Workplace Attitudes

By Anita Bruzzese / Gannett News Service     

While employers nationwide are decrying the tight labor market, they appear to be overlooking a part of the population that is ready to go to work -- the 43 million Americans with disabilities.    

These potential employees make up one-sixth of the population, yet go largely ignored in the recruitment frenzy for workers. Why? Some of it has to do with prejudices against those who are different, while another part has to do with the fact that many disabled people have not received the job training they need. 

Susanne Bruyere, author of a Cornell University disabilities study, said that research looking at the nondiscrimination provisions of the Americans with Disabilities Act of 1990 shows that employers still do not know how to level the playing field and engage people with disabilities in jobs. "Employers notice differences in a person, just like anyone else, but they need to be reminded it is against the law to discriminate," she said. "At the same time, there are many employers who would dearly love to hire qualified people and are willing to hire the disabled, but these people lack the needed training." 

The study of 800 private sector and 400 federal department employers found that 43 percent of federal and 22 percent of private employers reported a negative attitude from supervisors and co-workers towards persons with disabilities, while nearly one-third reported supervisors' lack of knowledge about accommodations for the disabled as an employment obstacle.    

"Many of the things that need to be done to accommodate the disabled are very cheap and easy to do," Bruyere said. "Information in Braille, or better lighting for those who have trouble seeing, can eliminate many problems. Supervisors who are flexible, who provide support when needed, these things make a big difference. "And remember that many of these changes in the workforce are going to be needed to accommodate an aging workforce. For example, they're going to need facilities where they don't have to climb a lot of stairs or bigger print." Bruyere said many employers also have simply not considered all the ways that the disabled can fit in easily, especially with the computer providing so much access for the disabled. "I think it's largely an unexploited area," she said.    

Many employers have complied with the federal rules requiring workplaces to be handicapped accessible, according to the study. Specifically, 93 percent of federal and 82 percent of private employers reported they had made such changes as modifying facilities to improve access and restructuring jobs and work hours. "The root problem, therefore, has less to do with handrails and more to do with mindsets," the report said.    

Still, Bruyere said it's important for those in the highest ranks of a company to make sure that all employees understand how vital and important the disabled can be to a workforce. She said many employees could benefit from sensitivity training, and more exposure to the disabled in daily work life. The study showed that 90 percent of federal and 81 percent of private employers believe that visible upper management commitment is the most effective method of reducing employment barriers. At the same time, she said that more private employers need to join public institutions in providing training for the disabled, and believes that more incentives should be provided to employers to join in such programs. "If we can see more training, we're going to see more hiring," she said. "I think all the possibilities that haven't even been explored yet are really exciting."               

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