Looking Passed So-Called Disabilities to the Real Abilities of Potential Employees

We had never hired a person with disabilities to the extent they needed a wheelchair or other adaptive equipment to do their jobs. It was not an intent of us to not hire those with disabilities, it was just that no one had ever applied. Recently, for an opening, a bright young woman who uses a wheelchair applied for the job. I thought she was perfect for the job, but I did not know if our office environment would be okay for her. Sure, we had met the standard handicap regulatory requirements, but I searched a helpline online for advice to make sure we were really up to standards. The young woman who applied for the job told me about the employer helpline.

She told me outright that she would adapt to things as best that she could, and asked me if I was willing to fix anything that was really a mess as far as accommodating any specialized needs. She even said that even though she is willing to tough out things that are not up to standard, that the business should really look into the helpline online to make sure we are compliant, because not every person would be so kind. She told me about a few people she knows with disabilities who are quite vocal and forceful in inducing companies to get with the program.

I hired her on the spot. You had to be in the interview with me to understand. I personally saw to fixing some things that were not quite up to our responsibility as an employer when it comes to hiring people with disabilities. And, no, it did not cost a lot of money. What we did spend made us a better company. All of the other employees really like our new hire. She brings an energy and enthusiasm that drives others without disabilities to do their best on a daily basis. I would recommend companies actively seek , instead of passively accept, hiring employees that have some disabilities. You may find that the so-called disabilities are nothing compared to the abilities they have.

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