In the United States, people with disabilities represent a largely untapped pool of labor. Of those, about 12.7 million were unemployed, while 6.8 million were employed (Brault, 2010).
People with disabilities are twice as likely to be unemployed as people without disabilities. Similar to civil rights laws that were passed over the preceding 25 years, which upheld the rights of women and ethnic minorities, this legislation protects individuals with disabilities from facing discrimination in virtually all realms of life, such as travel, communications, leisure, and work.
When the focus is on building an inclusive environment that is welcoming to people regardless of disability, you may need to make changes to work areas, consider technological modifications, make information accessible in alternate formats or make changes to tasks or working hours. Duty to Accommodate refers to the obligation of an employer, service provider or union to take steps to eliminate disadvantage to employees, prospective employees or clients resulting from a rule, practice or physical barrier that has or may have an adverse impact on individuals or groups protected under the Canadian Human Rights Act, or identified as a designated group under the Employment Equity Act.
This includes the hiring process as well as accommodating an individual once they are hired.
A disability can be either permanent (for example, a hearing or mobility impairment) or temporary (for example, a treatable illness or temporary impairment that is the result of an accident).
It is important to consider how your organization can tap this potential source of employees.
The Americans with Disabilities Act (ADA) Amendments Act of 2008 was signed into law on September 25, 2008 and becomes effective January 1, 2009.
Because this law makes several significant changes, including changes to the definition of the term "disability," the EEOC will be evaluating the impact of these changes on this document and other publications. 12112 (b)(5)(A) (1994) (it is a form of discrimination to fail to provide a reasonable accommodation "unless such covered entity can demonstrate that the accommodation would impose an undue hardship .
Open and closed-ended data are collected using a 20-minute structured telephone interview of JAN customers (n= 1,247; 44% response rate).
The results show very few differences between men's and women's accommodation request types, whether or not accommodations were granted, the costs of requested accommodations, and satisfaction with JAN.