California labor laws protect individuals with mobility disabilities from discrimination in the workplace. However, employers still have many opportunities to enhance the workplace for people with such disabilities. Therefore, this text discusses this topic and some ways to achieve an ideal work environment for these individuals. Keep reading to learn more about it!
1. Accessible Spaces
Workplace facilities should be wheelchair-friendly, accommodating individuals with wheelchairs, crutches, or other mobility devices (ramps, elevators, wide doors, and adapted restrooms). The Americans with Disabilities Act (ADA) and the Fair Employment and Housing Act (FEHA) require public places, including workplace facilities, to be comfortable for individuals with mobility disabilities. The ADA defines accessibility as “the ability of a person with a disability to enjoy the benefits and services of a public place, without discrimination or unjustified obstacles.”
2. Adapted Equipment
The ADA and FEHA mandate that employers provide reasonable accommodations for individuals with disabilities. Reasonable accommodations are changes in the work environment or tasks that enable a person with a disability to perform the job effectively. Examples of these accommodations for individuals with mobility disabilities include providing a special keyboard and mouse for someone with a hand disability and supplying an assistive device for someone with visual impairment.
3. Staff Training
Training will help create an inclusive and accessible work environment. It should cover topics such as:
- Rights of individuals with disabilities.
- How to interact respectfully with individuals with disabilities.
- How to provide reasonable accommodations.
4. Flexibility
Examples of flexibility employers can offer to individuals with mobility disabilities include:
- Allowing a visually impaired person to work from home.
- Allowing someone with back pain to take frequent breaks.
- Letting a person with a leg disability work from a chair.
5. Social Support
Mentoring programs, counseling, and support groups are just a few examples. While the ADA and FEHA do not require employers to provide social support to individuals with disabilities, it can benefit both parties.
In summary, by making the workplace more accessible and inclusive, we can create opportunities for all individuals to participate in the workforce. The above five suggestions are a good starting point for employers looking to improve the workplace for individuals with mobility disabilities. However, if you are an employee and have experienced harassment or discrimination for this reason, don’t hesitate to contact a lawyer or legal firm to take appropriate action.