Every American has unique talents and capabilities, and Title I of the ADA obliges employers to remember this fact when people with disabilities come to the employment table.
The ADA directs that people with disabilities be given equal consideration in terms of “job application procedures, hiring, advancement or discharge, compensation, job training and all other conditions and privileges of employment.” Among those conditions and privileges is “Reasonable Accommodation.”
While some might feel any change in the workplace to accommodate people with disabilities is risky, the facts are these [source]:
- Workplace accommodations are inexpensive or free to implement – 57% of accommodations cost absolutely nothing, while most others cost around $500.
- Providing workplace accommodations generates indispensable returns such as retention of valuable employees, enhanced productivity and morale, lowered workers’ compensation and training costs, and enriched company diversity.
Large corporations such as 3M, Target, Verizon and many more, have employed innovative and creative measures to successfully include people with disabilities in their workforces!
There are a number of helpful organizations such as the Job Accommodation Network, which assist employers in meeting ADA requirements. MSCOD is at your service to assist you with finding the most appropriate resource.
What employers need to remember is that people with disabilities can and want to perform their jobs as required, and when they pass the same selection criteria as those without disabilities, they must be given the same considerations in employment. Basically, they must be given the opportunity to compete in the job market.
Find out more about Small Businesses and the ADA (PDF).
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