Employers providing workplace accommodations for employees with disabilities can improve retention rates, increase diversity, and save on insurance costs. Moreover, many of these accommodations don’t require significant financial investments. According to a recent report by the Job Accommodation Network (JAN), nearly half of the workplace accommodations can be implemented at no cost, and the median expenditure for those that do incur a one-time cost is only $300. The following article will explore various aspects of workplace accommodations for people with disabilities, including the Americans with Disabilities Act (ADA), employers’ motivations, and direct benefits to employers.
Workplace accommodations for people with disabilities
JAN’s report indicates that out of 720 employers who provided cost information related to the accommodations they had provided, 49.4% said that the accommodations needed by their employees cost nothing. These no-cost accommodations could range from a flexible work schedule to a larger computer monitor or a specialized keyboard.
The median cost of accommodations has decreased to $300
For those accommodations that do incur a one-time cost, the median expenditure has decreased when compared to previous reports to only $300. This decrease in the cost of accommodations is an encouraging sign that employers are finding innovative ways to provide accommodations without breaking the bank.
Americans with Disabilities Act (ADA) and reasonable accommodations
Under the Americans with Disabilities Act (ADA), covered employers must provide reasonable accommodations for applicants and employees with disabilities when requested, unless doing so would cause an undue hardship. Reasonable accommodations are changes to the work environment or job duties that allow employees with disabilities to perform their essential job functions.
Retaining valued and qualified employees
Employers want to provide accommodations so they can retain valued and qualified employees. Accommodations can improve the employee’s job satisfaction, productivity, and, ultimately, their retention.
Typical wages for employees with disabilities
According to JAN’s report, typical (median) wages for employees with disabilities were $18.00 for those paid hourly and $64,100 for those with an annual salary. These median wages suggest that employees with disabilities are valuable members of the workforce and should be provided with appropriate accommodations to support their success.
Increased diversity
By providing accommodations, employers can increase the diversity of their workforce. This diversity can improve the cultural competence of the workforce and bring new perspectives and ideas to the company.
Saved workers’ compensation or other insurance costs
JAN’s report indicates that 33% of employers that provided accommodations saved on workers’ compensation or other insurance costs. Accommodations can improve the safety of the workplace and reduce workplace injuries, thereby lowering insurance costs.
Hired qualified people with disabilities
JAN’s report indicates that 18% of employers who provided accommodations hired qualified people with disabilities. Employers providing accommodations can attract and retain talented individuals with disabilities who may possess a range of skills and experiences that can add value to their workplace.
JAN’s understanding of employer needs
JAN provides free comprehensive accommodation services to employers to support the hiring and retention of employees with disabilities. According to JAN’s report, 97% of employers reported that JAN understood their needs. Additionally, 100% of employers stated that they would use JAN again.
In conclusion, workplace accommodations for employees with disabilities are cost-effective and provide direct benefits to employers. Accommodations should be viewed as an investment in the workforce; employers that provide accommodations can increase retention rates, improve diversity, and save on insurance costs. Moreover, many accommodations cost nothing or come at a low cost. JAN provides valuable resources and expertise to support the accommodation process. Employers should take advantage of these resources to support the success of their workplace and the employees they serve.