In recent years, the corporate landscape has shown a marketed openness towards hiring a more diverse workforce, including persons with disabilities. This shift comes from a growing awareness among business leaders who want to deepen their understanding of the true meaning of inclusion. They recognize that creating a work environment that truly helps persons with disabilities is a moral imperative and an opportunity to foster diverse perspectives.
However, many companies still face the complexities of building a culture that fully supports employees with disabilities. There remains a large gap between the intent to be inclusive and the practical implementation of inclusive practices, and many great employees are left underemployed or unemployed as a result. In fact, the unemployment rate for those with disabilities is 9.2% &mdash; more than double the unemployment rate of those without.
Moreover, employees often remain hesitant to disclose their disabilities. For business leaders, it is important to learn more about disabilities and all that employees need to thrive within an organization.
<h2 style="margin-top: 18pt; margin-bottom: 6pt;">1. React Empathetically and Create a Supportive Environment</h2>
More than <a style="text-decoration: none;" href="https://go.careercircle.com/disability-experience-hiring-guide">70% of people with disabilities fear</a> repercussions such as being fired when disclosing a disability. Thus, when an employee discloses a disability, the manager's immediate response is crucial in easing that employee&rsquo;s mind and fostering an environment of trust. It is essential to respond with empathy and reassurance, expressing gratitude for their trust and affirming their value to the team. 
A simple acknowledgment such as &ldquo;Thank you for sharing this with me. I appreciate your trust and want to ensure you feel supported here&rdquo; sets a positive tone. This response is mind-easing, informing them that their disclosure will not impact their job security or opportunities for advancement.
Managers should also consider offering immediate supportive measures. These could include flexible work arrangements or accessibility adjustments. Making these changes shows that you are being proactive in helping the employee. An empathic and supportive environment will boost workplace success, as <a style="text-decoration: none;" href="https://designerly.com/return-to-work-plan/">85% of company leaders</a> saw increased team productivity.
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">2. Understand and Document the Employee&rsquo;s Needs</h2>
Engaging in respectful dialogue is crucial once an employee has disclosed their disability. Managers should initiate a thoughtful discussion, asking open-ended questions like, &ldquo;What adjustments can make your work environment better?&rdquo; or &ldquo;Are there specific tools that could enhance your productivity?&rdquo;. This method allows the worker to express their needs without feeling pressured.
Documentation is also critical to this process. It is imperative to record the details of the accommodations needed and make sure these records are confidential. Of course, you should only keep records of these if you have the employee&rsquo;s consent and ensure they are secure.&nbsp;
Next, managers should outline clear next steps and establish a timeline for implementing accommodations and communicating this openly. Schedule regular follow-up meetings to ensure the accommodations work effectively and make necessary adjustments. Demonstrating this commitment will ensure they feel comfortable and succeed at work.&nbsp;
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">3. Develop an Accommodation Plan</h2>
Crafting an accommodation plan is critical in helping an employee with a disability. Since employees spend about <a style="text-decoration: none;" href="https://www.mydoceo.com/blog/5-ways-to-motivate-your-team/">one-third of their day at work</a>, ensuring this portion of their daily life is comfortable and productive is crucial. This process should be collaborative, involving communication and mutual agreement on the best accommodations.
Still, many employers shy away from discussions of accommodation, fearing financial repercussions for the company. However, in reality, <a style="text-decoration: none;" href="https://go.careercircle.com/disability-experience-hiring-guide">most accommodations cost less than $500</a> and most cost nothing at all. Clearly, the cost of making reasonable accommodations is far less than the cost of losing a great employee over a lack of collaboration and communication surrounding their needs.
Start by mapping out the specific adjustments required. These could include rearranging the scheduling, modifying the workplace or providing access to specialized equipment. During this process, managers should remain flexible and open-minded. Sometimes, these changes involve trial and adjustment periods alongside creative thinking. Ensure the plan is detailed and includes timelines for implementing each one.
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">4. Training and Sensitivity Awareness for Teams</h2>
