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This section describes how to work effectively with people with specific disabilities,
and also provides resources that describe tips for working with employees who
have disabilities. The section is organized by types of disabilities.
People with Mobility Impairments
There are many types of injuries, diseases, and conditions that can cause mobility impairments that affect an individual's ability to find and keep a job. Some disabilities are acquired at birth. Others stem from accidents or illnesses later in life. These disabilities might affect basic mobility, coordination and balance, strength and endurance, and other aspects of body function.
Many people who have mobility impairments use adaptive equipment of one kind or another. Mobility aids such as canes, crutches, walkers, and wheelchairs are especially common. Prosthetic devices (such as artificial arms or legs), and body braces might also be used. Some people with mobility impairments use service animals to assist them with carrying or retrieving items and opening doors in order to achieve greater independence.
Consider the following suggestions when interacting with individuals who have mobility impairments:
- When scheduling a job interview or meeting, make sure the location is accessible and that potential barriers such as a step at the threshold or parking will not preclude access.
- Do not hold the person's wheelchair or assume the individual wants to be pushed; always ask first. A wheelchair should be considered part of the person's personal space.
- Offer assistance but do not insist. If the person needs help, he or she will accept the offer and explain exactly what will be helpful.
- For prolonged conversations with someone who uses a wheelchair, sit down so as to be at the eye level of the wheelchair user.
- Do not be surprised if the person transfers from a wheelchair to a piece of furniture or gets out of the wheelchair to move about. Not all wheelchair users have paralysis; many can walk with or without the aid of canes, braces, or crutches.
- If a person uses crutches, a walker, or some other assistive equipment, offer assistance with coats, bags, or other belongings.
- Ensure extra maneuvering space and non-slip floor coverings for the safety of a person who uses crutches or a walker.
- Do not be sensitive about using words like "walking" or "running." People who use wheelchairs often use the same words.
People Who Are Blind or Who Have Vision Impairments
The terms "blindness" and "vision impairment" may mean either a complete or partial loss of vision. For some persons, only the edges or a part of the visual field might be obscured, or some persons might have no central vision although side or peripheral vision still exists. A person's visual acuity might also change under different light conditions.
Many people who are blind get around on their own by using a guide dog or cane. People with vision impairments might or might not use these or other mobility aids. For many jobs, even those requiring lots of reading, vision is not necessary. Successful employment of people who are blind or who have vision impairments depends upon thorough job analysis, employer acceptance, and proper management support.
Consider the following suggestions when interacting with individuals who are blind or who have vision impairments:
- Offer assistance, but don’t insist. If a person who is blind needs guidance through a door or to a chair, let the person take your arm and follow the motion of your body. Tell him or her where the chair is in relation to his or her body. If the person approaches steps, mention how many and the direction.
- Speak directly to the individual who is blind or who has a vision impairment, using a normal tone of voice.
- Introduce other people in the room or have them introduce themselves. This will assist the individual with orientation to the room and its occupants.
- Never touch or distract a service guide dog without first asking the owner for permission. Service animals are not pets and generally should not be disturbed while in a working mode.
- When giving directions, do not use references the person who is blind cannot see. For example, "over there" is not a good way of describing a location. When using directional words, use them with the orientation of the person who is blind or who has a vision impairment.
- Tell the individual when someone is leaving the room.
- When guiding a person into a new or strange surrounding, describe special features or decorations.
- Be prepared to read aloud information that is written, or ask the person if he or she could use the services of a trained reader.
- When interviewing or meeting with people with vision impairments, ask whether they would prefer a well-lit area. Avoid sharp contrasts of light and dark areas.
People Who Are Deaf or Hard of Hearing
Individuals may be deaf or hard of hearing and be able to speak clearly. Employers may place them in almost any type of position, except those for which acute
hearing is a legitimate safety requirement. Even in those circumstances, employers should perform an individualized assessment. Such persons may need extra time
in settings where there is a lot of oral communication, such as interviews and meetings.
Communication difficulties should not be regarded as indicative of more extensive impairments and should not be allowed to obscure an applicant's knowledge, skills and abilities. In many situations, it may be necessary to obtain the services of a qualified sign language interpreter to provide effective communication if the person who is deaf or hard of hearing uses sign language as his or her primary means of communication. Other accommodations that may be necessary include the use of assistive listening systems and devices for persons who are hard of hearing, or computer-assisted real-time transcription (CART).
