Tips:
Research and understand the laws and policies. For example, the Americans with Disabilities Act (ADA) and the Equal Employment Opportunity Commission (EEOC) are critical to knowing and understanding.
Review and update job descriptions accordingly. With the technology rapidly evolving, jobs are becoming more inclusive and accessible for people with disabilities. For example, due to improved video technology, jobs which were once fully in-person may now be hybrid or fully remote.
Ensure your interviewers are aware of how to be inclusive of candidates with disabilities. For more information of interviewing candidates with disabilities, visit EARN.
Learn how your company can make the workplace more accessible and inclusive. Title I requires organizations to provide reasonable accommodations for employees and candidates with disabilities. Some examples of accommodations in the workplace can be specific technology and or software, remote work opportunities, and providing written materials during the hiring and onboarding process.
Research the benefits to making adaptions or accommodations for employees with disabilities. For example, according to the U.S. Chamber of Commerce, businesses that make changes to their workplace to accommodate for employees with disabilities may be eligible for specific tax incentives. Refer to the “Resources” page to find resources to these tax incentives.