Employing People With Disabilities: Practices and Policies Related to Accessibility and Accommodation
This research was commissioned by and conducted in collaboration with Cornell University’s ILR School Employment and Disability Institute. These findings are the second in a three part series on organizational practices and policies related to the employment of people with disabilities. Three out of four (75%) organizations designate an office or person to address accommodation questions. Organizations also allow employees to exceed the maximum duration of medical leave as an accommodation (73%) and require training for supervisors on legal requirements of disability non-discrimination and accommodation (73%). More than one-half of organizations (56%) indicate that having a centralized accommodation fund (i.e., companywide fund to provide accommodations for people with disabilities) was a very effective practice.
