According to the Equal Employment Opportunity Commission, there were nearly 27,000 disability discrimination claims brought to its attention in 2015, which represents 30 percent of all discrimination claims in that year. It also represents an increase of 12,000 cases since 2005. There are several reasons as to why that may be the case. First, it is possible that those with disabilities are less worried about making a claim.
In addition, greater outreach done by groups that support the rights of the disabled may increase awareness of the law. Finally, it may be because despite changes in the law and greater awareness on the part of disabled employees, employers are still violating regulations aimed to protect those workers. Employers are encouraged to create a corporate culture that values all workers regardless of their disabilities and to create objective hiring and promotion policies.
In addition to being a good legal strategy, it could also benefit employers from a talent standpoint. Workers may be more likely to trust the decision making of someone who is willing to look past the fact that they need a wheelchair or some other piece of equipment to do their jobs. An increase in trust could lead to an increase in engagement, which means talented people are working to the best of their abilities.
Employees who are victims of workplace harassment or wrongful termination may have grounds for legal action against their employers. An attorney may be able to engage in informal talks or proceed with formal court action to obtain damages against an employer. Legal counsel may be able to review employment records, witness statements or any other evidence that may support the position that a worker was denied opportunities at work or let go because of a disability.