In most businesses, hiring new employees is a normal occurrence. There should be no more “fuss” made over a person with disabilities than over any other new employee. In fact, making an inappropriate fuss could make a new hire feel very uncomfortable and could undermine efforts to provide a respectful welcome. Providing a courteous and supportive introduction is key to ensuring successful onboarding for all employees.

Here are some best practices to successfully onboard new employees:

Before Your New Employee Begins Work:

• If needed, reach out to a local service provider for free consultation and/or assistance. 
• Talk to your staff about the new employee’s first day on the job.
• Provide co-workers with awareness training if there is a need to highlight specialized disability support (e.g., if the new employee has a guide dog or mobility issues). 
• Prepare all documentation, including:
  • Support agreements with local service providers 
  • Company policies 
  • Operating procedures 
  • Safety procedures 
  • Emergency instructions 
  • Employment contracts
  • Job descriptions 
  • Employee information sheets 
  • Benefit packages 
• Make sure the information for each new employee is in a format appropriate to their disability. 
• Ensure that any previously discussed accommodations are in place and that all required equipment for the new employee is in place. 
• Consider identifying a support person, mentor, or go-to person for the new employee. 

Learn how to greet, communicate and interact in non-traditional ways (e.g., interacting with people who are blind, who use a wheelchair or who have autism). 

First Day on the Job:

• Provide any information regarding orientation in a suitable format for a person with a disability. This may mean written, audio, large text or Braille or using simple language.
• Explain and show where the lunchroom, breakroom, restrooms and supply rooms are located.
• Introduce the new employee to their direct supervisor, who will serve as the first point of contact for any work-related questions.
• Introduce the new employee to colleagues, suppliers and customers.

Have someone accompany the new employee during breaks and lunch.

Within 30 Days on the Job:

• Assess work and decide if an intervention is needed.
• Confirm whether job accommodations are still appropriate, if applicable.

Gather feedback from co-workers.