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| Path: Main Street > Resources/Library > Research Articles > Feature Article |
Accommodating persons with disabilities: What HR managers should know
By Randolph Ouimet
March 12, 2007
When hiring a person with a disability, it is very important that human resource managers be aware of the job accommodation needs of potential employees. These job accommodation needs vary depending on the specific needs of the individual, as no two individuals are alike in terms of their accommodation needs. In today’s ever changing workplace there are tens of thousands of job seekers that have a disability. That sometimes requires the employer to accommodate their needs during the hiring process and on the job. When hiring employees with disabilities it is often necessary to accommodate the employee in order to compensate for the functional limitations the person with the disability is presenting. Accommodations can include but are not limited to:
- Changes to work areas and access to workplace environment or technological modifications.
- Changes to the procedures used in the hiring practices, such as recruitment, selection, training or retention.
- Changes to work procedures such as task restructuring, working hours, relocation, and leave of absence options.
It is more important than ever that human resource managers understand that a person who meets legitimate skills experience, education and other requirements should not be held back from employment because of the lack of accommodations. HR managers can take various steps to incorporate policies and procedures on job accommodations during hiring in order to create an inclusive workplace for persons with disabilities. Some questions that HR managers will want to ask themselves when incorporating job accommodations into the planning and development of human resource practices and the hiring process are as follows:
- Is it necessary to modify the job or workplace policy or the facility in which the work will be performed?
- Is it necessary to use a product or piece of equipment such as assistive technology, ergonomic or living aids for the work being performed?
- Is it necessary to obtain a service, such as an interpreter or reader during the hiring process?
- What process will be used to monitor the accommodations once they are in place?
- Is the accommodation working effectively for the employee?
- Can the potential employee perform the essential functions of the job without an accommodation?
- Can the HR manager redesign the job description to meet the accommodation needs of the potential employee?
- Has the potential employee received proper training in using the assistive device or product?
- How much will the accommodation cost in actual company time and expenses?
- Will the accommodation result in undue hardship for the company? Will there be a loss of resources, finances or will restructuring of company sites have to occur?
- Does the potential employee require an accommodation during the hiring process?
- Has the HR manager discussed the purpose and essential functions of the job during the interview in order to plan accommodation needs upon hiring?
- Has the HR manager assessed the effectiveness of the accommodation in relation to job performance?
- Has the HR manager trained or informed management staff of the policies and procedures around accommodation in order to create an inclusive environment?
- Is there a dispute resolution process in place for conflicts that arise as a result of the accommodation?
As an HR manager, it is also important to be aware that one of the most important factors during the accommodation process is that the dignity of the person with the disability is respected at all times. HR managers should also be aware that the job accommodation process may not always end with a successful accommodation . The actual accommodation may need to be constantly redefined as the person's accommodation needs change or the work environment changes, thereby impacting the person's accommodation needs.
HR managers who put an organizational structure in place to facilitate workplace accommodations and follow the best practices related to job accommodations for persons with disabilities will not only be seen as accommodating the needs of persons with disabilities, but will also be seen as accommodating diversity in terms of creating a more inclusive workplace based on equity and fairness for all.
Randolph Ouimet is an employment specialist based in Toronto.
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