Whether you know it or not, about 20% of the employees at Cornell are working with a disability. Some of these employees have come forward to request an accommodation; others are working without an accommodation.
3. Managers at Cornell play an important role in sustaining a climate of trust which enables employees with disabilities to feel comfortable coming forward with a disability.
As a manager, you play a key role in sustaining a climate a trust. This is important for two reasons. First, we need to be sure that employees with disabilities can get the accommodations they need. Second, we need these employees to feel comfortable in reporting their disability (confidentially) so that we can assess and advance our goals for a disability inclusive workplace.
4. Whether or not veterans have a disability, they bring a lot to the Cornell workplace.
The Cornell FSAP is available to any employee who needs personal support. These services include referral, counseling, family support, assessment and education services. To find out more, go to http://fsap.cornell.edu/.
9. Employees with psychiatric disabilities cannot use Cornell’s programs and services for employees with disabilities.
Managers are likely to be drawing from an applicant pool that includes individuals with disabilities. Sometimes these disabilities will be obvious, but many times they will not. Applicants and employees need to feel welcomed and valued whether or not they have disabilities.