Law professor pushes disability inclusion in the workplace
NEW JERSEY, UNITED STATES — Law professor Michelle Travis spotlights the necessity of disability inclusion in the modern workplace. Travis, who also reports about the future of work, offered employers key lessons for creating a more inclusive environment.
Firstly, the pandemic has broadened the scope of who qualifies for accommodations, with 23 million Americans experiencing long-term effects from COVID-19. Travis highlights the necessity for employers to seriously consider accommodation requests, including flexible working hours and remote work options.
The shift towards remote work as a required accommodation marks Travis’s second point. “Employees with mobility limitations, neurodiversity, anxiety, depression, and PTSD, among others, have also reported benefits from working remotely,” she said.
“This means that disability inclusion is on a collision course with RTO (return to office) trends.”
Employers face increasing legal challenges when denying remote work accommodations, with courts showing more favor towards employee claims post-pandemic.
The post-pandemic workplace offers employers both new responsibilities and unique opportunities for embracing disability inclusion. Lean more in my latest https://t.co/3dMwrFnNil article. @usflaw #disabilityinclusion #disabilityrights #remotework https://t.co/94NbZqGgQ0
— Michelle Travis (@michelleatravis) February 21, 2024
Lastly, Travis argues that remote work should be seen as a business opportunity rather than a risk.
The adoption of remote work has allowed individuals with disabilities to enter the workforce in greater numbers.
In fact, companies that prioritize disability inclusion report significant financial benefits, including increased revenue and net income, according to the 2023 Accenture report.
“The study found that companies that embrace disability inclusion realize 1.6 times more revenue, 2.6 times more net income, and 2 times more economic profit than other companies.”
Meanwhile, employment law firm Littler has found that a majority of executives remain committed to diversity, equity, and inclusion (DEI or IE&D) programs, despite growing backlash.