Training and raising sensitivity awareness among all team members is essential for creating an inclusive work environment. With <a style="text-decoration: none;" href="https://www.careercircle.com/blog/post/embracing-neurodiversity-in-the-workplace-a-practical-guide-for-employers">one in five Americans</a> being neurodivergent and <a style="text-decoration: none;" href="https://www.pewresearch.org/short-reads/2023/07/24/8-facts-about-americans-with-disabilities/">13% of the population</a> having some kind of disability, it becomes increasingly important for workplaces to understand the range of cognitive, neurological and physical disabilities that affect people. The training should also cover the importance of inclusion and the best ways to provide support.
It should cover topics such as:
<ul style="margin-top: 0px; margin-bottom: 0px; padding-inline-start: 48px;">
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
The different disabilities, including invisible conditions.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
An understanding of each disability and relative terminology.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
The barriers persons with disabilities face in the workplace.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
How to be respectful in communicating with disabled coworkers.
</li>
<li style="font-size: 11pt; font-family: Arial, sans-serif; color: rgb(0, 0, 0);">
The appropriate ways to offer aid.
</li>
</ul>
Team members should also feel encouraged to ask questions and learn from each other. Additionally, these sessions should stress the importance of empathy and how even the smallest accommodations can enhance a colleague&rsquo;s life.
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">5. Provide Supportive Employee Resource Groups</h2>
Employee resource groups (ERGs) are volunteer, employee-led groups that aim to provide opportunities for internal advocacy and professional development. Creating ERGs for employees with disabilities can greatly enhance their work experience. It does so by providing a platform for sharing experiences, addressing common challenges and building a support network.
For instance, groups for neurodivergent employees offer a forum for sharing strategies that enhance focus and productivity. This can be particularly beneficial for those with attention-deficit hyperactivity disorder (ADHD). Groups might also advocate for noise-canceling headphones <a style="text-decoration: none;" href="https://www.forbes.com/sites/markcperna/2023/10/24/how-companies-can-promote-a-culture-of-inclusion-for-adhd-employees/?sh=6905a37d5ad2">and promote a better understanding of neurodiversity</a> and their needs.
Another example could be an ERG that provides a supportive space for discussing mental health challenges and coping mechanisms. They might promote policies that sustain cognitive health and increase awareness of the issues they experience.
Similarly, ERGs can raise awareness <a style="text-decoration: none;" href="https://go.careercircle.com/disability-experience-hiring-guide">about the 70% of disabilities</a> that are not immediately apparent, such as Ehlers-Danlos Syndrome (EDS). Employees who understand hidden disabilities ensure their coworkers receive the help needed to perform their best. As long as management actively backs these groups with resources and raised voices, companies can create an inclusive environment for all.
<h2 style="margin-top: 12pt; margin-bottom: 12pt;">6. Help Employees Access Their EAP</h2>
Employee Assistance Programs (EAPs) offer confidential counseling services, support for mental health, legal assistance and more. Managers must ensure employees are well-informed about EAPs and know how to access services. Ensure you provide an educational session and present the information in ways that help all employees understand.
Facilitating easy access to EAP services is also essential. The process should be seamless, with minimal barriers, and team members should be able to use them without facing hurdles. For instance, offering multiple communication options can cater to different needs. Additionally, encouraging them to use the services and normalizing the discussion around them can destigmatize seeking help.
<h2 style="margin-top: 18pt; margin-bottom: 4pt;">Embodying Inclusivity in the Workplace</h2>
To help disabled employees, create a workplace where empathy, understanding, and proactive support are the norm. By implementing several best practices, managers can lead by example and create a truly inclusive workplace. However, inclusion is more than about accommodations &mdash; it also involves valuing every individual&rsquo;s contribution and ensuring they have the opportunity to succeed.
Written by Content Contributor:&nbsp;
Eleanor Hecks is a business writer and researcher with a passion for bringing awareness to neurodiversity inclusion in the workplace. You can find her work as Editor-in-Chief of <a href="https://designerly.com/" rel="follow">Designerly Magazine</a> or as a staff writer at sites such as HR.com and Clutch.co.
<img src="https://cdn.buttercms.com/6dfeyYJZTnOKgwHa65Br" alt="undefined">
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Discover effective strategies to create an inclusive workplace for employees with disabilities.

