Your staff will conclude that open discussion about disability is forbidden. She has a PhD in animal science from the University of Illinois and is a professor at Colorado State University. Copyright © 2010 Lighthouse International. Two Colliding Trends In the United States in the 32 years between 1998 and 2030, more seniors will return to work after retirement or postpone retirement and the number of people who are blind is expected to double to at least 19. If they are, they are in trouble. It explores the reasons why your workforce will increasingly include workers with disabilities.
Workplace Interdependence Makes Disability Irrelevant A bumblebee, if dropped into an open tumbler, will be there until it dies. But, in another sense, you and your employee with a disability or any other difference have a mutual interest. She cannot wait for you or others to guess at what she needs. When people get along and act as a team, they produce more, stay longer, and have fewer gripes — all of which favor effective and efficient work. Remember that your employee with a disability can be the one who is hurting others as well as the one who is being hurt.
One unique characteristic of disabilities compared to differences in terms of race, ethnicity, or gender is that there is an obvious mechanical difference between someone who is, say, mobile, and others who are mobile only with some kind of aid e. Be prepared to deal with those false assumptions, which often are simply due to lack of information. In other words, 22,382,000 of the 172,961,000 working-age individuals reported one or more disabilities. You need to set and maintain the right tone for your work unit. Awareness Honors All Employees One benefit for bringing employees back quickly after they become disabled is the positive impact it has on morale. But, with cross-training, functions are not specific to the worker.
You will find it extremely economical to rehire the best talent. This will happen in the natural course of events as seniors keep working longer, but there also are solid reasons for seeking out disabled people to improve your workforce. Establish clear guidelines for the type of work environment based on your corporate values you want to foster—and then consistently follow them. By Jim Hasse A worker with a disability needs no more or no less respect a sense of dignity than does any other employee. It''s also about businesses being able to draw on and support a productive workforce. Finally, be vigilant about typical misunderstandings and myths. Show concern —but also show your appreciation that he tried and encourage him to take another maybe lesser step forward.
For more information, please review the. Often, disabled employees prove to be tough-minded problem solvers who have learned resiliency. But, how do you find dependable employees who will stay on the job for more than two years? The harmony and productivity of your staff will pay you back many times over. If he tends to be a workaholic, he may try to overcome his feeling that he has not gained an equal sense of dignity by burying himself just that much deeper into his work. Forgiving is not lowering your standards for performance. Article Continues Below Instead, you must foster the recognition that every staff member is entitled to an equal sense of dignity, but each has his individual role, responsibility, and work style. When, on the other hand, staff members harbor resentments or perceive inequities, they can build an obstructionist interplay that handicaps everyone involved.
You'll reduce your employee turnover rate because they're less likely to jump ship every two years. He will have to satisfy the same performance standards as they do. It is common to hear older people deny their blindness, even if they are, by definition, legally blind. Illustrated with enlightening personal stories, this one-of-a- More than 22 million of the almost 173 million working-age individuals in the United States have one or more disabilities. Often, disabled employees prove to be tough-minded problem solvers who have learned resiliency.
Rehire the Best Talent As an employer, you will be in a position to leverage this need to work by not only retaining experienced workers but also bringing retired workers back to fill short-term needs. Such networking, particularly with others from diverse backgrounds and functional areas unlike your own, will provide you with lots of new ideas. Instead, diversity is all about capturing and retaining individuals who are creative and talented--and doing that by fostering a workplace climate that recognizes, values, and supports ideas from every direction. He just has to do his work with different tools or techniques. Another way is to help your colleagues become literate about the adaptations that can be made to remove the impact of disability within your workplace. Based on my background, my short answer to the question of finding dependable employees who will stay with you is this: Seek disability-honed accomplishment in the job candidates you interview and add them to your team.
Copyright © 2010 Lighthouse International. But you can't always find them. They see, from your attitude, that you require equal effort from them as well as the employee with a disability. Appreciative of the chance to work for their employers' trust, employees with disabilities seldom leave their jobs and so help their companies minimize turnover rates. There is no upside to ignoring tensions and no downside to preventing or resolving them. You set an inclusive tone by how well you interact with an employee who has a disability.