In today’s diverse and dynamic professional landscape, creating an inclusive work environment is not just a moral imperative but also a strategic advantage. By embracing diversity and making necessary adjustments to accommodate everyone, companies can unlock the full potential of their teams and drive innovation. Let’s explore two key pillars of workplace inclusivity: reasonable accommodations and universal design.

Understanding Reasonable Accommodations

Reasonable accommodations are tailored adjustments made to the workplace to ensure equal opportunities for individuals with disabilities. These modifications aim to level the playing field, allowing employees to perform their duties effectively. Whether it’s adapting work hours, providing assistive technologies, or making physical spaces accessible, embracing reasonable accommodations fosters inclusivity and supports the diverse needs of all team members.

Best Practices for Reasonable Accommodations

1. Understanding the Need:

The first step is recognizing the importance of individual differences and acknowledging that some employees may require adjustments to perform their duties effectively. This could be due to visible or invisible disabilities, neurodiversity, religious beliefs, or other personal circumstances.

2. Open Communication Channels:

Establish open and transparent channels for employees to communicate their needs. Encourage a culture where individuals feel comfortable expressing their requirements without fear of judgment. This can be achieved through regular check-ins, anonymous feedback mechanisms, and accessible HR resources.

3. Individualized Solutions:

Recognize that each employee is unique, and their needs may vary. Work with individuals to create personalized solutions that address their specific requirements. Whether it’s modifying work hours, providing assistive technologies, or redesigning physical spaces, tailoring accommodations can make a significant difference.

4. Collaborative Process:

Work closely with the employee to determine the most effective accommodation. This ensures that the solution is tailored to their specific needs and promotes ownership of the process.

Embracing Universal Design

Universal Design is an inclusive approach to creating products, environments, and systems that are accessible and usable by everyone, regardless of age, ability, or background. The concept emphasizes designing for diversity from the outset, ensuring that spaces and products are inherently accommodating to a wide range of users. Embracing Universal Design principles, we not only enhance accessibility for individuals with disabilities but also create environments that benefit everyone, promoting inclusivity and equal opportunities.

Best Practices for Universal Design

1. Accessible Workspaces:

Design physical workspaces with accessibility in mind. Ensure that all areas are wheelchair accessible, have proper lighting, and incorporate ergonomic furniture. Accessibility benefits not only employees with disabilities but also enhances the overall work environment for everyone.

2. Tech Accessibility:

Invest in technology that is universally accessible. From websites to internal software, make sure that digital platforms are navigable for individuals with different abilities. This includes providing alternatives for visual or auditory information and ensuring compatibility with assistive technologies.

3. Inclusive Policies and Practices:

Develop and implement policies that reflect an inclusive mindset. From recruitment processes to performance evaluations, ensure that your company’s policies are designed to accommodate a diverse range of talents and abilities. Promote flexibility and a culture that values diverse perspectives.

4. Training and Awareness:

Educate employees about the importance of inclusivity and universal design. Train them on how to recognize and address accessibility barriers and create a culture of respect and support for diverse colleagues

Conclusion

Inclusivity in the workplace requires a conscious effort to understand the diversity of human experiences and needs. By integrating reasonable accommodations and universal design principles, employers can foster a supportive, productive, and truly inclusive workplace. Remember that inclusivity is not a destination but a journey that evolves with our understanding of diversity.

As we navigate the ever-evolving professional landscape, let’s steadfastly commit to constructing workplaces that not only celebrate diversity but also empower every individual to contribute their best.

Navigating Inclusivity: Best Practices for Reasonable Accommodations and Universal Design in the Workplace
Timi

United Airlines has agreed to improve air travel for passengers in wheelchairs after the federal government investigated a complaint by a disability-rights advocate.

United and the Transportation Department said Thursday that the airline will add a filter to the booking tool on its website to help consumers find flights on which the plane can more easily accommodate their wheelchairs. The cargo doors on some planes are too small to easily get a motorized wheelchair in the belly of the plane.

Source: NBC NEW YORk

United Airlines will soon let disabled passengers choose flights based on wheelchair accessibility
Timi

Source: news.ontario.ca

Ontario Investing in More Accessible Communities
Timi

As the pandemic lingers, Canadian employers are experiencing a human resources crunch, now commonly referred to as “The Great Resignation” or more aptly, “The Great Restructuring.” Adequate staffing and training are a significant challenge for many employers.

