Organizations remain committed to creating inclusive work environments, especially for employees with disabilities, while navigating rapid changes in the demographics of those in the workforce. This shifting landscape, coupled with multi-step accommodations processes, can hinder both inclusion efforts and growth. Fortunately, partners that offer more streamlined ADA accommodations can reduce time and complexity for both employers and their teams.
The evolving work landscape
Let's set the stage. In today's workplace, there is an unprecedented convergence of workers representing up to five generations, yet the demographics of the workforce continue tilting older. A recent study from Bain & Company found that the share of workers aged 55 or older will exceed 25% of the workforce by 2031 — nearly 10 percentage points higher than in 2011. Additionally, a Gallup survey highlighted that 41% of American workers expect to work beyond the age of 65.
Now, let's pair this with disability data. According to the Bureau of Labor and Statistics, half of all persons with a disability were aged 65 and over. Boston Consulting Group (BCG) shows that while a quarter (25%) of people say they have a
Together, this data suggests that as employees seek to extend their careers, employers will need to be prepared with solutions to help employees keep working comfortably and create cultures where employees feel secure requesting accommodations.
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The business case for streamlined accommodations
Beyond the need demonstrated by worker demographics, there's a tangible business benefit to implementing more streamlined ADA accommodations. Employers offering workplace accommodations reported great benefits, with 85% reporting the retention of a valued employee and 53% reporting an increase in employee productivity, according to a recent survey from the Job Accommodation Network. Why? Because when an employee feels that their needs are understood and met, they are more likely to be engaged and committed to their role and the organization.
Further,
In an age where company culture and employer branding play crucial roles in talent acquisition, organizations that prioritize inclusivity stand out. Prospective employees, regardless of their abilities, are attracted to companies that have a reputation for being supportive and forward-thinking. Streamlined ADA accommodations can bolster an employer's brand image, making them more appealing to talent from all walks of life.
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The way forward
So, how can organizations start on this path of streamlined solutions and expedited ADA accommodations?
- Anticipate needs: Rather than waiting for accommodation requests, businesses should aim to make their workplaces as accessible as possible from the outset. This can be achieved by regular audits, feedback loops with employees, and keeping in communication with vocational coaches who can consult on ADA and absence management solutions from benefits providers.
- Educate and train: While HR and benefit administrators are valuable partners in navigating ADA compliance, all employees, especially managers and front-line supervisors, should be aware of ADA requirements, the importance of recognizing a need and what steps to take following a request for accommodations. Understanding breeds empathy and swift action.
- Leverage technology: Many innovative technological solutions can help employers anticipate and address accessibility needs faster and with less burden on the employee. From absence management platforms that help manage accommodations and compliance, to technologies that can help employees directly, like voice-activated software to ergonomic workspace designs, there's a plethora of tools available for creating an inclusive work environment.
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As we look to the future, the emphasis will be on developing solutions that
As workplaces continue to promote
