Did you know that October is National Disability Employment Awareness Month (NDEAM)?

NDEAM celebrates both the past and present contributions of workers with disabilities in America. Importantly, NDEAM serves as a mechanism through which supportive and inclusive employment practices and policies for all workers, especially those who have a disability(s) can be showcased, advocated for, and encouraged. 

In honor of NDEAM, we’re here to talk about what disability employment awareness is and how it can best be supported. 

Inclusion in the workplace is essential both in general as well as in ensuring that everyone can do their best work. Even though there has been a lot of progress in protecting employees with a disability(s) from discrimination in the workplace as well as their rights, there is still work to be done. Let’s start off by explaining what NDEAM is and, also, why it’s important.

What is NDEAM?

NDEAM is short for National Disability Employment Awareness Month. Every year, during the month of October, disability advocates use this time to try to raise awareness about the various types of discrimination faced by people with a disability in the workforce, as well as discuss how coworkers and employers can do more to prevent this discrimination from happening. 

Oftentimes, workers with a disability(s) face types of discrimination that can include:

Harassment Or Bullying

Unfortunately, employees with disabilities are often subjected to insensitive comments or derogatory comments at work. While these comments are incredibly challenging for and not fair to their recipients, it is important to note that remarks of this nature are also not allowed in the workplace as a result of the Americans with Disabilities Act (ADA) protecting the rights of workers who have a disability(s). The ADA was created to make sure that Americans with disabilities had, and still have, the same opportunities and rights as everyone else. 

As a result of the ADA, coworkers and bosses cannot ask personal and/or invasive questions, especially regarding the nature of a disability(s). They also are not allowed to bully, harass, or make derogatory and/or insensitive comments about a coworker who has a disability. It is also important to note that a coworker offering unsolicited medical advice to another employee who has a disability, is also considered to be harassment. 

Not Providing Reasonable Accommodations

Employers are required by law to provide reasonable accommodations for employees with a disability. Some of these reasonable accommodations include employees who have a disability being entitled to sit for a shift instead of stand, use adaptive devices, or arrange their work equipment in an alternative way that makes it easier for them to do their job. 

Lack Of Accessibility 

It is an employer’s responsibility to make sure that people with disabilities are able to access the building where the business is located as well as the office where their employees work. 

Insisting On Medical Exams 

Employers also are not allowed to insist that their employees with a disability(s) must prove their disability with a medical exam, or require them to disclose personal medical information.

Why is NDEAM Important?

NDEAM is important because it puts on a spotlight on issues faced by workers with disabilities and educates employers on how they can most effectively create a workplace culture that includes the valuable contributions of all employees—regardless of whether they have a disability. 

That being said, many employers just don’t know what they should be doing to create an inclusive workplace that (1) follows employment laws, and (2) has quality standard operating practices in order to ensure that employees with disabilities are not being discriminated against. 

If you are an employee who has a disability(s), and you have experienced discrimination at work as a result, it is important that you make a habit of documenting each incident of discrimination as it happens. Once you have done this, you should approach your employer with that evidence to tell them what is happening. This is because your employer might not even know that the discrimination is taking place.

Evidence of discrimination is very important. First and foremost, evidence of discrimination is there to help protect employees with disabilities by being able to highlight where they have been treated unequally. In short, this evidence helps employees prove that the discrimination they faced occurred and this is particularly important if it becomes necessary for the employee to file a claim with the Equal Employment Opportunity Commission (EEOC). Additionally, evidence of discrimination can serve as a teaching tool that (1) shows employers what not to do in the workplace, and (2) facilitates conversations regarding how to prevent discrimination from happening again.

Employees with a disability(s) should try to work with their employer to stop discriminatory practices. However, if their employer shows no interest in following the laws and/or fixing the problem, then the employee should file a claim with the EEOC. And, if their employer is found to have engaged in disability discrimination, workers could receive money for things like pay disparities, not getting a raise(s), and pain and suffering that stem from the fact that they have a disability. 

What Employers Can Do Better

It is critical that employers do whatever they can to create a more positive and inclusive workplace culture for all employees. Some simple first steps in improving workplace culture can involve putting up posters around the office that demonstrate appropriate versus inappropriate questions, comments, and social interactions. Additionally, providing companies with educational information in meetings and trainings that provides guidance on how everyone within the establishment can be more understanding of the unique abilities of their coworkers can also be incredibly beneficial. 

In short, taking the time to educate employees can do a lot to change a toxic workplace culture into one that is positive, accepting, and equal for all. 

Filing A Discrimination Claim

Any employee with a disability who has been discriminated against can file a claim with the EEOC against their employer. And, if it becomes apparent that the employer actually engaged in this discrimination, they can be forced to pay hefty fines for every incident of discrimination.