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Updated: Copyright 2005 Worksupport.com©
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VCU Business Roundtable |
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Disability Friendly Business Checklist Please consider the following questions when nominating and evaluating businesses for the“Disability Friendly Business” Recognition Seal.I. Considerations for Evaluating Accessibility o Is the entrance to the business accessible to persons with mobility limitations? Is the entry to the building on an even hard surface and without steps? o If the accessible entrance is not immediately apparent, are there directional signs? o Are there handicapped parking signs/spaces with necessary access space for vans with lifts? o Does the business provide accessible restrooms, phones, water fountains?
Depending on the business and its services to the public, other considerations could also include: o Posting a notice on the front door that assistance will be provided for customers with disabilities o Installing sensors or automatic door openers o Installing a lift or elevator o Having Braille on elevator panels or signs for public restrooms o Having Braille or large print available on menus o Having a TTY, volume controls on a public telephone or any other assistive technology device o Having movable seating and/or accessible tables that accommodate wheelchairs o Having wide aisles or appropriately spaced displays of merchandise for wheelchairs to maneuver through o Making the company’s Website user-friendly to visitors with disabilities (i.e. including ‘text-only’ versions for persons with visual impairments, or supplying text for audio clips for persons who are deaf/hard of hearing) II. Considerations for Evaluating Customer-Friendlinesso Is staff alert and helpful to customers who have visible disabilities? o Does someone on staff know sign language? o Has the business offered disability awareness training to staff ? o If removal of a barrier is not “readily achievable,” are the goods, services, etc. made available through alternative methods? III. Considerations for Evaluating Employment-Friendliness o Are persons with disabilities included in their job applicant pool? o When interviewing persons with disabilities, is the focus on the candidate’s skills and abilities, not the disability? o Has an effort been made to educate management or human resources personnel on ADA laws and compliance? o Are policies, practices and procedures flexible enough that, if necessary, modifications can be made to ensure that the skills and abilities of applicants with disabilities are equally represented?
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