Superfluous documentation leads to a multitude of challenges; unnecessary disclosure, lack of privacy, wasted time, and expending of energy that could be better spent performing the job rather than fighting to prove ourselves as both disabled and worthy of employment simultaneously.
“I do think that John Fetterman—his example personally, and the example the Senate is setting—will be really helpful to a lot of people,” says Maria Town, President and CEO of the American Association of People with Disabilities. “It’s going to take many, many people, both people with disabilities and non-disabled people, actually saying, ‘Okay, we can make this happen in our workplace, in our church, in our community centers.'”
Mini Racker, Time Inc.
When Senator Fetterman was elected last fall, it was a victory not only for the residents of Pennsylvania, but for the disability community as well. Voters saw John Fetterman for the qualified candidate he was; dismissing ableist attitudes that called his fitness to serve into question simply because he required reasonable accommodations to do his job. Like Senator Duckworth, he is quickly becoming the advocate so many of us are thankful for—and a daily reminder of why representation is so crucial.
The Senate is moving quickly to adapt to the needs of its newest disabled freshman Senator, which is laudable, especially for an institution not well-known for its expediency. Captioning screens are being installed, accommodations are being made for his use of a wireless tablet, and the Sergeant at Arms is working closely with Senator Fetterman to ensure he has what he needs to succeed in the workplace.
However, since most of us are not members of Congress, the battle for workplace accommodations can often be more taxing and challenging. Accepting a new role becomes far more than finding the right position, but also the right employer willing to provide accommodations in an easy and straightforward way. Ideally, a conversation around our needs would be simple, but it’s often not. Employers frequently require those seeking accommodations jump through various hoops that often demoralize and ultimately dissuade our use of accommodations in the first place.
Many employers require not just proof of a disability, but a doctor’s blessing that the accommodation is warranted despite the EEOC clearly articulating that such things are not required if a disability is obvious or established. Superfluous documentation leads to a multitude of challenges; unnecessary disclosure, lack of privacy, wasted time, and expending of energy that could be better spent performing the job rather than fighting to prove ourselves as both disabled and worthy of employment simultaneously.
Complicating matters, most employers will not grant accommodations as a condition of employment, thereby leaving perspective hires in a state of limbo and considerable risk when deciding whether or not to join an organization. Even our nation’s largest employer—the federal government—begins the interactive process for reasonable accommodations only after an employee has onboarded.
Thank you to Senator Fetterman and the countless advocates working to normalize workplace accommodations.
Representation matters.
