People with Disabilities in the Workforce: A Guide for Wisconsin Employers

Employers can recruit more candidates with disabilities by making their existing hiring process more accessible and building stronger connections with disability and workforce organizations. That usually does not require creating a separate hiring process.

Employers can start by:

• reviewing whether job descriptions focus on essential functions
• making the application process accessible
• preparing hiring managers to discuss accommodations appropriately, and
• building relationships with workforce organizations that connect employers with qualified candidates.

ERI supports employers by reviewing job descriptions, application processes, and hiring practices; identifying potential accessibility barriers; and connecting with disability employment resources.

Workplace accessibility is broader than responding to an accommodation request. It includes looking at whether employees and applicants can access the workplace, technology, information, communication, training, and everyday work processes.

Accommodations are also highly individual. A solution that works for one employee may not work for another. The best starting point is usually a conversation about the barrier the person is experiencing, the essential functions of the job, and what changes or supports could help.

ERI can help employers identify potential accessibility barriers, think through accommodation options, and connect with additional resources when specialized guidance is needed. The goal is not for managers to have every answer, it is to have a practical process for responding when a question comes up.

ERI provides practical disability employment and accessibility guidance. Employers should consult their human resources or legal professionals when questions require legal interpretation.

An employee who has been successful in their job may experience an injury, illness, disability, or other change that makes some parts of their work more difficult. That does not automatically mean they can no longer do the job.

Employers can start by:

• understanding what has changed
• identifying the specific work-related barriers, and
• exploring whether accommodations, changes in how work is performed, assistive technology, additional training, or other supports could help the employee remain successful.

In some situations, an employee may also have questions about how reduced hours, a leave from work, returning to work, or changes in earnings could affect Social Security, Medicaid, Medicare, or other benefits.

ERI brings together expertise in employment, disability, workplace supports, and benefits counseling to help employers and employees identify appropriate resources and next steps. Addressing these questions early can help employers retain experienced workers and help employees continue working when possible.

Employees who receive Social Security disability benefits, Medicaid, Medicare, or other public benefits may be concerned that accepting additional hours, a promotion, or higher wages could cause them to lose critical supports.

These rules can be complicated, and assumptions about benefits sometimes lead employees to turn down opportunities unnecessarily.

ERI's benefits specialists can help employees understand how work may affect their benefits so they can make informed decisions about employment. Employers don't need to become benefits experts themselves, they need to know where employees can get accurate information.

Managers do not need to become disability experts. They do need to know how to respond appropriately when an employee raises a concern. That includes:

• knowing how to listen without making assumptions
• focusing on the workplace barrier rather than a diagnosis
• recognizing when an accommodation conversation may be needed
• maintaining appropriate confidentiality, and
• knowing when to involve human resources or another resource.

Training can also help managers become more comfortable communicating with employees with disabilities and recognize common accessibility barriers in hiring, supervision, meetings, technology, and other workplace practices.

ERI provides practical training and consultation designed around real workplace situations. Rather than asking managers to memorize every disability law, benefit rule, or accommodation option, we help them understand what to look for, what questions to ask, and where to turn when they need additional expertise.