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Discover effective strategies to create an inclusive workplace for employees with disabilities. Learn about empathy, accommodation plans, training, supportive ERGs, and valuable resources for ongoing support.

According to the&nbsp;<a href="https://www.dol.gov/odep/" rel="noopener" target="_blank">U.S. Department of Labor&rsquo;s Office of Disability Employment Policy (ODEP)</a>, 20.7 percent of working-age people with disabilities in the U.S. have jobs, compared to 68.3 percent of working-age people without disabilities. While research continues to prove disability-inclusive hiring provides significant benefits for employers, when it comes recruiting employees with disabilities, many employers don&rsquo;t know where to begin.
From overall branding to interview processes, incorporating appropriate recruitment strategies can make all the difference to attract job seekers with disabilities.
Here are some innovative recruitment strategies to help you hire people with disabilities:
1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Incorporate inclusive employer branding&nbsp;&ndash; As an employer, having a good reputation is not only important to attract customers, but also to attract job seekers and retain employees. According to&nbsp;<a href="https://cdn2.hubspot.net/hubfs/5057002/GettingHired_November2019/Pdfs/ultimate-list-of-employer-brand-stats.pdf" rel="noopener" target="_blank">LinkedIn</a>, 75 percent of job seekers research a company&rsquo;s reputation and employer brand before applying. Employers seeking to hire people with disabilities should ensure their messaging conveys their inclusiveness. This means providing visual representations of people with disabilities and written language indicating they are a disability-inclusive employer on all recruitment materials. Employers should also avoid listing job requirements that aren&rsquo;t truly necessary. Language such as, &ldquo;must be able to lift 30 pounds,&rdquo; can deter people from applying who would otherwise be well-qualified for the position.
2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Pursue passive candidates through social media &ndash;&nbsp;It&rsquo;s estimated that 75 percent of people who aren&rsquo;t looking for a new job would consider an offer if it&rsquo;s presented to them. A passive candidate is a potential job applicant who is not actively seeking a new job but is open to switching jobs if an opportunity is presented. Social media recruiting is a great way to seek out passive talent, as most job candidates will have social media accounts. Employers can use social media networks to search for candidates, reach out to them and build relationships, and encourage them to apply for vacant job positions. Many employers also focus on enhancing their overall social media presence to improve engagement and reach more job candidates. When seeking to hire people with disabilities, employers can focus on participating in Twitter chats and engaging with disability organizations via their social media handles.
3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Recruit remotely &ndash;&nbsp;From mobile-friendly applications, to video and text interviewing, innovations in technology make it easier for employers to connect with job seekers. For some candidates with disabilities, using strategies like&nbsp;<a href="https://searchhrsoftware.techtarget.com/definition/video-interview" rel="noopener" target="_blank">video interviewing</a>&nbsp;can be helpful, as this allows them to interview in locations most accessible for their needs and saves on travel time. Additionally, providing options such as texting to schedule and confirm interviews or engage with applicants can be helpful for those who have speech or communication needs that make communicating via text most accessible. In general, to ensure accessibility for all job seekers, employers should provide multiple ways for job seekers to communicate with recruiters.
4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Host inclusive hiring events &ndash;&nbsp;Many disability inclusive employers proactively seek out job candidates with disabilities by hosting or participating in inclusive hiring events or job fairs. Employers like&nbsp;<a href="https://www.microsoft.com/en-us/diversity/inside-microsoft/cross-disability/hiring.aspx?irgwc=1&amp;OCID=AID681541_aff_7593_1375745&amp;tduid=(ir__tj6i2tuabokfr3xr0kbg2zzd122xmvl201wluen100)(7593)(1375745)()()&amp;irclickid=_tj6i2tuabokfr3xr0kbg2zzd122xmvl201wluen100" rel="noopener" target="_blank">Microsoft</a>&nbsp;host inclusive job fairs that provide opportunities for job seekers with disabilities to meet local and national recruiters, learn about job opportunities in a variety of fields, and gain information to help them get a job (i.e. resume writing skills). Other employers choose to participate in inclusive hiring events hosted by disability-focused organizations. For example, Getting Hired hosts multiple Online Career Expos throughout the year to connect job seekers with disabilities to employer partners. These provide a unique and fully accessible opportunity to talk one-on-one with recruiters and hiring managers in real-time.&nbsp;&nbsp;
5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Connect with local disability organizations and university disability offices &ndash;&nbsp;Employers who want to recruit more employees with disabilities should reach out to those with direct connections to people with disabilities. This includes local disability organizations and university disability services offices. Often these organizations not only provide employers access to strong candidate pools, but also can serve as resources for disability-focused employer trainings.
6.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Highlight accessible features of the job location/position &ndash;&nbsp;Today&rsquo;s job seekers aren&rsquo;t just looking for jobs with desirable salaries and perfect job duties. They also want to know other benefits an employer can offer, such as proximity to public transportation or open office floor plans. Job seekers with disabilities are often drawn to employers who offer flexible work hours or telework options, provide both open office and quiet spaces for working, along with other inclusive office features.
7.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Educate ALL staff&nbsp;&ndash; Goals for disability inclusive hiring should not begin and end within an employer&rsquo;s HR department. Truly inclusive hiring means educating everyone within an organization, including executives, managers, and other employees that will interact with co-workers with disabilities. Trainings should not only address topics such as disability etiquette, but should also provide information on reasonable accommodations to help avoid negative bias about the needs of employees with disabilities.
8.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Implement inclusive interview practices&nbsp;&ndash; It&rsquo;s important for employers to ensure every aspect of the hiring process is inclusive of people with disabilities. This includes informing applicants that accommodations for interviews can be provided upon request. Employers should also check for proper physical access to interview locations and address any other needs specified by the applicant. Many employers also participate in disability etiquette trainings to learn general protocol for communicating and interacting with people with various forms of disabilities in interview settings.
To find out more about how to recruit job seekers with disabilities,&nbsp;contact the CareerCircle team at gettinghired@careercircle.com.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.&nbsp;

