TLDR; In October, we recognize NDEAM, an annual reminder of the importance of creating accessible and accommodating workplaces
Each October, we recognize National Disability Employment Awareness Month, better known as “NDEAM”. The month is dedicated to celebrating the numerous contributions of workers with disabilities and promoting the value of a diverse and inclusive workforce. Established by Congress in 1988, NDEAM is a testament to the commitment to ensuring equal opportunity for all citizens, regardless of their physical or mental abilities. Organizations, employers, and communities come together this month to raise awareness about disability employment issues and to foster a more inclusive work environment that recognizes the varied skills and talents of every individual.
NDEAM serves as an annual reminder of the importance of creating accessible and accommodating workplaces, where the talents of all employees, including those with disabilities, are valued and utilized. During this month, employers are encouraged to examine their policies and practices to ensure fairness and inclusivity, while individuals and communities are invited to participate in events and discussions that highlight the successes and challenges in disability employment.
The theme for NDEAM changes every year, reflecting the evolving conversation about disability and employment, and is aimed at fostering greater understanding, acceptance, and appreciation for the diversity that individuals with disabilities bring to the workplace.
This year’s theme “Advancing Access and Equity” celebrates the 50 year anniversary of the Rehabilitation Act. This Act, which predates the ADA, prohibits discrimination based on disability in employment by federal agencies, federal contractors and recipients of federal funds, and in the delivery of federally funded programs and activities. Thankfully, the ADA expanded this Act to include all private and public companies with 15+ employees!
As an employer, it’s your legal duty to implement accommodations for qualified candidates and employees with disabilities. Title I of the Americans with Disabilities Act (ADA) prohibits private employers, state and local governments, employment agencies, and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment.
We’ve made an ADA Title I Readiness Checklist to help employers comply with Title I of the ADA. Please note, this is not exhaustive and is intended as a starting point. Employers should always seek legal counsel to ensure full compliance with all aspects of the ADA. Stay tuned for more resources this month.
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Each October, we recognize National Disability Employment Awareness Month, better known as “NDEAM”. The month is dedicated to celebrating the numerous contributions of workers with disabilities and promoting the value of a diverse and inclusive workforce. Established by Congress in 1988, NDEAM is a testament to the commitment to ensuring equal opportunity for all citizens, regardless of their physical or mental abilities. Organizations, employers, and communities come together this month to raise awareness about disability employment issues and to foster a more inclusive work environment that recognizes the varied skills and talents of every individual.
NDEAM serves as an annual reminder of the importance of creating accessible and accommodating workplaces, where the talents of all employees, including those with disabilities, are valued and utilized. During this month, employers are encouraged to examine their policies and practices to ensure fairness and inclusivity, while individuals and communities are invited to participate in events and discussions that highlight the successes and challenges in disability employment.
The theme for NDEAM changes every year, reflecting the evolving conversation about disability and employment, and is aimed at fostering greater understanding, acceptance, and appreciation for the diversity that individuals with disabilities bring to the workplace.
This year’s theme “Advancing Access and Equity” celebrates the 50 year anniversary of the Rehabilitation Act. This Act, which predates the ADA, prohibits discrimination based on disability in employment by federal agencies, federal contractors and recipients of federal funds, and in the delivery of federally funded programs and activities. Thankfully, the ADA expanded this Act to include all private and public companies with 15+ employees!
As an employer, it’s your legal duty to implement accommodations for qualified candidates and employees with disabilities. Title I of the Americans with Disabilities Act (ADA) prohibits private employers, state and local governments, employment agencies, and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions, and privileges of employment.
We’ve made an ADA Accommodations Checklist to help employers comply with Title I of the ADA. Please note, this is not exhaustive and is intended as a starting point. Employers should always seek legal counsel to ensure full compliance with all aspects of the ADA. Stay tuned for more resources this month.
💡Want more content like this? Subscribe to Disclo’s newsletter, Full Disclosure, for the latest in compliance, HR trends, and employee experience.