But this challenge also comes with an opportunity.

As we are forced to reconceive many of our workplaces, we can do so with 21st vision. It’s time to embrace equity, diversity and inclusion in the workplace — but that means disability inclusion too.

Persons with disabilities are the largest untapped resourced in the Canadian labour market, too often forgotten in other diversity hiring campaigns.

There is a 21 per cent gap in employment rates between persons with disabilities aged 25 to 64 (59 per cent) and those without disabilities (80 per cent).  TD Economics projects that by decreasing this gap and hiring persons with disabilities, 450,000 net new jobs could be added to the Canadian economy, resulting in an increase of almost $50 billion to our GDP.

A new $9M-funded research team, Inclusive Design for Employment Access at McMaster University recognizes the opportunity in this employment gap and promises to reimagine workplaces for persons with disabilities by building up employer capacity and confidence in hiring persons with disabilities. It’s the right approach.

So why does the employment gap for persons with disabilities persist — even during a human resource crunch? A couple of pervasive myths refuse to die.

First, employers frequently believe hiring persons with disabilities would be costly due to necessary workplace accommodations.  But a 2020 U.S. Job Accommodation Network survey laid that myth to rest. They found that 56 per cent of employers reported no costs whatsoever for workplace accommodations for their employees with disabilities, while 39 per cent reported a one-time median cost of a modest $500.

No-cost accommodations included policies such as flexible schedules and workplaces, and modified duties.

Which leads to the second pervasive myth — one that the pandemic has burst wide open: that flexible workplaces and schedules are not possible.

COVID-19 showed us that having employees working from home with flexible schedules is a viable alternative to an exclusively 9 to 5 office-based workforce for many (most) jobs.  Shuttered offices due to lockdowns and workers often juggling childcare and homeschooling with work duties made everyone more creative and adaptive by necessity.  We all rose to the challenge.

We can channel that flexible, agile work culture toward our post-pandemic recovery too which opens up our hiring strategies to broader pools of talented individuals, including persons with disabilities.

But let’s not stop there.  Disability inclusion is more than adding persons with disabilities to the workforce.  It’s a cultural shift that prioritizes creating an environment where every employee can flourish to their highest potential.  And, it is a mindset that actually values the rich contribution of those with a diversity of lived experience.

That’s been our goal in the Public Service of Canada.

As part of the federal government’s first-ever Accessibility Strategy for the Public Service, a Workplace Accessibility Passport is being piloted across more than twenty organizations.  This will allow the Public Service to shift from a “duty to accommodate” to a culture of creating the conditions for employees to thrive.

The Accessibility Passport supports conversations between an employee and their manager and records the agreement about workplace accommodation tools or measures to be provided.  And it starts from the principle of “tell us once,” so that employees no longer have to “re-litigate” every time they change managers or jobs, which is currently too often the case.  It shifts the conversation from “tell us what’s wrong with you” to “let’s discuss how we can remove barriers in the workplace that prevent you from making your best contribution.”

Feedback is critical and our early adopter community is helping us to refine and redesign the pilot-project so it works for everyone.  We meet informally to troubleshoot, share promising practices and find solutions. And this year, we will be launching a digital version of the Accessibility Passport with the goal of making it available throughout the Public Service.

It’s time we began shifting our workplace culture toward disability inclusion. The Accessibility Passport is only one tool that can help us move forward on this journey.

If Canada is truly going to build back better after COVID-19, we will need the support and expertise of all Canadians — including those living with disabilities — to get there

If you want to know more about disability inclusion in your company, read the Why & How’s here.

Source: Quoimedia

It’s time for a culture shift where disability inclusion is concerned
Timi

EnAbling Change Program now accepting funding applications for 2022-23

Toronto – The Ontario government is building stronger and more accessible communities by investing up to $1.5 million in the 2022-23 EnAbling Change Program. The program provides grants to not-for-profits and organizations across a range of sectors for projects that show the value and benefits of accessibility through the development of tools and educational resources that make Ontario open to people of all abilities.

