Let it be known that you are aggressively seeking job candidates with disabilities. Send your vacancy announcements to disability-related organizations and agencies. State right on the job announcement your interest in receiving applications from people with disabilities. Or, have a statement with a phone number for people with disabilities to contact for accommodations in the application process.
Train your interviewers to learn how to screen-in qualified applicants with disabilities. Look at essential functions, qualifications of the individual, and ways to make reasonable accommodations.
Don't let the disability distract you as you evaluate qualifications. Be sure any tests or medical exams are performed in accordance with Title I of the Americans with Disabilities Act .
Be sure to test accommodations and adaptations once the person is on the job. Ask the employee with a disability to help guide you in the process. Rework accommodations and adaptations, as necessary.
Any employee's success hinges on proper orientation and training. Be sure all such programs are accessible to your new employee with a disability. Also, make sure training programs that lead to upward mobility and career advancement are available and accessible.
Explain to all workers involved the principle of reasonable accommodations and the particular accommodations or adaptations that have been made.
Knowledge is the key to understanding. If needed, have someone knowledgeable speak to co-workers about disability myths and misconceptions.
An educated workforce will be better able to ensure the success of your new employee, who just happens to have a disability.