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It can be an exciting experience for veterans to return to the civilian workforce. After their service, it&rsquo;s beneficial for the mind and body to stay active throughout the day. Employers should encourage their veteran employees to live healthily and take advantage of company resources to keep them safe while at work. Here are some tips that every veteran employee should know when returning to the workforce. 
<h2>Enroll in Employer-Provided Health Benefits</h2>
With physical and mental health a priority for veterans, there&rsquo;s a great opportunity to supplement existing <a href="https://www.va.gov/healthbenefits/resources/publications/hbco/hbco_va_other_insurance.asp#:~:text=If%20you%20have%20other%20forms,VA%20along%20with%20these%20plans." rel="noopener" target="_blank">VA benefits with employer health insurance</a>. This will provide coverage for health issues that are not related to military service. The VA PCP and the private PCP will communicate to ensure the health issue is being resolved and billed to the proper provider.
Another great health benefit is to take advantage of discounts at gyms or fitness facilities if offered by your employer. Sometimes these fitness discounts can also be applied to at-home gym equipment or health devices like fitness-tracking watches. Review your employee benefits manual to know which areas may be discounted and how to receive reimbursement if needed.
Most larger workplaces now offer EAPs (Employee Assistance Programs), which usually don&rsquo;t require enrollment but are still valuable assets to keep in mind. An EAP&rsquo;s purpose is to confidentially help employees through troubling situations in their personal lives, which can be a priceless resource for veterans. Talk with your human resources representative to find out how to contact the workplace&rsquo;s EAP group.
<h2>Avoiding Common Workplace Hazards</h2>
When veterans browse jobs within the civilian workforce, they&rsquo;re looking to apply the skills they developed during their service. Typically, veterans will leverage their experiences to land in fields like information technology, land trade, and labor-based jobs. These professions require skilled and determined workers but have a higher risk of exposure to hazardous materials such as PCBs (Polychlorinated biphenyls), PVC (Polyvinyl chloride), lead, and asbestos.
If any of these hazardous materials are on the property or involved in day-to-day operations, the workers must adhere to proper safety precautions to avoid long-term health issues. One of the more common hazardous materials veterans may encounter is asbestos. Avoiding asbestos in the workplace is especially important since <a href="https://www.mesothelioma.com/veterans/" rel="noopener" target="_blank">veterans were exposed to asbestos</a> during military service, which can lead to mesothelioma cancer. In order to prevent further exposure, veterans should be aware of asbestos involved in their civilian work and follow the proper procedures to preserve their health.
&nbsp; <img src="https://cdn.buttercms.com/75EhNqEqTxq4VmFU8YKc"> 
<h2>Follow On-The-Job Safety Protocols</h2>
Every workplace should have safety regulations in place to protect its workers, which vary depending on the job. Each year, <a href="https://www.cdc.gov/niosh/injury/fastfacts.html" rel="noopener" target="_blank">millions of people are injured at work</a> with slips and falls being the leading cause. With safety being of the utmost importance during military service, that same caution should be adhered to during the workday.
One of the most common ways workers are injured is by attempting to lift heavy objects without proper posture or assistance. To avoid injury when lifting heavy objects alone, first, make sure your path is clear and stretch your muscles. Next, firmly grab the object while keeping your back straight and your knees bent, then stand. This will ensure your knees are managing the weight of the object and not your back. Neglecting these steps or attempting to lift something too heavy by yourself can provoke serious back injury.
