ADA's 30th Anniversary

Sunday, July 26th marked the 30th anniversary of the Americans with Disabilities Act (ADA) being signed into law. I was surprised to learn that 1 of 4 adult Americans live with a disability, which is 61 million people. “At some point in their lives, most people will either have a disability or know someone who has a one,” said Coleen Boyle, Ph.D., director of the CDC’s National Center on Birth Defects and Developmental Disabilities. “Learning more about people with disabilities in the United States can help us better understand and meet their health needs.” As part of the anniversary celebration, NPR’s Morning Edition wants to collect stories from individuals with disabilities.

Despite 30 years of effort, employment statistics show that the unemployment rate for individuals with a disability is roughly two times higher than the rate for those without a disability. Unemployment rates are higher for Black and Hispanic individuals who have a disability. Employers have opportunities to improve their organization’s ability to recruit, hire, train, mentor, and support individuals with disabilities. The following list identifies questions that human resource professionals can ask to better welcome and support individuals with disabilities in their workplace.

• Is your online application system and website accessible to individuals with a disability? The Job Accommodation Network provides a 15-step SNAP Tool to help organizations self-assess their online application process. One easy step is to verify that your site includes instructions on how an applicant can get help during the application process or ask for a reasonable accommodation. Most requests for an accommodation during the application process are reasonable. One example is providing a sign language interpreter when a qualified applicant, who is deaf, applies for a position.
• Do your policies reflect your organization’s commitment to an inclusive workforce in addition to the standard compliance-focused ADA polices? The Employer Assistance and Resource Network on Disability Inclusion (EARN) has developed free resources that you can customize for your organization called Lead the Way: Inclusive Business Culture.
• What training is available that will provide an overview of the ADA and employer requirements? The ADA National Network provides free online training. 
• What are some ways to promote awareness about living with disabilities in the workplace? The ADA Anniversary Organization provides a list of monthly themes to celebrate inclusiveness for individuals with disabilities. Additionally, free resources are available to promote the National Disability Awareness Month in October. Providing employees with opportunities to share their stories is an easy way to highlight their important contributions in the workplace.
• Has your organization considered implementing Employee Resource Groups? The Viscardi Center provides a Toolkit for Establishing and Maintaining Successful Employee Resource Groups.

The ADA applies to employers with over 15 employees. The Equal Employment Opportunity Commission (EEOC) provides an explanation of employee rights and employer’s responsibilities. In Idaho, the Anti-Discrimination Law applies to employers with over 5 employees. Federal contractors and subcontractors have additional responsibilities to recruit, hire, promote, and retain individuals with disabilities under Section 503. In addition, federal contractors and subcontractors have additional recordkeeping requirements.

During the COVID-19 pandemic, there has been discussion about the interaction between COVID-19 and the ADA. The EEOC has provided updated Technical Assistance Questions and Answers to help human resource professionals during this time.

Because individuals with disabilities represent about 25% of potential customers and employees, organizations find that it makes business sense to promote a culture of inclusivity. I encourage you to watch these uplifting videos by Walgreens and Pepsi and consider ways to foster employment opportunities for individuals with disabilities.

If you would like to visit about the ADA and inclusive workplace ideas, please contact me at 1-208-488-7629 or e-mail me at bblitman@ameriben.com.