Consider the following suggestions when interacting with individuals who are deaf or hard of hearing:
- When speaking with someone who is deaf or hard of hearing, face the person directly. Attract his or her visual attention before starting a conversation. For instance, if you are entering his or her office and the person's back is to you, flicker the room lights.
- When speaking to people who are deaf or hard of hearing, use meaningful facial expressions and gestures to emphasize your intent and attitude. This helps to substitute for your tone of voice. Try to find a quiet place away from computers, telephones, and other sources of noise, that has adequate lighting.
- Not all people who are deaf or hard of hearing know or use sign language. Do not assume they need interpreters.
- If using a sign language or oral interpreter, speak directly to the person with the hearing impairment, not the interpreter. Speak clearly, in a normal tone of voice, and keep your hands away from your face.
- If you cannot understand the person with a hearing impairment, do not be afraid to ask him or her to repeat the message. If this approach does not work, you can ask if it would be helpful to communicate by writing or using a computer terminal.
People with Invisible (Hidden) Disabilities
There are many disabilities such as asthma, arthritis, heart disease, environmental illness, AIDS, chronic fatigue, psychiatric or mental illnesses, attention deficit hyperactivity disorder, learning disabilities, and mild mental retardation that are not visible to the onlooker. If an applicant brings such a condition to the prospective employer's attention, the employer may ask whether the condition might have an impact on the applicant’s work and if any accommodation is necessary.
People with Mental Retardation
Many people with mental retardation have average or superior abilities in some respects. While it is true that some people with mental retardation may not be able to think, reason or remember as well as others, they, like others, have their own strengths and weaknesses. The effect of the disability can be lessened, and skills and abilities increased, through rehabilitation, education, and experience on the job.
People with mental retardation, like others, want to be independent and responsible for their own support. Success on the job often depends upon the willingness of others to devote reasonable time and interest to helping the individual adjust initially and meet new challenges as they arise. The object should be to reduce the need for learning details, exercising judgment, and finding new solutions to problems. One of the greatest obstacles to equal employment opportunity for these individuals is persistent lack of employer confidence in, and lowered expectations of, their capabilities.
Consider the following suggestions when interacting with people with mental retardation:
- For the most part, you should talk to the individual in the same manner as anyone else, but be more specific.
- In an interview setting, ask questions and occasionally repeat responses to ensure effective communication.
- Provide specific information as to where things are located, such as the time clock, lockers, restroom, cafeteria, drinking fountain, supply room, etc.
- Provide explanations about work issues such as working hours, proper dress for the job, work station location, rate of pay,
reporting official, and transportation options.
People with Psychiatric Disabilities
Psychiatric disabilities are diverse and include anxiety disorders, depression, bi-polar disorders, schizophrenia, and other conditions.
Consider the following suggestions when interacting with individuals who have a psychiatric disability:
- Talk to the individual as you would to anyone else. Integrate the person as fully into office activities as other employees. Do not
ostracize him or her due to the psychiatric condition.
- As many psychiatric medications cause extreme thirst, allow the person to have access to beverages upon request, even where food and
drink are normally prohibited.
- Consider offering a flexible schedule to allow the person to attend medical appointments and therapy sessions and to deal with medication
issues, insomnia, fatigue, or other conditions that often accompany psychiatric disabilities.
People with Muscular or Neurological Limitation
Muscular or neurological disabilities may affect motor ability and/or speech. You might observe some involuntary or halting movement or
limitation of movement in one or more than one appendage, as well as some lisping, indistinct speech or flatness of tone due to lack of
fine motor control of the tongue and lips. The severity and functional effects of the disability vary from person to person. Unless the
person has a significant disability, or has additional disabilities, accommodation may not be needed during an interview setting or meeting.
If the person's speech is difficult to understand, ask him or her to repeat what was said. Some people who have significant cerebral
palsy or other muscular or neurological disabilities may communicate by writing, typing, or using a communication board or other electronic device.
Additional Tips for Working with People with Disabilities
The
, a service of the U.S. Department of Labor Office of Disability Employment Policy, is another source of information offering
several suggestions on working with people with disabilities that relate to interpersonal behaviors. From the home page, click on the site map;
under "disability information" click on "websites that apply across disability areas" and then click on "etiquette."
also provides
tips on interacting with employees with disabilities. From the home page,
click on "Especially for Employers" and then scroll down to "Tips on Interacting with People with Disabilities."
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