical. This is something that you should take into account when modifying your work conditions for all employees. Employees with near-divergent conditions such as dyslexia, ADHD, and autism can find loud noise and bright lights difficult.
Consider providing natural lighting, noise-canceling headphones, and a space in the office they can retreat to. Better yet, allow your employees the flexibility to work from home. This will give them the flexibility to decide when they want to go into the office and avoid hours of commuting.
Additionally, if you are meeting clients or holding a conference at an external venue, always ask beforehand if the property is accessible for your employees with mobility issues. It’s important that everyone feels included not just inside of the workplace but also outside.
Employees who do not have disabilities may be unaware of the needs and support required by coworkers who have a disability. Training people about the difficulties that those people might face at work can open their eyes to things they should be considering.
Training does not have to be formal; it can be ongoing and peer-led. Consider having your employees with disabilities speak up about issues they have encountered if they are comfortable, so people get a first-hand experience of difficulties on the job.
Team activities can be a big part of how your team gels. After all, it’s where people get to talk to each other about something other than work. Having a good working relationship with colleagues can make a difference in getting work done.
You should ensure everyone can attend and participate in team events. If you are having a get-together in the office, make sure that all of your coworkers with disabilities know about it and are able to participate if they want.
The Simmons Advantage is here to help your team foster an inclusive and empowering environment for all workers. Check out our approach to get a better idea of what we do or schedule a consultation with one of our specialists.
We can support your team in the development of inclusive job skills training programs for your employees with disabilities.