For workers with disabilities, fresh momentum
From the November 2008 issue of Ceridian Connection.
Supported by a broad coalition that included the U.S. Chamber of Commerce and SHRM (Society for Human Resources Management), President Bush recently signed into law the ADA Amendments Act of 2008 (ADAAA). This new legislation reflects growing social momentum toward broader inclusiveness and diversity in the hiring of disabled workers. This article examines not only the impact of these regulatory changes but the power that drives the movement -- and how each one of us can lead the way.
"Employment continues to be the area with the widest gulf between those who are disabled and those who are not. Forty-two percent of those who are disabled and not working believe that attitudinal barriers keep them from working. ...
A significant majority of people with disabilities who work (64 percent) and people with disabilities who want to work (81 percent) have encountered supervisors and coworkers who are afraid that a person with a disability cannot do the job."
Ceridian ADA Manual for Employers, 2008
A change in social awareness
"New ADAAA legislation represents fresh momentum for those with disabilities who seek meaningful work," says Terrence (Terry) Deas, Ceridian director of diversity and inclusion. "For instance, the regulatory changes indicate that conditions such as cancer, diabetes, serious heart conditions and epilepsy are likely to be consistently considered disabilities under the new law. The ADAAA also weighs in on what it means for an impairment to substantially limit a major life activity.
"Employees will benefit from these new regulations because they will be more likely to qualify for reasonable accommodations. And employers can more easily determine which individuals with impairments are entitled to protection from discrimination and reasonable accommodations under the ADA [Americans with Disabilities Act of 1990]."
Despite this news, Deas reports there is plenty of room for improvement when it comes to the hiring of disabled workers. "We are seeing a change in social awareness, certainly," he says, "but negative stigmas remain a barrier for differently abled people who want to work. There is a call to action for companies across the nation to really understand what a valuable employee pool these individuals represent."
Assess both policies and approach
As the momentum builds to embrace the tenets of a truly diverse workforce -- and as legislation changes to reflect society's evolution in attitudes toward the disabled community -- Ceridian experts suggest that it is a great time for employers to assess both their policies and their approach.
"Ceridian's employer customers are at the forefront of equitable hiring," says Jill Barber, Ceridian compliance manager for regulations, "but some employers have not offered ADA training in years. The world has changed, so now is a good time to consider reinstituting your training programs."
Even companies that have strong policies in place to protect the rights of disabled employees might find value in revisiting their stated policies, Barber says, "Open up a dialogue with your HR colleagues and managers. Explore attitudes and opportunities. Talk about reasonable accommodations for employees with disabilities. Then document your policies and make sure everyone understands them. There is no better way to make sure that HR staff, executives and managers are aware of both legal responsibilities and moral obligations in this important area."
Ceridian employers lead the way
Lisa Hart, product manager for Ceridian talent acquisition and management, agrees that Ceridian's customers are at the forefront of equitable hiring. "Ceridian employers lead the way," she says. "These are organizations that care about diversity. They take action to attract the kind of employees that can help them thrive, and Ceridian solutions help them do so."
For employers who seek access to HR compliance guidance that is continually updated, written in plain English, and Web-based for convenience, Ceridian offers a strong HR Compliance Reference System. Spanning thousands of compliance topics and searchable by keyword, this resource answers your critical employment compliance questions and delivers comprehensive information. It also includes ways to help your organization develop responsible policies for hiring and accommodating workers with disabilities.
"The disabled community represents a huge pool of quality workers," says Deas. "These individuals are loaded with talent -- and employers need talent. As our society embraces a more inclusive definition of diversity in general, there may come a day when a person who is differently abled receives the same equitable opportunity as anyone else. Right now, for people who have a disability and desire meaningful work, there is a fresh sense of momentum. For them -- and for the employers who hire them -- the future holds much promise."
Supported by a broad coalition that included the U.S. Chamber of Commerce and SHRM (Society for Human Resources Management), President Bush recently signed into law the ADA Amendments Act of 2008 (ADAAA). This new legislation reflects growing social momentum toward broader inclusiveness and diversity in the hiring of disabled workers. This article examines not only the impact of these regulatory changes but the power that drives the movement -- and how each one of us can lead the way.
"Employment continues to be the area with the widest gulf between those who are disabled and those who are not. Forty-two percent of those who are disabled and not working believe that attitudinal barriers keep them from working. ...
A significant majority of people with disabilities who work (64 percent) and people with disabilities who want to work (81 percent) have encountered supervisors and coworkers who are afraid that a person with a disability cannot do the job."
Ceridian ADA Manual for Employers, 2008
A change in social awareness
"New ADAAA legislation represents fresh momentum for those with disabilities who seek meaningful work," says Terrence (Terry) Deas, Ceridian director of diversity and inclusion. "For instance, the regulatory changes indicate that conditions such as cancer, diabetes, serious heart conditions and epilepsy are likely to be consistently considered disabilities under the new law. The ADAAA also weighs in on what it means for an impairment to substantially limit a major life activity.
"Employees will benefit from these new regulations because they will be more likely to qualify for reasonable accommodations. And employers can more easily determine which individuals with impairments are entitled to protection from discrimination and reasonable accommodations under the ADA [Americans with Disabilities Act of 1990]."
Despite this news, Deas reports there is plenty of room for improvement when it comes to the hiring of disabled workers. "We are seeing a change in social awareness, certainly," he says, "but negative stigmas remain a barrier for differently abled people who want to work. There is a call to action for companies across the nation to really understand what a valuable employee pool these individuals represent."
Assess both policies and approach
As the momentum builds to embrace the tenets of a truly diverse workforce -- and as legislation changes to reflect society's evolution in attitudes toward the disabled community -- Ceridian experts suggest that it is a great time for employers to assess both their policies and their approach.
"Ceridian's employer customers are at the forefront of equitable hiring," says Jill Barber, Ceridian compliance manager for regulations, "but some employers have not offered ADA training in years. The world has changed, so now is a good time to consider reinstituting your training programs."
Even companies that have strong policies in place to protect the rights of disabled employees might find value in revisiting their stated policies, Barber says, "Open up a dialogue with your HR colleagues and managers. Explore attitudes and opportunities. Talk about reasonable accommodations for employees with disabilities. Then document your policies and make sure everyone understands them. There is no better way to make sure that HR staff, executives and managers are aware of both legal responsibilities and moral obligations in this important area."
Ceridian employers lead the way
Lisa Hart, product manager for Ceridian talent acquisition and management, agrees that Ceridian's customers are at the forefront of equitable hiring. "Ceridian employers lead the way," she says. "These are organizations that care about diversity. They take action to attract the kind of employees that can help them thrive, and Ceridian solutions help them do so."
For employers who seek access to HR compliance guidance that is continually updated, written in plain English, and Web-based for convenience, Ceridian offers a strong HR Compliance Reference System. Spanning thousands of compliance topics and searchable by keyword, this resource answers your critical employment compliance questions and delivers comprehensive information. It also includes ways to help your organization develop responsible policies for hiring and accommodating workers with disabilities.
"The disabled community represents a huge pool of quality workers," says Deas. "These individuals are loaded with talent -- and employers need talent. As our society embraces a more inclusive definition of diversity in general, there may come a day when a person who is differently abled receives the same equitable opportunity as anyone else. Right now, for people who have a disability and desire meaningful work, there is a fresh sense of momentum. For them -- and for the employers who hire them -- the future holds much promise."
