People who have always been disabled that have used reasonable accommodations in previous jobs.
People who have recently become disabled and have resumes resembling that of nondisabled workers.
They would rather work then live off government subsidies.
They take their commitment very seriously because of the difficulties of finding a job.</li></li></ul><li>Questions to Ask Yourself<br />Take a look at your company’s policies<br /><ul><li>Do your job announcements reach the visually impaired?
Do people with physical disabilities regularly apply to your company?
Does your company have policies and training to properly handle an employee that uses a wheelchair?</li></li></ul><li>Take Action<br />Make the Commitment<br /><ul><li> If you answered “No” to any of the previous questions then you should seriously consider making some changes.
Making the decision to change and staying committed to those changes will be the hardest part.
There are simple step you can follow to help you implement changes that will make your company more disability-friendly.</li></li></ul><li>Plan of Action<br />Steps to Follow <br /><ul><li> 1. Build a resource library
1. Send letters to organizations for the disabled
2. Include pictures of disabled workers in your media
3. Write a nondiscrimination policy relating to disabled employees
4. Make a brochure with this policy and the benefits for disabled employees
5. Send job announcements to college disability offices
6. Advertise your company in a magazine read by disable workers </li></li></ul><li>Update Job Descriptions<br />Step Three<br /><ul><li>Make sure that your job descriptions are updated and not discriminatory towards the disabled job applicants.
Not updating your job descriptions could leave out disabled workers from the get go.
Example: If the old job description says that an office assistant needs to be able to answer phones, but now you are just looking for something that is comfortable with computers, then the deaf applicants are left out for no reason.</li></li></ul><li>Familiarize Your Staff<br />Step Four<br /><ul><li> Be sure that your staff is familiar with the rules
Only three circumstances allow employers to start a conversation about reasonable accommodations at the pre-offer stage of the recruitment process
Employer reasonably believes the applicant will need accommodation because of an obvious disability.
Employer reasonably believes that the applicant will need accommodation because of a hidden disability that the applicant has voluntarily disclosed.
The applicant has disclosed a need for accommodation.</li></li></ul><li>Keep Informed<br />Step Five<br /><ul><li> Keeping informed about new accommodations is very important to staying committed.
Invest in your disabled employees by using new accommodations that help make increase productivity.
Reasonable accommodations are not necessarily expensive.
A lot of disabled employees are affiliated with organizations that could make contributions towards the new accommodations. </li></li></ul><li>Conclusion<br />Decide. Plan. Commit. Succeed. <br /><ul><li> Take a look at your company’s policies relating to disabled employees