#workplace accessibility

The Job Accommodation Network is an assistance center that answers employers’ questions about how to accommodate employees with disabilities and comply with the Americans with Disabilities Act (ADA). Title One of the ADA is about employment. If you have any supervisory role with employees, they have information that you may need to know. 

They have a webinar three weeks from today, on Thursday, February 12th, at 2:00 pm, to show you how to use this resource. You can also sign up for the recording.

Below is the link to their website:

Whether in private homes, public buildings, or workplaces, various laws in the United States mandate that people with disabilities have equal access to facilities, services, and opportunities. These laws don’t only cover ramps or elevators—they extend to broader home modifications and workplace accommodations that enhance independence and mobility.

It went super well. The therapist validated my stated need and I really think she'll work with me to get what I really need. She appears to understand that I have done a lot of work on my own to manage and alleviate my symptoms and that I am doing what I can to avoid the worst of them. She seems to agree that I've done the work I need to do to give myself the best chances when working in the office and that there just isn't anything more that I can do in the office short of getting my own room, which is unlikely to happen. I think she will strongly support me in my request and might even try to get me out of having to go in during high traffic days.

She said that she agrees with my current suspicions that I have POTS based on what I've described. The symptoms match well with other patients she has who have confirmed diagnosis, so she encouraged me to keep going with my doctor to get the final diagnosis.

I'm general I feel safe and taken seriously with her. I wish that I didn't need to have a 3rd party confirm my needs to my employer when I've done the work to address what I could address and identify the needs that can't be fulfilled outside of my home office, but I feel confident that she'll be on the side of supporting my request.

I'll continue to fight against the ridiculous and honestly degrading process my employer makes us go through in order to get flexible work location. But I am glad to see that the occupational therapist team that we have access to seems to be motivated to support and validate employees (also based on the experience I've heard from colleagues who use the service)

Workspace accessibility has significantly influenced office furniture design evolution, prompting a shift towards inclusive and ergonomic solutions that cater to diverse needs and promote a universally accessible work environment.

The main challenge in achieving workplace accessibility through furniture design revolves around the limited awareness and understanding of the significance of accessibility features. This lack of awareness often leads to a failure in prioritizing the integration of inclusive design principles into furniture selections. Decision-makers may overlook the diverse needs of the workforce, resulting in furniture choices that do not adequately accommodate individuals with varying abilities. This challenge is compounded by a potential resistance to change, as stakeholders may be hesitant to embrace new designs which prioritize workspace accessibility.

Overcoming this primary challenge requires proactive efforts to raise awareness about the benefits of accessible furniture, educate decision-makers, and foster a culture that values inclusivity in the workplace. Successful integration of accessible office furniture design relies on a collective understanding of the importance of creating a universally accessible environment catering for the needs of all employees.

The Department of Labor is updating its regulations to ensure transponder individuals have the full protections they need to work. Specifically Labor is updating enforcement protocols and anti-discrimination guidance to clarify that we provide the full protection of the federal non-discrimination laws that we enforce to transgender individuals.