What ‘Ted Lasso’ Did for Mental Health, Hollywood Should Do for Disability

You can’t expect a disabled actor to break down barriers if they aren’t hired for roles, or if film sets remain inaccessible.

Danny Woodburn, a native of the Philadelphia area, has appeared in more than 30 films and 150 TV shows.
Danny Woodburn, a native of the Philadelphia area, has appeared in more than 30 films and 150 TV shows.

Season three of the popular comedy Ted Lasso airs Wednesday, and given all that show has done to destigmatize mental health, I’m sure it’s no coincidence the finale is in May, the last day of Mental Health Awareness Month.

As a veteran actor, I am proud of what the show has done to elevate this important issue as it explores the title character’s panic attacks after years of bottling up trauma. But when it comes to on-screen representation, we are still so far behind.

I’m not just a veteran actor, who you may have seen on Seinfeld, along with more than 150 other TV shows and 30-plus films. I’m an actor with disability, which remains woefully underrepresented on screen.

A recent study of content from one streaming service found that disability remained the biggest representational hole, and fewer films included disabled characters in 2021 than in 2018.

When it comes to access and opportunity, we still often place the burden on the performers (people) with disabilities, and not on the system, access, laws, or the employers. And you can’t expect a disabled actor to break down barriers if they aren’t hired, or if film sets remain inaccessible.

Throughout my career, working with pioneers like disabled actor Robert David Hall (from CSI: Crime Scene Investigation), organizations such as the Ruderman Family Foundation and ADA Lead On (with Tari Hartman Squire), and festivals such as the ReelAbilities Film Festival, I have tried to change this — to eliminate prejudices, erase tropes, change the rhetoric, and ask that policies and creators include artists with disability.

Expanding Hollywood’s representation of disability isn’t just a moral imperative, it’s a business imperative. Roughly one out of four people in the U.S. lives with a disability; there is an immediate, positive response from audiences when we get this right. And negative consequences when we don’t.

It’s been more than 30 years since the passage of the Americans with Disabilities Act, and I can count on one hand the number of years our industry has attempted any serious engagement with the disability community.

Meanwhile, progress has been made in other areas — traditionally marginalized groups such as women, people of color, and LGBTQ people have been gaining equal opportunity and access to on-screen roles and the writers’ room, as well as producing and directing jobs.

To make the same changes with disability, the industry has to begin engaging with people and trying to eliminate fears and stigma.

Ted Lasso is one recent example, focusing attention on disabilities related to mental health. In another positive step, the popular IMDb database of actors has created a “self-identify” section, which lets all actors and craftspeople indicate if they have a disability. This will further help to reduce stigma by showing just how many of us are working with a disability.

Major changes won’t happen until studio executives make a true commitment to hiring more people with disabilities for their productions.

Not long ago, I met with my old costar, the wonderful actor Bryan Cranston, to discuss some of the backlash he received from the disabled community for his turn on The Upside, in which he played a quadriplegic man.

I said that our community — actors with disabilities — cannot achieve his level of success until we increase the opportunity and have equal access. So I’ve been asking him and other people in power to make a change to commit to casting three disabled actors in speaking roles each time they take a role from a disabled actor. Three to one. I call it the Woodburn Ratio. This would have the added benefit of forcing a production to make sets accessible.

These are hard changes and may come with hard conversations. I tell studio executives that they shouldn’t worry about asking the wrong questions of disabled actors. Just ask them. Especially the most important question: “What do you need from us so that you can do your best work?”

Imagine if every leader asked that question in workplaces all across the country, and not just in Hollywood.

Danny Woodburn, a graduate of Abington High School and Temple University’s School of Communications and Theater, is perhaps best known for his role as Kramer’s friend Mickey Abbott on “Seinfeld.” He is a consultant to the National Organization on Disability.

 

Originally posted at https://www.inquirer.com/opinion/commentary/ted-lasso-finale-mental-health-disability-hollywood-20230531.html

Mental Health Issues Affect Corporate Bottom Line

Chris Collingwood | May 24th, 2023

Addressing mental health in the workplace can save a company money through productivity and retention of trained employees.