“Our government is investing in people of all abilities by funding projects that raise awareness about how accessibility and inclusion benefits everyone,” said Raymond Cho, Minister for Seniors and Accessibility. “The EnAbling Change Program makes Ontario more accessible, with communities and businesses open to all.”

Applications for funding are open starting today through to December 8. Some examples of previously funded projects include:

• up to $112,610 to Canada’s National Ballet School to deliver integrated dance programs for children of all abilities across the province so they can experience and enjoy dance.
• up to $129,123 to Electricity Human Resources Canada to build a more inclusive workforce by creating a set of made-in-Ontario reference tools, learning materials and short videos to extend its online resources and support employers in expanding the accessibility of jobs in the electricity sector to people with disabilities.
• up to $108,600 to Trucking Human Resources Canada to provide small and medium sized trucking companies with information about how to create viable employment options for people with disabilities.

This year the EnAbling Change Program focus will be on projects that:

• drive a culture of respect and dignity for people with disabilities,
• support awareness of requirements and regulatory compliance under the Accessibility for Ontarians with Disabilities Act (AODA), and
• create equitable opportunities in the jobs market.

Information on how to apply for the 2022-23 EnAbling Change Program can be found on the Ministry for Seniors and Accessibility’s Age-friendly and accessibility grants web page.

Quick Facts

• The EnAbling Change Program started in 1999. Last year, the program supported 14 projects across Ontario.

• The program provides funding to not-for-profit, industry and professional associations across a range of sectors.

• The Ontario government is helping drive cultural awareness about the value and benefits of accessibility through the EnAbling Change Program and Advancing Accessibility in Ontario framework.

• A complete list of the 2021-22 EnAbling Change Program recipients.

Source: news.ontario.ca

Ontario Supporting Stronger, More Accessible Communities
Timi

Workplace leaders, listen up: It’s time to ditch the one-size-fits-all-brains approach to office design. The human brain works in all manner of ways, as reflected in today’s neurodiverse workforce—and the workplace needs to step up to the job, too.

Understanding neurodiversity starts with recognizing that a range of cognition exists, including autism spectrum condition, ADHD, dyslexia, dyscalculia, and dyspraxia. While each has its own unique attributes, people with neurodivergent conditions generally experience spaces differently than other members of the population.

Take me, one of many people whose cognitive experience of the world may differ somewhat from yours. You’d never know if I didn’t tell you, but I’m dyslexic, which means I approach problems—and, yes, space—differently than other people. It also means signage is not the most helpful tool when I need to quickly navigate an unfamiliar space.

But while neuro-minorities comprise at least 15 to 20% of the world’s population you’ll almost never hear it mentioned in diversity, equity, and inclusion programs. We need to change that now, particularly with the ‘great return’ to the office. After two-plus years amid the comforts of home offices, neurodiverse people with higher sensitivity to physical surroundings are even more likely than others to experience stress and anxiety in returning to crowded, noisy offices where it’s hard to focus, collaborate with confidence, or simply feel at ease.

By taking purposeful measures, however, organizations can ensure their office spaces reflect the diverse ways employees experience the physical environment.

1. OFFER WORKPLACE CHOICE

First and foremost, create distinctive settings where people can choose to go based on both their work and their sensory comfort. According to BBC research, employees and visitors with neurodiverse conditions often process sounds, sights, and smells differently than other staff might. And even though fresh collaboration opportunities are one of the key things organizations are currently seeking in new workplace design, Steelcase research shows that privacy can be just as important.

The number one way to accommodate the many different ways people work is to offer a menu of intentional spaces—including quiet areas for focused work, higher-stimuli settings for group work and socializing, and recharging stations. Recharging stations could be a dimly lit, private room with a comfortable couch or chair, calming music and perhaps a yoga mat to encourage meditation or restorative movement. Regardless of the specific approach, be sure to incorporate clear design cues about the space’s intent so people know what to expect in terms of acoustics, privacy, light, and other sensory elements.

When designing different workspaces, provide variety within those categories, too. While many people may thrive in conference rooms surrounded by glass walls, others may feel like they’re in a fishbowl, and feel less confident sharing their ideas with the team. Provide both types of space, including open collaboration areas and rooms with solid walls and doors you can close.