An easy way to avoid slips and falls is to wear non-slip work footwear. Whether it's shoes or boots, they&rsquo;ll have a better grip on wet and oily floors. They&rsquo;re made in a variety of styles and budget-friendly pairs are available in retail stores.
<h2>Maintain Good Physical and Mental Shape</h2>
While this may seem like common knowledge, it&rsquo;s easy for months to pass without strengthening your body&rsquo;s muscles and making them vulnerable to injury. Veterans were expected to stay physically fit and be mentally ready for anything during their service. That same mindset can be utilized in the civilian workforce to keep one's self physically in shape with a sharp mind.
By staying in good physical shape, you can reduce the risk of body strains at work, especially if the job is more sedentary like deskwork. A good routine to incorporate is exercising for two days, 30 minutes each day, followed by a rest day. The exercises can be as simple as lifting weights at home, walking or running on the treadmill, swimming, etc., as long as it's raising your heart rate.
Staying in good mental shape can be more challenging, especially for veterans, as there&rsquo;s no uniformed solution for mental health. Some common mental health exercises, known as mindfulness, can be meditating, organizing and overall asking yourself &ldquo;how am I doing?&rdquo;. With depression and <a href="https://www.ptsd.va.gov/" rel="noopener" target="_blank">PTSD</a> (Post-Traumatic Stress Disorder) the most common mental health issues among veterans, regular visits with an experienced therapist or psychiatrist is recommended to keep all aspects of your life safe, including work.
<h2>Bring a Healthy Lunch and Hydrate Regularly</h2>
Another commonly overlooked but essential value to staying safe at work is eating a proper meal on your scheduled lunch break. Throughout the workday, your body is burning calories that it needs for physical exertion and mental focus. Eating fast food or skipping your lunch break entirely will have adverse effects on your body, as it's lacking the proper fuel for the second half of the day.
An easy routine to set yourself up for success is meal planning. Set some time aside a few times a week to plan your lunches for the next couple of days. It can be as simple as packaging dinner leftovers in tupperware or preparing some sandwiches and veggies in a ziploc bag. Either way, your lunch will be ready to grab in the morning when you head out the door.
For hydration, keep a water bottle with you on your desk or anywhere easily accessible at work. It&rsquo;s easy to get caught up in tasks and let hours pass by without hydrating, which is easily solved by setting a timer on a computer, phone or watch to drink water every 30 minutes. 
<h2>Conclusion</h2>
Our workplaces are where we spend a large portion of our lives and should also encourage us to stay safe while on the shift. Keeping our veterans safe at work should be a priority for employers, along with assisting them wherever possible to live their healthiest lives. For more resources, check out our article on <a href="https://www.careercircle.com/blog/post/how-to-support-veterans-in-the-workplace-gettin" rel="follow noopener" target="_blank">How to Support Veterans in the Workplace</a>.

Veterans returning to the workforce: Tips for staying healthy, safe, and utilizing employer resources effectively.

5 Ways Veterans Can Remain Healthy on the Job | Getting Hired

5 Ways Veterans Can Remain Healthy on the Job

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6 Best Practices for Supporting Your Employee After a Disability Disclosure

8 Innovative Recruitment Strategies to Hire People with Disabilities

5 Ways Veterans Can Remain Healthy on the Job