While there are no clear measurements, presenteeism can impact the bottom line, said Demetrios Marousis, director of behavior health, Highmark Health.

“Many employees are suffering, not only themselves but with family members,” he said. “They show up for work, but they are not present and that, along with time away from the job, are important variables for employers.”

Karen Young, founder and president, HR Solutions, agreed.

“If you are not operating at 100 %, you aren’t producing 100%,” she said.

A report from the World Health Organization (WHO) said 15% of working-age adults were estimated to have a mental health disorder in 2019. Carol Glazer, president of the National Organization on Disability, said, “We know that has at least doubled since COVID.

According to a study by Health Canal LLC, untreated workplace mental illness costs the U.S. $3.7 trillion each year. Pennsylvania ranks fifth in the nation with $149 billion.

The report says too, the annual spending on mental health treatment in the United States is $43 billion, which is only 1.1% of the cost of unmet workplace mental health needs.

According to data supplied by the American Psychiatric Association, employees with unresolved depression experience a 35% reduction in productivity, contributing to a loss to the U.S. economy of $210.5 billion a year in absenteeism, reduced productivity, and medical costs.

And Glazer said 62% of missed workdays are attributed to mental health.

To improve workforce productivity, Young said the overall culture of the company must be one of caring.

“Supervisors, managers and leaders should know their workforce,” she said. “That way, they can ask how things are going when they see a change in behavior or a change in productivity or attitude.”

Young said trained leadership can open a dialogue to see what is going on with the employee but must be careful so as not to move into disability accommodation discussions.

“Just being on track with where they are can open the door to find out if the issue is work related or lifestyle related,” Young said. “And you have to be empathetic.”

Glazer agreed.

“There is an increasing emphasis on the importance of empathy among top management,” she said. “The platinum rule is to do unto others as they want you to do.”

Glazer said employers have to get past the stigma to help employees get through their issues. They can offer things like flexible hours or make sure they are taking their paid time off to tend to their needs.

“Let them know you think they are number one,” she said.

“Employees showing up without being present and time away from the job are important variables for employers,” Marousis said. “Employees will put off treatment, saying the issue will pass and don’t identify that it is treatable. When they do seek care, often they are challenged as to where to find it.”

Marousis said there is still a stigma attached to mental health issues which makes finding care difficult. He said people talk about the care they receive for medical issues and will recommend a doctor, while people being treated for mental health often keep it to themselves.

“Innovative employers promote providers and ease of access,” he said. “That makes it less of a stigma.”

Employers need to look at what it costs to recruit, train and retain employees and offer care versus the cost of turnover when an employee is unable to perform the job, Marousis said.

“Companies should have Employee Assistance Programs. They are so inexpensive,” Young said. “Human resource personnel are trained in mediation and listening, but when a serious issue arises, the employee needs a professional.”

Crisis counseling, she said, can help get to the issue quickly, usually in three to five sessions.

Marousis agreed, citing a program called Mental Health First Aid which trains people how to create opportunities to talk, reduces stigma and judgement, and engages the employee more quickly.

He also cited virtual providers who can offer employees private consultations at their convenience which makes getting care easier.

Employers, Marousis said, can help promote access to treatment by putting out information on what mental health disorders look like and provide access to providers that can help.

“We’re seeing more and more employers doing this through email campaigns and posters in the workplace which is translating to more people seeking help,” he said.

The increased interest is cost driven. Marousis said the total cost of care if mental health is not treated is three times what it would be. He cited an example of someone with diabetes and depression. If someone is depressed, he is more likely not managing his diabetes and that increases the cost of care.

“Leaders are responsible for productivity, but they have to be nice to their employees,” Young said. “That doesn’t mean they have to accept emotions, but they need to be empathic. That way, the employee is more likely to open up.”

If the employee is having minor issues that can be solved short-term with lightening the workload or taking a day off, the supervisor should work with that, she said. “It demonstrates that you hear them and care.”

However, Young said supervisors should get human resources involved when more significant issues arise because, as managers, they don’t want to get involved in medical issues.

“Human resources can discuss corporate programs that are available and outline benefits,” she said. “And they can look at formal accommodations if it is a long-term issue.”