Consider, too, how excess and unexpected sounds can be stressful for some people. In addition to providing small focus rooms with soundproofing materials where people can trust their conversations will be private, it is also helpful to create quieter collaboration areas that use furniture and plants to bring privacy within a larger open space and shield employees from the distraction of passing conversations.

2. RETHINK THE POWER OF LIGHT AND COLOR

Happy young woman manager in casual attire and glasses smiles and looks into a laptop, looking through different information, she drinks coffee in a cozy cafe with large windows and a view of the city

Many neurodiverse people, especially those with ADHD, are sensitive to bright, flickering, unnatural lighting and glare, as well as sudden movement. Incorporating more natural light throughout the space—not just in common areas but smaller, private spaces, too—can support everyone’s focus and mental wellbeing. Not every space will have windows that accommodate natural light, so in those instances mirrors, shiny furniture, glossy surfaces, greenery, warm, soft LED lighting with adjustable settings, lighter color palettes or even a faux skylight can help give the illusion of natural light. Dimmable lights and artwork with simple patterns can also help reduce stress.

This holds true for collaboration spaces, too, which are typically purposefully equipped with bright colors and lights. While some people’s brains are indeed stimulated by bright colors and lights, people like me find them incredibly distracting. So, offer a mix.

3. PRIORITIZE AIR QUALITY

Stuffy air with random smells wafting through (or, worse, lingering) might bug anyone, but it can be especially troublesome for people with neurogenetic olfactory sensitivities. A sensitivity to smell in particular is called hyperosmia, and depending on the severity of the sensitivity, a coworker’s perfume or smelly lunch can trigger migraines, nausea, and other forms of discomfort. For example, some neurodiverse people, like those with autism, have a heightened sense of smell and taste.

It can be very difficult for someone living with hyperosmia to identify which smells will trigger it. Severe sensitivities to smell can result in anxiety and even depression, as the afflicted person can’t be sure what events or places will be safe for them to visit. For employees returning to the office for the first time in two years, this can cause anxiety about walking into an unknown, unpredictable sensory environment.

Since the causes of hyperosmia can be difficult to identify, it’s imperative that companies do everything they can to limit intrusive smells. Invest in high-performance HVAC equipment and maintenance to facilitate healthy air quality and circulation. Certain plants like palm plants, rubber plants and English ivy make great natural air purifiers. For especially pungent spaces like the kitchen, or even just the microwave, leaving a bowl of vinegar out overnight helps absorbs other odors.

4. CHOOSE COMFORTABLE FURNISHINGS AND CONFIGURE THEM THOUGHTFULLY

Rough, scratchy, and otherwise uninviting desk chairs won’t exactly win over any employee, particularly neurodiverse individuals with tactile sensitivity. Simple fix: Assess the texture just as much as you would the visual aesthetic of desks, chairs, and any other high-touch surfaces. Also consider ways to help employees feel more at home in the workplace, such as encouraging people to bring in their own mugs or family photos. This might also take other forms, like including neurodiversity in standard diversity training, so that employees feel more comfortable sharing what they need out of the office’s design and communications.

Arranging furniture in different ways can also help people feel better equipped to do their work. For example, not everyone’s brain works well when they’re sitting at a table, so set aside space where pacing is welcome. And in open workspaces, you can provide privacy in other ways by positioning work stations so that they face away from each other and toward an exterior-facing window, for example.

5. CONSIDER NEURODIVERSITY IN LAYOUT AND WAYFINDING

It’s easy to get lost in offices where everything looks the same—think cubicle farms and monotonous floor layouts. That sense of disorientation can overwhelm employees with cognitive differences. For example, as a person with dyslexia, it can be frustrating to have to rely on environmental clues more than signage to orient myself within a setting—but then find that those clues look the same. Creating more unique spaces with visual landmarks and clear lines of sight will help everyone map their own location within a space, ultimately saving both time and frustration.

At the end of the day, designing for neurodiversity benefits all employees—just as designing for people who are deaf can actually support hearing employees too. Whether or not you have a neurogenetic condition, everyone is different, and what you find distracting may just as easily inspire a colleague’s best focus. By designing for the rich diversity our modern workforce holds, you can help ensure all your team members have access to space where they can thrive.

