According to the 2015 American Community Survey from the U.S. Census Bureau, the number of noninstitutionalized people with disabilities in the United States is 12.6 percent, so it's easy to see how hiring employees with disabilities opens companies up to a wider talent pool. Whether your company is preparing to hire or currently employs people with disabilities, use these 10 key practices to support these employees for a more inclusive culture in the workplace.
1. Don't Judge Based on Abilities
If an employee has trouble with a task or doesn't know how to do something, avoid hasty judgment. Instead, provide guidance and allow extra time for the employee to get the hang of a task or process if needed. Be sure to have a conversation with employees with disabilities about expected duties and responsibilities, just like you would with any employee.
2. Create a Relaxed, Respectful Atmosphere
Everyone in the office should remember that employees with disabilities are people just like them. While stigma toward employees can create uncomfortable situations, strive to keep the office atmosphere relaxed and conversations respectful.
3. Control Expectations
Avoid making any unjust assumptions about employees with disabilities, whether that means underestimating or overestimating their abilities. Maintain open communication so you can better understand what your employees need and what you should expect in terms of performance.
4. Be Concise
Give clear directions for job duties and projects, and provide honest feedback. Although you should always be respectful, you should never withhold feedback that can help the employee become a better worker.
5. Show Employees How to Ask for Help
No employee should be afraid to admit he doesn't understand something or need assistance. Give your employees clear instructions about how they can seek help when they need it, and emphasize that asking for help is not looked down upon.
6. Focus on the Person
Employees with disabilities are not defined by those disabilities. Always maintain focus on what matters most in the workplace: the person's character, skills and qualifications.
7. Evaluate Employees' Roles
Just like any other employee, employees with disabilities may occasionally be assigned to a job that isn't the best fit for their skill set and personality. Evaluate employees' roles to determine whether they're in the position that matches them best.
8. Allow Silence
Some employees with disabilities may take longer to respond. Instead of filling in the space with empty chatter, allow for silence to show employees that you respect their communication style or needs.
9. Ensure Understanding
Different learning styles and techniques can sometimes lead to misunderstandings. When teaching new employees, ask them to repeat back to you what you've taught to ensure they understood your message.
10. Establish Social Standards
Don't assume that common social expectations come naturally to everyone. Clearly establish and communicate social standards to maintain cohesion among employees and help create an inclusive culture.
Employees with disabilities may need some leeway ranging from physical office adjustments to special schedules, but for the most part, the practices that help these employees do their best apply to all workers. Implement these ideas to create a respectful, supportive environment for the whole workforce.
Photo courtesy of Praiseang at FreeDigitalPhotos.net
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