Employers are starting to recognize the importance of treating mental health issues, Marousis said. When someone is not performing, access to care gives them permission to get treatment.

“There is still an expectation of productivity,” he said. “Letting employees know if they are not okay, gives the company the chance to help them get treatment.”

 

This article was originally published at https://www.cpbj.com/mental-health-issues-affect-corporate-bottom-line/.

Press Release: NOD Welcomes Diversity, Equity and Inclusion Executives from The Hershey Company and T-Mobile to Esteemed Board of Directors

NEW YORK (May 15, 2023)  The National Organization on Disability (NOD) today announced two new members to its Board of Directors. Alicia Petross, Chief Diversity Officer, The Hershey Company and Holli Martinez, Vice President of Diversity, Equity and Inclusion, T-Mobile were recently elected to the NOD Board, joining 15 other civic and corporate leaders from across the country working to advance disability inclusion in the workforce.

Alicia Petross Photo
Alicia Petross
Holli Martinez headshot
Holli Martinez

“Ms. Petross and Ms. Martinez are senior executives at two of our nation’s most successful companies,” said NOD Chairman, Luke Visconti. “In addition to their extensive business acumen, they bring Hershey and T-Mobile’s pace and professionalism. They are welcome teammates on our board of similarly accomplished professionals. I’m confident that their leadership will help NOD make the workplace fairer and enable millions of people with disabilities to gain the basic human dignity of being well employed.”

As Chief Diversity Officer at The Hershey Company, Alicia Petross leads the development and execution of Hershey’s Pathways Framework delivering diversity, equity, and inclusion strategies to the organization. She partners with key internal and external leaders to develop more innovation in Hershey’s global climate and inclusion programming. Externally, Alicia represents the company in key industry commitments, including Paradigm for Parity, CEO Action for Diversity and Inclusion, the National Organization on Disability Look Closer Campaign, and Financial Literacy for All. In 2023, The Hershey Company was ranked #3 on DiversityInc.’s Most Diverse Companies list. In 2022, The Hershey Company was named #6 on Diversity Inc.’s Top 50 Companies for Diversity list and earned the #1 ranking on Forbes World’s Most Female Friendly Companies.  Alicia was also named on Diversity Woman Media’s inaugural Elite100 Black Women leaders list in 2021.

“It is an honor to join the National Organization on Disability Board of Directors and bring awareness to the advantages of hiring people with disabilities and increasing employment,” said Alicia Petross, Chief Diversity Officer, The Hershey Company. “As leaders, we must continue to look for ways to recruit people of all backgrounds and abilities and ensure everyone has a place in Corporate America. Being part of the NOD Board and working closely with the team and member organizations only fuels my passion to drive employment opportunities for all, at Hershey and throughout the country.”

Holli Martinez is a passionate lifetime advocate for diversity, inclusion, and equality. She joined T-Mobile in February 2013 as the company’s first Director of Diversity and Inclusion and is fervently committed to sustaining an inclusive workplace where all employees can thrive.  Under her leadership, T-Mobile has embraced DE&I initiatives across the company that includes launching the Equity in Action Plan, T-Mobiles’ DE&I strategy. Nearly 40% of T-Mobile employees are members of one or more of its six Employee Resource Groups and 40+ D&I chapters across the county.  In 2022, T-Mobile received the distinction of the Best Place to Work for LGBTQ employees from the Human Rights Campaign, Forbes Best Employers for Diversity and Fortune Best Place to Work for Diversity, among others.

“I am honored to be appointed to the Board of Directors for the National Organization on Disability,” said Holli Martinez, vice president of diversity, equity & inclusions for T-Mobile.  “I am excited to serve alongside fellow board members, contributing my skills, experience, and passion for disability inclusion to make a meaningful impact together.”

 

About NOD

The National Organization on Disability (NOD) is a private, non-profit organization that seeks to increase employment opportunities for the 80 percent of working age Americans with disabilities who are not employed. To achieve this goal, NOD offers a suite of employment solutions, tailored to meet leading companies’ workforce needs. NOD has helped some of the world’s most recognized brands be more competitive in today’s global economy by building or enriching their disability inclusion programs. For more information about NOD and how its professional services, Corporate Leadership Council and Disability Employment Tracker™ can help your business, visitwww.NOD.org.

Press Release: NOD Releases Important New Findings from Campus to Careers Demonstration Project in Time for College Graduation

Roadmap Identifies Strategies and Solutions for Employers and Universities to Create Better Access to Job Opportunities for Recent Graduates with Disabilities

 

NEW YORK (April 25, 2023)A new report released by the National Organization on Disability (NOD) and The Burton Blatt Institute finds employers reporting significant difficulties identifying and recruiting students and recent graduates with disabilities. At the same time, those students with disabilities are faced with challenges long before they even begin to look for work.  These unfortunate circumstances were the motivation to launch NOD’s innovative Campus to Careers Demonstration Project.

The Campus to Careers Project, supported by lead funder The Coca-Cola Foundation, and in partnership with the University of Massachusetts Medical School’s Work Without Limits Initiative, has served as a living laboratory to test, to evaluate and share ideas and strategies among dozens of employers, universities, colleges, and students. The findings are now available in NOD’s Campus to Careers Roadmap. It provides practical recommendations, including checklists and video assets, for employers and universities to understand the challenges employers experience in engaging students with disabilities; the obstacles students with disabilities experience in transitioning into their chosen field; and the important role career and disability services play on campus. The Campus to Careers Roadmap can be downloaded free here.

“Recruiting college talent is becoming more competitive every year, and employers need a solid strategy to compete for skilled and diverse graduates,” said NOD President Carol Glazer.  “A productive recruitment strategy requires a dedicated commitment and can take some time to develop, but employers will see a return on investment by including people with disabilities who have incredible talent in their employment process.”

As part of this project, NOD and its partners met with college and university students who shared their job search and recruitment experiences which uncovered surprising realizations for students with disabilities. Some examples include:

  • “Career services told me to go to a temp agency…they said that was the best I could do.”
  • “What I immediately look for these days is screen reader accessibility. That’s usually an indication of the company’s commitment to equal opportunity employment.”

“Students with disabilities are an important asset to any organization,” said Felicia Nurmsen, managing director, employer services for NOD. “In addition to the skills all college graduates have, they bring intangible life experiences and attributes that are not immediately apparent on a typical college transcript. Our corporate partners have demonstrated a strong commitment to hiring well-qualified college students with disabilities, but it was apparent that these employers were still facing challenges identifying and recruiting people with disabilities. Our Campus to Careers Roadmap materials highlight the incredible talent that people with disabilities bring to the table and how to make them part of your team.”

As one University Director stated in the research, “There is a real fear on the part of our students. They have had negative experiences and may think ‘if my professor who I’m paying to be in their class is disrespectful to me, I’m certainly not going to say anything to an employer about my disability.’ Or ‘Why would I go into a position actively identifying myself as a person with a disability when I feel like that automatically makes me more vulnerable?’.”

“It is essential to create equal opportunities for individuals with disabilities to ensure everyone can contribute to society and demonstrate their talents”, said Saadia Madsbjerg, president of The Coca-Cola Foundation. “By partnering with NOD, The Coca-Cola Foundation is helping these individuals acquire the necessary skills and resources to be competitive in the job market. This collaboration is empowering students with disabilities as they transition into the workforce.”

“Partnering with NOD to develop the Campus to Careers pilot program was an important step in furthering our mission of equal employment for people with disabilities,” said Kathy Petkauskos, director of Work Without Limits, a program of ForHealth Consulting at UMass Chan Medical School. “Employers recognize the value of the program and are prepared to recruit and hire from a talented candidate pool. It is so important to work together to provide opportunities for employers to connect with job seekers, and NOD has opened pathways to employment with Campus to Careers that were not there otherwise.”

The Campus to Careers Demonstration Project was made possible by the generosity of The Boston Foundation, The Coca Cola Foundation, JPMorgan Chase, Roosevelt Warm Springs Foundation, and The UPS Foundation.

 

About NOD

The National Organization on Disability (NOD) is a nonprofit organization that seeks to increase employment opportunities for working age Americans with disabilities who are not employed. To achieve this goal, NOD offers a suite of employment solutions, tailored to anticipate, and meet leading companies’ workforce needs. NOD has helped some of the world’s most recognized brands be more competitive in today’s global economy by building or enriching their disability inclusion programs. For more information about NOD and how its portfolio of professional services, Leadership Council and Employment Tracker™ can help your business, visit www.NOD.org.

