How to Make Sure Your Workplace Supports the Differently-Abled.
Employers
By Elijah Dawson, Contributor
In today’s day and age where workplace diversity and inclusion are such a big deal, it makes sense to want to rethink whether your workplace really does cater to people from all backgrounds. Courtesy of FPC, here’s what to do if you feel that your company is not as inclusive as it should be so that it can, indeed, cater to the differently-abled too.
Create a Culture of Inclusion
Creating a culture of inclusion in the workplace is about creating a space where employees feel liberated enough to be themselves without feeling slighted in any way. For employees living with disabilities, the freedom to be themselves is even more important because every employee desires to be seen and valued for who they are, especially if their contributions in the workplace are to count towards anything.
Account for Reasonable Accommodation
In order to be more inclusive, changes will, undoubtedly, have to take place to ensure that systems, procedures, and policies take everyone’s needs into consideration; this is what is known as reasonable accommodation and is what most businesses should take into account if they want their business to be accessible to all.
Practical Changes to Workspaces
Of course, there will need to be practical changes to workspaces that one will need to contend with to make workstations and office spaces easier to work from. For example, you could try to make workstations distraction-free for those suffering from autism. Secondly, you could try to reduce stimuli such as bright light and sounds that could provoke anxiety and undue stress in those that live with autism. Other changes you could make to the office for those who may be visually impaired include implementing braille embossers, scanning devices, and digital recorders into the system, for example.
Make the Application Process Easier
If you want to attract as much top-notch talent as possible, then you’ll have to take this into consideration when coming up with your job descriptions too. For one, you’ll need to make your job description as compelling as possible so that potential candidates have a desire to work for your company. So be sure to make your job description as comprehensive as you can (without being too boring), listing all that is expected of the candidate whilst not forgetting to include what they’ll be rewarded with for their hard work. To make this a little easier on yourself, be sure to try a PDF editor online so that you can make any necessary changes to applications without having to pay for expensive software programs.
Also, make sure that job posts are kept relevant at all times so that applicants know what is required of them when they are applying and aren’t surprised by additional duties and responsibilities that they aren’t necessarily prepared for. Furthermore, you may need to take into account other application methods such as video applications or change your online application templates to make it simpler to understand and standardized for those with autism.
Make Career Progression a Focus
Career progression is considered a valuable perk for most employees who want to grow within their roles. However, if the proper measures aren’t put into place to make this seem more accessible for all, people living with disabilities may not see this as being as achievable for them. Therefore, you should try to make career progression a focus within your company by promoting leadership, scholarships, and on-the-job training for those with a desire to improve their employment prospects.
Necessary Changes
Indeed, accommodations like these are beneficial because they allow the workplace and workplace culture to be changed for the good of society as a whole, as inclusivity is a key feature of company growth and progression.
Founded in 1959, FPC harnesses a nationwide network of professional executive recruitment consultants, servicing 40 different industries and disciplines. Call (212) 302-1141.
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About the Author
Elijah Dawson created Look For Jobs Here while he was furloughed from his retail management job at the beginning of the pandemic. With many still looking for work, he hopes his site will assist and motivate them as they look for their next big opportunity.