The business case for employing people with disabilities has never been stronger. While in the past it was just considered a matter of “doing the right thing,” employers now know the practice makes good business sense.[1] And yet, the unemployment rate for people with disabilities remains more than twice that of those without disabilities – 9.2 vs. 4.2 percent.[2] 

Research suggests one reason for the disparity has to do with employers worrying that employees with disabilities might burden the company in some way.[3] In reality, though, disability accommodations aren’t all that costly. According to the Americans with Disabilities Act, reasonable accommodations are required as long as the required modifications do not result in “undue hardship for the employer.” Most accommodations typically result in utilizing specialized equipment, providing alternative formats for instructions, or extending common practices such as telework.

Are you worried about having to provide reasonable accommodations or don’t know where to start? The iDisability™ module, “Best Practices in the Employment of People with Disabilities,” was created specifically for that purpose. The content addresses the processes associated with accommodation requests, distinguishing which elements within the accommodation process are the responsibility of the employee, and which are the responsibility of the employer. 

Nearly 1 million business users across a variety of industries have already benefited from iDisability™, an e-learning platform specifically designed to educate organizations and ensure employees have the knowledge required to effectively communicate, interview, hire, accommodate and engage every employee within the workforce. To schedule a demonstration, complete the contact form.  

Reference material:
[1]https://www.businessnewsdaily.com/7599-hiring-people-with-disabilities.html
[2]https://www.bls.gov/news.release/disabl.nr0.htm
[3]https://www.pbs.org/newshour/show/job-opportunity-still-lagging-people-disabilities