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JAN’S EAP SERIES Educating the Workforce about the ADA and Accommodations Businesses are required to comply with a litany of federal and state employment laws. One such federal law that has a broad impact on the workforce is the ADA, as amended. Title I of the ADA prohibits disability-related discrimination in employment and requires employers to provide reasonable accommodations for qualified applicants and employees with disabilities. The impact of the ADA in employment is far reaching, affecting workers with and without disabilities, but in different ways. The law’s non-discrimination and accommodation requirements can affect all workers – from the top level C-suite, to equal opportunity (EO), human resource (HR) professionals, supervisors and managers, and all levels of personnel working for an organization. Everyone in the workforce can benefit from having some level of knowledge about the ADA’s. Informing employees, beyond simply posting an equal opportunity poster, can benefit businesses by creating a more knowledgeable and inclusive workforce, reducing the likelihood of discrimination through awareness, and improving productivity by recognizing the value in providing reasonable accommodations. Support and a commitment from top management is critical for the success of any effort to disseminate ADA information and provide training. There must be a company-wide commitment to educate the workforce. The level of information shared and training provided will vary depending upon who is to be educated, but at the very least, all employees should have access to an organization’s reasonable accommodation policies and procedures and who to contact if they have questions or concerns. Information about the ADA and accommodations particularly benefits professional and management staff, both in terms of ensuring that their efforts are in compliance with the ADA and that their response to workers with disabilities is appropriate given their role within the organ