About The Coca-Cola Foundation

Established in 1984, The Coca-Cola Foundation has invested more than $1.5 billion globally to protect the environment, empower women to thrive and to enhance the overall well-being of people and communities.

About Work Without Limits  
Work Without Limits, a program of ForHealth Consulting at UMass Chan Medical School, is a network of employers, educational institutions, employment service providers, state and federal agencies, and individuals with disabilities and their family members. Through collaboration and partnership, our goal is to provide programs and services that increase employment for people with disabilities.

 

Media contacts:

Steve Aaron | 717.554.8614 | [email protected]

Kim Lehman | 717.599.0891 | [email protected]

Statement from NOD President on OFCCP’s New Mega Construction Project Program

NOD President Carol Glazer commented today on the Mega Construction Project Program announced by the U.S. Dept. of Labor’s Office of Federal Contract Compliance Programs (OFCCP). Funded by the landmark Bipartisan Infrastructure Law, this announcement holds tremendous opportunity for people with disabilities seeking employment with federal contractors in the construction trades working on large federally funded projects.

“When the National Organization on Disability, along with other leading disability groups, met recently with leadership at the U.S. Department of Labor, the issue of disability employment by federal contractors was one of our top priorities. So we were gratified and thankful to see this news about Megaprojects. Federal contractors from all sectors – including construction – can and must do better in hiring people with disabilities.

“NOD looks forward to supporting OFCCP’s promotion of Megaprojects workforce opportunities to people with disabilities, so they can meaningfully contribute to projects in their communities. Partnerships with disability organizations will be essential, as project managers endeavor to source talent with disabilities and fill workplace gaps across the country.

“A diverse workforce that includes people with disabilities makes good business sense. I’ve seen companies do this successfully when they make it a priority, and NOD stands at the ready to assist those federal contractors that need the help.”

Learn More About Megaproject 

About the Office of Federal Contract Compliance Programs

The Dept. of Labor’s Office of Federal Contract Compliance Programs (OFCCP) provides extensive and no-cost compliance assistance to contractors and subcontractors to strengthen recruitment, hiring, and employment practices, removing hiring barriers and promoting consideration of a diverse pool of qualified workers for jobs in the trades, including women, people of color, veterans, and people with disabilities.

Statement from NOD President on Recent Events at Twitter

By Carol Glazer, President of the National Organization on Disability

So as troubling and reprehensible as Elon Musk’s recent public questioning of an employee’s disability and use of a wheelchair was, there’s the more important and larger issue at Twitter: the total dismantling of their accessibility team.

Accessibility for users with disabilities has been compromised due to changes to the platform since Musk’s arrival. I agree with Senator Ed Markey of Massachusetts who this week said the changes under Musk’s leadership signal a disregard for the needs of disabled people. This could happen elsewhere and NOD joins him in his call to have accessibility features restored.

NOD Honors Revolutionary Disability Rights Activist Judy Heumann Who Died March 4th

By Carol Glazer, President of the National Organization on Disability

Our world is mourning the loss of Judy Heumann.

She was responsible for many legislative advances, along with propelling forward the fundamental rights that people with disabilities enjoy today. She was a fierce advocate, spending her early life challenging the system and calling for needed change in education, public and private sector accessibility and an end to discrimination of people with disabilities.

Then, later in her life, she worked within the system to make improvements by joining the administrations of Presidents Bill Clinton and Barack Obama.

I worked closely with Judy during the last five years as she became a guide to me and our organization in creating a disability roundtable made up of 17 national disability organizations. It was not an easy process, and Judy, knowing how impactful the roundtable could be, gave her time generously to see it come to fruition.

Her stature within the disability community here, and across the globe, was enormous. She could be forceful, but always caring. You felt special and as though you were the only person in the room when she spoke to you.

I witnessed this many times, but one occasion will stick with me forever. My son, Jacob, who was born with hydrocephalus, walked by my computer during a virtual meeting with Judy and I introduced him to her. Judy immediately began asking him questions. As I often do, I provided the answers until Judy, nicely but firmly, explained that she wanted to talk to Jacob, not me.

We at NOD worked with Judy in 2020 when our nation marked the 30th anniversary of the Americans with Disabilities Act (ADA) in partnership with the George and Barbara Bush Foundation. Judy was a strong presence, always behind the scenes, making sure the event celebrated the courage of people who reimagined what life could be like for those of us with disabilities. To recognize her role in our fight for equality, in that year, NOD honored Judy with a lifetime achievement award.

Judy Heumann sitting in a motorized wheelchair speaking into a microphone while sitting amongst a panel with Taryn M. Williams to her right.

And last September Judy spoke about “Honoring the Disability Rights Movement Over the Last 40 Years” at NOD’s 40th anniversary event in Washington D.C.

Speaking to our audience of largely corporate executives, she implored them to take up the work yet to be done to support meaningful employment for people with disabilities.

Judy will be remembered for her tenacity, courage and brilliance. I will also remember what she did to remind us all of the human connections we all should make. Everyone matters. That is an incredible legacy, indeed.

Re-Introduction of the Transformation to Competitive Integrated Employment Act (TCIEA)

The National Organization on Disability thanks Senator Bob Casey and his colleagues in Congress for reintroducing the Transformation to Competitive Integrated Employment ACT (TCIEA). NOD has for many years been calling for the end of the subminimum wage for disabled people currently allowed under rule 14(c) of the Fair Labor Standards Act. TCIEA would end that practice.

In November 2019, former NOD Chairman Governor Tom Ridge spoke to the U.S. Commission on Civil Rights on behalf of the National Organization on Disability on the importance of phasing-out 14(c).

Collectively, the NOD Roundtable, comprised of 15 leading disability organizations, and other disability advocates met with many members of Congress for their support of TCIEA. NOD hosted a Congressional Briefing, “Policy Issues Surrounding Employment for Individuals with Disabilities,” highlighting the work of several NOD Board Members, and tying their efforts to the importance of phasing out 14(c).

The NOD Roundtable sent letters to the Administration to request that the Disability Innovation Funds, led by the Department of Education, use their funds to support state Vocation Rehabilitation (VR) agencies to help community providers utilizing 14(c) certificates with the transition of their models to competitive integrated employment offerings for the individuals they serve. In April, RSA took up this call, and the Disability Innovation Funds are being used to help states transition away from 14(c).

Places that pay subminimum wage are called sheltered workshops, and they pay disabled people pennies on the dollar, usually in segregated workplaces where all the workers have disabilities and the people in charge are non-disabled. The bill would stop anyone new from being paid less than minimum wage immediately and also gives states and service providers funding to create better, integrated opportunities. Every person paid less than minimum wage right now would be transitioned to minimum wage by five years after TCIEA passes. 

 

NOD is proud to support this legislation.

Long Covid is a Disability. Here’s How to Ask for Workplace Accommodations.

Coming clean on limitations posed by symptoms such as fatigue and brain fog is difficult for many.

New studies offer clues about who may be more susceptible to long Covid, a term for lingering Covid-19 symptoms. WSJ breaks down the science of long Covid and the state of treatment. Illustration: Jacob Reynolds for the Wall Street Journal.

 

Many people with long Covid are legally entitled to accommodations at work to help them do their jobs. Still, some are finding it hard to ask for help.

Disability can encompass any number of physical or mental impairments. Often, managers can more easily comprehend the limitations imposed by static conditions, such as the loss of a limb or hearing. Symptoms can ebb and flow over time with chronic illness, such as long Covid, Crohn’s disease or lupus, making the experience more difficult to grasp, say disabled people and employers.

Because of that ambiguity, the onus is usually on workers to make the case for support. But coming clean on the limitations posed by long Covid is difficult for many.

“It was harder than I thought it would be, even though I knew my rights,” says Mindy Jackson, who works for the State of Washington as a vocational counselor for disabled people. She has had long Covid since her original infection in 2020. “I almost felt ashamed, which really surprised me.”

