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

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?

If the accessible entrance is not immediately apparent, are there directional signs?

Are there handicapped parking signs/spaces with necessary access space for vans with lifts?

Does the business provide accessible restrooms, phones, water fountains?

Depending on the business and its services to the public, other considerations could also include:

Posting a notice on the front door that assistance will be provided for customers with disabilities

Installing sensors or automatic door openers

Installing a lift or elevator

Having Braille on elevator panels or signs for public restrooms

Having Braille or large print available on menus

Having a TTY, volume controls on a public telephone or any other assistive technology device

Having movable seating and/or accessible tables that accommodate wheelchairs

Having wide aisles or appropriately spaced displays of merchandise for wheelchairs to maneuver through

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-Friendliness

Is staff alert and helpful to customers who have visible disabilities?

Does someone on staff know sign language?

Has the business offered disability awareness training to staff ?

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

Are persons with disabilities included in their job applicant pool?

When interviewing persons with disabilities, is the focus on the candidate’s skills and abilities, not the disability?

Has an effort been made to educate management or human resources personnel on ADA laws and compliance?

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?