Comprehend, and Accept the General Nature of the Disability

1. Recognize, Comprehend, and Accept the General Nature of the Disability Some people are born with impairments, while others develop them due to an accident, age, disease, or sickness. Specific impairments are visible because they necessitate a wheelchair or have noticeable physical characteristics. Most impairments, such as those linked to learning, attention, mental health, or chronic pain, are, nevertheless, invisible, and many people with hidden disabilities remain “in the closet” owing to stigma. For example, you might not realize that a long-serving board member or significant donor conceals gradual vision or hearing loss or that a coworker suffers from depression, anxiety, or chronic pain. https://www.leavemanagementsolutions.com/ Keep it in mind while thinking about inclusive practices for your boardroom and workplace, as well as for public events. Remember that every grant you write, every program you run, and event your organization does or sponsors is likely to impact persons with disabilities. It is especially critical for organizations that focus their excellent work on underprivileged people. While people of all backgrounds are affected by disability, people with several marginalized identities (for example, people of color and English language learners with a disability) experience double prejudice. As a result, they have a great chance of becoming homeless, living in poverty, or jailing. You and they are more likely to succeed if you use best practices for intersectional concerns.

2. 3.Walk the Walk with Your Grantees and Members, and Encourage them To Do the Same You shouldn’t support or promote activities that deny women or the participation of people of a different color. And the same principle should apply to prejudice against persons with disabilities. Yet, in a recent poll, just one out of every five organizations (20%) asks its members to include persons with impairments in their activities. Funders may considerably influence by encouraging or mandating organizations to include the one-in- five persons who live with a disability, making their work accessible, and assisting them with budgeting. What Employers Can Do To Avoid These Mistakes HR responsible for Leave and Accommodation must make efforts to shield the organization from liability and mitigate potential EEO complaints and litigation. The following are viable suggestions to help employers do just that. Maintain Detailed and Accurate Essential Function Job Descriptions Job descriptions must be kept up to date and cover all essential job functions. Remember that companies have a general obligation to reasonably accommodate employee with disabilities who

3. require an accommodation to perform their essential job functions . However, as part of reasonable accommodation, an employer is not required to eliminate an essential function of a working role. Essential tasks in a job description, and the standard method of performing those job functions, including identifying the environment, and work tools, equipment and procedures, can show why that requirement is critical to the job. For instance, different job functions might require different abilities such as dealing with stress, speed and tolerance criteria, analyzing, lifting, or standing for long working hours. Leave Management Solutions PO Box 2625, Murphys, CA 95247 866-838-7188 info@leavemanagementsolutions.com https://www.leavemanagementsolutions.com/