The Disability Accommodation

People with disabilities possess a variety of talents and capabilities that an organization may need

They are, nevertheless, the most underemployed. Disability accommodations relate to changes an organization makes to its surroundings to make it more hospitable to those with disabilities while also taking into account others who are not disabled (Nevala, Pehkonen, Koskela, Ruusuvuori & Anttila, 2015). Disability accommodations may involve rearranging workspaces, providing information in an alternative format, taking technological advancements into consideration, or altering working hours or tasks. Every company has a responsibility to accommodate. Any disadvantage to current employees, potential employees, or clients must be removed by the service provider or employer. Such a disadvantage will include the hiring process of employees as well as accommodating the employee after being employed.

Disability accommodation influences organization in different manners

One such influence is in terms of organization of the workplace. For instance, a person that is disabled and uses a wheelchair will need a flat place or rather avoid staircase. In such instance, a company will need to build sloppy lanes to allow such employees to move freely around the building. Deaf or blind employees will also need different ways in which other employees can communicate to them. The organization may need to have a person who knows sign language to help translate between another employee and the disabled worker. Without a medium for such communication, carrying out tasks may be a big issue. One of the positive ways in which disability accommodation influences the organization is by making other employees respect disabled people (Meeks & Jain, 2015). Organization gives other individuals the platform to understand the struggle of disabled people as well as respecting them in life.

Implementation of disability accommodation may cause problems

such as disorienting the work place space. For instance, many organizations are used to having steps or rather stairways where the use of a lift is not applicable. Building with one to three floors usually avoid the use of lifts because it is not economically viable. The company will have to incur extra cost to make stairways that are favorable to people that use a wheelchair. Another problem that may manifest itself in the workplace is an increased number of employees. For instance, a deaf employee will need a person that knows sign language to communicate with the rest of the employees. The organization may have to pay for a sign language expert. Other employees may feel awkward around disabled individuals such as those suffering speech and language disorders.

Pros of disability accommodation

One of the advantages of disability accommodation is that it allows disabled people to be part of the community (Meeks & Jain, 2015). The disabled have always been sidelined in the workplace. One of the reasons given is that they cannot be as productive as other individuals. Disability accommodation ensures that this myth is overcome. Conversely, it helps the disabled to be independent. Most disabled people depend on other people or charity groups to sustain themselves. Having a job helps them to be self-independent.

Cons of disability accommodation

The main con of disability accommodation is the cost incurred by the organization (Nevala, Pehkonen, Koskela, Ruusuvuori & Anttila, 2015). Most organizations cannot afford to make structural changes. In most situations, the number of disabled people is few. Making these changes is therefore not economically viable. Other employees may be distracted by the changes made for the disabled. They may feel less valued by the organization. The many changes can increase sentiments against the disabled even though it is not their problem.

Recommendations for the staff

One recommendation for the staff is to accept that every person is different. People with disabilities have suffered for a long time as a result of being undervalued by employees. The staff should understand that the disabled have families as well and they need to support them. The staff should be educated on the challenges that the disabled go through. Additionally, they should be given the statistics of how much money is given each year as charity to support them. If the disabled can be employed, such an amount of money may reduce over time. The rest of the money can be used for the disabled who cannot work completely. The staff should be educated on such issues to improve their understanding of what people with disabilities want.

The role of human resource professionals

The main purpose of the human resource is to communicate this information to the staff. They have the role of making the staff understand that people with disabilities can work and they are not a burden to society. Human resource professionals also have the work of integrating the disabled with the other workers. Such a measure will help reduce awkwardness around the place. Many disabled people hate being viewed as special people. By making the staff understand that they are normal, such awkwardness in the workplace will reduce. The human resource has the work of handling complaints from the disabled on the way they are being treated by other individuals. By taking these measures, disability accommodation can be easy and advantageous for all groups.

References

Meeks, L. M., & Jain, N. R. (2015). The Guide to Assisting Students with Disabilities: Equal Access in Health Science and Professional Education. Springer Publishing Company.

Nevala, N., Pehkonen, I., Koskela, I., Ruusuvuori, J., & Anttila, H. (2015). Workplace accommodation among persons with disabilities: a systematic review of its effectiveness and barriers or facilitators. Journal of occupational rehabilitation, 25(2), 432-448.