Source: Fastcompany.com

If you want to know more about disability inclusion in your company, read the Why & How’s here.

Five detailed ways to design an office for neurodiversity
Timi

The customer experience is considered the top priority for restaurant owners. In designing your restaurant, you should keep in mind its accessibility for everyone. Disabled guests who dine in with their friends and families should be as comfortable and welcomed as everyone else.

While the Federal Disability Discrimination Act 1992 (DDA) provides a checklist for things to consider in your establishment for people with disabilities, here’s a list of things you can do to provide them extraordinary service while in your restaurant.

1. Use the Braille System

Braille is a tactile writing system wherein raised dots are used to help those are visually impaired read. It is read by moving the hand or hands from left to right along each line. Post braille signs in areas in your restaurant that may be frequently visited by diners. For example, you may include it on bathroom signs and at the pickup window. You can even include Braille in your menu.

2. Treat them equally; in an inclusive manner

When a disabled person enters your restaurant, greet them like how you would greet any customer. Do not make them feel different or awkward. This is why it is important to train your staff ahead of time, so that they would know how to properly facilitate customers of all abilities. There is no need to treat them differently, simply be aware and alert in case the guest needs assistance.

3. Raise awareness and inclusivity through training

Your personnel should be well-aware of how to attend to people with disabilities. Provide them with training to improve their knowledge on the several types of disabilities and how they can cater their service to each type of customer. Your staff must be able to know how and when they should help. For example, a person with a visual disability may need help in reading the menu, or if someone needs help in going to certain areas like the bathroom. Servers should be on call to the table in case they need additional assistance.

Nothing says good customer service like going the extra mile to assist your customers. Your staff should know when to offer additional assistance needed by disabled customers, such as rearranging seats, holding doors open, providing supplementary table service, etc. Making sure that all your patrons feel welcome and comfortable is a must for every restaurant.

4. Make pathways wider; more convenient

The DDA requires that public spaces such as restaurants be accessible for those with disabilities. In your restaurant, you would want to provide ample space for clearance on either side of the aisles for wheelchair users. It would also be more convenient for those with other mobility disabilities such as those using walkers and canes. This also ensures that other guests will not be bumped into or disturbed. There would be no need for disabled diners to ask other people to move their chairs so they can pass by.

5. Be patient

When assisting a disabled person, you should not be in a hurry. Train your staff to be patient and wait for instructions from the guest. It is not always that the staff can tell if a customer is having difficulty. For example, someone with hearing disability may need servers to repeat themselves. The key is making the customer feel comfortable, so the staff should not be rude despite the difficulty.

6. Provide accessible and spacious bathrooms

I

t is common practice in restaurants to provide a separate bathroom for disabled people and the elderly to provide them additional space and privacy. This gives them a more comfortable experience if they have ample space to move around. It also helps to install handrails to help guests with their balance while maneuvering, and also providing sinks that are low enough to be accessed by anyone.

7. Don’t treat them differently

There are cases when people have certain disabilities that are not common. Neuromuscular disorders, cognitive disabilities, motor tics, and other unfamiliar disabilities are judged harshly by those who don’t recognize them. It is crucial that your staff receives sensitivity training so that they would not feel uncomfortable if someone with these types of disabilities visits your restaurant. The servers should be relaxed around them so that in turn your customers would feel the same way.

Your restaurant must be accessible to people with all abilities. This can be achieved by making small adjustments in your restaurant. These seemingly small changes, however, can address big challenges faced by patrons with disabilities. Remember that patience is key and that you must be able to provide extra assistance when needed. Take the extra step even, and initiate to provide assistance that will give your customers the pleasant dining experience they deserve. Understanding the needs of everyone in your restaurant will go a long way in providing better customer service

Source: Retroplus

7 Things You Can Do For Your Customers With Special Needs
Timi

The B.C. government is requiring certain public-sector organizations to establish their own accessibility committees to reduce barriers for people living with disabilities, effective Sept 1. 

The organizations include school districts, post-secondary institutions, public libraries and local governments.

“The focus is on making our province more inclusive because a barrier-free B.C. is a stronger B.C.,” the Ministry of Social Development and Poverty Reduction said in a statement. 

