How to manage ‘differently-abled’ workforce?

About 1 in 4 of today’s 20 year-olds will become disabled and entitled to Social Security disabled worker benefits before reaching age 67.

This may be a surprising or hard-to-digest information for many people, but employers and HR leaders can’t ignore it. Leading Practices on Disability Inclusion – a report by the U.S. Chamber of Commerce – observes that many companies have already taken care of this issue and ensured that differently-abled workforce could get equal opportunity in their organizations. The report includes case studies from companies such as 3M, Merck, AOL and Northrop Grumman. It concludes that hiring people with disabilities is good for the bottom line.

Takeaways from the report

1. Differently-abled people tend to stay more loyal than others.
2. They are committed to their employer and show higher retention rates.
3. Increased tenure reduces the costs of training and integrating new staff into the business.
4. Hiring differently-abled workforce also helps companies in embracing their corporate social responsibility (CSR).
5. Most importantly, such practices promote a diverse workplace and raise team morale.

Common challenges with differently-abled workforce

Speed and Productivity

This is one of the biggest challenges especially in factory or manufacturing units with an assembly line. Differently-abled employees sometimes are not able to work at a pace comparable to other employees. They may take longer time to read or interpret documents, understand instructions or take a bit longer to move files on their desk.

Infrastructures and Technological challenges

In the USA, it is a mandate (by the law) for companies to make the workplace infrastructure friendly for the differently-abled workforce. For example, companies must modify physical aspects of the workstation to make it friendly for the disabled people or there must be a wheelchair ramp. Additionally, companies may require speech-recognition programs or software for disabled people. Many companies sometimes count it as a financial burden. However, the U.S. Chamber of Commerce report observes that disabled employees compensate the cost with productivity and loyalty.

Discrimination

Despite the stringent law, many differently-abled employees face discrimination at the workplace. For example, some managers may resist having differently-abled employees in their teams. In some circumstances, HR department may intervene and settle conflicts. Employers may also periodically communicate with employees, organize workshops or remind them about the definition and consequences of workplace discrimination.

Best jobs for differently-abled workforce

Disability isn’t necessarily a disadvantage in many businesses. For example, “speed” does not matter in the art restoration business, whereas quality does. According to the CareerCast.com 2013 Jobs Rated report, the top ten jobs and the median annual income for differently-abled people include:

How to make the workplace friendly for the differently-abled workforce?

With assistive technology (which may cost less than $500) and by integrating it with the HRIS system, companies can make the technology friendly for the differently-abled workforce. With the help of assistive technologies, differently-abled people can easily communicate with other employees and work on digital devices. In addition, there are many other steps which HR department may consider. Some of the important steps are listed here:

1. First of all, HR department must update its HRIS data with the long-term health reports of its workforce.
2. HR department may offer flexibility in working hours and dress code rules for differently-abled employees. The time tracking devices (if implemented) should be able to manage these different rules.
3. Employers may offer accommodations to differently-abled people in office premises or at client’s locations.
4. Employers should ensure that all internal communications, meetings, training and other tools are accessible and easy to use for the differently-abled workforce.
5. They should organize special workshops to educate all its employees (especially managers) on disabilities etiquette, language and work habits of differently-abled people. Policies should be articulated clearly and documentation available freely to ensure that discrimination is avoided.

How Empxtrack HR Software Supports ADA (Americans with Disabilities Act) Compliance

Empxtrack supports compliance with the Americans with Disabilities Act (ADA). The software includes features that assist organizations in managing various HR processes related to ADA compliance, such as:

1. Accommodation Management: Empxtrack allows HR teams to track and manage employee requests for accommodations related to disabilities. This includes capturing details of requests, making decisions, and tracking the provision of accommodations by ADA requirements.
2. Employee Self-Service: Employees can self-report disabilities or request accommodations through an employee portal, streamlining the communication process and ensuring that all requests are handled in a compliant manner.
3. Documenting ADA Compliance: The system provides tools for documenting the processes and decisions related to ADA accommodations. This can help organizations maintain records and provide proof of compliance during audits or legal reviews.
4. Performance and Attendance Management: Empxtrack can assist organizations in managing performance and attendance while ensuring employees with disabilities are provided with necessary accommodations. This helps to ensure evaluations are equitable and legally compliant under ADA guidelines.
5. Reporting and Analytics: The software offers reporting capabilities that can help track ADA-related data, such as accommodation requests, approvals, and accommodations provided, ensuring that the organization is meeting legal obligations and best practices.

While Empxtrack offers tools to facilitate ADA compliance, it’s important for organizations to also have policies and procedures in place to ensure full compliance with the ADA. The software acts as a helpful tool but should be part of a broader strategy for adhering to legal and regulatory requirements.

Final thought

Differently-abled workforce can be an important asset for your organization. As an employer or an HR professional, you must create policies and an environment such that you can provide equal opportunities to such a workforce. It is not only your social responsibility but it can be a profitable business proposition too.

Explore software solutions like Empxtrack that offer features that help organizations manage a range of HR processes related to ADA compliance.