Normalizing Aids in the Workplace

Within the three main types of disability (physical, developmental, and behavioral/emotional), there are countless actual disabilities a person may have. Nearly all disabilities can involve using various aids or a source of help and assistance. Some are relatively well-known, such as mobility aids like walkers, canes, wheelchairs, or service animals trained to perform specific tasks. Some are less well-known, like AAC (augmented or alternative communication) devices.

Assistive devices, or aids, are covered under the Americans with Disabilities Act (ADA) and must be accommodated in your business to the best of your ability. However, despite the fact that such devices are both protected and common, stigma often still exists, which may cause someone to forgo assistive devices that provide a better quality of life. So what can you do as an employer to ensure your business embraces any needed aids?

Do not draw attention to it

No matter how accessible or accepting you believe your workplace to be, highlighting or drawing specific attention to a device or aid an employee needs is counterproductive to the normalization of assistive devices. Such behavior emphasizes the “otherness” of an employee with disabilities and provides a target for any ableist sentiments that other employees may have.

It’s also rude. It’s considered common sense to not comment on other people’s appearance, beliefs, or behavior, especially not to their face, and drawing attention to an employee’s disability by emphasizing or accentuating an assistive device or aid can be embarrassing and offensive, no matter your intentions.

Highlighting an employee’s disability may involve:

1. Loudly commenting on an employee’s “luck” to get an “awesome” desk since they need close access to an exit. This will make it evident that the employee may use a mobility device and also displays profound ignorance.

2. Frequently remarking, “I wish I could bring my dog to work,” when an employee utilizes a service dog. This trivializes the vital work service dogs do, implying that a service dog is the same as a pet, which it isn’t. Under the ADA, service dogs are considered medical devices, not pets. 

3. Frequently remarks are made about a person’s use of an assistive device or aid, like “checking in” on an employee who uses a wheelchair when in front of others or pointing out the aid when unnecessary. This is another example of “othering” or contributing to the perceived difference between employees.

Quietly ensure accessibility

Instead of making a spectacle of your employee’s accommodations or assistive device, take the time to examine the spaces you provide to ensure your employee’s aids are accommodated. Observe your business space: is there enough room between desks or aisles for your employee’s wheelchair? Do people ignore the presence of your employee’s service dog, or is your employee frequently having to correct their coworkers? It should not be solely up to your employee to ensure their working environment is accessible and open; you should prioritize identifying and correcting any issues that may arise. 

What your working space requires is dependent on the nature of the accommodations your employee(s) require, but a general guide to being proactive includes the following:

1. Being a present employer. Every employer or manager has their preferred supervising style. Still, part of any routine should be regular appearances in your workspace, making yourself available for any issues while maintaining an observant connection. Regular appearances allow you to identify growing issues and correct them before they cause more significant problems. 

2. Being open and welcoming. Employees who have issues with the accommodations they’ve received are more likely to reach out for help if their manager, supervisor, or employer has repeatedly demonstrated a willingness to listen and help. Consciously work to free yourself from preconceived notions and use strong listening skills to ensure a good working relationship with your employees. 

3. Frequent professional development. Training isn’t only for lower-level employees or newcomers. ADA guidelines and regulations are constantly changing, and the only way to ensure continued, up-to-date knowledge is to attend regular training. Make room in your schedule to ensure your workplace is ADA-compliant, accessible, and welcoming. 

Conclusion

Making sure your business continues to be accessible requires normalizing assistive devices or aids in the workplace. Besides maintaining accessibility, normalizing these aids also helps your employee(s) with disabilities feel accepted, appreciated, and supported. It’s your responsibility as an employer or manager to do your best to keep your business open and welcoming, especially for employees that utilize aids.