The BC Government developed Workable Solutions as an employment resource for employees with disabilities and employers hiring people with disabilities. This document outlines the procedure for an employer to provide accommodations if necessary to ensure the comfort and success of a disabled employee.
Often, employers don’t spend a lot of time analyzing and writing job requirements.
One of the most common accommodations required by persons with disabilities is some
flexibility around job requirements. Often a person with a disability can perform all of the most
important job requirements, but may have to work in an alternate way, on a different schedule or
perhaps with some assistance. With some flexibility and understanding from the employer, that
person can do the job. For instance, job design and requirements are often based on “the way
it’s always been done.” Assessing and writing inclusive job requirements is not about
compromising on what needs to be done, but about considering how something needs to be
done and who needs to do it.
- Job Analysis
- Alternate Work Arrangements
- Job Carving
- Part-Time Employment
Job Analysis
Job analysis is a process of assessing the essential components of any job prior to writing an
inclusive or non-discriminatory job description, and then interviewing and selecting a good
candidate for the job.
Often agencies that work with persons with disabilities have expertise and experience in doing
job analysis. As this step will ultimately impact the other steps in successfully recruiting a
person with a disability, it is worth taking some time to do this and involving others who can help
you with the process.
First, describe in detail the tasks that are considered to be part of the job in question. The next
step is to assess each task by asking a number of questions about the job tasks. See
www.workablesolutionsbc.ca for details.
This kind of analysis helps show where job duties could be altered to accommodate a person
with a disability. It is important to focus on the desired outcome of the job — not the methods
traditionally used to accomplish the outcome. Job analysis also helps you think beyond
convenient “credentials” or standard — but not necessary — requirements. Credentials such as
“university degree required” can result in fully-qualified candidates being screened out too soon.
Assessing the true requirements of the job and keeping an open mind about how those
requirements are fulfilled is a necessary first step in eliminating barriers in your recruitment
process.
“You learn from having employees with disabilities. Most of us without disabilities take things for
granted and don’t have a clue about some of the obstacles faced by others.” BC small business
owner
Alternate Work Arrangements
Alternate work arrangements such as job sharing can improve the productivity of the shared
position by utilizing the talents of two individuals and by ensuring that there is always coverage
(no lost time due to vacation or illness as the job share partner is available to cover these
periods). For job sharing to be successful, both individuals need to be well organized and
communicate well. There should be a clear written agreement on what the arrangement will be.
Numerous studies have shown that telework or telecommuting allows employees to work from
home and can improve their productivity by 15-25 percent. It is most commonly used for:
- professional and management employees who have an agreement to work at home one
or two days a week - research and programming jobs
- contract work such as telemarketing or call centre work.
“Modifying the worksite wasn’t expensive in terms of what we’ve got back from it.” BC employer
Employers benefit from not having to maintain workstations for employees. Workers benefit
from not having to commute. In addition to supporting your diverse workplace, alternative work
arrangements can also result in reduced absenteeism, improved recruitment and retention, and
improved job satisfaction.
Job Carving
Job carving involves melding job seeker and employer needs through systematic workplace
analysis and individualized career planning. Job carving begins with the concept of using a
person’s unique contributions and matching those to an employment setting. An individual’s
contribution to the workplace can be the specific sets of skills, personality traits, or other assets.
Job carving is generally reserved for individuals who are not likely to succeed, even with
support, when going through a typical competitive employment application and interview
process.
Part-time Employment
Sometimes, persons with disabilities are not able to work full-time due to the nature of their
disabilities. For some, part-time employment is the best work arrangement. Part-time workers
have regular hours of less than 30 hours a week and pro-rated benefits (as required by BC
Employment Standards). Part-time employment allows companies to staff for the busier times,
without having unnecessary staffing at other times. In particular, this flexibility is extremely
important to service industries.
