A workplace becomes accessible—or inaccessible—through everyday decisions: how job descriptions are written, how interviews are conducted, and how managers respond when an employee needs support.
Under the ADA, a disability may be visible or invisible, and the standard is not “special treatment.” The standard is whether a qualified person can perform essential job functions with or without reasonable accommodation.
One of the most common mistakes happens in conversation. Leaders become cautious, avoid the topic, or ask the wrong questions. The better approach is simple: focus on ability and job requirements, not medical details. For example, appropriate interview questions center on essential functions and performance—not conditions or medication.
Accommodations are often easier than people assume. Many cost nothing, and most are low-cost—especially when an organization follows an interactive process between the employee, manager, and HR.
Accessibility is not only compliance—it strengthens trust, retention, and leadership credibility.
Related learning: Disability Compliance & Accessible Practice (Course + Certificate)
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