How to Stop Disability Discrimination
If you’re wondering how to stop disability discrimination, there are a number of steps you can take. First and foremost, you need to know the laws surrounding disability discrimination. The American with Disabilities Act (ADA) protects people with disabilities and those who are treated as though they have a disability. This law is extremely harsh and unforgiving when employers behave in a discriminatory manner. However, there are some things you can do to combat discrimination in your workplace.
The ADA prohibits discrimination based on disability, and employers have a responsibility to provide reasonable accommodations for employees with disabilities. Reasonable accommodations include modifications to job assignments, work schedules, and exams. Special bathrooms, specialized equipment, and modified work stations are all examples of reasonable accommodations. If you’re facing discrimination in your workplace, you need to know your rights and take action. Here’s how to stop disability discrimination in the workplace.
Make sure your anti-discrimination policy is permanent in the employee handbook. A knowledgeable attorney can write this policy for you. Be sure to train your team on the rules and expectations regarding disability accommodations. It is also a good idea to have a strong anti-discrimination policy that you share with your team. You can even ask your employees to sign a statement of compliance when they join the organization. If the workplace culture is discriminatory, it’s time to get rid of it.
How to Stop Disability Discrimination in the Workplace
Despite being a historically pervasive and damaging practice, disability discrimination can still exist in the workplace. Employers need to be aware of the law and its consequences, so they can implement policies and practices that will promote inclusion, deter discrimination, and help disabled employees excel. While there has been some progress in recent decades, more needs to be done to create a workplace that is inclusive and accessible to all. This can be accomplished through ADA policies and training.
As a general rule, employers cannot ask job applicants about their disabilities prior to making an offer. However, they can ask whether the applicant can perform the duties in the position with a reasonable accommodation. For example, if a job requires a person to lift twenty pounds, the employer cannot ask whether the applicant is capable of doing the job safely. Even worse, they cannot ask the employee about the disability while they’re interviewing them.
In addition, harassment is considered illegal under the ADA. In some cases, employers might simply treat an employee in a way that is humiliating or antagonizing. For example, if an employee is consistently teased at work because of his disability, this could qualify as harassment. The ADA prohibits discrimination against qualified individuals with disabilities, as this includes discrimination in hiring and job application processes, compensation, job training, public accommodations, and more.