Written By: Mike Udermann | Apr 1, 2015 12:00:00 AM
By Mike Udermann, Senior Vice President, Kottke Trucking, and TMSA Motor Carrier Market Segment Champion with the Membership Committee
Michael J. Fox has had Parkinson’s disease now for more than 20 years. Look at his successes and failures in that time, and the way society has accepted him. Would you do the same for someone on your staff? Would you embrace them with the kindness, courtesy, and respect that they deserve?
Five months ago, a close friend received his own Parkinson’s diagnosis. It hit him square, right between the eyes, and he is still trying to accept that he will now be considered disabled for the rest of his life. He sometimes walks with a cane. Many in the industry know him, and when running into colleagues at conferences and sales meetings, he has to make people aware of his condition. Despite Parkinson’s, he remains an executive at a well known trucking company, is respected by his peers, and serves on the board of several national associations.
Disabled people often do not experience this kind of support from employers. Poor treatment at work can lead to poor work performance, depression, withdrawal, and even suicide. No matter the disability – Parkinson’s, paralysis, blindness, or missing limbs – managers must take action to stop negative treatment of disabled employees.? ?
?The Americans with Disabilities Act (ADA) is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including jobs, schools, transportation, and all public and private places that are open to the general public. The purpose of the law is to make sure that people with disabilities have the same rights and opportunities as everyone else. The ADA is divided into five titles (or sections) that relate to different areas of public life.
Disabled employees can be a valuable resource to your business – as my friend’s employer tells him he is. I know this friend very well. Because the truth is, the friend I speak of is me. I don’t allow my disability to define who I am, and I ask that you don’t treat those within your organization any differently than you would want to be treated yourself.
Tags: Talent Management
64% of applicants wouldn’t respond to a job posting with a poorly written or confusing job title. And 60% find jargon to be annoying. Writing effective job descriptions is a challenging task, but it...
By Mike Regan, Chief of Relationship Development and Co-Founder of TranzAct Technologies, a company that helps shippers reduce their transportation spend while providing tools necessary to make...
By Mark Greenberg Hiring a new employee is always a risk. No matter how much you try to learn about someone through interviews, reference checking, and other traditional methods before making a job...