People with Disabilities in the WorkforceAnytime a company is interviewing potential employees, there is always the chance that a disabled person will apply for the position. If a person is able to fill out an application, then it could be something as simple as a short attention span or just the need to focus on things for various lengths of time. Other disabilities may require special handicapped access to let the employee work in the area easily and still reach everything they need for the job.
As a business owner, the best place to begin might be the SBA where they can give specific advice, based on the type of company you own and the positions that will be open. This will help you start out on the right foot and hopefully avoid any unnecessary lawsuits. These laws may change over time, so keep yourself updated and current on the changes when they're announced.
Remember that a disability doesn't mean you have a disadvantaged employee; it just means that a certain environment has to be provided in order for them to be most efficient. You will also be surprised at how productive they can be, and how sometimes it seems like they don't have a disability at all, such as with Aspergers Syndrome. This is a high level of functioning form of autism and gives the employee certain efficiency when it comes to paying attention to details or numbers. In order for both parties to be happy with this position, sit down and talk frankly about where they feel the most effective and how their skills match up to what the company needs.
Pay attention to the changes and policies put in place by the U.S. Department of Labor as well. This will help you pass any surprise inspections and make sure you avoid fines and last-minute renovations to accommodate certain employees.
Some of the myths about hiring disabled people include that they may not keep up on attendance or will be less productive than other team members, however, this has been proven to be completely false. You'll find more likely that these employees are grateful for the work and show it up by producing more and showing up more often than team members who don't have a disability. You'll see also that a person like this on your team makes it more diverse and dynamic and helps customers and employees of all types feel welcome and that they have value. It's important to these employees that they are judged solely on how they work and what they produce, rather than the disability they deal with. The application of people with disabilities should be considered just as strongly as other applicants, as this will only bring a new range of benefits to your company.
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