Accessibility should be a core part of every workplace – not only to ensure an inclusive environment that complies with the Americans with Disabilities Act but also to help boost your bottom line. As per a recent study by Accenture, Companies that implemented diversity, equity, and inclusion (DEI) practices experienced a 28% increase in revenue and a 30% increase in economic profit margin while their net income doubled. By improving accessibility in your workplace, you can create a welcoming and inclusive environment while improving your access to talent and employee retention.
Make your HR policies and documents accessible
Make sure your job descriptions and postings are up-to-date, accurate, and accessible, particularly about key job tasks and responsibilities. So, for example, if driving isn’t a key responsibility in a role, make sure it doesn’t list a driver’s license as a requirement – people with visual disabilities typically don’t apply for roles that involve driving, which means you’re missing out on otherwise qualified potential employees. You can also assess your HR processes to ensure they’re inclusive and not inadvertently excluding people with disabilities. In fact, by adopting a mindset that prioritizes accessibility, you’ll be in a better position to spot and solve potential problems as needed.
Offer leadership pathways for employees with disabilities
Underemployment is a common challenge for people with disabilities, who work part-time at higher rates than those without disabilities (32% and 17%, respectively). As such, people with disabilities on low incomes may also need to claim benefits like SSDI. The application process for disability claims can be complicated, however, and people with disabilities may need to pay special attention to certain details to avoid roadblocks. Moreover, by creating leadership pathways for employees with disabilities, you can help them advance their careers and increase their income. So, arrange for HR personnel to assess each employee’s unique skills and talents and their significant opportunities for career mobility within the company.
Create a support group for employees with disabilities
Affinity groups (also known as employee resource groups) are key to fostering an inclusive and accessible workforce; they’re typically centered around a particular shared identity, such as disabilities, religion, or ethnicity. In a disability affinity group, members can provide support to one another, while informing management of ways to bolster accessibility in the workplace. They can also boost representation and visibility for employees with disabilities in the workplace. You can also provide the affinity group with funding for members to put towards professional development. By providing this type of financial support, you can make it clear your business values and champions employees with disabilities and wants to help them advance their careers.
Creating an accessible workplace that welcomes people of all abilities is a must for business success. By making your HR policies and documents accessible, offering leadership pathways for employees with disabilities, and creating an affinity group, you can effectively foster an inclusive and accessible environment.
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