Dos And Don'ts For Employers

DO

Do focus on a person’s ability rather than their disability.

Do treat an individual with a disability the same way you would treat any employee with dignity and respect.

Do understand that people with disabilities are like other employees; they want to do a good job and appreciate constructive supervision.

Do understand that people with disabilities enjoy

new challenges and want to get ahead on the job.

Do recognize that people with disabilities have aspirations and career goals.

Do ensure that employees with disabilities have the same opportunity as other employees to participate in career development programs and career lattice opportunities.

Do give employees with disabilities opportunities for leadership and special projects.

Do include employees with disabilities in both formal work groups and informal employee gatherings.

Do expect employees with disabilities in both formal work groups and informal employee gatherings.

Do expect employees with disabilities to perform up to standard.

Do provide reasonable accommodations that the qualified employee will need for the job. 

Don’t

Don’t focus on the person’s disability; focus on their skills and abilities.

Don’t assume that people with disabilities are unemployable.

Don’t hire a person with a disability who is not qualified to perform the essential functions of the job even with a reasonable accommodation.

Don’t assume that you have to retain an unqualified employee with a disability.

Don’t assume that the cost of accident insurance will increase as a result of hiring a person with a disability.

Don’t assume that the work environment will be unsafe if an employee has a disability.

Don’t speculate or try to imagine how you would perform a specific job if you had the employee’s disability.

Don’t assume that you don’t have any jobs that a person with a disability can do.

Don’t make medical judgments. 

Don’t have pity on an employee with a disability.