More than 926,000 British Columbians live with a disability, according to the province. 

The new government regulation under the Accessible British Columbia Act, first announced in April of this year, came into effect in June 2021 and seeks to remove barriers and create accessibility standards throughout the province.

“We are committed to ensuring people with disabilities are central in the work to implement the Accessible B.C. Act,” the ministry said. 

Organizations will need an accessibility committee, a plan, and a way to receive feedback and have one year to complete the work. 

The government says committees will help improve accessibility standards related to the current and future urban design of the organizations.

“There are new approaches emerging in the field of urban design that are expected to offer improvements over what currently exists,” the ministry said. 

When asked about the types of design changes envisioned, the government said they would be determined in future phases as development standards are set.

People with disabilities call for more accessible cities

The new accessibility regulation is welcomed by advocates like Kristi Leer, a wheelchair user from Fort Nelson in northeastern B.C., who says it’s been a long time coming. 

“If it’s put in the right manner, and people are brought in to integrate it with each other, this act is going to be huge and change lives,” she said.

She said it’s important to seriously consider how different regions across the province may have distinct needs, from more accessible parking to better support services for people living with disabilities.

“You can’t pave the way for somebody unless you involve them in the construction of what you’re doing … [otherwise], it’s going to fail,” she said.

Vince Miele has been in a wheelchair for 50 years. He says about 50 per cent of the time he is still struggling to find accessible parking for his van, which has a ramp. 

Read: How to modify your home for someone with physical disabilities

“It’s more than frustrating. It’s disappointing. It’s disheartening,” said the Richmond resident. “I’d like to see cities look at what the need is today rather than what the need was 40 years ago.”

A recent engagement report by the City of Vancouver highlights the call from people living with disabilities for a range of changes, such as more accessible housing, parking lots, public washrooms and sidewalk repairs. 

Lower city signs and vibration alarm systems at crosswalks can better support people who are visually impaired, according to the report.

Collaboration goes a long way, planner says

The City of Vancouver says it’s considering those factors as it develops the Vancouver Accessibility Strategy,​​ a plan to make city infrastructure, facilities and services more accessible. 

The Vancouver Accessibility Strategy was a 2018 council motion, according to the city. 

City of Vancouver accessibility planner Karen Lai agrees the best way to improve accessibility in cities is to involve more people living with disabilities like herself in the planning process.

“It’s the concept of nothing about us without us. The people that live with disability need to be part of the process of developing a strategy that works with the community.”

The city says staff have so far shared “promising practices and reflections” on how to address accessibility challenges. 

“We are looking at a broad spectrum of disability,” said Lai, “It’s definitely needed.”

The ministry says the new requirement has provisions for enforcement that won’t activate until it adopts accessibility standards. It says it’s working on developing them and anticipates it will take at least two years.

Source: CBC

B.C. orders more than 750 public sector organizations to form accessibility committees
Timi

The debate surrounding when and where to enforce mask wearing is gaining momentum, with much of the debate being dominated either by those that believe it is essential to public safety, and those that see it as a civil liberties issue, with government or business doing the enforcing. In all of this one voice is being drowned out that very much needs to be heard; that of the disabled community.

As with vaccines, there is a small percentage of the population that simply cannot wear a mask. They do not have the luxury of debating the pros and cons. Since they have no choice, surely it is even more important for the rest of society to do their part and bring down the overall rate of transmission?

The idea that such people should just stay home is reminiscent of the ableism that we encountered at the start of this pandemic when the phrase “it only kills the weak and the elderly” was ubiquitous.

What about those that need to work, or have other responsibilities outside the home? Realistically how long can we expect some people to stay home while everyone else is meeting up again? This cannot be the only solution and to suggest so is therefore discriminatory. So let’s look at the other options and how business leaders can be role models of a pragmatic, measured approach in our organizations.

Address The Lack Of Awareness

The first step in inclusion is often education. I have been asked multiple times recently to explain why certain people cannot wear a mask, and this lack of understanding leads to people feeling that exemptions are actually unfair, with the attitude of “well if they don’t have to why should !?”

