Years ago, after the ADA was passed and signed into law, I was recruited to work at a major national corporation as a Human Resources Specialist after having rolled into the SVP of Human Resources’ office to pitch an event sponsorship.
I developed training programs on the ADA Law and “disability etiquette” to encourage, educate, and create a comfortable environment for the organization’s disability targeted hiring efforts.
I trained mid to senior management on key aspects of the ADA Law, such as “reasonable accommodations,” writing accurate job descriptions, and how to provide the proper documentation for terminations. I covered everything from interviewing and hiring to managing and firing.
With October being National Disability Employment Awareness Month, I feel that this is the perfect time to get some things off my chest.
With my years of experience in training organizations and their management teams on ADA Law, I find it extremely disheartening that there has not been more advancement in workplace practices for the disabled. Here’s what I mean…
Click here to read the full article from PUSHLiving Advisors. You’ll gain awareness of the employment issues facing the disabled, as well as suggestions for NEW and EFFECTIVE ways you can continue to combat disability aversion in the workplace.