Many U.S. employers know that people with disabilities are highly competitive and can contribute to the success of their business. However, when hiring a person with a disability, they must think of not only the physical accommodations required by law, but also how to improve the working environment in order to get the best output from all employees.

The Job Accommodation Network (JAN) is an organization backed by the U.S. Department of Labor that offers free advice to businesses and others about adaptive policies and procedures for employees with disabilities. Kendra Duckworth, a human factors consultant with JAN, is an expert on adapting and modifying the work environment for people with disabilities. Her studies of adaptive tools and equipment, and the resulting cost/benefit relationship, have shown that 49% of employers who have performed accommodations did not incur any costs. Examples of cost-free accommodations include repositioning files and bookshelves, or changes in policies such as allowing for more rest periods or food at the work station. Seventy-eight percent of employers are able to institute accommodations such as building ramps, accessible desks, or installing adequate lighting for less than $500. In general, remodeling costs to businesses are minimal, and offer a great benefit to their employees (with or without disabilities) who feel more comfortable and can perform their work more efficiently.

Accommodations can also be useful for those who have been injured on the job. Research performed by JAN indicates that it is more beneficial and inexpensive for businesses to perform the necessary accommodations and reincorporate the employee than it is to pay worker’s compensation.

Julie Reby Wass is an attorney with more than 20 years experience in labor law and is the mother of a 19-year-old son with autism. She says that even though many businesses may intend to hire people with disabilities, they must be open-minded, she says, and not succumb to fear and ignorance. Hiring people with disabilities should not be seen as an invitation to problems or lawsuits, but as an opportunity to engage new employees and increase efficiency in business.

At the same time, employees often do not know or understand existing disability regulations within their organizations. Wass suggests that applicants or new employees with disabilities talk to their employers and negotiate the terms and conditions for mediation in case problems arise. This way, going to court is not the only resource for solving conflicts. It is important for people to understand that the harmful and unnecessary use of grievances against employers promotes fear that might hurt the chances of people with disabilities looking for jobs in the future.

Finally, we cannot ignore the fact that day by day society finds itself increasingly more exposed to people with disabilities; we see children in schools, youth in colleges, adults in jobs and homes, families in malls and in parks. Therefore, we must educate ourselves in interacting assertively and respectfully with persons with disabilities.

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