Here are four things to know about how employers consider hiring and disability, according to David Lewis, President of OperationsInc. (www.operationsinc.com).
In his interview with Marketplace.org, Lewis stated that larger companies are often more accessible. Big business is set up to hire from a broader range of backgrounds, including people with disabilities. Larger companies are more likely to have a good understanding of what accommodations are and how to implement them. They are more likely to work out of up-to-date office spaces. Small businesses may not have the same comprehensive understanding of what "reasonable accommodations" are or how to implement accommodations.”
The job description is “a big deal.” A lot of hiring discrimination may come down to the actual job posting. By writing job descriptions with more inclusive language, employers can remove the expectation, for example, that the applicant is able-bodied and/or neuro-typical. This would open the application process to a wider group.
Outreach could solve a lot of problems. Lewis recommends that employers who want to make their workspace or hiring process more accessible reach out to organizations that work with people with disabilities. These groups can help employers find equipment and grant money, but can also help with the basics, like writing job descriptions, and creating a dialogue between the business and potential employees who have disabilities.
Listen to the original interview here: