Reducing Barriers

There are a variety of solutions available to employees, employers and the vocational placement agencies to reduce barriers. The solution can be as simple as exposure, such as participation in internship programs to demonstrate employee strengths and capabilities (EARN, n.d.). The concept of exposure, along with other solutions, typically include efforts from all three parties involved or communication between two of them. For example, vocational placement agencies can collaborate with the business professionals instead of rushing into placements (Kirkbride & Peck, 2001). Extensive training for vocational professions about how to educate the employers on ADA will also improve communication (Kirkbride & Peck, 2001). By developing an open relationship with employers, they feel more comfortable expressing their concerns and questions to the vocational placement agencies (Kirkbride & Peck, 2001).

increase marketing efforts.

Both employers and employee placement agencies need to improve their communication efforts. One suggestion is that employee agencies do not appeal to the charity of the work, but rather appeal to the business productivity (Kirkbirde & Peck, 2001). For example, if vocational placement agencies tell employers that while it may be more time upfront, the long term benefit is that employees with disabilities actually tend to have just as good if not better attendance rates (Kirkbride & Peck, 2001). A second suggestion is that business should market their desires to have a diverse workforce and that the marketing campaigns should focus on strategic human capital initiatives (EARN, n.d.). 

internal education.

Providing internal education and resources for the company and employees can mitigate misinformation and prejudices (Gerstenberger, 2014). Companies can improve the workplace culture by including disability in the agency’s diversity statement, committing to accountability recruitment and performance goals, and establishing internal resources for questions about disabilities (EARN, n.d.). Educating employees will help them better understand the strengths and limitations of their coworkers. For example, that the disability does not equal productivity potential. Several case studies indicate that employees with disabilities tend to be equally if not more productive than other employees (Kirkbride & Peck).

strategic planning. 

Designing an integrated communications plan from recruitment to retention will maximize the potential of efforts to develop inclusion. For example, 76% of employers in a national study report that when accommodations are implemented directly after the interview, the effectiveness was greatly improved (JAN, 2013). Furthermore, there are proven effective strategies that reduce barriers for employees for disabilities. From a national survey on federal agencies integrating employees disability, the most successful practices include: visible top management commitment, staff training, mentorship programs, on-site consulting, and budget allocations to reduce accommodation costs (Bruyere, 2000).