History, Spirit, and the Intent of the ADA

Teri Blankenship: It seems like a lot of the HR literature that I come across 
and read, focuses on compliance issues. What advice would you give employers on 
implementing the intent of the ADA? 

Lex: Well, I don't think it's bad to deal with the compliance issues. To some 
extent to any Federal legislation or State law for that matter, depends on 
implementation methods that require compliance. I would say to employers though, 
that the real carrot ought to be the employment of a person who has good skills, 
who has a commitment to work and who wants to make a contribution to the job 
that they have. Most people with disabilities, and I think data is there and 
studies are there to back this up, most people with disabilities really value 
the opportunity to work, perhaps more than their non-disabled counterparts. And 
they really do appreciate having a job and they really try. Maybe they try 
harder. Maybe it's partly a desire to compensate for their own disabilities. I 
think employers really need to think about what a person can do for them and 
particularly one that may feel like they've been given an exceptional 
opportunity in the work place by having this job. And when an employer sees that 
and sees the opportunity to get a great worker, somebody really committed to 
them and to the workplace and to achievement, then I think it becomes an easier 
decision for an employer to make the kind of accommodations that a person needs 
to do his job or her job as well as they possibly can. Clearly, some employers 
are not motivated by that, for whatever reason, I don't know. But their 
businesses may not be as well run as another one and they may not be as 
profitable as somebody who really focuses on getting committed people into the 
work place. And I think people with disabilities are generally that. 

Teri: Ok, thanks Lex. That's very good advice.