Though managers do need to devote some time to the accommodation process, studies show that, overall, employees with disabilities do not take more of a manager’s time than any other employee (DePaul, 2007). All employees, whether they have a disability or not, need a manager who takes the time to ensure they have what they need to perform at their best.
3. An employee who is HIV-positive is considered a direct threat to other employees under the ADA.
Having individuals with disabilities in your workforce sends a strong message about what you stand for as an organization. A University of Massachusetts & Harris Poll study found that 92% of customers surveyed said they would PREFER to patronize a business that has individuals with disabilities in their workforce.
7. Assistive technologies, such as screen magnifiers and screen readers, are becoming more effective and less costly.
Many individuals who are blind read their email and surf the web as fast as anyone else. Text messaging and other technologies enable people who are deaf to communicate in real time. Sign language interpretation can be offered online, on-demand and in real time. Alternative input devices allow individuals with limited or no use of their hands to effectively use a computer. These types of assistive technologies, and other devices are rapidly becoming more powerful, easier to use and less costly.
8. The average cost of a workplace accommodation is about $2,000.
Most workplace accommodations cost far less than employers expect. According to research from the Job Accommodation Network, 49% of workplace accommodations cost nothing. 78% cost less than $500 (McNaughton & Loy, 2007).
9. Only disabilities severe enough to be obvious to others are likely to be considered a disability by the ADA.
Disabilities such as cancer, seizure disorder, bipolar disorder, diabetes, and multiple sclerosis are not obvious to others. If these disabilities substantially limit one or more major life activities and are likely to last more than several months, they are probably covered by the ADA.
10. As a manager, you must be able to deal with disability-related issues on your own.
Cornell has a wealth of resources to help managers with disability-related issues. Tool #10 of this Toolkit outlines the resources available to you at Cornell. In addition, you can get free and confidential assistance on any aspect of the ADA by calling 1-800-949-4232.