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Diversity.zachariah bernard

  1. Making the workplace readily accessible to and usable by people with disabilities.
  2. Adjusting or modifying examinations, training materials, or policies.
  3. modified work schedules

Notes de l'éditeur

  1. Experts say that for the first time in history, the workplace includes four often distinct generations, each with unique strengths, expectations, motivations, and work styles. The prospect of managing workgroups consisting of such a wide potential age range presents several challenges, but it also can yield significant opportunities.
  2. Baby Boomers, Generation X, Generation Y and mature employees often work side by side, and creating an atmosphere where they can all work harmoniously can be a challenge for employers.Nearly 60 percent of HR managers at large companies say theyhave observed office conflicts that flow from generational differences,.It is important to remember that there is no one size fits all fix to age diversity in the workforce
  3. accommodate generational differences in key areas. coach and motivateshow understanding of needs.building effective work teams and cohesive groups.Use these differences to enhance the work and build a better group mindset.
  4. What Qualifies as a Disability?
  5. Neither the statute nor the regulations lists all diseases or conditions that make up "physical or mental impairments," because it would be impossible to provide a comprehensive list, given the variety of possible impairments.
  6. Neither the statute nor the regulations list all diseases or conditions that make up "physical or mental impairments," because it would be impossible to provide a comprehensive list, given the variety of possible impairments.Reasonable accommodation is any change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process, to perform the essential functions of a job, or to enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities.
  7. In fact, most disabled people do not need extra assistance or funding:Around one in five (19%) (19%) disabled people in the workforce needed some form of personal assistance, technical equipment or other workplace modifications to enable them to work in their current job. Modified or different duties, including flexible work hours, was the most common requirement indicated by 9% of these people. Alterations to the work area or building were required by 2% of people in the workforce.
  8. Not on whether workers have disabilities rates
  9. Manywith many costing nothing at all. Employers also report that accommodations paid for employees WITH disabilities typically cost only $320 more than what they would have paid for an employee WITHOUT a disability who was in the same position1. And available tax incentives make it even easier for businesses to cover accessibility costs.
  10. an individual must first meet all requirements for a job and be able to perform its essential functions with or without reasonable accommodations.
  11. Three conditions.unrelated to the disability orThe employee does not meet legitimate requirements for the job, such as performance or production standards, with or without a reasonable accommodation orBecause of the disability, he or she poses a direct threat to health or safety in the workplace.