Adapting The Modern Hybrid Workplace To Employees Living With Disability

Adapting The Modern Hybrid Workplace To Employees Living With Disability: The US workforce has an increasing number of people within that would be considered disabled. According to Fast Company, some 5.8 million members of the US labor force live with some form of disability. For these people, fast-moving workplaces can often be a source of danger and demotivation. Employees living with disability require reasonable adjustments in their workplace, and the rapid change impacting will cause concerns for those employees. Businesses must take a re-evaluation of their practices to ensure that they’re providing a good service for employees living with disability, and ensuring that they meet all necessary regulatory requirements.

Adapting The Modern Hybrid Workplace To Employees Living With Disability

Taking a granular approach

The nature of disability is always shifting. What have typically been seen as physical injuries now encompass mental health conditions in addition to the full range of conditions and ailments that can be diagnosed. Indeed, one area in which many employers must focus is short-term disability; a specific type of leave and wage compensation for when a traumatic injury forces time away from the office. With employees out of the office it can be harder to notice these issues and to communicate properly. There is currently a greater focus from the federal administration on rights concerning people with disability. According to a recent Whitehouse press release which commemorated the anniversary of the landmark disability legislation, the ADA, a few key statistics concerning disabled workers in the labor market will be targeted for greater enforcement action – it’s crucial that businesses ensure that they’re ticking the boxes now.

Being flexible in approach

With coronavirus restrictions gone, many bosses are now looking to get workers back into the office. According to Forbes, they are winning, with 50% of the pre-pandemic attendance level being met. The hard-nosed approach to getting workers back into office real estate is not something typically beneficial to those living with disability. Remote working has been very beneficial for many, enabling them to conserve energy, especially where mobility problems are concerned. Others may prefer to get into the office, as it can be beneficial to mental health. In order to satisfy health and safety demands, it’s important to work with occupational health and physicians to ensure every employee is provided with flexibility to support their overall attendance.

Going the extra mile

Workers living with a disability are increasingly finding power in the job market, according to the New York Times. The tightening of the wider market means that many employees are able to demand more and assert themselves more rigorously – and this is an opportunity for employers. Aside from meeting the bare minimum under local health and safety laws, use this as a chance to enhance your own offer.

The changes that many US workplaces experienced over 2020-21 are not acute. They will persist, and disabled employees need that support to ensure they can flourish in those workspaces. With a tight labor market, it becomes not only a basic requirement but an opportunity, too.