Allow me to explain; People with sensory processing disorder (this applies to varying degrees across most neurominorities, but tends to be acute in autism) may find the physical sensation of wearing a mask to be totally unbearable and attempts to tolerate this pain and discomfort could lead to public meltdowns and panic attacks. People who are claustrophobic or who have experienced trauma related to having their face covered are also at risk of panic attacks and emotional overwhelm. Finally, those with breathing difficulties may be triggered by a mouth and nose covering. There may be others that I have not included in this list, so be willing to listen and trust people if they tell you that mask wearing is not physically possible for them. These are genuine physical responses that are not within the persons control, it is simply not equivalent to finding masks a bit uncomfortable or impractical.

Reasonable Accommodations For Those That Cannot Wear A Mask

Making adjustments to allow for a small number of non-mask wearers is actually surprisingly simple.

My first suggestion would be to accommodate home working wherever possible, but that isn’t the only approach we should consider. Discuss with your team member if they can change their working hours to reduce their contact with others. Even a shift of a few hours earlier or later will help reduce contact and may also allow for them to travel outside of peak times.

If an employee is non-mask wearing, they could also commit to monitoring their contacts and making sure they quarantine if they have been exposed. We could make sure they are not in closed spaces with colleagues who are vulnerable. We don’t have to get into a zero sum game about whose needs are most important, balance and sensible compromise is possible.

Also look at ventilation in your work-space and if you can move workstations around to create additional distance. Consider keeping meetings and catch ups remote for the time being, or have outside meetings! My office is based in a countryside location and my colleagues and I frequently take walks instead of sitting around a table. Works well for thinking time and relationship building.

Another suggestion that will work for some but not all, is to replace masks with clear visors instead. These are actually more inclusive for Deaf people and those that rely on lip reading. In fact whilst we’re on the topic, I highly recommend the use of masks with a clear panel in the middle for this very reason.

How Will Exemptions Be Managed?

One of the larger concerns for people who cannot wear masks is the fear of persecution, or that their exemption will mean that others do not feel obligated, leading to increased risk for all.

We need to address the fear of being challenged. Research from Disability Rights UK suggested that 60% of people who cannot wear a mask fear being challenged. Some businesses have addressed this by creating exemption passes. This is an excellent solution for people that feel comfortable with the idea, but not everyone feels safe wearing something that displays their medical or psychological history. We must make allowances for this also and maintain confidentiality.

Regrettably, there is no perfect solution to this particular scenario other than to trust people with hidden conditions to do the right thing and educate those that would object. I think there’s an opportunity here to show commitment to inclusive, thoughtful leadership. The more we can increase public awareness of the importance of mask wearing while also increasing knowledge about the validity of exemptions the closer we will get to striking the right balance.

*** additional note***

I’ve been advised that you can acquire soft, bamboo fibre eco masks which are less painful for those with sensory processing disorder. This will help many!

This report by Forbes was first published Jul 4, 2020,06:06am EDT.

Nancy Doyle, Forbes

Source: forbes.com

If you want to know more about disability inclusion in your company, read the Why & How’s here.

Is Mandatory Mask Wearing Discrimination At Work? Disability Accommodations In The Time Of Covid
Trish Robichaud

An innovative local pilot project that has created publicly-available mobility device charging stations is being recognized provincially.

The City of Sarnia and the County of Lambton are set to receive the Municipal Accessibility Award by the Ontario Municipal Social Services Association (OMSSA), a non-profit made up of consolidated municipal service managers and district social services administration boards.

The winning local pilot project will be showcased at the OMSSA leadership symposium set for May 28 to 30 in Toronto.

“Congratulations to all involved in making this project happen in Sarnia-Lambton,” Sarnia Mayor Mike Bradley said in a press release.

Last year, the county and the city partnered to create specially-designated electrical outlets for mobility device users at 12 different public spaces, like the downtown Sarnia library, the Strangway Centre and Canatara Park.

“It is a privilege for the county work alongside the City of Sarnia in order to enhance the accessibility, safety and quality of life for residents of our community,” Lambton County Warden Bill Weber said in the release.

“Work achieved through this partnership advances the county’s vision for a caring, growing and innovative community.”

Source: The Observer

Mobility device charging stations set to be showcased at provincial conference
Trish Robichaud