Ms. Jackson now works from home almost exclusively, has reduced her hours using Family and Medical Leave Act time off, and modified travel to avoid driving. She has also adapted her home office to help her maintain focus, adjusting the lighting and putting her screens in dark mode.

She joined the Covid-19 Longhauler Advocacy Project support group early in her illness.

“I don’t know what I would have done without being able to read the stories of those that came before me and be able to connect with people,” Ms. Jackson says.

In 2021, the federal government clarified that long Covid could be considered a disabilityunder the Americans with Disabilities Act (ADA). Long-Covid symptoms and severity can vary greatly. People with long Covid frequently experience extraordinary levels of fatigue, which can be worsened by exertion, cognitive impairment, nervous-system dysfunction, as well as vascular, respiratory and immune-system issues.

Between 7.7 million and 23 million Americans have long Covid, according to a November report by the U.S. Department of Health and Human Services. In cases where the conditions limit at least one major life activity, the necessary accommodations might be temporary or permanent, depending on each worker’s case.

Woman looking at computer monitor while typing on keyboard.

“The law is set up so that it becomes a conversation,” says Jasmine E. Harris, a professor at the University of Pennsylvania’s Carey Law School.

A 2022 survey of nearly 3,800 managers found that 40% of them had employees with lasting physical or mental effects of a Covid-19 infection, and that 58% of those managers said the employees had received workplace accommodations, according to the Kessler Foundation, a nonprofit supporting people with disabilities, and the University of New Hampshire’s Institute on Disability.

“The one thing that I think people do when they’re unsure is they wait too long [to ask], and then they really start to have performance issues,” says Felicia Nurmsen, a managing director at the National Organization on Disability, a nonprofit that seeks to increase employment opportunities for disabled people.

Ms. Nurmsen, who has long Covid herself, says she found online support groups helpful when figuring out her own accommodation needs. Such communities share ideas of what types of modifications might be useful, as well as referrals to medical professionals familiar with their condition.

Employment attorneys and other disability experts say workers should consider their individual situation when deciding whether to disclose a disability and ask for accommodations. They can make a request orally or in writing, and who they contact first is also up to them. Some people might feel more comfortable talking to their manager directly, while others might believe their HR department will better understand ADA law.

In some cases, such as when a condition isn’t readily apparent, an employer may request documentation about the disability and need for accommodation. This can come from any appropriate medical professional—not just a physician, says Linda Carter Batiste, director of services and publications at the Job Accommodation Network, or JAN, which is funded by the U.S. Department of Labor’s Office of Disability Employment Policy.

“Employers cannot ask for medical information unrelated to the disability at issue,” Ms. Carter Batiste adds.

Most workplace accommodations for chronically ill people involve a policy change, such as such as allowing for rest breaks or remote work, or developing a plan of action for when symptoms suddenly flare.

JAN research shows that more than half of accommodations cost employers nothing, while those requiring some expense typically cost about $500. Equipment-related accommodations can include creating an ergonomic workspace or adding antiglare screen protectors.

For those worried they were denied accommodations because of discrimination, disability lawyers say that workers can file complaints with appropriate state or local authorities, or the Equal Employment Opportunity Commission. It would be a misconception to think that accommodations are a form of preferential treatment, they add.

“That’s why I think a lot of employees are afraid,” says Nicole Buonocore Porter, a professor at the Chicago-Kent College of Law at the Illinois Institute of Technology. “It’s not a leg up. It’s saying, because of the manifestations of whatever my disability is, I need that accommodation just to be able to perform my job.”

WEBINAR: 2023 NOD Employment Tracker™ | Tying Business Practices to HR Outcomes

Explore how the updated 2023 NOD Employment Tracker™ provides essential data to companies seeking to become more disability inclusive and how L’Oréal USA used this tool to advance their workplace inclusion initiatives.

Plus discover trends and correlations, derived from 200+ companies that participated in the Tracker last year, including the most important disability employment practices that lead to the strongest outcomes, insights on how corporate America is progressing along the disability employment maturity curve, and what critical gaps remain and how your company can successfully address them.

Featuring:

  • Nick Iadevaio, VP, Diversity & Inclusion, L’Oréal USA
  • Felicia M. Nurmsen, Managing Director, Employer Services, NOD