Partnering with HR: A Manager’s Role in Supporting Employees with Disabilities

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Whitney Bandemer, August 27, 2024

Photo of a group of five professionals are gathered around a wooden conference table in a modern office setting. They are engaged in a collaborative discussion, with laptops, notebooks, and a computer screen displaying text on the table. The group includes both men and women, and one woman is seated in a wheelchair, actively participating in the conversation. The atmosphere appears inclusive and focused, with all team members engaged in the discussion. The room has a clean, bright, and contemporary design with glass walls and a marble floor.

Photo of a group of professionals working at a conference table, one seated in a wheelchair.

Headshot of Whitney Bandemer. She is posed by a window with her arms crossed wearing a purple button down shirt with a black blazer. She has a pixie cut, blonde hairstyle.

Whitney Bandemer

Whitney Bandemer is the Board Chair of AWS Foundation and Principal of WB Consulting.

 

Managers are the single most important factor in a team’s success and, according to Gallup, 70% of the variance in employee engagement. Therefore, it is safe to say that managers play a crucial role in fostering an inclusive environment where employees with disabilities can thrive.

While organizations certainly train managers on various employment laws and understanding the legal framework of the Americans with Disabilities Act (ADA) is important, the real impact comes from how managers partner with HR teams and leadership to create a culture of belonging for all employees.

The Power of Collaboration

Supporting employees with disabilities is not a responsibility that rests solely on the shoulders of HR. Effective support requires a strong partnership between managers and HR teams. Managers are often the first to recognize the needs of their team members and can work alongside HR to ensure those needs are met. This collaboration is essential for creating a supportive environment where employees with disabilities feel valued and empowered to contribute their best work.

Managers bring a deep understanding of their team’s dynamics, goals, and challenges. That, combined with HR expertise, can result in strategies that are both compliant with the law and aligned with the organization’s mission and values. This partnership allows for a more holistic approach to supporting employees with disabilities, focusing not just on compliance but on truly integrating inclusivity into the workplace culture.

Creating a Culture of Support and Belonging

For managers, fostering an inclusive culture starts with setting the tone for their team. This means being proactive in recognizing the diverse needs of their employees and partnering with HR to address those needs in meaningful ways. Here’s how managers can contribute:

  1. Proactive Communication: Managers should establish open and direct communication with their team members and HR. Never assume anything about someone’s ability, instead respectfully ask. Regular check-ins with employees can identify potential challenges early and resolve them quickly. This proactive approach helps prevent small issues from becoming significant barriers.
  2. Tailored Accommodations: While HR can provide guidance on reasonable accommodations, managers play a key role in implementing these accommodations in a way that works for both the employee and the team. Managers can offer insights into how certain accommodations might impact workflows and collaborate with HR to make adjustments that benefit everyone involved. Managers can also ensure that employees receiving accommodations do not feel marginalized or favored inappropriately.
  3. Building Awareness: Managers are instrumental in fostering a culture of awareness and understanding within their teams. By educating themselves and encouraging their team members to learn about the challenges faced by employees with disabilities, managers can help create a more empathetic and supportive work environment. HR can assist by providing training and resources, but it’s the manager’s influence that ensures this knowledge translates into daily practice.
  4. Celebrating Strengths: Employees with disabilities often bring unique strengths and perspectives to their roles. Managers should focus on leveraging these strengths and celebrating the contributions of all team members. When employees feel valued for their abilities rather than defined by their disabilities, they are more likely to feel a sense of belonging and commitment to the organization.

The Result: A Unified, Inclusive Workplace

Supporting people with disabilities doesn’t rest solely with HR. When managers and HR work together to support employees with disabilities, the result is a workplace where everyone can succeed. Employees who feel supported and included are more likely to stay with the company, contribute innovative ideas, and help build a positive reputation for the organization.